Photo of Andrew Carton

Andrew Carton

Assistant Professor of Management

Research Interests: intergroup behavior, goal systems

Links: CV

Groups are often considered the building block of organizations because they are the most basic unit in which employees interact and get work done. In recent years, increasing workforce diversity has caused the dynamics between groups to become more complex, as employees often divide into distinct racial, hierarchical, and functional subgroups. In my research I aim to advance our understanding of how members of different subgroups interact, as well as how relationships between members of different subgroups can be managed. Extending from this work, I also have a more recently evolved stream of research that examines one of the key challenges of leading collectives composed of various subgroups: helping employees from distinct racial, hierarchical, and functional areas realize that they are working toward a common purpose. In line with the notion that organizational leadership involves influencing a set of groups to pursue a common purpose, my two research streams—managing intergroup relations and establishing a common purpose—feature two core themes of organizational leadership.



  • Andrew Carton (2017), “I’m not mopping the floors — I’m putting a man on the moon”: How NASA leaders enhanced the meaningfulness of work by changing the meaning of work, Provisionally accepted at Administrative Science Quarterly.
  • Cindy Zapata, Andrew Carton, Joseph Liu (2016), When justice promotes injustice: Why minority leaders experience bias when they adhere to interpersonal justice rules, Academy of Management Journal
  • Andrew Carton, Basima Tewfik (2016), A new look at conflict management in work groups, Organization Science, 27 (5), 1125 - 1141.
  • Andrew Carton, Andrew Boysen, CEOs, COOs, and Cognition: Resolving a Top Management Team Conundrum  Description
  • Andrew Carton, Chad Murphy, Jonathan R. Clark, Vision and Values  Description
  • Andrew Carton, Chad Murphy, Jonathan R. Clark (2014), A (blurry) vision of the future: How leader rhetoric about ultimate goals influences performance, Academy of Management Journal
  • A.S. Rosette, Andrew Carton, L. Bowes-Sperry, P. F. Hewlin (2013), Why do racial slurs remain prevalent in the workplace? Integrating theory on intergroup behavior, Organization Science
  • Andrew Carton, J. N. Cummings (2013), The impact of subgroup type and subgroup configurational properties on work team performance, Journal of Applied Psychology
  • Andrew Carton, J.N. Cummings (2012), A theory of subgroups in work teams, Academy of Management Review, 37 (3), 441 - 470.
  • Andrew Carton, A.S. Rosette (2011), Explaining bias against Black leaders: Integrating theory on information processing and goal-based stereotyping, Academy of Management Journal, 54 (6), 1141 - 1158.
  • Andrew Carton, J. N. Cummings, Striking a balance: The impact of balanced versus imbalanced subgroups on work team performance  Description
  • S.B. Sitkin, K.E. See, C.C. Miller, M. Lawless, Andrew Carton (2011), The paradox of stretch goals: Organizations in pursuit of the seemingly impossible., Academy of Management Review, 36 (3), 544 - 566.
  • Andrew Carton, R.P. Larrick, L. Page, Back to the grind: How attention affects satisfaction during goal pursuit  Description
  • R.P. Larrick, T. Timmerman, Andrew Carton, J. Abrevaya (2011), Temper, temperature, and temptation: Heat-related retaliation in baseball, Psychological Science, 22 (4), 423 - 428.
  • Andrew Carton, J. N. Cummings, A faultline-based model of team leadership  Description
  • Andrew Carton, J. R. Aiello (2009), Control and anticipation of social interruptions: Reduced stress and improved task performance, Journal of Applied Social Psychology
  • Andrew Carton, Enhancing leadership theories with goal structure  Description