Jennifer Young Jin Kim

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Jennifer Young Jin Kim

Jennifer Young Jin Kim

j.kim @uniandes.edu.co

Profesor Asistente

Oficina: LA_303

Extensión: 3845

Facultad de Administración

Información básica
Cursos
Productos
Proyectos

Información básica

Jennifer Kim es un Profesora Asistente en la Facultad de Administración de la Universidad de los Andes. Ph.D. en Psicología Organizacional (Columbia University) y un BA en la historia del arte y la economía (Wellesley College). Actualmente, enseña Comportamiento Organizacional y el curso: Diversidad e inclusión

Cursos Recientes

  • 2021
    • DIVERSITY AND INCLUSION

      Primer Periodo
      Licenciatura

      COMPORTAMIENTO ORGANIZACIONAL

      Primer Periodo
      Maestría

Productos Recientes

Kim J. (2021)
Busting the model minority myth: How positive attitudes toward Asians impact perceptions of subtle workplace discrimination experienced by Asians.
Journal of Vocational Behavior (ISSN 0001-8791)
Artículo
Kim J. (2021)
Congruence between self-affirmation and self-construal eliminates the MBA gender performance gap
Artículo

Proyectos Recientes

  • 2020
    • Examining interventions to mitigate the performance gap and overall work experience among minority groups (gender, race, etc.) operating in hostile work environments.

      Duración: 36 meses

      PR.3.2019.6727

      Below, I summarize a list of planned and ongoing projects and present a tentative timeline of activities, including expected results. While I plan to adhere to this timeline, there are certain aspects of the timeline (i.e., nature of research findings, editorial timelines, and minor changes that could impact the feasibility of collecting certain types of data) that are beyond my control and may impact not just the timeline but some of the content and nature of my studies. Consequently, some projects may proceed faster while others may take slightly longer. Also, some project topics might shift slightly.   Project 1 (manuscript in preparation for submission 2019). The Role of Self-Affirmation and Self-Construal Levels in Attenuating the Gender Performance Gap.In collaboration with Caryn Block (Teachers College, Columbia University) and Joel Brockner (Columbia Business School) Project 2 (manuscript in preparation for submission 2019): You’ve Offended Me. Now What? How to Handle the After Effects of Microaggressions in the Workplace. In collaboration with Loriann Roberson (Teachers College, Columbia University & Universita degli Studi di Napoli Parthenope) Project 3 (submission for Society of Industrial Organizational Psychology 2020; manuscript preparation ongoing): How Attitudes Towards Asians Influence Perceptions of Subtle forms of Discrimination in the Workplace. In collaboration with Caryn Block (Teachers College, Columbia University) and Eccho Yu (Microsoft) Project 4a: Qualitative study identifying formal and informal organizational resources that facilitate the retention of minorities in STEM (As soon as I receive funding from the Los Andes Research Committee, I plan to start recruitment in the Fall of 2019) Project 4b: Qualitative study examining existence of gender bias in evaluation of Professor Evaluations in business schools [this will depend on what dataset I can get ahold of here at Los Andes. Pending response from Lina Stella Leal outlining next steps for me to collect this data] Project 5: Attenuating the gender performance gap among MBA students: understanding the moderating role of self-affirmation and how organizational trust mediates the relationship between stereotype threat and performance [Replication and extension of Project 1 here at Los Andes Business School. Will depend on what dataset I can get ahold of here at Los Andes. Pending response from Lina Stella Leal outlining next steps for me to collect this data] Project 6: Leader hypocrisy and Stereotype Threat. Do leaders who espouse a learning mindset but enact a fixed mindset elicit less trust and more stereotype threat among marginalized groups? [Mturk]   

