4/2021 Corinne Bendersky The UCLA Anderson School of Management Management and Organizations A-418, Box 951481 110 Westwood Plaza Los Angeles, CA 90095-1481 310-825-1366 – office phone 310-429-1299 – cell phone [email protected] University Affiliation University of California Los Angeles UCLA Anderson School of Management Professor, Management and Organizations 2017 - Present Associate Professor with Tenure, Management and Organizations 2011 – 2017 Assistant Professor, Human Resources and Organizational Behavior *Off the tenure clock in 2005 and 2008 2002 – 2011* Faculty Director, Human Resources Round Table (HARRT) at UCLA 2013 – Present Institute for Research on Labor and Employment Research Affiliate Negotiations and Conflict Resolution Program Senior Fellow 2009 – Present 2009 – Present Education MIT Sloan School of Management Doctorate of Management, Institute for Work and Employment Research Research focus: Organizational dispute resolution systems Committee: Thomas Kochan, Karen Jehn, Mary Rowe, Robert McKersie 1997 – 2002 Oberlin College 1991 – 1995 B.A. with honors Major: International Negotiation and Dispute Resolution with concentrations in politics and economics Research Interests I study the effects of workplace conflict, status, diversity, and justice on group and organizational performance as well as the production and dissemination of integrative scholarship about organizations. My multi-method, contextualized and dynamic research approach surfaces overlooked and often counter-intuitive findings about these fundamental aspects of interpersonal interactions in organizations. Peer reviewed and commissioned journal articles published *Denotes my current or former doctoral student. 1. Bendersky, C. and J. Brockner1 (2020). "Mistreatment from peers can reduce the effects of respectful treatment from bosses, and respectful peers can offset mistreatment from bosses." Journal of Organizational Behavior 41: 722-736. 1 Both authors contributed equally to this project. 1. *Pai, J. & Bendersky, C. (2020) “Team Status Conflict.” Current Opinion in Psychology.” 33: 38-41. 2. *Danbold, F. & Bendersky, C.1 (2020) “Balancing Professional Prototypes Increases the Valuation of Women in Male-Dominated Professions.” Organization Science 31(1): 119-140. 1 Both authors contributed equally to this project. a. Awarded the Dorothy Harlow Best Conference Paper by the Gender & Diversity in Organizations Division at the 2018 Annual Meeting of the Academy of Management. 3. Bendersky, C. and *Pai, J. (2018). “Status Dynamics.” Annual Review of Organizational Psychology and Organizational Behavior, (5): 183-199. 4. Bendersky, C. (2018). “Making U.S. Fire Departments More Diverse and Inclusive .” Harvard Business Review. https://hbr.org/2018/12/making-u-s-fire-departmentsmore-diverse-and-inclusive 5. Bendersky, C., & *Hays, N. A. 2017. The Positive Effects of Status Conflicts in Teams Where Members Perceive Status Hierarchies Differently. Social Psychological and Personality Science, 8(2): 124-132. a. Best Empirical Paper Award: When status conflicts harm and help group performance: Considering the (in)congruence of latent and manifest status conflicts. International Association for Conflict Management, Tacoma, 2013. 6. *Tsai, M., and Bendersky, C. (2016) “The pursuit of information sharing: Expressing task conflicts as debates versus disagreements increases perceived receptivity to dissenting opinions in groups.” Organization Science, 27(1), 141-156. 7. *Hays, N. A., & Bendersky, C. (2015). “Not at all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility.” Journal of Personality and Social Psychology, 108(6), 867-882. 8. Weingart, L., Behfar, K., Bendersky, C., Todorova, G., and Jehn, K. (2015). "The directness and oppositional intensity of conflict expression." The Academy of Management Review, 40 (2): 235 - 262. a. Best Paper Award – Empirical or Theoretical. Academy of Management, Conflict Management Division, 2014. 9. Bendersky, C. (2014). “Resolving ideological conflicts by affirming opponents’ status: The Tea Party, Obamacare and the 2013 government shutdown.” Journal of Experimental Social Psychology, 53: 163-168. 10. Bendersky, C. and *Shah, N. (2013). The downfall of extraverts and rise of neurotics: The dynamic process of status allocation in task groups. The Academy of Management Journal, 56 (2): 387 – 406. 11. Greer, L., Bendersky, C

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