Rachael Goodwin

Assistant Professor of Management
Rachael Dailey Goodwin is an Assistant Professor of Management at Syracuse University in the Whitman School of Management. She pursed a PhD in Management at the University of Utah and a research fellow with the Women and Public Policy Program at the Harvard Kennedy School. Prior to pursuing a PhD, Rachael was a visiting adjunct professor in the Romney Institute of Public Management at Brigham Young University. She investigates gender issues related to expected power, managerial social cognition (i.e., construal), and women’s desire to lead. She has specific interest in increasing women’s personal sense of power in majority-male leadership groups, and in understanding gendered perceptions of women leaders. She also explores unethical behaviors (e.g., sexual harassment) that create obstacles for women. Her other research examines whistleblowing, and attitudes towards perpetrators and victims. Rachael’s work utilizes diverse methodologies including survey-based field research, experiments, qualitative research, and field data analyses. Her research has been published in top management publications including Organization Science. She has also published in the Psychology of Women’s Quarterly, and the Journal of Experimental Social Psychology.
MPA, , Brigham Young University, Marriott School of Management BS, Sociology, International Development Business Minor, Brigham Young University PhD, Business Administration, University of Utah, Eccles School of Business
Organizational Behavior*, Negotiations*+, Groups and Teams+, Leadership*, Diversity, Women and Leadership, Ethics,
I investigate workplace issues related to expected power, managerial social cognition (i.e., construal), ethics, and gender. My research also explores attitudes towards perpetrators and victims, whistleblowing, and unethical behaviors (e.g., sexual harassment) that create obstacles for women at work.


  • Why she’s engaging in and he’s avoiding difficult workplace conversations: Supervisor power, gender, and allyship voice

    Anderson, A., Wakslak, C.
  • An experience-sampling investigation of attributions and outcomes of workplace discrimination

    Dodson, S., Cole, K.
  • Ambiguity and moral judgment: Leaders’ ambiguous accounts following allegations of misconduct elicit negative moral judgment and organizational boycotts

    Dodson, S., Diekmann, K.
  • Know Your Place! How Subordinate Informal Influence and Supervisor Gender Interact to Affect Supervisor Downward Envy and Work Behavior

    Carnevale, J., Huang, L., Yu, L.
  • Power, status, construal, and compassion


  • Aug 01, 2020

    Organizational Behavior Division Best Symposium Award

    Academy of Management
  • Mar 01, 2020

    Doctoral Teaching Excellence Award, Management Department

    University of Utah
  • Jan 01, 2020

    University of Utah Doctoral Teaching Excellence Award

    Management Department
  • Jan 01, 2020

    Society for Personality and Social Psychology Family Care Grant,

  • Jan 01, 2018

    Women in Leadership David Eccles School of Business Research Grant

  • Jan 01, 2017

    University of Utah Graduate School Graduate Student Travel Assistance Award

  • Jan 01, 2011

    Marriott School of Management Scholarship

  • Jan 01, 2010

    Nominated & elected VP of Phi Kappa Phi (PKP); One of ten (of 300+) honors chapters named “Chapter of Excellence” by the National PKP Board

  • Jan 01, 2009

    National Truman Scholar Candidate

  • Jan 01, 2009

    Robert K. Thomas Honors Scholarship, Economic Self-Reliance Center Scholarship, and Departmental Scholarships

  • Jan 01, 2007

    President's Student Service Scholarship recipient for over 500 hours of service

  • Gender, sense of power, and desire to lead: Why women don’t “Lean in” to apply to leadership groups that aremajority-male

    June 01, 2021 Harvard University, Gender Action Portal
  • Good intentions aren’t good enough: Moral courage in opposing sexual harassment

    May 01, 2021 Harvard University, GenderAction Portal
  • Opposing sexual harassment

    April 01, 2021
  • Why Women Don’t “Lean In

    April 01, 2021
  • Reporting and confronting sexual harassment

    October 23, 2020
  • Good intentions aren’t good enough to oppose sexual harassment

    June 29, 2020
  • When it comes to reporting sexual harassment, what people say is often not what they do

    June 19, 2020