Patricia Faison Hewlin
PhD, Management & Organizational Behaviour, Stern School of Business, New York University, USA
MBA, Finance, Stern School of Business, New York University, USA
BA, Spanish Language & Literature & English Rhetoric & Literature, Binghamton University, USA
Leadership, Organizational Behaviour, Organizational Change
Dr. Patricia Faison Hewlin joined McGill University in 2010. She conducts research on how organization members and leaders engage in authentic expression, as well as factors that impede authenticity in every day work interactions. Her research has centered on employee silence, and the degree to which members suppress personal values and pretend to embrace those of the organization, a behavior she has termed as “creating facades of conformity”. Her research interests also include gaining insight on how members cope with perceived organizational value breaches in megachurches and other values-driven organizations. With the support of Canada's Social Science and Humanities Research Council, Professor Hewlin's research has expanded to studying the role of authenticity and values among diverse organizational leaders and entrepreneurs in Canada, US and Asia.
She is published in the Academy of Management Journal, Academy of Management Review, Organization Science, Journal of Applied Psychology, Journal of Management Studies, Journal of Occupational and Organizational Psychology, Group and Organization Management, Harvard Business Review, and edited volumes and books including Positive Organizing in a Global Society, Research on Managing Groups and Teams, Exploring Positive Identities and Organizations, and The Business of Culture. Professor Hewlin is an active member of the Academy of Management. She has served as an invited Associate Editor for Organizational Behavior and Human Decision Processes, and is on the editorial board for Organization Science.
Prior to joining McGill University, Professor Hewlin was on faculty at Georgetown University in the McDonough School of Business. Additionally, she has extensive managerial experience as a Vice President at Citigroup, where she received numerous awards for excellence in management and community relations. Additional organizational affiliations include JP Morgan Chase, Johnson and Johnson, The Berkshire Bank, American Express, and the US Department of Agriculture.
Authenticity and self-presentation
Minority Group Status Dynamics
Anna-Maria Broomes, Faculty of Management
Victor Gavino, School of Religious Studies, McGill University
Papers in Peer-Reviewed Journals
Cha, S. E., Kim, S. S., Hewlin, P. F., & DeRue, D. S. (2020). Turning a Blind or Critical Eye to Leader Value Breaches: The Role of Value Congruence in Employee Perceptions of Leader Integrity. Journal of Leadership & Organizational Studies, 27: 286-306.
Huang, W., Wang, D., Pi, X., & Hewlin, P. F. (2020). Does coworkers’ upward mobility affect employees’ turnover intention?: The roles of perceived employability and prior job similarity. The International Journal of Human Resource Management, 1-32.
Cha, S., Hewlin, P. F., Roberts, L. M., Buckman, B., Leroy, H., & Steckler, E. (2019). Being Your True Self at Work: Integrating the Fragmented Research on Authenticity in Organizations. Academy of Management Annals, 13: 633-671.
He, G., An, R. & Hewlin, P. F. (2019). Paternalistic leadership and employee well-being: A moderated mediation model. Chinese Management Studies, 3: 645-663.
Kim, S. S., Shin, D, Vough, H., Hewlin, P. F., & Vandenberghe, C. (2019). How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment. Human Relations, 71: 1319-1347.
Hewlin, P. F., Dumas, T. L., & Burnett, M. (2017). To thine own self be true?: Facades of conformity, values congruence, and the magnifying impact of leader integrity. Academy of Management Journal, 6: 178-199.
Hewlin, P. F., Kim, S. S., & Song, Y. H. (2016). Facades of conformity in the face of job insecurity: Conditions and contingency factors. Journal of Occupational and Organizational Psychology, 89: 539-567.
Rosette, A., Carton, A., Bowes-Sperry, L., & Hewlin, P. F. (2013). Why Do Racial Slurs Remain Prevalent in the Workplace? Integrating Theory on Intergroup Behavior, Organization Science, 24: 1402-1421
Hewlin, P. F. (2009). Wearing the cloak: Antecedents and consequences of creating facades of conformity. Journal of Applied Psychology, 94: 727-741.
Hewlin, P. F. (2003). And the award for best actor goes to...: Facades of conformity in organizational settings. Academy of Management Review, 28: 633-642.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40: 1453-1476.
Lant, T., & Hewlin, P. F. (2002). Information cues and decision making: The effects of learning, momentum and social comparison in competing teams. Group and Organization Management, 27: 374-407.
Hewlin, P. F. & Bromes, A. M. (2019). Authenticity in the workplace: An African American perspective. In L. M. Roberts, T. Mayo & D. Thomas (Eds.), Race, Work, Leadership: New Perspectives on the Black Experience. Cambridge: Harvard Business Review Press.
Hewlin, P. F., Dumas, T. L., & Burnett, M. F. (2017). Leader integrity and follower conformity. Harvard Business Review, April 11. hbr.org/2017/04/if-your-boss-has-a-lot-of-integrity-you-may-be-more-likely-to-compromise-yours
Hewlin, P. F. (2015). Authenticity on one’s own terms. In R. M. Roberts, M. L. Davidson, & L. Wooten (Eds.) Positive Organizing in a Global Society. New York: Taylor & Francis, pp. 53-57.
Roberts, L. M., Cha, S., Hewlin, P. F., Settles, I. (2009). Taking off the mask: Authentic expressions in organizational life. In L. M. Roberts & J. Dutton (Eds.), Exploring Positive Identities and Organizations: Building a Theoretical and Research Foundation. Philadelphia: Lawrence Erlbaum Associates, pp. 149-169.
Lant, T., & Hewlin, P. F. (2005). Creating legitimacy in the new media market. In T. Lant, J. Lampel, & J. Shamsie, (Eds.), The Business of Culture: Emerging Perspectives on Cultural Industries. Mahwah, NJ: Lawrence Erlbaum Associates.
Wiesenfeld, B. M., & Hewlin, P. F. (2003). Splintered identities and organizational change. In B. Mannix, M. Neale, & J. Polzer (Eds.), Research on Managing Groups and Teams, Volume 5. San Diego: Elsevier.
2020: Finalist for Best Paper Award, Academy of Management Annals
2018: Top Paper Published nomination from Editors of Human Relations, 2018
2010: “Diamond in the Rough” award for best faculty proposal. Academy of Management Meeting, Montreal QC.
2002: Received commendations for “Teaching Excellence” from the dean and the director of doctoral programs at the Stern School of Business, 2002.
Social Sciences and Humanities Council Partnership Grant (2020-2026; co-applicant): $2,446,979
Social Sciences and Humanities Council Internal Grant (2016-2020; Principal Investigator): $135,906
Social Sciences and Humanities Council Partnership Development Grant (2015-2018; co-applicant):
Social Sciences and Humanities Council Internal Grant (2015-2017; Principal Investigator): $5,000
Social Sciences and Humanities Council Grant (2011-2014; Principal Investigator): $95,158
New York University Doctoral Dissertation Grant (2001): $22,000
2003: Nichols Foundation Dissertation Fellowship
2002: National Black MBA Association Doctoral Scholarship
2001: New York University Doctoral Dissertation Grant