Browse Faculty by Name | by Subject Area

Jessica A. Kennedy

Assistant Professor of Management

Subject Area(s): Organization Studies

Jessica Kennedy is an assistant professor of management in Organization Studies.

Professor Kennedy's research lies at the intersection of three distinct, but inter-related topics: power and status hierarches, ethical behavior, and gender.  In the first stream, she asks: How do groups allocate power and status to individual members?  She has found, for instance, that overconfident individuals attain higher status in groups because others mistakenly perceive overconfident people to be more competent at the task than people with accurate self-perceptions.

Kennedy also examines the consequences of holding power and status for individuals' decisions and behavior.  For instance, she has found that holding higher rank in a group suppresses individuals' ability to detect and object to unethical practices because those who are accorded higher rank are blinded by identification with the group.

Kennedy's third stream of research examines gender. Her research has found that women's negative reactions to ethical compromises lower their interest in business careers, that stereotypes about women's competence in negotiations lead women to be targets of deception, and that women's relatively stronger moral identities explain why they tend to negotiate more ethically.

Professor Kennedy publishes in outlets such as Administrative Science Quarterly, Organizational Behavior and Human Decision Processes, Research in Organizational Behavior, the Journal of Personality and Social Psychology, and Business Ethics Quarterly.  At Owen, she won the Research Productivity Award in 2017.  She serves on the Editorial Boards of Organizational Behavior and Human Decision Processes and the Journal of Management.

Professor Kennedy teaches two courses: MGT 6342: Leading Teams and Organizations and MGT 6448: Negotiation.  Prior to her academic career, Kennedy worked in investment banking in New York and San Francisco. She is originally from Texas.


Ph.D., Haas School of Business, University of California, Berkeley, 2012
B.S, summa cum laude, The Wharton School, University of Pennsylvania 2004

Research Interest(s):
Power and status, ethical behavior, gender, negotiation


 Kennedy, J. A., & Anderson, C. (2017). Hierarchical rank and principled dissent: How holding higher rank suppresses objection to unethical practices. Organizational Behavior and Human Decision Processes, 139, 30-49.
 Kennedy, J. A., Kray, L. J., & Ku, G. (2017). A social-cognitive approach to understanding gender differences in negotiator ethics: The role of moral identity. Organizational Behavior and Human Decision Processes, 138, 28-44.  
Goncalo, J. A., Chatman, J. A., Duguid, M. M., & Kennedy, J. A. (2015). Creativity from constraint? How the political correctness norm influences creativity in mixed-sex work groups. Administrative Science Quarterly, 60, 1-30.

 Kennedy, J. A., & Kray, L. J. (2015). A pawn in someone else's game? The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation. Research in Organizational Behavior, 35, 3-28.
Kennedy, J. A., Kim, T. W., & Strudler, A. (2016). Hierarchies and dignity: A Confucian communitarian approach. Business Ethics Quarterly, 26, 479-502.

Haselhuhn, M. P., Kray, L. J., Schweitzer, M. E., & Kennedy, J. A. (in press). Perceptions of high integrity can persist after deception: How implicit beliefs moderate trust erosion. Journal of Business Ethics.

Kray, L. J., Kennedy, J. A., & Van Zant, A. B. (2014). Not competent enough to know the difference? Gender stereotypes about women’s ease of being misled predict negotiator deception. Organizational Behavior and Human Decision Processes, 125, 61-72.

Haselhuhn, M. P., Kennedy, J. A., Kray, L. J., Van Zant, A., & Schweitzer, M. E. (2014). Gender differences in trust dynamics: Women trust more than men following a trust violation. Journal of Experimental Social Psychology, 56, 104-109.

Kennedy, J. A., Anderson, C., & Moore, D. M. (2013). When overconfidence is revealed to others: Testing the status-enhancement theory of overconfidence. Organizational Behavior and Human Decision Processes, 122 (2), 266-279  
Kennedy, J. A., & Kray, L. J. (2013). Who is willing to sacrifice ethical values for money and social status? Gender differences in reactions to ethical compromises. Social Psychological and Personality Science, 5 (1), 52-59.
Anderson, C., Brion, S., Moore, D. M., & Kennedy, J. A. (2012). A status-enhancement account of overconfidence. Journal of Personality and Social Psychology, 103 (4), 718-735.


Anderson, C., & Kennedy, J. A. (2012). A micropolitics model of status hierarchies in teams. In E. Mannix & M. Neale (Eds.), Research in managing groups and teams (Vol. 15, pp. 49-80). Bingley, UK: Emerald.
Chatman, J. A., Goncalo, J. A., Kennedy, J. A., & Duguid, M. M. (2012). Political correctness and group composition: A research agenda. In E. Mannix, & M. Neale (Eds.), Research on managing groups and teams (Vol. 15, pp. 161-183). Bingley, UK: Emerald.
Chatman, J. A. & Kennedy, J. A. (2010).  Psychological perspectives on leadership.  In N. Nohria, & R. Khurana (Eds.), Leadership: Advancing the discipline (pp. 159-182).  Cambridge, MA: Harvard Business School Publishing.

Podcast(s) & Video:

Video - Are Women Bad Negotiators? Based on Kennedy & Kray 2015 ROB

Media Mentions:
Fast Company (2017, Feb 23). Why becoming a leader makes some people more unethical.

New York Magazine (2016, June 3). In the workplace, people expect women to act more ethically than men.

Harvard Business Review (2016, February 17). When trust is easily broken, and when it is not.

Wall Street Journal (2015, June 7). Overheard: Leveling with gender disparity.

Strategy + Business (2015, June 2). Young Professors: Jessica Kennedy takes on ethics, power, and gender.

Fast Company (2015, February 10). Why being politically correct fosters more creative ideas. creative-ideas

NPR (2015, January 24). Study says creativity can flow from political correctness.

Fox Small Business (2014, October 6). The truth about negotiations: Women are lied to more. to-more/

Daily Pennsylvanian (2014, September 2). Wharton study finds negotiators lie more often to women than men.

BusinessWeek (2014, September 17). NFL sponsors staying mum on abuse crosses over gender line.

BusinessWeek (2014, August 28). Women graduating in business get fewer job offers than men. job-offers-than-men#r=bus-lst

New York Magazine (2014, May). It pays to be overconfident, even when you have no idea what you’re doing.

NPR (2014, April 9). Why men outnumber women attending business schools.

Harvard Business Review (2013, September). Women in the workplace: A research round-up.

Knowledge@Wharton (2013, May 6). Why emphasizing ethics matters to female employees.

CNN (2013, May 17). Study: In business, women value ethics more than men.

The Daily Pennsylvanian (2013, April 18). Wharton researcher agues women can be ethical and successful.

HuffingtonPost (2013, April 4). Women in business discouraged by ethical dilemmas, study suggests. dilemmas_n_3015822.html

Slate (2013, April 3). Women may avoid business careers to maintain ethical integrity.

Businessweek (2012, August 31). A study in overconfidence.

Wall Street Journal (2012, August 16). Why are we overconfident?

Fox Small Business Center (2012, August 15). When it pays to be overconfident.


Voice: 615-322-2534
Email Professor Kennedy >