Wendy AndrewsAssistant Professor
My research centers on different social/hierarchical relations in groups and organizations, for example status & power differences, in/exclusion, leadership. I study the processes and decisions that lead to these relations as well as the consequences they have for performance and wellbeing.
My current projects include research on evolutionary leadership theory and (female) advancement (with Mark van Vugt and Reinout de Vries), hormonal reactivity in leader-follower interactions (with Mark van Vugt and Pranj Mehta), power and workplace incivility (with Mieneke Pouwelse and Karin Proost), dominance and prestige at work, and people’s reactions to claimed and granted social/hierarchical outcomes (with Ilja van Beest).
I earned my PhD in Social Psychology from the University of Southampton in 2012. I worked at Tilburg University for 5 years in different teaching/coordination roles at the department of Social Psychology, the department of Organization Studies, and TIAS School for Business and Society. After this, I worked at the Open University for two years as assistant professor in Work and Organizational Psychology. Prior to my PhD I worked as a consultant, completed an MBA at IESE Business School, and obtained a Master in Research degree from London Business School.
|W de Waal-Andrews & M van Vugt (2020) The triad model of follower needs: theory and review. Current opinion in psychology 33, 142-147|
|W De Waal-Andrews & I Van Beest (2020) Reactions to claimed and granted overinclusion: Extending research on the effects of claimball versus cyberball. The Journal of social psychology 160 (1), 105-116|
|W de Waal-Andrews & M van Vugt (2020) VU Research Portal. Current Opinion in Psychology 33, 142-147|
|W de Waal-Andrews & I Van Beest (2018) A sweeter win: When others help us outperform them. Journal of Experimental Social Psychology 74, 218-230|
|N Mahadevan, AP Gregg, C Sedikides & WG de Waal-Andrews (2016) Winners, losers, insiders, and outsiders: Comparing hierometer and sociometer theories of self-regard. Frontiers in psychology 7, 334|
|W de Waal‐Andrews, AP Gregg & J Lammers (2015) When status is grabbed and when status is granted: Getting ahead in dominance and prestige hierarchies. British Journal of Social Psychology 54 (3), 445-464|
|W de Waal-Andrews & I Van Beest (2012) When you don’t quite get what you want: Psychological and interpersonal consequences of claiming inclusion. Personality and Social Psychology Bulletin 38 (10), 1367-1377|
|W de Waal-Andrews & I van Beest (2012) Claimed Inclusion: Not Quite as Good as You May Have Hoped.|
|WG de Waal-Andrews (2012) What it takes to attain status in face-to-face groups: the importance of distinguishing between dominance and prestige hierarchies. University of Southampton|
|AP Gregg & W De Waal-Andrews (2007) Choices for, and perceptions of, global and specific hypothetical feedback of differential valence. Unpublished raw data, School of Psychology, University of Southampton, UK|
|N Nicholson & W De Waal‐Andrews (2005) Playing to win: Biological imperatives, self‐regulation, and trade‐offs in the game of career success. Journal of Organizational Behavior: The International Journal of Industrial …|
|SAY Poelmans & WG De Waal-Andrews (2005) Launching flexible work-arrangements within Procter and Gamble EMEA. Work and Family: An International Research Perspective, 357-377|
|W Andrews & S Poelmans (2002) Victoria Dalí – CompuGraphics Inc. (A & B). case studies DPO-7-E & DPO-8-E, IESE Publishing|
|W Andrews & S Poelmans (2002) Launching Flexible Work-Arrangements within Procter & Gamble EMEA (A & B). case studies FH-716-E & FH-717-E, IESE Publishing|