Lisa Hisae Nishii

Lisa Hisae Nishii
Cornell University | CU · Department of Human Resource Studies

About

39
Publications
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8,125
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Introduction

Publications

Publications (39)
Article
https://journals.aom.org/doi/10.5465/AMBPP.2019.16134symposium The increase in workforce diversity is a global phenomenon and puts extra pressure on organizations to manage employee diversity. This organizational challenge is reflected in the 2019 All-Academy theme, “Understanding the Inclusive Organization.” However, despite a strong body of rese...
Article
While academic and practitioner literatures have proposed that extraverts are at an advantage in team-based work, it remains unclear exactly what that advantage might be, how extraverts attain such an advantage, and under which conditions. Theory highlighting the importance of energy in the coordination of team efforts helps to answer these questio...
Article
We provide a theory-driven review of empirical research in diversity climate to identify a number of problems with the current state of the science as well as a research agenda to move the field forward. The core issues we identify include (i) the fact that diversity climate is typically treated as unidimensional whereas diversity research would su...
Article
Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands—that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths...
Article
Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths...
Article
Despite widespread agreement that relationships are an integral part of organizational systems, we still have a fragmented understanding of underlying mechanisms of relationships at work. This limits our ability to answer the question of how desirable relationships come about as well as how relationships exert influence in the organizational settin...
Article
Efforts to recruit and retain employees with disabilities are often tempered by employers’ concerns over potential workplace accommodation costs. This study reports on accommodations requested and granted in intensive case studies of eight companies, based on more than 5,000 employee and manager surveys, and interviews and focus groups with 128 man...
Chapter
In this chapter, the authors share their conceptualization of inclusive climates as well as their thoughts on how one might design organizational change efforts for enhancing inclusion. Their focus is on the inclusiveness of work environments, with the assumption that people experience more personal inclusion when they work in an inclusive climate....
Article
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Research and practice suggest that diversity, by itself, may not necessarily result in positive benefits without the presence of additional conditions. This panel will delve into inclusion–how well organizations and their members fully connect with, engage, and utilize people across all types of differences—as a key construct and practice for deriv...
Article
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I introduce the construct of climate for inclusion, which involves eliminating relational sources of bias by ensuring that identity group status is unrelated to access to resources, creating expectations and opportunities for heterogeneous individuals to establish personalized cross-cutting ties, and integrating ideas across boundaries in joint pro...
Article
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With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and...
Article
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Despite scholars' and practitioners' recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees' outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalize...
Conference Paper
How do employees with health conditions, impairments, or other disabilities get treated at work? There has been substantial attention paid to the low employment rate of people with disabilities, but much less to the experiences of employed people with disabilities. In this paper we report some findings from a large project on disability and corpora...
Article
This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race, age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they...
Article
Using data collected from 1,324 employees working within 100 departments of a biomedical company that was interested in understanding the factors that could help mitigate problems associated with gender diversity, I tested the hypotheses that the climate for inclusion of departments would moderate both the relationship between gender diversity and...
Article
The construct of Human Resource (HR) Attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of five HR-Attr...
Article
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Despite the oft made argument that demographic diversity should enhance creativity, little is known about this relationship. We propose that group diversity, measured in terms of demographic faultlines, affects creativity through its effects on group members’ felt psychological safety to express their diverse ideas and the quality of information sh...
Article
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[Excerpt] Strategic human resource management refers to the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals (Wright & McMahan, 1992). It involves all of the activities that are implemented by an organization to affect the behavior of individuals in an effort to implement the strat...
Article
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[Excerpt] The perceived reasons why management chooses a set of HR practices are linked to employee satisfaction, commitment, and on-the-job behavior. Employees individually make their own attributions about the purposes behind the practices, which are, in turn, associated with employees’ attitudes: a perception that management cares about service...
Article
Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of three types of justice climates (e.g., procedural, interpersonal, and informational), and the moderating effects of these climates on...
Article
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This article conceptually and empirically explores the relationships among manager personality, manager service quality orientation, and climate for customer service. Data were collected from 1,486 employees and 145 managers in grocery store departments (N = 145) to test the authors' theoretical model. Largely consistent with hypotheses, results re...
Article
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[Excerpt] Despite the rapid growth in the diversity of service consumers—both abroad and domestically—theoretical developments regarding this diversity in the service world have lagged far behind those that have characterized the world of manufacturing. With regard to international services, Knight (1999) conducted a review of the literature and co...
Article
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[Excerpt] In what follows we present a systems model of discrimination at the level of the organization. We elaborate the model shown in Figure 1 and illustrate the ways in which aspects of organizations – including formal and informal structure, organizational culture, leadership, strategy, human resource systems, and organizational climates – may...
Article
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Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in cross-cultural research by developing a theory of cultural tightness-looseness (the strength of social norms and the degree of sanctioning within societies) and by advanci...
Article
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In this article we advance a distinctly relational view of negotiation. We delineate the conditions through which relational self-construals (RSC) become accessible in negotiations and the conditions that inhibit their use, and we illustrate mechanisms through which RSC affects negotiation processes and outcomes. We introduce four relational dynami...
Article
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[Excerpt] A few trends have emerged in the field of Strategic Human Resource Management (SHRM) over the past few years. First, and most obviously, has been the extensive effort to demonstrate a link between HRM practices and firm performance (Becker & Gerhart, 1996). Researchers such as Huselid (1995), MacDuffie (1995), Delery and Doty (1996), and...
Chapter
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In this chapter, we illustrate the ways in which characteristics of organizations may contribute to or attenuate discrimination throughout the organization. Grounded within an open-systems model of organizations, we begin with a brief overview of environmental factors, such as the legal, economic, and social environment that serve as inputs into th...
Chapter
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The constructs of individualism and collectivism have been used in the social sciences from the beginning of research. However, the constructs gained popularity in the 1980s, and they continue to draw the attention of social scientists in all disciplines even today. A theoretical framework using the independent and interdependent concepts of selves...
Article
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[Excerpt] The purpose of this paper is related to these last two trends: we conceptually examine some of the mediating processes that might occur in the HRM – performance relationship, and try to make explicit their multilevel nature. In order to accomplish this, we will first explore the concept of variance, which is crucial to the analysis of any...
Article
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The paper presents a case study of a bank illustrating how service excellence results from a tightly aligned and mutually reinforcing set of positive, service-focused internal human resource processes (training and development, teamwork, goals and rewards, and people). We introduce alignment as a central theme useful for thinking about how internal...
Article
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In this article, the authors advanced a cultural view of judgment biases in conflict and negotiation. The authors predicted that disputants' self-serving biases of fairness would be more prevalent in individualistic cultures, such as the United States, in which the self is served by focusing on one's positive attributes to "stand out" and be better...
Article
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This article integrates theory from the cognitive tradition in negotiation with theory on culture and examines cultural influences on cognitive representations of conflict. The authors predicted that although there may be universal (etic) dimensions of conflict construals, there also may be culture-specific (emic) representations of conflict in the...
Article
Full-text available
Using data from 260 U.S. organizations, we found partial support for our hypotheses that demographic diversity of senior management would be positively associated with the diversity of the workforce, adoption of diversity practices, and power of an organization’s diversity/EEO officer, and that diversity practices impact organizational performance....

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