Publications
Psychological drivers of gender disparities in leadership paths
Kray, L. J., Mishra, S., Townsend, C. H., & Kennedy, J. A. (2025). Trends in Cognitive Sciences, 30, 515-529.
Holding the belief that gender roles can change reduces women’s work-family conflict
Townsend, C., Kray, L. J., & Russell, A (2023). Holding the belief that gender roles can change reduces women’s work-family conflict. Personality and Social Psychology Bulletin, 50(11), 1613-1632.
Cultures of genius at work: Organizational mindsets predict cultural norms, trust, and commitment
Canning, E. A., Murphy, M., Emerson, K. T. U., Chatman, J. A., Dweck, C. S., & Kray, L. J. (2020). Personality and Social Psychology Bulletin, 46(4), 626-642.
The effects of implicit gender role theories on gender system justification: Fixed beliefs strengthen masculinity to preserve the status quo
Kray, L. J., Howland, L., Russell, A., & Jackman, L. M. (2017). Journal of Personality and Social Psychology, 112, 98-115.
Perceptions of high integrity can persist after deception: How implicit beliefs moderate trust erosion
Haselhuhn, M. P., Schweitzer, M. E., Kray, L. J., & Kennedy, J. (2017). Journal of Business Ethics, 145, 215-225.
Are gender roles fixed or malleable?: An implicit theory relevant to “having it all”
Howland, L., & Kray, L. J. (2016). In I. M. Welpe, P. Brosi, L. Ritzenhöfer, T. Schwarzmüller, Selection and assessment of women and men as business leaders – Challenges, opportunities, and solutions. Springer.
Improving the future by considering the past: The impact of upward counterfactual reflection and implicit beliefs on negotiation performance
Wong, E. M., Haselhuhn, M. P., & Kray, L. J. (2012). Journal of Experimental Social Psychology, 48, 403-406.
The impact of implicit negotiation beliefs on motivation and cognition in group negotiations
Haselhuhn, M. P., & Kray, L. J. (2011). In E. A. Mannix, M. A. Neale, & J. R. Overbeck (Eds.), Research on Managing Groups and Teams, 14, 137-161.
In the words of Larry Summers: Gender stereotypes and implicit beliefs in negotiations
Kray, L. J., Locke, C., & Haselhuhn, M. (2010). In A. A. Stanton, M. Day, & I. Welpe (Eds.), Neuroeconomics and the Firm (pp. 101-115). Northampton, MA: Edward Elgar Publishing.
The counterfactual mind-set: A decade of research
Wong, E., Galinsky, A. D. & Kray, L. J. (2009). In K. Markman, B. Klein, & J. Suhr (Eds.), The Handbook of Simulation and Imagination. NY: Psychology Press.
What it takes to succeed: An examination of the relationship between negotiators’ implicit beliefs and performance
Kray, L. J., & Haselhuhn, M. P. (2008). In D. Forsyth, A. Goethals, and C. Hoyt (Eds.), Social Psychology and Leadership. West Port, CT: Praeger.
Implicit negotiation beliefs and performance: Longitudinal and experimental evidence
Kray, L. J., & Haselhuhn, M. (2007). Journal of Personality and Social Psychology, 93, 49-64.
Thinking within the box: The relational processing style elicited by counterfactual mind-sets
Kray, L. J., Galinsky, A. D., & Wong, E. (2006). Journal of Personality and Social Psychology, 91, 33-48.
Exploring the rabbit hole of possibilities with myself or with my group: The benefits and liabilities of activating counterfactual mind-sets for information sharing and group coordination
Liljenquist, K., Galinsky, A. D., & Kray, L. J. (2004). Journal of Behavioral Decision Making, 17, 263-279.
From thinking about what might have been to sharing what we know: The role of counterfactual mind-sets on information sharing in groups
Galinsky, A., & Kray, L. J. (2004). Journal of Experimental Social Psychology, 40, 606-618.
The debiasing effect of counterfactual mind-sets: Increasing the search for disconfirmatory information in groups
Kray, L. J., & Galinsky, A. D. (2003). Organizational Behavior and Human Decision Processes, 91, 69-81.