@ensherf

Effective Allies Don’t Just Offer Support — They Change Systems

¿Qué es la falsa equidad y cómo frena el verdadero talento?

Rythmer la gestion des changements

The Hidden Impact of Allyship on Allies

Employees See Bias in the Workplace. Their Bosses Don’t.

The Invisible Barriers Holding Top Talent Back

Why Managers Resist Diversity, and How to Fix It

There Actually Is an ‘I’ in Team

A life guided by curiousity | UNC Kenan-Flagler

Managers’ “Not Here” Bias Undermines Diversity Efforts

Research: Why Managers Deny Inequity in Their Own Organizations

Seeking Information and Assistance at Work: How Employers Can Promote Worker Proactivity

The Downside of Success? It Can Lead to Failure

Enabling Employee Voices: How to Foster Engagement & Safety in the Workplace and Strategies for Amplifying Women & Minority Voices - Elad Sherf-Assoc. Prof, UNC Kenan Flager Business School

Going Further Together: The Unique Power of Mixed-Gender Coalitions Advocating for Gender Equity

The 3Cs of Delivering Effective Feedback

Strategies for Diversifying Corporate Leadership

Have Something to Say? Your Boss May Prefer You Do It in Private

Overcoming barriers to justice enactment by feedback seeking — Real Pal

Seeking and finding fairness at work | UNC Kenan-Flagler

How Organizations Can Encourage Employees to Seek Feedback

When companies treat employees fairly, everyone wins

How Motives of Managers Influence Employees’ Judgments of Fairness

Why employees who speak up sometimes remain silent

You Might Not Be Hearing Your Team’s Best Ideas

Emotional Intelligence Leads to Good Moods and Workplace Creativity

Research: Why Managers Ignore Employees’ Ideas

Research: When Managers Are Overworked, They Treat Employees Less Fairly

How to Get Men Involved with Gender Parity Initiatives

The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals

Broadening our Sights: Expanding the Consequences of Allyship for Allies

A 25-Year Review of Research on Feedback in Organizations: From Simple Rules to Complex Realities | Annual Reviews

Perceived personal and contextual impunity: Conceptualization, antecedents, and implications for workplace misconduct.

Fairness Judgments in the Context of Structural Sexism: The Role of Beliefs in Individual and Structural Causes of Success

How Much Inequity Do You See? Structural Power, Perceptions of Gender and Racial Inequity, and Support for Diversity Initiatives

In it to win it? Comparative evaluation increases zero-sum beliefs.

A Reinforcement Sensitivity Theory View of Seeking Behaviors at Work: A Meta-Analysis

Team Adaptation to Discontinuous Task Change: Equity and Equality as Facilitators of Individual and Collective Task Capabilities Redevelopment

Signaling Legitimacy: Why Mixed-Gender Coalitions Outperform Single-Gender Coalitions in Advocating for Gender Equity

Victorious and Hierarchical: Past Performance as a Determinant of Team Hierarchical Differentiation

It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments.

The errors of experts: When expertise hinders effective provision and seeking of advice and feedback

To be or not to be consistent? The role of friendship and group-targeted perspective in managers' allocation decisions

Seeking and finding justice: Why and when managers' feedback seeking enhances justice enactment

Keeping it between us: Managerial endorsement of public versus private voice.

Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout

I do not need feedback! Or do I? Self-efficacy, perspective taking, and feedback seeking.h

Too Busy to Be Fair? The Effect of Workload and Rewards on Managers’ Justice Rule Adherence | Academy of Management Journal

Why Managers Do Not Seek Voice from Employees: The Importance of Managers’ Personal Control and Long-Term Orientation

Centralization of member voice in teams: Its effects on expertise utilization and team performance.

It Is Not My Place! Psychological Standing and Men’s Voice and Participation in Gender-Parity Initiatives

The role of conflict in managing injustice.

Friend or foe? The impact of relational ties with comparison others on outcome fairness and satisfaction judgments

Regulating and facilitating: The role of emotional intelligence in maintaining and using positive affect for creativity.

Elad N. Sherf | Bio

Elad Sherf | UNC Kenan-Flagler Business School

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