Cursos

  • 2021
    • DIVERSITY AND INCLUSION

      Primer Periodo
      Licenciatura

      COMPORTAMIENTO ORGANIZACIONAL

      Primer Periodo
      Maestría
  • 2020
    • COMPORTAMIENTO ORGANIZACIONAL

      Primer Periodo
      Maestría

      COMPORTAMIENTO ORGANIZACIONAL

      Segundo Periodo
      Licenciatura
    • MANAGING DIVERSITY INCLUSION

      Segundo Periodo
      Licenciatura

      COMPORT. ORGANIZACION.(INGLES)

      Segundo Periodo
      Licenciatura
  • 2019
    • COMPORT. ORGANIZACION.(INGLES)

      Segundo Periodo
      Licenciatura

Productos

Kim J. (2021)
Busting the model minority myth: How positive attitudes toward Asians impact perceptions of subtle workplace discrimination experienced by Asians.
Journal of Vocational Behavior (ISSN 0001-8791)
Artículo
Kim J. (2021)
Congruence between self-affirmation and self-construal eliminates the MBA gender performance gap
Artículo
Kim J. (2021)
I'm biased and so are you. What should organizations do? A review of organizational implicit bias training programs
Consulting Psychology Journal: Practice and Research (ISSN 1065-9293)
Artículo
Kim J. (2019)
What's visible is my race, what's invisible is my contribution: Understanding the effects of race and color-blind racial attitudes on the perceived impact of microaggressions toward Asians in the workplace
Journal of Vocational Behavior (ISSN 0001-8791)
Artículo
Kim J. (2018)
The 360-degree experience of workplace microaggressions: Who commits them? How do individuals respond? What are the consequences?
Microaggression Theory: Influence and Implications (ISBN 9781119466642 )
Capítulo de Libro

Proyectos

  • 2020
    • Examining interventions to mitigate the performance gap and overall work experience among minority groups (gender, race, etc.) operating in hostile work environments.

      Duración: 36 meses

      PR.3.2019.6727

      Below, I summarize a list of planned and ongoing projects and present a tentative timeline of activities, including expected results. While I plan to adhere to this timeline, there are certain aspects of the timeline (i.e., nature of research findings, editorial timelines, and minor changes that could impact the feasibility of collecting certain types of data) that are beyond my control and may impact not just the timeline but some of the content and nature of my studies. Consequently, some projects may proceed faster while others may take slightly longer. Also, some project topics might shift slightly.   Project 1 (manuscript in preparation for submission 2019). The Role of Self-Affirmation and Self-Construal Levels in Attenuating the Gender Performance Gap.In collaboration with Caryn Block (Teachers College, Columbia University) and Joel Brockner (Columbia Business School) Project 2 (manuscript in preparation for submission 2019): You’ve Offended Me. Now What? How to Handle the After Effects of Microaggressions in the Workplace. In collaboration with Loriann Roberson (Teachers College, Columbia University & Universita degli Studi di Napoli Parthenope) Project 3 (submission for Society of Industrial Organizational Psychology 2020; manuscript preparation ongoing): How Attitudes Towards Asians Influence Perceptions of Subtle forms of Discrimination in the Workplace. In collaboration with Caryn Block (Teachers College, Columbia University) and Eccho Yu (Microsoft) Project 4a: Qualitative study identifying formal and informal organizational resources that facilitate the retention of minorities in STEM (As soon as I receive funding from the Los Andes Research Committee, I plan to start recruitment in the Fall of 2019) Project 4b: Qualitative study examining existence of gender bias in evaluation of Professor Evaluations in business schools [this will depend on what dataset I can get ahold of here at Los Andes. Pending response from Lina Stella Leal outlining next steps for me to collect this data] Project 5: Attenuating the gender performance gap among MBA students: understanding the moderating role of self-affirmation and how organizational trust mediates the relationship between stereotype threat and performance [Replication and extension of Project 1 here at Los Andes Business School. Will depend on what dataset I can get ahold of here at Los Andes. Pending response from Lina Stella Leal outlining next steps for me to collect this data] Project 6: Leader hypocrisy and Stereotype Threat. Do leaders who espouse a learning mindset but enact a fixed mindset elicit less trust and more stereotype threat among marginalized groups? [Mturk]