I am particularly fascinated by tensions arising in the workplace that potentially inhibit or facilitate individuals’ or teams’ cognitive functioning within organizations. Specifically, I address the inquiries of cognition from the lens of interpersonal communication. My scholarly approach toward employees’ communication is twofold: a) tensions that are associated with the structure of interactions through which ideas or information is exchanged among individuals; and b) tensions that stem from the content of interactions, such as those trying to change the status quo.
These research interests feature prominently in my job market paper as well. Based on the analysis of objective measures of communication metadata that captures over 22,500 virtual meeting hours and 230,000 emails, the paper explores the challenge of fostering employees’ cognitive capacities in the face of needing to participate in team meetings and interact individually with supervisors and colleagues.
Kim, Y. J., Lam, C. F.*, Oh, J.*, & Sohn, W.* Forthcoming. Employee constructive voice: An integrative review and a dyadic approach. Journal of Management
* The three non-first authors above share second authorship; in alphabetical order
Martins, L. L., & Sohn, W. 2022. How does diversity affect team cognitive processes? Understanding the cognitive pathways underlying the diversity dividends in teams. Academy of Management Annals, 16(1): 1–45. https://doi.org/10.5465/annals.2019.0109
Burris, E. R., & Sohn, W. 2021. Creating a culture of voice. Behavioral Science & Policy, 7(1): 57–68.
Bernstein, E., Blunden, H., Brodsky, A., Sohn, W., & Waber, B. 2020. The implications of working without an office. Harvard Business Review, Big Idea Feature.
* One of the top 10 most read Harvard Business Review articles of 2020