Proudfoot, Devon, Zachariah Berry, Edward Chang, and Min B. Kay (forthcoming). The diversity heuristic: How team demographic composition influences judgments of team creativity. Management Science.

Proudfoot, Devon and Aaron C. Kay (2022). Communal expectations conflict with autonomy motives: The Western drive for autonomy shapes women’s negative responses to positive stereotypes. Journal of Personality and Social Psychology, 124, 1-21.

Proudfoot, Devon and Sean Fath (2021). Signaling creative genius: How perceived social connectedness influences judgments of creative potential. Personality and Social Psychology Bulletin, 47, 580-592. 

Kay, Min B., Devon Proudfoot, and Richard P. Larrick (2018). There’s no team in I: How observers perceive individual creativity in a team setting. Journal of Applied Psychology. 103, 432-442.

Proudfoot, Devon and Aaron C. Kay (2018). How perceptions of one’s organization can affect perceptions of the self: Membership in a stable organization can sustain individuals’ sense of control. Journal of Experimental Social Psychology, 76, 104-115.

Fath, Sean, Devon Proudfoot, and Aaron C. Kay (2017). Effective to a fault: Organizational structure predicts attitudes toward minority organizations. Journal of Experimental Social Psychology, 73, 290-297.

Shepherd, Steven and Devon Proudfoot (2017). System Justification. In F. M. Moghaddam (Ed.), The SAGE Encyclopedia of Political Behavior.

Proudfoot, Devon, Aaron C. Kay, and Christy Koval (2015). A gender bias in the attribution of creativity: Archival and experimental evidence for the perceived association between masculinity and creative thinking. Psychological Science. 26, 1751-1761.

Proudfoot, Devon, Aaron C. Kay, and Heather Mann (2015). Motivated employee blindness: The effect of labor market instability on judgment of organizational inefficiencies. Organizational Behavior and Human Decision Processes. 130, 108-122.

Proudfoot, Devon and Aaron C.Kay (2014). System justification in organizational contexts: How a motivated preference for the status quo can affect organizational attitudes and behaviors. Research in Organizational Behavior, 34, 173-187.

Proudfoot, Devon and Aaron C. Kay (2014). Reactance or rationalization? Predicting public responses to government policy. Policy Insights from the Behavioral and Brain Sciences, 1, 256-262.

Proudfoot, Devon and Allan E. Lind (2014). Fairness Heuristic Theory, the Uncertainty Management Model, and Fairness at Work. In M. Ambrose & R. Cropanzano (Eds.), Oxford Handbook of Justice in Work Organizations (pp. 371 – 385). Oxford, UK:Oxford University Press.

Laurin, Kristin, Aaron C. Kay, Devon Proudfoot, and Gavan J. Fitzsimons (2013). Response to restrictive policies: Reconciling system justification and psychological reactance. Organizational Behavior and Human Decision Processes, 122(2), 152-162.

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