Research.
My research on emotions investigates how the experience and expression of emotions—a core driver of both cognition and behavior—affects the self and others in decision-making, leadership effectiveness, negotiations, and interpersonal judgment processes. I use a variety of research strategies and methodologies, including theory development, laboratory and field experiments, and surveys, to probe and explain how emotions and emotionally-laden experiences influence work at multiple levels, from the individual deciding to cooperate (or not) on a group task to the employee expressing recommendations for improving the workplace to the leader interacting effectively with team members. In my research, I draw from and build on work across multiple fields, including management and organizational behavior and psychology. In particular, my work on emotions examines the following:
My research on voice habit explores an alternative, non-deliberative perspective on voice behavior. In particular, I draw on the habit and automaticity literatures to examine how habitual voice--speaking up without deliberate consideration of costs and benefits--can lead to both functional and dysfunctional outcomes.
SELECTED PUBLICATIONS:
Journal Articles
*Rees, L., *Safi, R., & Lim, S.-L. (2022). How much will you share? Exploring attitudinal and behavioral nudges in online private information sharing. Journal of Experimental Psychology: Applied, advance online publication.
*Denotes equal first-authorship.
*Rees, L., *Chi, S.-C. S., Friedman, R., & Shih, H.-L. (2020). Anger as a trigger for information search in integrative negotiations. Journal of Applied Psychology, 105(7): 713-731.
*The first two authors contributed equally to this manuscript.
Rees, L., Friedman, R., Olekalns, M., & Lachowicz, M. (2019). Limiting fear and anger responses to anger expressions. International Journal of Conflict Management, 31(4): 581-605.
Glikson, E., Rees, L., Wirtz, J., Kopelman, S., & Rafaeli, A. (2019). When and why a squeakier wheel gets more grease: The influence of cultural values and anger intensity on customer compensation. Journal of Service Research, 22(3): 223-240.
Rees, L., & Kopelman, S. (2019). Logics and logistics for future research: Appropriately interpreting the emotional landscape of multi-cultural negotiation. Negotiation and Conflict Management Research, 12(2): 131-145.
*Barry, B., *Olekalns, M., & *Rees, L. (2019). An ethical analysis of emotional labor. Journal of Business Ethics, 160(1), 17-34.
*All authors contributed equally to this manuscript and are listed alphabetically.
Lam, C. F., Rees, L., Levesque, L., & Ornstein, S. (2018). Shooting from the hip: A habit perspective of voice. Academy of Management Review, 43(3): 470-486.
Rothman, N., Pratt, M., Rees, L., & Vogus, T. (2017). Understanding the dual nature of ambivalence: Why and when ambivalence leads to good and bad outcomes. Academy of Management Annals, 11(1): 1-40.
*Sanchez-Burks, J., *Bartel, C., *Rees, L., & Huy, Q. (2016). Assessing collective affect recognition via the EAM (Emotional Aperture Measure). Cognition and Emotion, 30(1): 117-133.
*Equal first-authorship.
Rees, L., Rothman, N., Lehavy, R., & Sanchez-Burks, J. (2013). The ambivalent mind can be a wise mind: Emotional ambivalence increases judgment accuracy. Journal of Experimental Social Psychology, 49(3), 360-367.
Book Chapters
*Miners, C., & *Rees, L. (forthcoming). Emotional intelligence in workplace negotiations. In L. V. Wilkin & Y. Pathak (Eds.) The Handbook of Organizational Conflict Management. Berlin: De Gruyter Publishing.
*Authors contributed equally and are listed alphabetically.
Dossinger, K., & Rees, L. (in press). Authenticity in career transitions: Navigating uncertainty in the self and the social context. In M. Griffin & G. Grote (Eds.) Handbook of Uncertainty Management in Work Organizations. Oxford: Oxford University Press.
Olekalns, M., & Rees, L. (2020). Workplace affect, conflict, and negotiation. In L.-Q. Yang, R. Cropanzano, C. Daus, & V. Martinez-Tur (Eds.) The Cambridge Handbook of Workplace Affect. Cambridge: Cambridge University Press.
Ybarra, O., Rees, L., Kross, E., & Sanchez-Burks, J. (2011). Social context and the psychology of emotional intelligence: A key to creating positive organizations. In K. Cameron & G. Spreitzer (Eds.) Handbook of Positive Organizational Scholarship. Oxford University Press.
Teaching/Negotiation Cases
*Atkinson, K., & Rees, L. (2021). "Housemates and COVID Conversations" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University. *Denotes undergraduate student.
*Ore, M. & Rees, L. (2021). "Pediatric Dental Health in the US" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University. *Denotes graduate student.
Rees, L. (2020). "MotorWorks" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University.
