Leanne Son Hing

About

My research explores big questions about fairness, inequality, and social justice—in society and in the workplace. I’m fascinated by why some groups end up with more status, power, and wealth than others, and what drives people to either challenge or defend these disparities. A key part of my work looks at the roots of prejudice (e.g., racism, sexism, classism) and how these forces shape people’s experiences and opportunities.

I’m also interested in how people explain inequality in society. Do they see it as the natural outcome of a fair meritocracy where talent and effort rise to the top? Or do they recognize the role of systemic barriers, discrimination, and cumulative (dis)advantage? These beliefs matter, because they influence how people evaluate the worth and deservingness of others (e.g., who should be selected?) and how they respond to policies and initiatives aimed at reducing inequality, like employment equity and DEI (Diversity, Equity, and Inclusion) programs.

For students, this research offers opportunities to dig into real-world issues with real-world impact—connecting psychological theory to pressing questions about justice, bias, and societal and organizational change.

Advising Philosophy:

My goal is to conduct top-quality research in close collaboration with students. As a supervisor, I believe it is my role to help students to develop their skills, self-efficacy, and autonomy. I try to create an environment in my lab that is supportive and challenging. Students who work with me get a lot of guidance and feedback-from me and from other students in the lab.

I expect students in my lab to be motivated, organized, courteous of others, hardworking, and to have burning intellectual curiosity. Junior students work with me to develop a shared line of research. Senior students have the flexibility to select their own topic under the umbrella of social justice issues. I will be accepting a new graduate student for Fall 2026.

For more information please see our lab website.

Background

I completed a PhD in Social psychology and I did the "O" half of the Industrial-Organizational psychology PhD. I also have an MA in I-O psychology. I can supervise both social and organizational psychology research projects.

Education

• 1997 to 2000: PhD Department of Psychology, University of Waterloo
• 1995 to 1997: MA Department of Psychology, University of Waterloo
• 1990 to 1994: BAH Department of Psychology, Queen's University

Publications

Sakr, N., Son Hing, L. S., & González-Morales, M. G. (2023). Development and Validation of the Marginalized-Group-Focused Diversity Climate Scale: Group Differences and Outcomes. Journal of Business and Psychology, 1-34.

O’Keefe, D. F., Son Hing, L. S., & Catano, V. (2023). Unethical behaviour in the military: The role of supervisor ethicality, ethical climate, and right-wing authoritarianism. Military Psychology, 35(1), 58-75.

Pogrebtsova, E., Son Hing, L., & González-Morales, M. G. (2022). Effectiveness of an emotion regulation intervention versus an active control on daily well-being and cognitive reappraisal: An experience sampling randomized controlled trial. International Journal of Stress Management.

Son Hing, Wilson, Gourovich, English, & Sin. (2019). Psychological Responses to Rising Income Inequality: Processes that Legitimize Growing Disparities. Daedalus.

Bloemraad, Kymlicka, Lamont, & Son Hing (2019). Membership without Social Citizenship? Recognition, Deservingness and Redistribution as Grounds for Equality. Daedalus.

Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of organziational structures, processes, practises, and decision makers' sexism. Frontiers in Psychology, 6, 1- 20.

Son Hing, L. S. (2013). Prejudice, neoliberalism, and resilience. Chapter in Social Resilience in the Neoliberal Era P. A. Hall, M. Lamont (Eds.). Cambridge University Press (pp. 158-182). Cambridge, MA: Cambridge University Press.

Son Hing, L. S. (2012). Responses to Stigmatization: The moderating roles of primary and secondary appraisals. Dubois Review: Social Science Research on Race, 9, 149-168.

Son Hing, L. S., Bobocel, D. R., Zanna, M. P., Garcia, D.M., Gee, S., & Orazietti, K. (2011). The merit of meritocracy. Journal of Personality and Social Psychology, 101, 433-450.

Son Hing, L. S., & Zanna, M. P. (2010). Individual Differences in Prejudice. In J. Dovidio, P. M. Hewstone, P. Glick, & V. Esses (Eds.), The SAGE Handbook of Prejudice, Stereotyping, and Discrimination (pp. 163-178). London, UK: Sage Publications.

Son Hing, L. S., Chung-Yan, G., Hamilton, L. K., & Zanna, M. P. (2008). A Two-Dimensional Model that Employs Explicit and Implicit Attitudes to Characterize Prejudice. Journal of Personality and Social Psychology, 94, 971-987.

Son Hing, L. S., Bobocel, D. R., Zanna, M. P., & McBride, M. V. (2007). Authoritarian Dynamics and Unethical Decision Making: High Social Dominance Orientation Leaders and High Right-Wing Authoritarian Followers. Journal of Personality and Social Psychology, 92, 67-81.

Son Hing, L. S., Bobocel, D. R., & Zanna, M. P. (2002). Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination. Journal of Personality and Social Psychology, 83, 493-509.

Son Hing, L. S., Li, W., & Zanna, M. P. (2002). Inducing hypocrisy to reduce prejudicial responses among aversive racists. Journal of Experimental Social Psychology, 38, 71-78.

Bobocel, D. R., Son Hing, L. S., Davey, L. M., Stanley, D. J., & Zanna, M. P. (1998). Justice-based opposition to social policies: Is it genuine? Journal of Personality and Social Psychology, 75, 653-669.

Teaching

I teach:

• Social and Organizational Psychology (PSYC*3490)
• Social Processes in the Workplace (PSYC*7040)
• Honours Thesis (PSYC*4870,4880)