Laurie Barclay | Gordon S. Lang School of Business and Economics

Laurie Barclay

Professor and Lang Chair in Leadership
Department of Management
Email: 
lbarcl01@uoguelph.ca
Phone number: 
1 (519) 824-4120 x58022
Office: 
MAC Rm: 235

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Accepting Graduate Students Fall 2022: Yes

Accepting Graduate Students Fall 2023: Yes

Laurie Barclay is a full professor and the Lang Chair in Leadership. Her research interests focus on fairness and its intersection with leadership and creating healthy workplaces. Topics include identifying how leaders can promote fairness (and the obstacles that prevent them from doing so), when and why unfairness occurs in the workplace (including how it can be prevented, mitigated, and recovered from), and how leaders can effectively manage fairness issues at the levels of the individual, group, and organization. Laurie Barclay also examines how to help employees recover from unfairness and how to create healthy workplaces (e.g., promoting effective conflict management, understanding forgiveness). 

Laurie Barclay’s research has appeared in top-tier outlets including the Academy of Management Annals, Journal of Applied Psychology, Journal of Management, and Organizational Behavior and Human Decision Processes. Her research has received numerous awards and has been supported by prestigious grants including the Ontario Early Researcher Award and multiple grants from the Social Sciences and Humanities Research Council of Canada (SSHRC). Barclay is also an enthusiastic teacher and mentor who has received multiple teaching awards and commendations including the Alumni Award of Excellence for Mentoring. She is currently an associate editor for the Journal of Organizational Behavior.

Ph.D. Sauder School of Business, University of British Columbia, 2006. Organizational Behavior and Human Resources.

B.A. (Honors) Department of Psychology, University of Calgary, 2000. First Class Honors.

  • Fairness
  • Leadership
  • Behavioral Ethics
  • Healthy work
  • Conflict Management
  • Forgiveness
  • Emotions
  • Aggression

5 most recent publications:

Varty, C. T., Barclay, L. J., & Brady, D. L. (in press). Beyond adherence to justice rules: How and when manager gender contributes to diminished legitimacy in the aftermath of unfair situations. Journal of Organizational Behavior. https://doi.org/10.1002/job.2482

Saldanha, M. F., & Barclay, L. J. (in press). Finding meaning in unfair experiences: Using expressive writing to foster resilience and positive outcomes. Applied Psychology: Health and Well-Being. https://doi.org/10.1111/aphw.12277

Hillebrandt, A., Saldanha, M. F., Brady, D. L., & Barclay, L. J. (in press). Delivering bad news fairly: The influence of core self-evaluations and anxiety for the enactment of interpersonal justice. Human Relations. https://doi.org/10.1177/00187267211011000

Bies, R. J., Tripp, T. M., & Barclay, L. J. (in press). Second acts and second chances: The bumpy road to redemption. Journal of Management Inquiry. https://doi.org/10.1177/1056492620986858

Hillebrandt, A., & Barclay, L. J. (2020). How cheating undermines the perceived value of justice in the workplace: The mediating effect of shame. Journal of Applied Psychology, 105, 1164-1180https://doi.org/10.1037/apl0000485

Whiteside, D. B., & Barclay, L. J. (2018). When wanting to be fair isn’t enough: The effects of depletion and self-appraisal gaps on fair behavior. Journal of Management, 44, 3311-3335https://doi.org/10.1177/0149206316672531

5 most significant career publications:

Barclay, L. J., & Kiefer, T. (2019). In the aftermath of unfair events: Understanding the differential effects of anxiety and anger. Journal of Management, 45, 1802-1829https://doi.org/10.1177/0149206317739107

Barclay, L. J., Bashshur, M. R., & Fortin, M. (2017). Motivated cognition and fairness: Insights, integration, and creating a path forward. Journal of Applied Psychology, 102, 867-889. https://doi.org/10.1037/apl0000204

Bies, R. J., Barclay, L. J., Tripp, T. M., & Aquino, K. (2016). A systems perspective on forgiveness in organizations. Academy of Management Annals, 10, 245-318https://doi.org/10.1080/19416520.2016.1120956

Barclay, L. J., & Skarlicki, D. P. (2009). Healing the wounds of organizational injustice: Examining the benefits of expressive writing. Journal of Applied Psychology, 94, 511-523. https://doi.org/10.1037/a0013451

Barclay, L. J., Skarlicki, D. P., & Pugh, S. D. (2005). Exploring the role of emotions in injustice perceptions and retaliation. Journal of Applied Psychology, 90, 629-643. https://doi.org/10.1037/0021-9010.90.4.629

 

 

LEAD*6800 Personal Skill Self-Development

  • Fundacao para a Ciencia e a Tecnologia (€184,432.59). 2021-2024. Collaborator (with Francisca Saldanha and Daniel Brady).
  • Insight Grant. Social Sciences and Humanities Research Council of Canada ($147,385). 2016-2023.
  • Ontario Early Researcher Excellence Award ($150,000). 2012-2017.
  • Standard Research Grant. Social Sciences and Humanities Research Council of Canada ($82,985). 2011-2016.
  • Lang Chair in Leadership. 2021.
  • Recipient of the Alumni Awards of Excellence: University Faculty Mentoring Award (Wilfrid Laurier University. 2016.
  • Best Paper Awards
    • Academy of Management (Conflict Management). 2014. 2004.
    • Emerald. 2016.
    • Academy of Management (Management History). 2003.
  • Reviewer of the Year
    • Journal of Applied Psychology. 2020.
    • Journal of Business & Psychology. 2020.
    • Journal of Organizational Behavior. 2013, 2014.