Sanchez-Burks, J., Rees, L., & Wang, C. (2012). “Havana Plants” negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University.
- Experience and expression of emotions and emotionally-laden phenomena, including a focus on ambivalence and authenticity
- Individual and collective emotion recognition and interpretation
- Interpersonal judgments, interactions, and cooperation, particularly in negotiations
- Influence of cultural logics and ethics on emotional and cognitive processing and behaviors
My research on voice habit explores an alternative, non-deliberative perspective on voice behavior. In particular, I draw on the habit and automaticity literatures to examine how habitual voice--speaking up without deliberate consideration of costs and benefits--can lead to both functional and dysfunctional outcomes.
SELECTED PUBLICATIONS:
Journal Articles
*Rees, L., *Safi, R., & Lim, S.-L. (2022). How much will you share? Exploring attitudinal and behavioral nudges in online private information sharing. Journal of Experimental Psychology: Applied, advance online publication.
*Denotes equal first-authorship.
*Rees, L., *Chi, S.-C. S., Friedman, R., & Shih, H.-L. (2020). Anger as a trigger for information search in integrative negotiations. Journal of Applied Psychology, 105(7): 713-731.
*The first two authors contributed equally to this manuscript.
Rees, L., Friedman, R., Olekalns, M., & Lachowicz, M. (2019). Limiting fear and anger responses to anger expressions. International Journal of Conflict Management, 31(4): 581-605.
Glikson, E., Rees, L., Wirtz, J., Kopelman, S., & Rafaeli, A. (2019). When and why a squeakier wheel gets more grease: The influence of cultural values and anger intensity on customer compensation. Journal of Service Research, 22(3): 223-240.
Rees, L., & Kopelman, S. (2019). Logics and logistics for future research: Appropriately interpreting the emotional landscape of multi-cultural negotiation. Negotiation and Conflict Management Research, 12(2): 131-145.
*Barry, B., *Olekalns, M., & *Rees, L. (2019). An ethical analysis of emotional labor. Journal of Business Ethics, 160(1), 17-34.
*All authors contributed equally to this manuscript and are listed alphabetically.
Lam, C. F., Rees, L., Levesque, L., & Ornstein, S. (2018). Shooting from the hip: A habit perspective of voice. Academy of Management Review, 43(3): 470-486.
Rothman, N., Pratt, M., Rees, L., & Vogus, T. (2017). Understanding the dual nature of ambivalence: Why and when ambivalence leads to good and bad outcomes. Academy of Management Annals, 11(1): 1-40.
*Sanchez-Burks, J., *Bartel, C., *Rees, L., & Huy, Q. (2016). Assessing collective affect recognition via the EAM (Emotional Aperture Measure). Cognition and Emotion, 30(1): 117-133.
*Equal first-authorship.
Rees, L., Rothman, N., Lehavy, R., & Sanchez-Burks, J. (2013). The ambivalent mind can be a wise mind: Emotional ambivalence increases judgment accuracy. Journal of Experimental Social Psychology, 49(3), 360-367.
Book Chapters
*Miners, C., & *Rees, L. (forthcoming). Emotional intelligence in workplace negotiations. In L. V. Wilkin & Y. Pathak (Eds.) The Handbook of Organizational Conflict Management. Berlin: De Gruyter Publishing.
*Authors contributed equally and are listed alphabetically.
Dossinger, K., & Rees, L. (in press). Authenticity in career transitions: Navigating uncertainty in the self and the social context. In M. Griffin & G. Grote (Eds.) Handbook of Uncertainty Management in Work Organizations. Oxford: Oxford University Press.
Olekalns, M., & Rees, L. (2020). Workplace affect, conflict, and negotiation. In L.-Q. Yang, R. Cropanzano, C. Daus, & V. Martinez-Tur (Eds.) The Cambridge Handbook of Workplace Affect. Cambridge: Cambridge University Press.
Ybarra, O., Rees, L., Kross, E., & Sanchez-Burks, J. (2011). Social context and the psychology of emotional intelligence: A key to creating positive organizations. In K. Cameron & G. Spreitzer (Eds.) Handbook of Positive Organizational Scholarship. Oxford University Press.
Teaching/Negotiation Cases
*Atkinson, K., & Rees, L. (2021). "Housemates and COVID Conversations" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University. *Denotes undergraduate student.
*Ore, M. & Rees, L. (2021). "Pediatric Dental Health in the US" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University. *Denotes graduate student.
Rees, L. (2020). "MotorWorks" negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University.
Sanchez-Burks, J., Rees, L., & Wang, C. (2012). “Havana Plants” negotiation exercise and teaching notes. Dispute Resolution Research Center (DRRC), Kellogg School of Management, Northwestern University.
