Beth G. Chung

Beth Chung is an Affiliate Research Scientist at the Center for Effective Organizations and Professor of Management. She is currently the Director for the Institute on Inclusiveness and Diversity in Organizations (IIDO) and Chair of the Diversity, Equity, and Outreach Committee for San Diego State University. She is also past research director for the Sycuan Institute on Tribal Gaming. She has taught a variety of courses including Diversity Issues, Organizational Behavior, Leadership and Group Process, Human Resource Management, and Industrial and Organizational Psychology. Her areas of research expertise include inclusion and diversity in organizations, subgroup differences, leadership prototypes and competencies, and services management (service climate and the interface between employees and customers). She has published more than 30 articles in top outlets. Prior to joining the faculty at SDSU, she was an assistant professor at Cornell University and a consultant for Personnel Decisions International. Dr. Chung has taught executive education around the world in the areas of human resource management and leadership and has consulted in terms of executive assessment, expert witness testimony, and 360-degree feedback. She has chaired a number of committees for the Society of Industrial and Organizational Psychology including the Committee on Ethnic Minority Affairs (which she also co-founded) and the Membership Committee. She is currently serving on the Editorial Board for the Journal of Organizational Behavior.

Publications

• Ehrhart, & Chung, B. G. (accepted). The Moderating Effects of Relative Racio-Ethnicity on the Inclusion to Health to Turnover Intentions Relationship. Personnel Review.
• Shore, L., & Chung, B. G. (2022). Enhancing leader inclusion while preventing social exclusion in the work group. Human Resource Management Review. Published. https://doi.org/doi.org/10.1016/j.hrmr.2022.100902
• Shore, L., & Chung, B. G. (published). Inclusive leadership: How leaders sustain or discourage work group inclusion. Group and Organization Management, online. https://doi.org/DOI: 10.1177/1059601121999580
• Chung, B. G., Dean, M., & Ehrhart, K. (2021). Inclusion values, practices and intellectual capital predicting organizational outcomes. Personnel Review, 50(2), 709–730. https://doi.org/doi.org/10.1108/PR-07-2019-0352
• Chung, B. G., Ehrhart, K., Shore, L. M., Randel, A. E., Dean, M., & Kedharnath, U. (2020). Work Group Inclusion: Scale validation and nomological network. Group and Organization Management, 45(1), 75–102. https://doi.org/doi.org/10.1177/1059601119839858
• Xu, J., Xie, B., & Chung, B. G. (2019). Bridging the gap between affective well-being and organizational citizenship behavior: The role of work engagement and collectivist orientation. International Journal of Environmental Research and Public Health, 16(22), 4503. https://doi.org/https://doi.org/10.3390/ijerph16224503
• Randel, A. E., Galvin, B., Shore, L., Ehrhart, K., Chung, B. G., Dean, M., & Kedharnarth, U. (2018). Inclusive Leadership: Realizing Positive Outcomes Through Belongingness and Being Valued for Uniqueness. Human Resource Management Review, 28(2), 190–203. https://doi.org/https://doi.org/10.1016/j.hrmr.2017.07.002
• Xu, J., Liu, Y., & Chung, B. G. (2017). Leader psychological capital and employee work engagement: The roles of employee psychological capital and team collectivism. Leadership and Organizational Development, 38(7), 969–985.
• Xu, J., Liu, Y., & Chung, B. G. (2017). Leader psychological capital and employee work engagement: the roles of employee psychological capital and team collectivism. Leadership and Organizational Development, 38(7), 969–985. https://doi.org/https://doi.org/10.1108/LODJ-05-2016-0126
• Randel, A. E., Dean, M., Ehrhart, K., Chung, B. G., & Shore, L. M. (2016). Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1), 216–234. https://doi.org/10.1108/JMP-04-2013-0123
• Shore, L. M., Randel, A. E., Chung, B. G., Dean, M., Ehrhart, K., & Singh, G. (2011). Inclusion in organizations: A review and model for future research. Journal of Management, 37(4), 1262–1289.
• Chung, B. G., Ehrhart, M. G., Ehrhart, K., Hattrup, K., & Solamon, J. (2010). Stereotype threat, state anxiety, and specific self-efficacy as predictors of promotion exam performance. Group and Organization Management, 35(1), 77–107.
• Chung, B. G., Gonzales, G., & Hoffman, D. K. (2010). When Demographic Differences Exist: An Analysis Of Service Failure And Recovery Among Diverse Participants. Journal of Services Marketing, 24(2), 128–141.
• Chung, B. G., & Lankau, M. J. (2009). A comparison of American and International prototypes of successful managers. Journal of Leadership Studies, 3(1), 7–18.
• Chung, B. G., Ehrhart, K., Ehrhart, M. G., Solamon, J., & Kilian, B. (2009). Can test preparation help to reduce the Black-White test performance gap?. Journal of Management, 35(5), 1207–1227. https://doi.org/10.1177/0149206308328506
• Shore, L. M., Chung, B. G., Dean, M., Ehrhart, K., Jung, D., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going?. Human Resource Management Review, 19, 117–133.
• Ehrhart, M. G., Ehrhart, K., Roesch, S. C., Chung, B. G., Nadler, K., & Bradshaw, K. (2009). Testing the latent factor structure and construct validity of the ten-item personality inventory. Personality and Individual Differences, 47, 900–905.
• Ehrhart, K., & Chung, B. G. (2008). HRM at your service: Developing effective HRM systems in the context of e-service. Organizational Dynamics, 37, 75–85.
• Chung, B. G. (2007). Customers’ psychological needs in different service industries. Journal of Services Marketing, 21(4), 263–269.
• Chung, B. G., & Lankau, M. (2005). Are we there yet? An assessment of fit between stereotypes of minority managers and the successful manager prototype. Journal of Applied Social Psychology, 35, 2029–2056.