Professor of Psychology
- Ph. D., Colorado State University, 1999
As an industrial/organizational psychologist, Alicia A. Grandey's research focuses on the balance between the employee's experience of stress and emotions and the organization’s needs for performance. Her primary stream of research is on "emotional labor," where employees manage their emotions as part of the job, specifically in customer service in a variety of settings. This has taken the form of identifying organizational practices to control emotional displays, studying events like customer aggression toward employees that induce emotional labor, identifying how customers respond to emotional labor (particularly inauthenticity), and when emotional labor is more or less likely to result in stress and good performance. In this work, Dr. Grandey uses multiple theoretical perspectives (job design, dramaturgy, emotion regulation) and methodological techniques (surveys, experience sampling, lab experiments). Dr. Grandey has also published on the topics of work-family conflict and "family-friendly policies", organizational justice, and gender, racial, and cultural diversity.
Workshop on Emotions and Work Climate
Please see this link for more details about this NSF-funded workshop. Dr. Grandey (PI) brought together business, psychology, and engineering faculty to discuss organizational climate, performance and innovation.
Recent Select Publications
Grandey, A, & Melloy, R. (in press) The State of the heart: Emotional labor as emotion regulation reflections and revisions. Journal of Occupational Health Psychology.
Chi, N-W, & Grandey, A., (in press). Emotional labor predicts service performance depending on activation and inhibition regulatory fit. Journal of Management.
Grandey, A., Rupp, D., Brice, W. (2016). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36(6), 770–785.
Huang, J., Chiarburu, D., Zhang, X., Li, N., & Grandey A. (2015). Rising to the challenge: Deep acting is more impactful when tasks are appraised as challenging. Journal of Applied Psychology, 100(5), 1381-1397.
Krannitz, M., Grandey, A., Liu, S., & Almeida, D. (2015). Workplace surface acting and marital partner discontent: Anxiety and exhaustion spillover mechanisms. Journal of Occupational Health Psychology, 20 (3), 314-325.
Grandey, A., Krannitz, M. A., & Slezak, T. (2015). On the front lines: Stakeholder threat cues determine how identified employees cope with scandal. Journal of Occupational Health Psychology, 20(3), 388-403.
Grandey, A. (2015). Smiling for a wage: What emotional labor teaches us about emotion regulation. Psychological Inquiry, 26, 54–60.
Grandey, A., & Gabriel, A. (2015). Emotional labor at a crossroads: Where do we go from here? Annual Review of Organizational Psychology and Organizational Behavior, 2, p. 323-349. http://arjournals.annualreviews.org/eprint/ApbniEwPwpf54THqqa3P/full/10.1146/annurev-orgpsych-032414-111400