Alex Luksyte

Associate Professor, BA Vilnius, MA PhD Houston

  • The University of Western Australia (M261), 35 Stirling Highway,

    6009 Perth

    Australia

  • Source: Scopus
  • Calculated using citation counts from Scopus for publications in the UWA Profiles and Research Repository
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Personal profile

Biography

Aleksandra Luksyte is currently an Associate Professor at the University of Western Australia Business School. She received her PhD in Industrial-Organizational Psychology from University of Houston, USA. Alex research focuses on two domains: (1) overqualification and (2) demogaphic and cultural diversity in the workplace. Alex has published her research in Journal of Applied Psychology, Journal of Management, Personnel Psychology, Journal of Organizational Behavior, among others. She is a recepient of several prestigious scholarships and fellowships. She was a recipient of the international Fulbright scholarship at University of California Berkeley, USA. In 2017, she received a prestigious Australian Research Council Early Career Fellowship (DECRA) to study positive and negative effects of overqualification as well as issues of demographic diversity in the workplace.

Roles and responsibilities

Editorial Board:

Journal of Applied Psychology

Journal of Management

Journal of Occupational and Organizational Psychology

Funding overview

2020: Business School Future Fund Grants. Luksyte, A., Yeo, G., & Howard, E.“This is a global pandemic: Why do employees still come to work sick?” ($4,850)

2020-2021: Business School Research Grants. Amarnani, R., Luksyte, A., & Yue, Y. “Is John or Joanna more likely to become the target of abusive customers? The role of communality and agency deficits.” ($9,963)

2019-2020: UWABS Future Fund Grants. Carpini, J., Luksyte, A., & Avery, D. “Are gay males held to a higher standard for customer service behavior?” ($10,000)

2017-2019: ARC Discovery Early Career Research Award (DECRA). Luksyte, A. “Overqualification: How to minimise negative and maximise positive”($370,000)

2016-2021: SSHRC Insight Grant. Shen, W., & Luksyte, A. “Adaptability or inconsistency? Understanding antecedents and consequences of change in leadership behaviors” ($107,346 CAD)

2016: UWA Teaching Relief “Why do organisations shy away from hiring overqualified immigrant applicants?” ($13,198)

2014-2015: UWA Business School Development Award. Chen, Z., Luksyte, A., & Unsworth, K. “Think loud by thinking of your home first: Why and how does nostalgia foster individual creativity?” ($10,000)

2014-2015: BHP Billiton Distinguished Research Award. Luksyte, A., Bauer, T. N., Debus, M., Erdogan, B., & Wu, C. (2014). Understanding overqualified employees: A cross-cultural study of when positive behaviors and attitudes possible ($21,624).

2013-2014: UWA Business School Development Award. Luksyte, A., & Unsworth, K. Is all creativity created equal? Examining types of creativity and their consequences for employment outcomes($13,531).

2012-2013: UWA Business School Development Award. Luksyte, A., & Day, D.V. Why do leaders derail? Exploring and developing leadership overqualification as an explanatory concept ($11,000).

2012-2014: SHRM Foundation grant. Luksyte, A., & Cordery, J. “Overqualification among different demographic groups: Consequences and moderators” ($83,964).

2011-2012: UWA Business School Development Award. Luksyte, A., & Yeo, G. “Releasing the beast:” The interactive effects of presenteeism and demographic dissimilarity on co-worker’s task engagement, helping, and counterproductive work behaviors ($15,000).

Teaching overview

HRMT5504 Introduction to Human Resource Management

Research

In the overqualification/underemployment domain, she examines the effects of overqualification on employee performance, voluntary turnover, and well-being as well as processes underlying these linkages and boundary conditions under which overqualified employees are either happy, productive, and loyal to the organization or unhappy, counterproductive, and voluntarily quit their jobs. She also investigates overqualification in different populations (e.g., whether women are more likely than men feel overqualified because of glass ceiling, career disruptions, or whether and why overqualification is more prevalent among immigrants than citizens, etc.).
In the diversity domain, she examines the effects of race, gender, age, and immigrant status on decision-making (e.g., advice taking, performance appraisal, promotion, etc.) and employee performance and well-being.

Education/Academic qualification

Industrial-Organizational Psychology, PhD, University of Houston

17 Aug 200711 May 2011

Award Date: 11 May 2011

Research expertise keywords

  • Overqualified/ Underemployed Employees And Applicants
  • Person-Environment (Mis)Fit
  • Demographic Diversity, Discrimination, Stereotyping, And Biases In The Workplace
  • Presenteeism And Voluntary Turnover
  • Creativity And Innovation

Industry keywords

  • Ageing
  • Health

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