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 study how individuals adapt and change in response to their experiences in multicultural workspaces, and how different beliefs and attitudes towards diversity can affect trust and the 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.
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.
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.