| Mentoring in the preparation of graduate researchers of color MN Davidson, L Foster-Johnson Review of educational research 71 (4), 549-574, 2001 | 523 | 2001 |
| Styles of inhibiting emotional expression: Distinguishing repressive coping from impression management DA Weinberger, MN Davidson Journal of personality 62 (4), 587-613, 1994 | 238 | 1994 |
| When excuses don't work: The persistent injustice effect among Black managers M Davidson, RA Friedman Administrative Science Quarterly, 154-183, 1998 | 174 | 1998 |
| Rethinking political correctness RJ Ely, DE Meyerson, MN Davidson Harvard business review 84 (9), 78, 2006 | 168 | 2006 |
| Inclusion: What can I and my organization do about it MN Davidson, BM Ferdman The Industrial-Organizational Psychologist 39 (4), 80-85, 2002 | 120 | 2002 |
| The end of diversity as we know it: Why diversity efforts fail and how leveraging difference can succeed MN Davidson Berrett-Koehler Publishers, 2011 | 100 | 2011 |
| The role of emotion in negotiation: The impact of anger and race MN Davidson, L Greenhalgh Research on negotiation in organizations 7, 3-26, 1999 | 97 | 1999 |
| The engines of positive relationships across difference: Conflict and learning MN Davidson, EH James Exploring positive relationships at work, 137-158, 2017 | 96 | 2017 |
| Managing Diversity and Second‐Order Conflict RA Friedman, MN Davidson International Journal of Conflict Management 12 (2), 132-153, 2001 | 72 | 2001 |
| Warning third parties: the ripple effects of Tarasoff DL Rosenhan, TW Teitelbaum, KW Teitelbaum, M Davidson Pac. LJ 24, 1165, 1992 | 62 | 1992 |
| The value of being included: An examination of diversity change initiatives in organizations MN Davidson Performance Improvement Quarterly 12 (1), 164-180, 1999 | 58 | 1999 |
| Diversity and inclusion: What difference does it make MN Davidson, BM Ferdman The Industrial-Organizational Psychologist 39 (2), 36-38, 2001 | 51 | 2001 |
| Know thine adversary: The impact of race on styles of dealing with conflict MN Davidson Sex Roles 45, 259-276, 2001 | 43 | 2001 |
| What is good isn't always fair: On the unintended effects of framing diversity as good S Trawalter, S Driskell, MN Davidson Analyses of Social Issues and Public Policy 16 (1), 69-99, 2016 | 41 | 2016 |
| Cycles of resistance: How dominants and subordinants collude to undermine diversity efforts in organizations. MN Davidson, KL Proudford Taylor & Francis Group/Lawrence Erlbaum Associates, 2008 | 40 | 2008 |
| The Black-White gap in perceptions of discrimination: Its causes and consequences. R Friedman, MN Davidson Elsevier Science/JAI Press, 1999 | 39 | 1999 |
| A matter of difference—Diversity and drawing the line: Are some differences too different?(Or: who’s in, who’s out, and what difference does it make?) BM Ferdman, MN Davidson The Industrial-Organizational Psychologist 39 (3), 43-46, 2002 | 21 | 2002 |
| Inclusion and power: Reflections on dominance and subordination in organizations MN Davidson, BM Ferdman The Industrial-Organizational Psychologist 40 (1), 62-67, 2002 | 20 | 2002 |
| Some learning about inclusion: Continuing the dialogue BM Ferdman, MN Davidson The Industrial-Organizational Psychologist 41 (4), 31-37, 2004 | 17 | 2004 |
| Positive organizing in a global society: Understanding and engaging differences for capacity building and inclusion LM Roberts, LP Wooten, MN Davidson Routledge, 2015 | 15 | 2015 |
Bernardo M. FerdmanDistinguished Professor Emeritus, Organizational Psychology Program, California School ofVerified email at alliant.edu
