Annika Hillebrandt

Assistant Professor
Head shot of Dr. Annika Hillebrandt

BA (McGill University), MSc, PhD (Wilfrid Laurier University)

Contact information

View my profile on Google Scholar or ResearchGate.

Justice, Affect, and Morality (JAM) Lab

Research interests

My research focuses on topics related to behavioural ethics (e.g. understanding outcomes of unethical workplace behaviour, how to reduce unethical workplace behaviour), organizational justice (e.g. how employees form perceptions (un)fairness), and emotions in the workplace (e.g. how employees are influenced by emotions expressed by their coworkers). My research is supported by grants from the Social Sciences and Humanities Research Council of Canada (SSHRC) and has appeared in outlets such as the Journal of Applied Psychology, Journal of Organizational Behavior, Journal of Business Ethics, and Human Relations. I also serve on the editorial review boards of the Academy of Management Journal, Journal of Organizational Behavior, and Journal of Business Ethics.

Selected publications

  • Livingston, B., Gloor, J. L., Ward, A.K., Gabriel, A. S., Campbell, J. T., Block, E., Carter, D., French, K. A., Frieder, R., Hillebrandt, A., Hu, J., Jones, K. P., Joseph, D., Junker, N., Mandeville, A., Otner, S., Patel, A. S., Paustian-Underdahl, S., Priesemuth, D., Shockley, K., & Shoss, M. (2024). Many roads to success: Broadening our views of academic career paths. Journal of Management, 50, 1186-1197. DOI: 10.1177/0149206324123150.

  • Vassyukova, D., Hillebrandt, A., Zolfagharinia, H., & Haghighi, A. (2024). Steering towards the unknown: The wellbeing of long-haul truck drivers during the Covid-19 pandemic. Safety Science, 171, 106393. DOI: 10.1016/j.ssci.2023.106393.

  • Hillebrandt, A., Brady, D. L., Saldanha, M. F., & Barclay, L. J. (2023). The paradox of paranoia: How one’s own self-interested unethical behavior can spark paranoia and reduce affiliative behavior toward coworkers. Journal of Business Ethics, 184, 159-173. DOI: 10.1007/s10551-022-05141-x.
  • Hillebrandt, A. & Barclay, L. J. (2022). How COVID-19 can promote workplace cheating behavior via employee anxiety and self-interest – and how prosocial messages may overcome this effect. Journal of Organizational Behavior, 32, 858-877. DOI: 10.1002/JOB.2612.
  • Hillebrandt, A., Saldanha, M. F., Brady, D. L., & Barclay, L. J. (2022). Delivering bad news fairly: The influence of core self-evaluations and anxiety for the enactment of interpersonal justice. Human Relations, 75, 1238-1269. DOI: 10.1177/00187267211011000.
  • Hillebrandt, A. & Barclay, L. J. (2020). How cheating undermines the perceived value of justice in the workplace: The mediating effect of shame. Journal of Applied Psychology, 105, 1164-1180. DOI: 10.1037/apl0000485.
  • Hillebrandt, A. & Barclay, L. J. (2017). Observing others’ anger and guilt can make you feel unfairly treated: The interpersonal effects of emotions on justice-related reactions. Social Justice Research, 30, 238-269. DOI: 10.1007/s11211-017-0290-5.
  • Hillebrandt, A. & Barclay, L. J. (2017). Comparing integral and incidental emotions: Testing insights from emotions as social information theory and attribution theory. Journal of Applied Psychology, 102, 732-752. DOI: 10.1037/apl0000204.
  • Hillebrandt, A. (2013). When and why does corporate social responsibility work? Exploring insights from psychological theories and perspectives. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 342-346. DOI: 10.1111/iops.12063.
  • Hillebrandt, A. & Barclay, L. J. (2013). Integrating organizational justice and affect: New insights, challenges, and opportunities. Social Justice Research, 26, 513-531. DOI: 10.1007/s11211-013-0193-z.