research

Tedder-King, A., Prengler, M., & Sherf E. N. (2025). The mitigation-signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals [Monographϟ]. Journal of Applied Psychology. https://doi.org/10.1037/apl10001286

 ϟ The Monograph designation indicates work that makes a particularly substantial and significant contribution to the field, as decided by the Senior Editorial Team of the Journal of Applied Psychology. On average, less than one article per year is selected, making it a “rare and high distinction” at the journal.

Kundro, T., Tedder-King, A., Walker, O., Shandell, M. (2025). Reject or protect? Corrective action in response to women’s versus men’s reports of workplace abuse. Organization Science. https://doi.org/10.1287/orsc.2024.18712

Tedder-King, A., Prengler, M., & Sherf E. N. (2024). Broadening our sights: Expanding the consequences of allyship for allies. Current Opinion in Psychology. https://doi.org/10.1016/j.copsyc.2024.101902

Tedder-King, A. & Sherf E. N. (2024). Fairness judgments in the context of structural sexism: The role of beliefs in individual and structural causes of success. Academy of Management Journal. https://doi.org/10.5465/amj.2022.0776

Chawla, N., Gabriel, A, Prengler, M., Rogers, K., Rogers, B., Tedder-King, A., & Rosen, C. (2024). Allyship in the fifth trimester: A multi-method investigation of women’s postpartum return to work. Organizational Behavior and Human Decision Processes (Allyship special issue). https://doi.org/10.1016/j.obhdp.2024.104330 

Tedder-King, A. (Data collection). More is not always better: How fit between desired and received allyship behaviors influences belonging and inclusion.

Tedder-King, A., Petsko, C., Sherf, E.  (Data collection). Allyship dilemma: Emphasizing group vs. personal identity.

McElroy, T., Tedder-King, A., Wellman, N.,  Woodruff, R., & Maddux, W. (Manuscript in preparation for submission at Personnel Psychology). From studying abroad to leading at home: Short multicultural experiences can facilitate women’s leadership development.

Tedder-King, A., Melwani, S., & Rothman, N. (Manuscript in preparation for submission at Organization Science). Cupcakes and conference calls: A model of working mothers' positive adaption to remote work. 

Hussain, I., Sherf E. N., & Tedder-King, A. (Data collection). Differentiating psychological safety from safetyism. Target: Journal of Applied Psychology.

Rogers, B., Tedder-King, A., Hart, E., Piscione, A. (Data collection). How fear of being cancelled at work curbs discriminatory and diversity endorsing behaviors. Target: Academy of Management Journal.

Kundro, T., Tedder-King, A., Walker, O., Shandell, M. (2025). Research: Women’s Complaints of Workplace Abuse Get Ignored More Than Men’s. Harvard Business Review. https://hbr.org/2025/06/research-womens-complaints-of-workplace-abuse-get-ignored-more-than-mens?ab=HP-hero-latest-1

Chawla, N., Gabriel, A, Prengler, M., Rogers, K., Rogers, B., Tedder-King, A., & Rosen, C. (2024). 4 ways to meaningfully support new mothers returning to work. Harvard Business Review. https://hbr.org/2024/07/4-ways-to-meaningfully-support-new-mothers-returning-to-work

Tedder-King, A., & Sherf, E. (2024). The invisible barriers holding top talent back. MIT Sloan Management Review. https://sloanreview.mit.edu/article/the-invisible-barriers-holding-top-talent-back/