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Wendi Adair
Professor
![Wendi Adair](/culture-at-work-lab/sites/default/files/styles/uw_is_media_small/public/uploads/images/adair_0-200x298.jpg?itok=VWJwjac2)
Fax: 519-746-8631
Research interests
My current research focuses on the impact of culture and low/high context communication on interdependent work outcomes including negotiation outcome, conflict resolution, interpersonal trust, and team performance. I am co-Principal Investigator for Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Southwest Ontario working to empower Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. My research appears in outlets including Journal of Applied Psychology, Negotiation and Conflict Management Research, Journal of Cross-cultural Psychology, and Academy of Management Discoveries. I have served as Associate Editor of Negotiation and Conflict Management Research and President of the International Association for Conflict Management.
Selected publications
- Ramirez, J., Olekalns, M., & Adair, W.L. (2019). Normatively speaking: Do cultural norms influence negotiation, conflict management, and communication? Negotiation and Conflict Management Research, 12(2), 146-160.
- Kung, F., Chao, M.M., Yao, D.J., Adair, W.L., Fu, J.H., & Tasa, K. (2018). Bridging racial divides: Social constructionist (vs. essentialist) beliefs facilitate trust in intergroup contexts. Journal of Experimental Social Psychology, 74: 121-134.
- Chuapetcharasopon, P., Neville, L., Adair, W.L., Brodt, S., Lituchy, T., & Racine, A. (2018). Cultural mosaic beliefs as a new measure of the psychological climate for diversity: Individual distinctiveness and synergy in culturally diverse teams. International Journal of Cross-Cultural Management, 18(1): 7-32.
- Adair, W.L., Kwantes, C., Stonefish, T., Badea, R., & Weir, W. (2017). Conversations about Aboriginal work experiences: Reflections for community members, organizations, and the academy. Journal of Aboriginal Economic Development, 10(2), 53-72.
- Adair, W.L, Buchan, N., Chen, X.P., & Liu, D. (2016). A model of communication context and measure of context dependence. Academy of Management Discoveries, 2(2), 198-217.
Research grants and awards (last 5 years)
- Adair, W.L., Campbell, L., & Kwantes, C. Reconciliation in the workplace: Creating cultures of trust via effective communication, building relationships, and a climate for cultural safety for Indigenous employees in Ontario and Canada. Ontario Research Fund – Research Excellence Award.
- Kwantes, C., Adair, W.L., & Hewitt, J.G. Indigenous Workways: Cultural safety, cultures of trust and psychologically safe workplaces. Social Sciences and Humanities Research Council of Canada Insight Grant.
- Kwantes, C., Adair, W.L., & Weir, W. Sharing knowledge and building relationships: Aboriginal experience in the cross-cultural workplace. Social Sciences and Humanities Research Council of Canada Connections Grant.
- Adair, W. Cross-cultural negotiation challenges: The role of nonverbal expression, multicultural experience, and implicit beliefs on miscommunication and information exchange. Social Sciences and Humanities Research Council of Canada Standard Research Grant
Allister Grapes
Ph.D. Student
![Allister Grapes smiling.](/culture-at-work-lab/sites/default/files/styles/uw_is_media_small/public/uploads/images/thumbnail_wat_0055.jpg?itok=uJYv8jAe)
Research interests
I study how the beliefs and attitudes people hold about diversity affect multicultural workspaces, including how multicultural workgroups can build trust and encourage deeper inclusion of minorities and their identities. I am particularly interested in exploring the challenges and benefits of intercultural communication and teamwork, and how culture shapes our views and understanding of work environments.
Selected publications
- Ortner, C. N., Grapes, A., & Stoney, M. (2021). The effect of temporal goals on emotion regulation choice: a replication and extension. Cognition and Emotion, 35(6), 1248-1255.
Research grants and awards:
- Canada Graduate Scholar’s Research Grant (SSHRC) 2023/24
- Pat Rowe I-O Psychology Graduate Scholarship 2024
Alexis Collins
M.A.Sc. Student
![Alexis Collins smiling.](/culture-at-work-lab/sites/default/files/styles/uw_is_media_small/public/uploads/images/img_9024.png?itok=6HW3dzSa)
Research interests
My research investigates how stereotypes about gender and sexual orientation contribute to the underrepresentation of gender and sexual minorities in leadership roles. To understand this better, I leverage AI technologies to examine how these stereotypes unconsciously manifest in organizational cultures and decision-making processes. Ultimately, my goal is to promote leadership practices that embrace diversity and create equitable opportunities for all.
Aleena Khan
M.A.Sc. Student
![Aleena Khan looking forward.](/culture-at-work-lab/sites/default/files/styles/uw_is_media_small/public/uploads/images/thumbnail_image002.png?itok=_8_ksSfo)
Research interests
My research will investigate intercultural partner dynamics at the workplace, with an emphasis on expectancy violation theory. Specifically, I am structuring my Master’s thesis model around the relationship of cultural communication norm violations with future collaborative desire and how this may be mediated by outgroup salience. At McMaster University, where I pursued my undergraduate degree, I analyzed employees with physical disabilities and how managers perceived them based on Cuddy’s concepts of warmth and competence.
Charlotte Young
M.A.Sc. Student
![Charlotte Young smiling.](/culture-at-work-lab/sites/default/files/styles/uw_is_media_small/public/uploads/images/425cd4e9-4db9-4a54-9e04-6a2e1c462317_1_105_c.jpeg?itok=h4K7oLw1)
Research interests
My current research focuses on microaggressions and the potential impact they have on promotion opportunities at work. I am also interested in researching allyship and how to better provide support to minority groups at work as we continue to remove barriers in the workplace. Previously I have conducted research on perfectionism and its effects on group projects at the University of Guelph, where I earned my honours bachelor’s degree in psychology.