My research interest revolves around the effects of intergroup and intercultural conflicts in the workplace. For my master’s thesis, I investigated the impact of perceived discrimination on psychological well-being and turnover intention, and explored the effect of organizational culture on an individual’s perceived discrimination in an organizational context. My doctoral research expands onto the stereotype content model; specifically, looking into behavioural cues that counteracts the existing stereotype across various demographic categories, and its impact on performance evaluation in the workplace. Additionally, I am also involved in various research projects focusing on the construct of trust using a cross-cultural approach, as well as studies involving LGBTQ+ individuals in the leadership role.

​My main research interests revolve around how trust influences employee/employer/organizational relationships and the way in which those relationships affect their commitment to the organization. My honour’s thesis addressed the question of whether affective trust mediated the relationship between the different forms of the psychological contract (transactional and relational) and the three dimensions of organizational commitment (affective, continuance, and normative). For my master’s thesis, I intend to expand the question to include other forms of trust and the psychological contract with an emphasis on their relationship to organizational commitment, commitment to co-workers and supervisors, and their effects on turnover intention. I am currently the graduate project manager for the International Trustworthiness Study and am involved in various other lab projects. Editing of my honour’s thesis for the purpose of publication is currently underway.

I received my Ph.D. in Applied Social Psychology (Industrial-Organizational Psychology concentration) in 2016. My main research interests are in the areas of motivation and personality in the workplace. I am specifically interested in psychological need satisfaction theories such as Self Determination Theory (SDT) and also the effect of employees’ and managers’ dark side of personality on organizational outcomes. My Post Doctoral fellowship is focused on designing and developing practical guidelines and decision making templates that allow organizational leaders manage Counterproductive Behaviours in their workplace more efficiently.