Roya Ayman, Ph.D.
Roya Ayman received her Ph.D. in Cross-Cultural Organizational Social Psychology from the University of Utah. As a faculty member of the I-O program she supervises an average of 14 theses and dissertation projects a year. She has presented 53 papers in professional journals and has published 20 papers and chapters. She was a member of a team developing a forty-hour training program and manual for the National Fire Department. Recently she co-edited a book on Leadership Theory and Research: Perspectives and Directions.
Ayman also has been involved in consulting projects with a variety of organizations and areas such as mental health, educational, and industry (e.g., Bell, Ameritech, Walgreens, Carson Pirie, General Electric, General Motor, Segram).
As a consultant she has engaged in diagnoses and assessments of organizations' employees' attitude and behavior in areas of leadership effectiveness, morale, absenteeism, turnover, and stress. She has also done Management Development, Group Problem Solving, Group Development, and Diversity training. She has completed projects on the effect of work-family conflict on work performance and she has developed an evaluation program of telecommuting intervention as an organizational re-engineering to reduce work-family conflict.
Research & Major Accomplishments
Roya Ayman is working with a 10-country and 13-scholar team of researchers this team is known as project 3535 on work family interface.
Objectives of the study were:
1) to achieve a comprehensive understanding of W-F conflict, its antecedents, and its outcomes,
2) to test and extend current theory on the W-F interface in an international context,
3) to provide guidance to individuals, organizations, and policy makers regarding how to best alleviate the negative consequences of W-F conflict.
It includes researchers from Illinois Institute of Technology, USA; University of Guelph, Canada; Koç University, Turkey; University of Haifa, Israel, Monash University, Australia; Soochow University, Taiwan; University of Surabaya, Indonesia; Harbin Institute of Technology, Harbin, China; New Delhi Institute of Management, New Delhi, India; EADA Business School, Spain; St Mary's College IN, USA; Portland State University, USA. The website of the project is: www.workfamilyconflict.ca.
Ayman, R. (2004). Culture and leadership. In Charles Spielberger (chief editor), Encyclopedia of Applied Psychology. (Vol.2. pp. 507-519). San Diego, CA, USA: Elsevier Ltd
Ayman, R. (2002). Contingency Model of leadership effectiveness. In Linda L. Neider, and Chester, A. Schriesheim (eds.) Leadership (pp.197-228). Greenwich, CT: Information Age Publishing.
Ayman, R. (1993). Leadership perception: The role of gender and culture. In M. M. Chemers and R. Ayman (Eds.), Leadership theory and research: Perspectives and directions (pp. 137 166). New York: Academic Press.
Ayman, R. & Adams, S. J. (2012). Contingencies, Context, Situation, and Leadership. In Day, D., & Antonakis, J. (Eds.). The Nature of Leadership (pp.218-255). Thousand Oaks, CA: Sage.
Ayman, R., Adams, S., Hartman, E. & Fisher, B. (2003). Leadership development in higher education,. In S. Murphy & R. Riggio (pp. 201-222) . The future of leadership development. Lawrence Erlbaum Associates.
Ayman, R. & Antani, A. (2008). Social Support and Work Family Conflict. In K. Korabik, D. Leroy, D. L. Whitehead (Eds). Handbook of Work and Family (pp. 287-304). San Diego, CA: Elsevier Publishing.
Ayman, R., & Chemers, M. M. (1983). The relationship of supervisory behavior ratings to work group effectiveness and subordinate satisfaction among Iranian managers. Journal of Applied Psychology, 68, 338 341.
Ayman, R. & Hartman, E. (2010). Laying the Foundation: Creating a Sustainable Culture and Shift in Business Paradigms. In Nasrin R. Khalili (ed), Practical Sustainability: From grounded theory to emerging strategies, third chapter (pp.57-79). Palgrave McMillian: NY
Ayman, R. & Korabik, K. (2010). Leadership: Why gender and culture matter. American Psychologist. American Psychologist, 65, ( 3), 157–170.
Ayman, R. Korabik, K. & Morris, S. (2009). Is transformational leadership always perceived as effective? Men subordinates’ devaluation of women transformational leaders. Journal of Applied Social Psychology, 39(4), 852-879.
Ayman, R., Mead, A. D., Bassari, A., & Huang, J. (2011). Implicit Leadership in Iran: Differences between leader and boss and gender. In P. Case, G. Edwards, D. Jepson, & P. Simpson (editors), Worldly Leadership - Alternative Wisdoms for a Complex World. Hampshire, UK: Palgrave Publishers Ltd.
Ayman-Nolley, S. & Ayman, R. (2005). Children’s implicit theory of leadership. In J. R. Meindl and Brigit Schyns (Eds), Implicit Leadership Theories: Essays and Explorations, a volume in the Leadership Horizons Series (pp. 189-233), Greenwich, CT, USA: Information Age Publishing.
Becker, J., Ayman, R., & Korabik, K. (2002). Discrepancies in self/subordinates’ perception of leadership behavior; Leader’s gender, Organizational context, and leader’s self-monitoring. Group & Organizational Management: An International Journal, 27, 222-224.
Burris, K., Ayman, R. Che, Y., Min, H. (Jan 2014). Asian Americans' and Caucasians' Implicit Leadership Theories: Asian Stereotypes, Transformational, and Authentic Leadership, Journal of Asian American Psychology, 4, 258-266.
Korabik, K., Lero, D., & Ayman, R. (2003). A Micro-Macro Level Approach to Cross-Cultural Work-Family Research. International Journal of Cross-cultural Management, 3 (3), 289-303.
Liu, L. Ayman, R. & Ayman- Nolley, S. (2011). Children's Image of leadership in China. In P. Case, G. Edwards, D. Jepson, & P. Simpson (editors), Worldly Leadership - Alternative Wisdoms for a Complex World. Hampshire, UK: Palgrave Publishers Ltd.
Porter, S. & Ayman, R. (2010). Work flexibility as a mediator of the relationship between work-family conflict and intention to quit. Journal of Management & Organization, 16, 411-424.