Education: B.A., Rice University; Ph.D., Fuqua School of Business
Morela Hernandez is the Donald and Lauren Morel Associate Professor of Business Administration in the Leadership and Organizational Behavior area at the Darden School of Business, University of Virginia. She is the Academic Director of Behavioral Research at Darden (BRAD Lab) and co-founder of the Convergent Behavioral Science Initiative (CBSI). She has courtesy appointments at both the School of Medicine and School of Engineering and Applied Science at UVA. Prof. Hernandez received her Ph.D. from the Fuqua School of Business at Duke University. Prior to academia, Professor Hernandez worked in finance at Enron in Houston, Texas - experiencing the roller-coaster ride of this now infamous business case. Given her professional background, it might come as no surprise that her research interests and expertise focus on the ethics of leadership. She also studies the role of diversity in organizational systems and decision-making practices. She is widely published in a number of top-tier academic journals, including Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, and Psychological Science. Her work has also appeared in media outlets such as Time magazine, the New York Times, MIT Sloan Management Review, and the Washington Post, as well as featured on National Public Radio. She is on a number of editorial boards including Academy of Management Journal and Journal of Applied Psychology, and serves as Associate Editor for Academy of Management Review. She teaches courses on leadership at Darden, has worked as a leadership development coach for senior-level executives, and consults with a number of government agencies, social profit organizations, and global companies on topics related to diversity and inclusion as well as large-scale organizational change.
Morela Hernandez's Ideas to Action Posts
Hernandez, M., Avery, D. R., Volpone, S. & Kaiser, C. R. (forthcoming). Bargaining while Black: The role of race in salary negotiations. Journal of Applied Psychology.
Khattab J., van Knippenberg, D., Nederveen Pieterse A., & Hernandez, M. (forthcoming). A network utilization perspective on the leadership advancement of minorities. Academy of Management Review.
Klotz, L., Weber, E., Johnson, E., Shealy, T., Hernandez, M., & Gordon, B. (forthcoming). Review: Beyond rationality in engineering design for sustainability. Nature Sustainability.
Hernandez, M. & Guarana, C. L. (2018). An examination of the temporal intricacies of job engagement. Journal of Management, 44, 1711-1735.
Noval, L. & Hernandez, M. (2017). The unwitting accomplice: How organizations enable motivated reasoning and self-serving behavior. Journal of Business Ethics. In press.
Guarana, C. L., Li, J., & Hernandez, M. (2017). Examining the effects of leader-follower gender match on managerial response to voice. Journal of Experimental Social Psychology, 72, 147-160.
Guarana, C. L. & Hernandez, M. (2016). Identified ambivalence: When cognitive conflicts can help individuals overcome cognitive traps. Journal of Applied Psychology, 101(7), 1013-1029.
Hernandez, M., Avery, D. R., Tonidandel, S., Hebl, M. R., Smith, A. N. & McKay, P. F. (2016). The role of proximal social contexts: Assessing stigma-by-association effects on leader appraisals. Journal of Applied Psychology,101(1), 68-85.
Guarana, C. L. & Hernandez, M. (2015). Building sense out of situational complexity: The role of ambivalence in creating functional leadership processes. Organizational Psychology Review, 5(1), 50-73.
Liu, D., Hernandez, M., & Wang, L. (2014). The role of leadership and trust in creating structural patterns of procedural justice: A social network investigation. Personnel Psychology, 67(4), 801-845.
Hernandez, M., Long, C. P. & Sitkin, S. B. (2014). Cultivating follower trust: Are all leader behaviors equally influential? Organization Studies, 35, 1867-1892.
Eberly, M. B., Johnson, M. D., Hernandez, M. & Avolio, B. J. (2013). An integrative process model of leadership: Examining loci, mechanisms and event cycles. American Psychologist, 68(6), 427-443.
Avery, D. R., Volpone, S. D., Stewart, R. W., Luksyte, A., Hernandez, M., McKay, P. F., & Hebl, M. R. (2013) Examining the draw of diversity: How diversity climate perceptions affect job pursuit intentions. Human Resource Management, 52(2), 175-194.
Hernandez, M. (2012). Toward an understanding of the psychology of stewardship. Academy of Management Review, 37(2), 172-193.
Wade-Benzoni, K. A, Tost, L. P., Hernandez, M. & Larrick, R. P. (2012). It's only a matter of time: Death, legacies, and intergenerational decisions. Psychological Science, 23(7), 704-709.
Hernandez, M., Eberly, M. B., Avolio, B. J. & Johnson, M. D. (2011). The loci and mechanisms of leadership: Exploring a more comprehensive view of leadership theory. The Leadership Quarterly, 22,1165-1185.
Wade-Benzoni, K.A, Hernandez, M., Medvec, V., & Messick, D. (2008). In fairness to future generations: The role of egocentrism, uncertainty, power, and stewardship in judgments of intergenerational allocations. Journal of Experimental Social Psychology, 44, 233-245 .
Hernandez, M. (2008). Promoting stewardship behavior in organizations: A leadership model. Journal of Business Ethics, 80(1), 121-128.
McKay, P. F., Avery, D. R., Tonidandel, S., Morris, M., Hernandez, M., & Hebl, M. R. (2007). Racial differences in employee retention: Are diversity climate perceptions the key? Personnel Psychology, 60,35-62.
Avery, D. R., Hernandez, M., & Hebl, M. R. (2004). Who's watching the race? Racial salience in recruitment advertising. Journal of Applied Social Psychology, 34(1), 146-161