Social psychology in organizations focusing on inter group relations, prejudice and discrimination, Leadership focusing on leadership emergence, transformational leadership, Diversity management, multiculturalism, and internationalization in organizations, Cross-cultural psychology
Nurcan Ensari, Ph.D.,is a Professor in the Organizational Psychology Programs at California School of Professional Psychology. She is a social and organizational psychologist who teaches and conducts research in intergroup relations, leadership and culture. She conducts multicultural research with international collaborators from England, India, Turkey, Greece and Hong Kong. She is also an ad-hoc reviewer and ad-hoc editor for several journals, and a recipient of a number of academic awards. Prior to her current position, Prof. Ensari was a postdoctoral research fellow at The Kravis Leadership Institute at Claremont McKenna College, international consultant at Assumption University of Thailand, adjunct professor at the City University of Hong Kong, Istanbul Bilgi University, and Claremont Graduate University. Dr. Ensari holds a MA and a PhD in Social Psychology from the University of Southern California, a MA in Social Psychology and a BS in Mathematics from Bogazici University in Istanbul, Turkey.
- Ph.D., Social Psychology, University of Southern California, LA
- M.A., Social Psychology, University of Southern California, LA
- M.A., Social Psychology, Bogazici University, Istanbul
- B.S., Mathematics, Bogazici University, Istanbul
- Professional Issues
- Research Methods
- Principles of Research Design
- Advanced Statistics 1, and the lab
- Ethical, Legal and Professional Issues in Organizational Psychology
- Cultural Diversity in Organizations
- Social Psychology in Organizations
- Research Seminar
- Introduction to the Professional Practice
- Second Year Research Project
Ensari, N., Christian, J., Kuriyama, D. M., & Miller, N. (2012). The personalization model revisited: An experimental investigation of the role of five personalization-based strategies on prejudice reduction. Group Processes and Intergroup Relations.
Schalert, A., Ensari, N., & Christian, J. (2012). A Meta-Analytical Review of The Relationship between Emotional Intelligence and Leaders' Conflict Management Strategies. Group Processes and Intergroup Relations.
Hee, F., Finkelman, J., Lopez, D., & Ensari, N. (2011). Why does intergroup contact reduce prejudice? The mediational role of intergroup homogeneity. Journal of Psychological Issues in Organizational Culture, 2, 39-59.
Uzkurt, C., Kumar, R., & Ensari, N. (2011). Assessing organizational readiness for innovation: An Exploratory study on organizational characteristics of innovativeness. International Journal of Innovation and Technology Management.
Ensari, N., Riggio, R., Christian, J., Carslaw, G. (2011). Who emerges as a leader? Meta-analyses of individual differences as predictors of leadership emergence. Personality and Individual Differences, 51, 532-536.
Ensari, N., Stenstorm, D., Pedersen, W., & Miller, N. (2009). Effect of integral affect and category relevance on crossed categorization. Group Dynamics, 13, 281-299.
Boga, I., & Ensari, N. (2009). The Role of Leadership Style and Organizational Change on Perceived Organizational Performance. The Psychologist Manager Journal, 12, 1-17.