ABOUT
Dr. Jennifer Marr is an Associate Professor of Management and Organization, at the Robert H. Smith School of Business, University of Maryland. She received her Ph.D. in Organizational Behavior from London Business School.
Jennifer's research examines how people experience and respond to setbacks like status loss at work, and how people’s motivational goals influence their behavior, sometimes in counterproductive ways. Her research has been awarded three Best Paper Awards at the Academy of Management Meeting, it has been published in top academic journals including Academy of Management Journal, Organizational Behavior and Human Decision Processes, and Psychological Science, and it has been profiled in various media outlets including The Wall Street Journal, The Washington Post, The Financial Times, and The Atlantic.
Jennifer teaches courses on Ethical Leadership, Teamwork, and Managing Organizations to undergraduate and MBA students. She also teaches a doctoral seminar on social psychology as a foundation for management research.
Jennifer currently serves as Senior Editor for Organization Science, and is on the editorial boards for the Academy of Management Journal and Organizational Behavior and Human Decision Processes.
EDUCATION
Ph.D. in Management, London Business School, UK
Master of Research in Management, London Business School, UK
Master of Science in Management, Queen’s University, Canada
Bachelor of Commerce (Honors), Queen’s University, Canada
Research
Journal Articles
*Authors contributed equally.
+Co-author was a Ph.D. student at the commencement of the project.
Lemay, E. P., +Park, H., Fernandez, J., & Marr, J. C. (2024). The position that awaits: Implications of expected future status for performance, helping, motivation, and well-being at work. Journal of Experimental Social Psychology, 111, 104560.
*+Wee, E.X., Derfler-Rozin, R. & Marr, J.C. (2023). Jolted: How task-based jolts disrupt status conferral by impacting higher- and lower-status individuals’ generosity. Journal of Applied Psychology.
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Winner of the Best Paper Award 2016 from the OB Division of the Academy of Management
*+Harari, D., +Parke, M. & Marr, J.C. (2022). When helping hurts helpers: Anticipatory versus reactive helping, helper’s relative status, and recipient self-threat. Academy of Management Journal. [Video abstract]
Pettit, N. C. & Marr, J. C. (2020). A trajectories based perspective on status dynamics. Current Opinion in Psychology, 33, 233-237.
Marr, J.C., Pettit, N. & Thau, S. (2019). After the Fall: How perceived self-control protects the legitimacy of high-ranking individuals after status loss. Organization Science, 30, 1165-1188.
*+Gibson, K. R., +Harari, D. & Marr, J.C. (2018). When sharing hurts: How and why self disclosing weakness undermines the task-oriented relationships of higher status discloses. Organizational Behavior and Human Decision Processes, 144, 25-43.
Marr, J.C., & Cable, D. (2014). Do interviewers sell themselves short? The effect of selling orientation on interviewers’ judgments. Academy of Management Journal, 57, 624-651.
Marr, J.C., & Thau, S. (2014). Falling from great (and not so great) heights: How initial status position influences performance after status loss. Academy of Management Journal, 57, 223-248.
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Winner of the Best Paper Award 2011 from the Conflict Management Division of the Academy of Management
Pettit, N. C., Sivanathan, N., Gladstone, E., & Marr, J.C. (2013). Rising stars and sinking ships: Consequences of status momentum. Psychological Science, 24, 1579-1584.
Marr, J.C., Thau, S., Aquino, K., & Barclay, L. (2012). Do I want to know? How the motivation to acquire relationship threatening information in groups contributes to paranoid thought, suspicion behavior, and social rejection. Organizational Behavior and Human Decision Processes, 117, 289-297.
Moon, H., Quigley, N. & Marr, J.C. (2012). How interpersonal motives explain the influence of organizational culture on organizational productivity, innovation, and adaptation: The Ambidextrous Interpersonal Motives (AIM) Model of organizational culture. Organizational Psychology Review, 2, 109-128.
Carson, J., Barling, J., & Turner, N. (2007). Group alcohol climate, alcohol consumption, and student performance. Group Dynamics: Research, Theory and Practice, 11, 31-41.
Working Papers
Marr, J.C., Lemay, E. & Park, H. Conflicted about coworkers: How perceived support exacerbates the effect of status loss on disengagement.
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Winner of the Best Paper Award 2022 from the Conflict Management Division of the Academy of Management
Marr, J.C., Oettl, A. & Chava, S. Leaving Editorship (and Citations) Behind: How and when leaving temporary high-ranking positions affects endorsement.
Marr, J.C., Kim, E. & Fan, Y. How and why status change affects weight and weight-related behaviors.
Marr, J.C., Steed, L.B., Bianchi, E. Status Inequality and Cynicism about Work: How Inequality Undermines Engagement and Task Performance in Organizations.
Venkataramani V., Derfler-Rozin, R., Dennis, A. & Marr, J.C. Creativity under Lock Down: The Impact of COVID-19 “stay-at-home” orders, News Consumption and Social Support on Individual Creativity.
Book Chapters
Carson, J., & Barling, J. (2008). Romantic relationships at work: Old issues, new challenges. In K. Naswall, M. Sverke & J. Hellgren (Eds.), The individual in the changing working life (pp. 675-692). Cambridge, United Kingdom: Cambridge University Press.
Carson, J., & Barling, J. (2008). Work and well-being. In J. Barling & C. Cooper (Eds.), The handbook of organizational behaviour (pp. 195-210). Thousand Oaks, CA: Sage Publications.
