Ivona Hideg
Ivona Hideg
Canada Research Chair (Tier II) in Organizational Leadership & Associate Professor, Lazaridis School
Verified email at wlu.ca - Homepage
Cited by
Cited by
Lunch breaks unpacked: The role of autonomy as a moderator of recovery during lunch
JP Trougakos, I Hideg, BH Cheng, DJ Beal
Academy of Management Journal 57 (2), 405-421, 2014
Momentary work recovery: The role of within-day work breaks
JP Trougakos, I Hideg
Research in occupational stress and well-being 7, 37-84, 2009
The Jekyll and Hyde of emotional intelligence: Emotion-regulation knowledge facilitates both prosocial and interpersonally deviant behavior
S Côté, KA DeCelles, JM McCarthy, GA Van Kleef, I Hideg
Psychological science 22 (8), 1073-1080, 2011
The ability to influence others via emotion displays: A new dimension of emotional intelligence
S Côté, I Hideg
Organizational Psychology Review 1 (1), 53-71, 2011
Too drained to help: A resource depletion perspective on daily interpersonal citizenship behaviors.
JP Trougakos, DJ Beal, BH Cheng, I Hideg, D Zweig
Journal of Applied Psychology 100 (1), 227, 2015
The culturally intelligent team: The impact of team cultural intelligence and cultural heterogeneity on team shared values
WL Adair, I Hideg, JR Spence
Journal of Cross-Cultural Psychology 44 (6), 941-962, 2013
The consequences of faking anger in negotiations
S Côté, I Hideg, GA Van Kleef
Journal of Experimental Social Psychology 49 (3), 453-463, 2013
The compassionate sexist? How benevolent sexism promotes and undermines gender equality in the workplace.
I Hideg, DL Ferris
Journal of Personality and Social Psychology 111 (5), 706, 2016
Overcoming negative reactions of nonbeneficiaries to employment equity: the effect of participation in policy formulation.
I Hideg, JL Michela, DL Ferris
Journal of Applied Psychology 96 (2), 363, 2011
Support for employment equity policies: A self-enhancement approach
I Hideg, DL Ferris
Organizational Behavior and Human Decision Processes 123 (1), 49-64, 2014
Dialectical thinking and fairness-based perspectives of affirmative action.
I Hideg, DL Ferris
Journal of Applied Psychology 102 (5), 782, 2017
When expressions of fake emotions elicit negative reactions: The role of observers' dialectical thinking
I Hideg, GA van Kleef
Journal of Organizational Behavior 38 (8), 1196-1212, 2017
The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves.
I Hideg, A Krstic, RNC Trau, T Zarina
Journal of Applied Psychology 103 (10), 1155, 2018
Buffering against the detrimental effects of demographic faultlines: The curious case of intragroup conflict in small work groups
WL Adair, LH Liang, I Hideg
Negotiation and Conflict Management Research 10 (1), 28-45, 2017
When should we disagree? The effect of relationship conflict on team identity in East Asian and North American teams
LH Liang, WL Adair, I Hideg
Negotiation and Conflict Management Research 7 (4), 282-289, 2014
Two Sides of Sexism: How Sexist Attitudes May Undermine and Promote Gender Diversity
I Hideg, L Ferris
Academy of Management Proceedings 2013 (1), 13699, 2013
Why Still so Few? A Theoretical Model of the Role of Benevolent Sexism and Career Support in the Continued Underrepresentation of Women in Leadership Positions
I Hideg, W Shen
Journal of Leadership & Organizational Studies 26 (3), 287-303, 2019
Do longer maternity leaves hurt women’s careers?
I Hideg, A Krstic, R Trau, T Zarina
The Effects of Up-Regulated Happiness on Others' Prosocial Behavior: The Role of Cultural Thinking Style
I Hideg
University of Toronto (Canada), 2012
When being helped is unhelpful: Gender, sexism, and autonomy-oriented help
C Varty, I Hideg, L Ferris
Academy of Management Proceedings 2018 (1), 17724, 2018
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