Maia Young

Associate Professor of Management and Organizations

Phone: (310) 825-8358

maia.young@anderson.ucla.edu

A 411

Biography

Maia Young is an Associate Professor of Management & Organizations. She joined the faculty at the UCLA Anderson School of Management in 2004 after earning her Ph.D. in Organizational Behavior from the Stanford Graduate School of Business. Professor Young teaches two core classes--Leadership Foundations and Organizational Behavior--and offers an elective, The Emotionally-Intelligent Leader.

Professor Young's research addresses a range of topics including the effect of emotions on decision making, the role of information uncertainty in negotiations, and the factors that influence people's impressions of leaders' successes and failures. Her research has been published in Organizational Behavior and Human Decision Processes, Journal of Management, American Psychologist, Journal of Personality and Social Psychology, and Journal of Cross-Cultural Psychology.

Professor Young was awarded the 2008 Eric and "E" Juline Faculty Excellence in Research Award. Her research has been reported in various media outlets, including The Economist, NPR's Marketplace, Strategy + Business, Inc.com, Science Magazine, and Psychology Today.

Education

Ph.D. Organizational Behavior, Stanford University
B.A.S. Psychology, with honors, Stanford University
  • Young, M. J. & Sarin, R.. (2013). Fostering meaning, social connection, and well-being through Hindu beliefs and practices.. In Prieto, C.-P. (Ed.), Positive Psychology of Religion and Spirituality Across Cultures. [ Link ]
  • Young, M.J., Morris, M.W., & Scherwin, V. (2013). Managerial mystique: Magical thinking in judgments of managers' vision, charisma, and magnetism. Journal of Management, 39, 1044-1061. [ Link ]
  • Shih, M., Young, M. J., & Bucher, A.. (2013). Working to reduce the effects of discrimination: Identity management strategies in organizations. American Psychologist, 68, 145-157. [ Link ]
  • Chen, N. & Young, M. J. (2013). The effect of personal injustice on attributions for the success of others. Basic and Applied Social Psychology, 35, 200-211. [ Link ]
  • Young, M.J., Bauman, C.W., Chen, N., & Bastardi, A. (2012). The pursuit of missing information in negotiation. Organizational Behavior and Human Decision Processes, 117, 88-95. [ Link ]
  • Zemba, Y. & Young, M.J. (2012). Assigning credit to organizational leaders: How Japanese and Americans differ. Journal of Cross-Cultural Psychology, 43, 899-914. [ Link ]
  • Jung, H. & Young, M.J. (2012). The de-biasing effect of incidental anger on externally-provided anchors. Journal of Behavioral Decision Making, 25, 435-442. [ Link ]
  • Young, M. J., Tiedens, L. Z., Jung, H., & Tsai-M.-H. (2011). Mad enough to see the other side: Anger and the search for disconfirming information. Cognition & Emotion, 25, 10-21. [ Link ]
  • Young, M. J., Morris, M. W., Burrus, J., Krishnan, L., & Regmi, M. P. (2011). Deity and destiny: Patterns of fatalistic thinking in Christian and Hindu cultures. Journal of Cross-Cultural Psychology, 42, 1032-1055. [ Link ]
  • Tsai, M.-H. & Young, M. J. (2010 shared first authorship). Anger, Fear, and Escalation of Commitment. Cognition and Emotion, 24, 962-973. [ Link ]
  • Young, M. J., Chen, N., & Morris, M. W. (2009). Belief in stable and fleeting luck and achievement motivation. Personality and Individual Differences, 47, 150-154. [ Link ]
  • Tiedens, L. Z., Unzueta, M., & Young, M. J. (2007). An unconscious desire for hierarchy?: The motivated perception of dominance complimentary in task partners. Journal of Personality and Social Psychology, 93, 402-414. [ Link ]
  • Morris, M.W., Sheldon, O.J., Ames, D.R., & Young, M.J. (2007). Metaphors and the Market: Consequences and Preconditions of Agent and Object Metaphors in Stock Market Commentary. Organizational Behavior and Human Decision Processes, 102, 174-192. [ Link ]
  • Fu, H., Chiu, C., Morris, M. W., & Young, M. J. (2006). Spontaneous Inferences from Cultural Cues: Varying Responses of Cultural Insiders, Outsiders, and Sojourners. Journal of Cross-Cultural Psychology, 38, 58-75. [ Link ]
  • Zemba, Y., Young, M. J., Morris, M. W. (2006). Blaming Leaders for Organizational Accidents: Proxy Logic in Collective- versus Individual-Agency Cultures. Organizational Behavior and Human Decision Processes, 101, 36-51. [ Link ]
  • Simonson, I., Kramer, T., Young, M. J. (2004). Effect Propensity. Organizational Behavior and Human Decision Processes, 95(2), 156-174. [ Link ]
  • Young, M. J. & Morris, M. W. (2004). Existential meanings and cultural models: The interplay of personal and supernatural agency in American and Hindu ways of responding to uncertainty. In J. Greenberg, S. L. Koole, & T. Pyszczynski (Eds.), Handbook of Experimental Existential Psychology, pp. 215-230. [ Link ]
  • Morris, M. W. & Young, M. J. (2002). Linking culture to behavior: Focusing on more proximate cognitive mechanisms. In F. Dansereau & F. Yammarino (Eds.), Advances in Cross-Level Organizational Research, pp.327-342. [ Link ]