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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 researches power and status hierarches. She is interested in how groups allocate power and status to individuals, and how power and status affect individuals' decisions. Her research has found that overconfidence biases the allocation of status in groups.

She also examines ethics in organizations. Her research has found that women's negative reactions to ethical compromises lower their interest in business careers and that stereotypes about women's competence in negotiations lead women to be targets of deception.

Professor Kennedy has published in journals such as Administrative Science Quarterly, Organizational Behavior and Human Decision Processes, the Journal of Personality and Social Psychology, and Business Ethics Quarterly. She won the INFORMS/Organization Science Dissertation Proposal competition in 2011.

Professor Kennedy teaches MGT 6342: Leading Teams and Organizations and MGT 6448: Negotiation.

Prior to her academic career, Kennedy worked in investment banking. She executed leveraged buy-outs at Goldman Sachs in New York and San Francisco. She also worked in mergers and acquisitions at Lazard in New York. 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


Kennedy, J. A., Kim, T. W., & Strudler, A. (in press). Hierarchies and dignity: A Confucian communitarian approach. Business Ethics Quarterly.

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.

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.
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.

Media Mentions:
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
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