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O'Reilly, Jane

O'Reilly, Jane

Associate Professor
B.Com. (Queen's), M.Sc. (Queen's), Ph.D. (UBC)
DMS 5123
613-562-5800 x 4917
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Jane O'Reilly holds a PhD from the Sauder School of Business, University of British Columbia and an M.Sc. in Management from Queen's University School of Business. An Assistant Professor in the area of organizational behaviour and human resource management, she teaches courses in organizational behaviour and workplace safety.

Research Interests

Professor O'Reilly's research examines informal workplace interactions and relationships. Her main research areas are mistreatment and social sexual behaviours in organizations. Her work on third-party mistreatment is focused on how bystanders can help (and sometimes further harm) the targets of workplace bullying and harassment. She also studies workplace social exclusion as a form of mistreatment, and how being left out of the social circle at work can be detrimental to employees' well-being. Her research program seeks to understand when social sexual behaviour in the workplace translates into harassment and when it does not. Her work is published in peer-reviewed management journals such as Academy of Management Review and Journal of Management.

Research Areas
  • Organizational Behaviour

Publications during the last 7 years

Chapters in Books

  • O'Reilly, J. and Bonaccio, S. Nonverbal Communication. In Rogelberg, S.G.. The SAGE Encyclopedia of Industrial/Organizational Psychology, 2nd edition. Thousand Oaks, CA, USA: Sage Publications, 2017.
  • Bonaccio, S., O'Reilly, J. and O'Sullivan, S. Nonverbal Communication in Work Contexts. In Griffin, R.. Oxford Bibliographies in Management. New York: Oxford University Press, 2017.
  • O'Reilly, J. and Banki, S. Research in Work and Organizational Psychology: Social Exclusion in the Workplace. In Riva, P. and Eck, J.. Social Exclusion: Psychological Approaches to Understanding and Reducing Its Impact. M.E. Sharpe, Inc., 2016.
  • Skarlicki, D., O'Reilly, J. and Kulik, C. The Third Party Perspective of Justice. In Cropanzano, R. and Ambrose, M.. Oxford Handbook of Justice in the Workplace. New York: Oxford University Press, 2015.
  • O'Reilly, J., Robinson, S.L. and Schabram, K. The impact of ostracism on well-being in organizations. In Giacalone, R.A. and Promislo, M.D.. Unethical Work Behavior and Organizational Well-Being: A Handbook. M.E. Sharpe, Inc, 2012.
  • Aquino, K. and O'Reilly, J. Antisocial behavior at work: The social psychological dynamics of workplace victimization and revenge. In De Cremer, D., Van Dick, R. and Murnighan, K.. Social psychology and organizations . 2011.

Papers in Refereed Journals

  • Bonaccio, S., Lapierre, L.M. and O'Reilly, J. 2018. Encouraging and Supporting the Disclosure of Mental Health Problems in the Workplace. Organizational Dynamics.
  • O'Reilly, J., Aquino, K. and Skarlicki, D. 2016. The Lives of Others: Third Parties’ Responses to Others’ Injustice. Journal of Applied Psychology, 101(2): 171-189.
  • Bonaccio, S., O'Reilly, J., O'Sullivan, S.L. and Chiocchio, F. 2016. Nonverbal Behavior in the Workplace-A Review and an Agenda for Research. Journal of Management, 42(5): 1044-1074 .
  • O'Reilly, J., Robinson, S.L., Berdahl, J.L. and Banki, S. 2015. Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment and Work. Organization Science, 26(3): 774-793.
  • Aquino, K., Sheppard, L., Watkins, M.B., O'Reilly, J. and Smith, A. 2014. Social Sexual Behavior at Work. Research in Organizational Behavior, 34: 217-236.
  • Robinson, S.L., O'Reilly, J. and Wang, W. 2013. Invisible at Work: An Integrated Model of Workplace Ostracism. Journal of Management, 39(1): 203-231.
  • Houshmand, M., O'Reilly, J., Robinson, S.L. and Wolff, A. 2012. Escaping Bullying: The Simultaneous Impact of Individual and Unit-Level Bullying on Turnover Intentions. Human Relations, 65(7): 901-918.
  • Raver, J.L., Jensen, J.M., Lee, J.H. and O'Reilly, J. 2012. Destructive Criticism Revisited: Appraisals, Task Outcomes, and the Moderating Role of Competitiveness. Applied Psychology: An International Review, 61(2): 177-203.
  • O'Reilly, J. and Aquino, K. 2011. A Model of Third Parties' Morally-Motivated Responses to Mistreatment in Organizations. Academy of Management Review, 36(3): 526-543.

Funded Research during the last 7 years

Funded Research during the last 7 years
From-To Source Title * ** Role Amount
2018-2023 SSHRC Insight Grant How can managers support and ensure the positive consequences of employees' disclosure of a mental health challenge? R C Co-I $ 207,756
2018-2023 SSHRC Insight Grant Inauthentic and Authentic Forgiveness in the Workplace R C PI $ 76,062
2017-2018 Research Development Program, Bridge Funding Forgiveness in Organizations R I PI $ 8,264
2016-2018 Telfer School of Management Partnership Grant Competition The Antecedents, Manifestations, and Consequences of Mental Illness Disclosure at Work R I PI $ 50,000
2014-2016 SSHRC Insight Development Grant Third Parties' Responses to Sexual Harassment in the Workplace R C PI $ 39,952
2013-2015 Telfer School of Management Cluster Program, University of Ottawa Executive Presence: In Search of an Elusive Leadership Trait R I Co-PI $ 20,000

*Purpose = C: Contract (R and D), E: Equipment Grant, R: Research Grant, S: Support Award, P: Pedagogical Grant, O: Other, U: Unknown

**Type= C: Granting Councils, G: Government, F: Foundations, I: UO Internal Funding, O: Other, U: Unknown

Role: PI = Principal Investigator, Co-I = Co-Investigator, Co-PI = Co-Principal Investigator

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