Geoff Ho is a Ph.D. candidate in Management and Organizations at the UCLA Anderson School of Management. His research explores how diversity and affirmative action policies can ironically lead to social hierarchies as opposed to social equality. He also examines how different social identities (e.g., gender, employment status, sexual orientation) can affect important organizational outcomes (e.g., leadership emergence, hiring decisions, and performance).
Geoff's research has been published in top academic journals such as Psychological Science, Journal of Experimental Social Psychology, and The Leadership Quarterly, and has also been highlighted in numerous media outlets such as ABC News, The Atlantic, Psychology Today, and The Huffington Post. In addition, he has received multiple research grants and awards from organizations such as the Institute for Research on Labor and Employment, the Harold Price Center for Entrepreneurial Studies, and the Academy of Management.
Prior to pursuing his doctorate, Geoff completed his Master of Industrial Relations and Bachelor of Commerce at the University of Toronto. He also worked at five Fortune Global 500 and Forbes Global 500 organizations where he developed his research interests while working in HR strategy, analytics, operations, recruitment, compensation, training and development, and change management.
Geoff has assisted in teaching a variety of graduate and undergraduate courses at UCLA and the University of Toronto including Leadership Foundations, Managing and Leading Organizations, Administrative Theory, and Organizational Behavior.
Ph.D., Management, expected 2013: UCLA
M.A., Industrial Relations & Human Resources, 2008; University of Toronto
B.Com., Finance & Economics, 2005; University of Toronto
Ho, G. C., Shih, M., Walters, D. J. (2012). Labels & Leaders: The Influence of Framing on Leadership Emergence. The Leadership Quarterly, 23, 943-952.
Unzueta, M. M., Knowles, E. D., Ho, G. C. (2012). Diversity is What You Want It To Be: How Social Dominance Motives Affect Diversity Construals. Psychological Science, 23, 303-309.
Everly, B. A., Shih, M., Ho, G. C. (2012). Don't Ask, Don't Tell? Does Disclosure of Gay Identity Affect Partner Performance? Journal of Experimental Social Psychology, 48, 407-410.
Shih, M., Pittinsky, T. L., Ho, G. C. (2012). Stereotype Boost: Positive Outcomes from the Activation of Positive Stereotypes. In M. Inzlicht & T. Schmader. (Eds.), Stereotype Threat: Theory, Process, and Application (pp. 141-158). New York, NY: Oxford University Press.
Shih, M., Sanchez, D. T., Ho, G. C. (2010). Costs and Benefits of Switching Among Multiple Social Identities. In R. Crisp. (Eds.), The Psychology of Social and Cultural Diversity (pp. 62-84). Oxford, England: Blackwell Publishing.
Lam, D., Radhakrishnan, P., Ho, G. C. (2009). Giving University Students Incentives to do Homework Improves their Performance. Journal of Instructional Psychology, 36, 219-225.
Ho, G. C., Unzueta, M. M. Anti-egalitarians for Affirmative Action? When Social Dominance Orientation is Positively Related to Support for Egalitarian Social Policies. Invited Resubmission to the Journal of Experimental Social Psychology.
Unzueta, M. M., Bauman, C. W., & Ho, G. C. Perceived Diversity: A New Approach to Studying Diversity in Organizational Behavior. Invited Submission to the Academy of Management Annals.
Selected Research in Progress
Ho, G. C., Shih, M., Walters, D. J. Pittinsky, T. L. The Psychological Stigma of Unemployment: When Joblessness Leads to Being Jobless. Target: Personality and Social Psychology Bulletin.
Ho, G. C., & Unzueta, M. M. Discriminatory Diversity Definitions: The Ironic Consequences of Managerial Diversity Conceptions. Target: Academy of Management Journal.
Ho, G. C., Shih, M., Eisenberger, R. A Warm Place: Physical Warmth Promotes The Perceived Social Warmth of Organizations. Target: Journal of Applied Psychology.
Shih, M., Walters, D. J., & Ho, G. C. Stigmas that Stick: When Exiting a Stigmatized Group Does Not Alleviate Stigma. Under review at Psychological Science.