Oriane Georgeac
Assistant Professor of Organizational Behavior at Yale School of Management
Academic Positions
Assistant Professor of Organizational Behavior
Yale School of Management | New Haven, CT | 2020
Education
London Business School | London, UK | 2020
Ph.D., Organizational Behavior
MS, Cognitive Science, cum laude
University Paris Descartes (Paris V) | Paris, France | 2014
MS, Management, Grande Ecole diploma
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Exchange program at the University of Southern California (USC)
HEC | Paris, France | 2013
Selected Awards
William C. Frederick Dissertation Award, 2022 -- Top 3 Finalist
Social Issues in Management (SIM) Division,
Academy of Management (AOM)
Best Paper Based on a Dissertation Award, 2021 -- Winner
Gender & Diversity in Organizations (GDO) Division,
Academy of Management (AOM)
Annual Dissertation Award, 2021 -- Top 3 Finalist
Society of Experimental Social Psychology (SESP)
Best Dissertation Award, 2021 -- Top 3 Finalist
Society for Business Ethics (SBE)
Outstanding Research Award, 2020 -- Winner
Society for Personality and Social Psychology (SPSP)
Responsible Research in Management Award, 2020 – Finalist
Community for Responsible Research in Management (RRBM) & International Association for Chinese Management Research (IACMR)
Academic Publications
*denotes equal authorship
Georgeac, O. A. M., & Rattan, A. (2022) The business case for diversity backfires: Detrimental effects of organizations’ instrumental diversity rhetoric for underrepresented group members’ sense of belonging. Journal of Personality and Social Psychology. Advance online publication. doi: 10.1037/pspi0000394
Georgeac, O. A. M., & Rattan, A. (2021). Perceiving progress toward social equality: A model of signals and sense-making. Current Opinion in Psychology, 44, 12-17. doi: 10.1016/j.copsyc.2021.08.012
van Kleef, G. A., Heerdink, M. W., Cheshin, A., Stamkou, E., Wanders, F., Koning, L. F., Fang, X., & Georgeac, O. A. M. (2021). No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement. Journal of Applied Psychology, 106(11), 1673-1694. doi: 10.1037/apl0000868
Georgeac, O. A. M., & Rattan, A. (2019). Progress in women's representation in top leadership weakens people's disturbance with gender inequality in other domains. Journal of Experimental Psychology: General, 148(8), 1435-1453. doi: 10.1037/xge0000561
Georgeac, O. A. M.*, Rattan, A.*, & Effron, D. A. (in press). An exploratory investigation of Americans’ expression of gender bias before and after the 2016 presidential election. Social Psychological and Personality Science, 10(5), 632-642. doi: 10.1177/1948550618776624
Rattan, A., & Georgeac, O. A. M. (2017). Understanding intergroup relations through the lens of implicit theories (mindsets) of malleability. Social and Personality Psychology Compass, 11(4), e12305. doi: 10.1111/spc3.12305
Rattan, A., & Georgeac, O. A. M. (in press). Mindsets about malleability and intergroup relations. In C. M. Zedelius, B. C. N. Müller & J. W. Schooler (Eds.), The science of lay theories – How beliefs shape our cognition, behavior, and health.
Practitioner-Oriented Publications
Georgeac, O. A. M., & Rattan, A. (2022, June). Stop making the business case for diversity. Harvard Business Review. Retrieved from https://hbr.org/2022/06/stop-making-the-business-case-for-diversity
Rattan, A., Chilazi, S., Georgeac, O. A. M., & Bohnet, I. (2019, June). Tackling the underrepresentation of women in the media. Harvard Business Review. Retrieved from https://hbr.org/2019/06/tackling-the-underrepresentation-of-women-in-media
Georgeac, O. A. M., & Rattan, A. (2019, March). When people see more women at the top, they’re less concerned about gender inequality elsewhere. Harvard Business Review. Retrieved from https://hbr.org/2019/03/research-when-people-see-more-women-at-the-top-theyre-less-concerned-about-gender-inequality-elsewhere
© 2019 Oriane Georgeac