Ashley Fulmer

Dr. Fulmer’s research focuses on trust dynamics in organizations, emotion and affect, negotiation and conflict management, and levels of analysis theory and research. She received her Ph.D. from the University of Maryland, College Park. Her work has appeared in outlets such as Harvard Business Review, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, and Journal of Management. She is currently on the editorial boards of Academy of Management Review and Personnel Psychology.

Education

• Doctor of Philosophy (Ph.D.) University of Maryland College Park (2010 — 2012)
• Master of Science (M.S.) University of Maryland College Park (2007 — 2010)

Companies

• Assistant Professor Georgia State University - J. Mack Robinson College of Business (2018)
• Visiting Assistant Professor The University of Iowa Tippie College of Business (2016 — 2018)
• Assistant Professor National University of Singapore (2012 — 2017)

Specializations

• trust in organizations
• affect and emotions
• negotiation and conflict management
• levels of analysis

Publications

• Fehr, R., Fulmer, C. A., Keng-Highberger, F. T. 2019. How do employees react to leaders’ unethical behavior? The role of moral disengagement. Personnel Psychology.
• Costa, A. C., Fulmer, C. A., & Anderson, N. 2018. Trust in work teams: A critical review and directions for future research. Journal of Organizational Behavior, 39: 169-184.
• Fulmer, C. A. 2017. Employees who trust their managers are more likely to trust their CEOs. Harvard Business Review. (Available Online)
• Fulmer, C. A., & Ostroff, C. 2017. Trust in direct leaders and top leaders: A trickle-up model. Journal of Applied Psychology, 102: 648-657.
• Fehr, R., Fulmer, C. A., Awtrey, E. C., & Miller, J. A. 2017. The grateful workplace: A multilevel model of gratitude in organizations. Academy of Management Review, 42: 361-381.
• Salmon, E. D., Gelfand, M. J., Ting, H., Kraus, S., Gal, K., & Fulmer, C. A. 2016. When time is not money: Why Americans lose out at the negotiation table. Academy of Management Discoveries, 2: 349-367.
• Fulmer, C. A., & Ostroff, C. 2016. Convergence and emergence: An integrated framework and review. Journal of Organizational Behavior, 37: 122-145.
• Fulmer, C. A., & Gelfand, M. J. 2015. Trust after violations: Are collectivists more or less forgiving? Journal of Trust Research, 5: 109-131.
• Fulmer, C. A., & Gelfand, M. J. 2012. At what level (and in whom) we trust: Trust across multiple organizational levels. Journal of Management, 38: 1167-1230.
• Fulmer, C. A., Gelfand, M. J., Kruglanski, A. W., Kim-Prieto, C., Diener, E., Pierro, A., & Higgins, E. T. 2010. On “feeling right” in cultural contexts: How person-culture match affects self-esteem and subjective well-being. Psychological Science, 21: 1563-1569