Miguel M. Unzueta

Profile photo of Miguel M. Unzueta
"It is often said that 'perception is reality.' My research explores the psychological motivations that underlie people's perceptions of diversity-related phenomena in the present-day."
 

Associate Professor of Management and Organizations

Areas of Expertise

  • Diversity
  • Inequality
  • Organizational Behavior
  • Psychology

About

 

Biography

Miguel Unzueta is an Associate Professor of Management and Organizations. He joined the faculty at the UCLA Anderson School of Management in 2006 after earning his PhD in Organizational Behavior from the Stanford Graduate School of Business.

Professor Unzueta's research explores the manner in which people and companies define diversity and the impact that contemporary diversity definitions have on the representation of women and racial minorities in organizations. His research has been published in top management and psychology journals including Organizational Behavior and Human Decision Processes, the Journal of Personality and Social Psychology, the Journal of Experimental Social Psychology, and Psychological Science. In recognition of his research record, he was awarded the Eric and "E" Juline award for excellence in faculty research at UCLA Anderson.  

Unzueta teaches courses on negotiations, managerial psychology, and leadership in all of UCLA Anderson's MBA programs. He has also given numerous lectures to UCLA student and alumni groups. At UCLA Anderson, he was awarded the George Robbins Teaching Award for excellence in the classroom and the Faculty Community Engagement Award for exemplifying service to the school through his engagement with students and alumni. He was also selected by MBA blog Poets and Quants as one of the best 40 business school professors under age 40.  

Outside of UCLA, Miguel Unzueta has conducted trainings on a wide range of topics including negotiations, decision-making, bias prevention, and creating inclusive cultures. He has been invited to speak at various organizations including Honda, Fox Studios, Kaiser-Permanente, the University of Texas at Austin's McCombs School of Business, and the Oklahoma City Thunder basketball team.

 

Education

Ph.D. Organizational Behavior, 2006, Stanford University

B.A. Psychology, 2001, University of Texas at Austin

 

 

Recognition

Eric and "E" Juline Faculty Excellence in Research Award, UCLA Anderson, 2012

Selected as one of the best 40 professors under age 40 by Poets and Quants, 2011

Dean George W. Robbins Assistant Professor Teaching Award, UCLA Anderson, 2010

 

Selected Publications

Everly, B. A., Unzueta, M. M., & Shih, M. J. (2016). Can being gay provide a boost in the hiring process? Maybe if the boss is female. Journal of Business and Psychology, 31, 293-306.

Unzueta, M. M., Everly, B. A., & Gutierrez, A. G. (2014). Social dominance orientation moderates reactions to Black and White discrimination claimants. Journal of Experimental Social Psychology, 54, 81-88.

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.

Unzueta, M. M. & Binning, K. R. (2012). Diversity is in the eye of the beholder: How concern for the in-group affects perceptions of racial diversity. Personality and Social Psychology Bulletin, 38, 26-38.

Unzueta, M. M., Gutiérrez, A. S., & Ghavami, N. (2010). How believing in affirmative action quotas affects White women's self-image. Journal of Experimental Social Psychology, 46, 120-126.

Binning, K. R., Unzueta, M. M., Huo, Y. J., & Molina, L. E. (2009). The interpretation of  multiracial status and its relation to social engagement and psychological well-being.Journal of Social Issues, 65, 35-4.

Tiedens, L. Z., Unzueta, M. M., & Young, M. J. (2007). An unconscious desire for hierarchy? The motivated perception of dominance complementarity in task partners. Journal of Personality and Social Psychology, 93, 402-414.

Lowery, B. S., Unzueta, M. M., Knowles, E. D., & Goff, P. A. (2006). Concern for the in-group and opposition to affirmative action. Journal of Personality and Social Psychology, 90, 961-974.