Lance Ferris

Full Professor

B.A. (Hon.) (McMaster), M.A.Sc. (Waterloo), Ph.D. (Waterloo)

Location: DMS 5148
Telephone: 613-562-5800 x 2120

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Biography

Lance Ferris is a Professor of Organizational Behaviour/Human Resources at the Telfer School of Management at University of Ottawa. Prior to joining Telfer, Lance was an Assistant Professor at the Lee Kong Chian School of Business at Singapore Management University from 2008-2011, an Associate Professor at the Smeal College of Business at the Pennsylvania State University from 2011-2017, and an Associate Professor at the Eli Broad College of Business at Michigan State University. He previously served as Associate Editor at Organizational Behavior and Human Decision Processes and is currently on the editorial board of Academy of Management Review. His work has been published in the Journal of Applied Psychology, Academy of Management Journal, Academy of Management Annals, Organization Science, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, and Personnel Psychology.

Publications during the last 7 years

Papers in Refereed Journals

Fatimah, S., Lee, H.W., Ferris, D.L. and Young, H.R. 2024. A regulatory focus theory perspective on the dynamics between action and power. Journal of Applied Psychology, 109(9): 1397-1407.
Burke, V., Grandey, A.A., Melloy, B., Ferris, D.L. and England, K. 2024. Are women penalized for showing pride at work? Gender disparities in the competence-warmth tradeoff. Journal of Applied Social Psychology, 54(8): 455-473.
Young, H.R., Scott, B.A., Ferris, D.L., Lee, H.W., Awasty, N. and Johnson, R.E. 2024. Distances and directions: An emotional journey into the recovery process. Journal of Applied Psychology, 109(1): 115–134.
Houston, L., Ferris, D.L. and Crossley, C. 2024. Does value-similarity matter? The influence of ethical leadership on employee engagement and deviance. Group and Organization Management, 49(4): 943-976.
Lin, J., Fatimah, S., Poulton, E.C., Ho, C., Ferris, D.L. and Johnson, R.E. 2024. Every Voice has its Bright and Dark Sides: Understanding Third-Party Observers’ Reactions to Coworkers’ Voice Behaviors. Journal of Occupational and Organizational Psychology, (Accepted).
Poulton, E.C., Lin, S.-H., Fatimah, S., Ho, C., Ferris, D.L. and Johnson, R.E. 2024. My manager endorsed my coworkers’ voice: Understanding observers’ positive and negative reactions to managerial endorsement of coworker voice. Journal of Applied Psychology, 109(8): 1250-1270.
Matusik, J.G., Poulton, E.C., Ferris, D.L., Johnson, R.E. and Rodell, J.B. 2024. The PCMT Model of Organizational Support: Scale Development and Theoretical Application. Journal of Applied Psychology, 109(7): 1059–1076.
Liang, L.H., Coulombe, C., Brown, D.J., Lian, H., Hanig, S., Ferris, D.L. and Keeping, L.M. 2022. Can two wrongs make a right? The buffering effect of retaliation on subordinate well-being following abusive supervision. Journal of Occupational Health Psychology, 27(1): 37-52.
Liang, L.H., Coulombe, C., Skyvington, S., Brown, D.J., Ferris, D.L. and Lian, H. 2022. License to retaliate: Good deeds as a moral license for misdeeds in reaction to abusive supervision. Human Performance, 35: 94-112.
Matusik, J.G., Ferris, D.L. and Johnson, R.E. 2022. The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature. Journal of Applied Psychology, 107(3): 329–345.
Koopman, J., Rosen, C.C., Gabriel, A.S., Puranik, H., Johnson, R.E. and Ferris, D.L. 2020. Why and for whom does the pressure to help hurt others? Affective and cognitive mechanisms linking helping pressure to workplace deviance. Personnel Psychology, 73(2): 333-362.
Ferris, D.L., Fatimah, S., Yan, M., Liang, L.H., Lian, H. and Brown, D.J. 2019. Being sensitive to positives has its negatives: An approach/avoidance perspective on reactivity to ostracism. Organizational Behavior and Human Decision Processes, 152: 138-149.
Grandey, A.A., Ferris, D.L. and Melloy, R. 2018. A dual signal model of pride displays in organizations. Research in Organizational Behavior, 38: 153-168.
Liang, L.H., Brown, D.J., Lian, H., Hanig, S., Ferris, D.L. and Keeping, L.M. 2018. Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice. Leadership Quarterly, 29(4): 443-456.
Liang, L.H., Brown, D.J., Ferris, D.L., Hanig, S., Lian, H. and Keeping, L.M. 2018. The dimensions and mechanisms of mindfulness in regulating aggressive behaviors. Journal of Applied Psychology, 103(3): 281-299.
Ferris, D.L., Reb, J., Lian, H., Ang, D. and Sim, S. 2018. What goes up must… keep going up? Cultural differences in cognitive style influence evaluations of dynamic performance. Journal of Applied Psychology, 103(3): 347-358.
Hideg, I. and Ferris, D.L. 2017. Dialectical thinking and fairness-based perspectives on affirmative action. Journal of Applied Psychology, 102(5): 782-801.
Lian, H., Yam, K.C., Ferris, D.L. and Brown, D.J. 2017. Self-control at work. Academy of Management Annals, 11(2): 703-732.

Books

Ferris, D.L., Johnson, R.E. and Sedikides, C. The Self at Work: Fundamental Theory and Research. New York: Routledge, 2018.

Chapters in Books

Ferris, D.L. and Sedikides, C. Self-enhancement at work. In Ferris, D.L., Johnson, R.E. and Sedikides, C.. The Self at Work: Fundamental Theory and Research. New York: Routledge, 2018.

Invited Contributions and/or Technical Reports

Ferris, D.L., Chen, M. and Lim, S. 2017. "Comparing and contrasting workplace ostracism and incivility", March, 4:315–338.

Funded Research during the last 7 years

Funded Research during the last 7 years
From-To	Source	Title	*	**	Role	Amount
2024-2027	SSHRC Insight Grant	Moral Motivation(s)	R	C	PI	$ 126,528
2018-2022	SSHRC Insight Grant	Lashing out or keeping their cool: A self-control perspective on leader mistreatment	R	C	Collaborator	$ 113,983
2018	Broad College Summer Research Grant	Communal Narcissism	R	I	PI	$ 12,965
2014-2018	SSHRC Insight Grant	Double-Edged Sword of Benevolent Sexism: How Benevolent Sexist Attitudes Promote and Undermine Gender Diversity in the Workplace	R	C	Collaborator	$ 114,604

LEGEND:

Role
PI = Principal Investigator | Co-I = Co-Investigator | Co-PI = Co-Principal Investigator

Pillars

Happier