Naomi Rothman, Ph.D., holds the Charlotte and Robert L. Brown III '78 Research Fellowship


University of California at Davis, B.A.
Stern School of Business, New York University, Ph.D.

Research Interests

Social consequences of emotions in the work place

Naomi Rothman joined the Department of Management at Lehigh University in 2011. Prior to coming to Lehigh, Rothman served as an assistant professor at the College of Business, University of Illinois Urbana-Champaign. Naomi's research focuses on the social consequences of emotions, power, and justice in the workplace. Her work has appeared in Academy of Management Review, Organizational Behavior and Human Decisions Processes, Harvard Business Review, Journal of Organizational Behavior, Journal of Experimental Social Psychology, Social Psychological and Personality Science, Cognition & Emotion, and in edited books, including Research on Managing Groups and Teams, and Voice and Silence in Organizations.

Naomi is the recipient of numerous awards for her teaching as well as the 2010 best theoretical or empirical paper in the Conflict Management division of the Academy of Management.

Prior to pursuing her Ph.D., Naomi worked as a research analyst for a social policy consulting firm in California, working with clients in state and federal government, as well as private foundations.


  • Rothman, N.B. & Melwani, S. (2017). Feeling Mixed, Ambivalent, and In Flux: The Social Functions of Emotional Complexity for Leaders, Academy of Management Review, Special Issue on Integrating Affect and Emotion in Management Theory, 42, 259-282. (Accepted Feb 21, 2016; Published Online March 25, 2016)
  • Rothman, N.B., Pratt, M.G., Rees, L. & Vogus, T.J. (2017). Understanding the Dual Nature of Ambivalence: Why and When Ambivalence Leads to Good and Bad Outcomes, Academy of Management Annals. 11, 33-72. (Accepted October 19, 2016)
  • Methot, J. R., Melwani, S., & Rothman, N. B.  (2017). The Space Between Us: A Social-Functional Emotions View of Ambivalent and Indifferent Workplace Relationships, Journal of Management. XX, XX-XX. (Accepted December 2, 2016).
  • Belkin, L. & Rothman, N.B. (2017). Do I Trust You? Depends on What you Feel: Interpersonal Effects of Emotions on Initial Trust at Zero-Acquaintance, Negotiation and Conflict Management Research, 10, 3-27. (Accepted October 26, 2016)
  • Rothman, N.B. & Magee, J.C. (2016). Affective Expressions in Groups and Inferences about Members’ Relational Well-Being: The Effects of Socially Engaging and Disengaging Emotions, Cognition & Emotion, Special Issue on Emotions in Groups, 30, 150-166. 
  • Rothman, N.B., & Northcraft, G. (2015). Unlocking Integrative Potential: Expressed Emotional Ambivalence and Negotiation Outcomes, Organizational Behavior and Human Decision Process, 126, 65-76.
  • Vogus, T., Rothman, N.B., Sutcliff, K., & Weick, K. (2014). The Affective Foundations of High Reliability Organizing. Journal of Organizational Behavior, 35(4): 592-596.
  • Galinsky, A.D., Magee, J.C., Rus, D., Rothman, N.B., and Todd, A.R. (2014). Accelerating with Steering: The Synergistic Benefits of Combining Power and Perspective-Taking, Social Psychological and Personality Science published online 11 February 2014. DOI: 10.1177/1948550613519685
  • Blader, S., & Rothman, N.B. (2013). Paving the Road to Preferential Treatment with Good Intentions: Empathy, Accountability and Fairness, Journal of Experimental Social Psychology, 50, 65-81.
  • Rees, L., Rothman, N.B., Lehavy, R., & Sanchez-Burkes, J. (2013). The Ambivalent Mind Can Be a Wise Mind: Emotional Ambivalence Increases Judgment Accuracy, Journal of Experimental Social Psychology, 49, 360-367.
  • See, K.E., Morrison, E.W., Rothman, N.B., & Soll, J.B. (2011). The detrimental effects of power on confidence, advice taking, and accuracy, Organizational Behavior and Human Decision Processes, 116, 272-285.
  • Rothman, N.B. (2011). Steering Sheep: How Expressed Emotional Ambivalence Elicits Dominance in Interdependent Decision-Making Contexts, Organizational Behavior and Human Decision Processes, 116, 66-82.
  • Wiesenfeld, B.M., Rothman, N.B., Wheeler-Smith, S.L., & Galinsky, A.D. (2011). Why fair bosses fall behind. Harvard Business Review. July-August, 2011.
  • Peters, M., Rothman, N.B., & Northcraft, G. B. (2011). Beyond Valence: The Effects of Group Emotional Tone on Group Negotiation Behaviors and Outcomes. In E. Mannix, M. Neale, and J. Overbeck (Eds.), Research on Managing Groups and Teams: Negotiation & Groups. United Kingdom: Emerald.
  • See, K.E., Rothman, N.B., & Soll, J.B. (2010). Powerful and unpersuaded: The implications of power for confidence, advice taking, and accuracy. In L. A. Toombs (Ed.), Proceedings of the Seventieth Annual Meeting of the Academy of Management (CD), ISSN 1543-8643.
  • Blader, S., Wiesenfeld, B., Rothman, N.B., Wheeler-Smith, S. (2010). Social Emotions and Justice: How the Emotional Fabric of Groups Determine Justice Enactment and Reactions." In E. Mannix, M. Neale, and E. Mullen (Eds.), Research on Managing Groups and Teams: Justice & Groups. United Kingdom: Emerald.
  • Morrison, E.W. & Rothman, N.B. (2009). Silence and the Dynamics of Power. In J. Greenberg & M.S. Edwards (Eds.), Voice and Silence in Organizations. United Kingdom: Emerald.
  • Rothman, N.B. & Wiesenfeld, B.M. (2007). The Social Consequences of Expressing Emotional Ambivalence in Groups and Teams. In E. Mannix, M. Neale & C. Anderson (Eds.), Research on Managing Groups and Teams: Affect & Groups. Oxford: Elsevier.
  • Horowitz, S., Buchanan, S., Alexandris, M., Anteby, M., Rothman, N., Syman, S. & Vural, L. (2005). The rise of the freelance class: The new constituency of workers building a social safety net. Report, Working Today, Brooklyn, NY, 2005.

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