I'm an Assistant Professor of Management at The Wharton School of the University of Pennsylvania. My research focuses on how people respond to adversity at work, across areas such as workplace motivation and behavioral ethics. To understand these topics, I conduct my research using multiple methods (e.g., field and lab experiments, longitudinal surveys, and semi-structured interviews) with leaders and employees in Fortune 500 corporations, job seekers at reemployment centers, and entrepreneurs who are seeking to bring new culturally contentious initiatives to the marketplace. My work has been published at academic outlets such as the Academy of Management Journal and Organizational Behavior and Human Decision Processes and featured in other publications such as the New York Times and Harvard Business Review.
At Wharton, I teach the MBA core course on the Foundations of Teamwork and Leadership (MGMT 610) and an elective course on Power and Politics in Organizations for students in the undergraduate, MBA, and executive education programs.
I completed my Ph.D. in Management and Organizations at the University of Michigan's Ross School of Business and earned a BA in Economics and Philosophy from The University of Western Ontario. Before Covid-19, I enjoyed karaoke-ing to hip-hop music (Kanye! Drake!), cheering for Toronto and Michigan sports, traveling to new countries, and eating at both fancy and hole-in-the-wall restaurants in Philly (i.e., the best pound-for-pound food city in America) with my wife, Salimah. During Covid-19, we enjoy roaming the streets of Philly with our son in his Uppababy Vista...because, you know, it's kind of hard to travel and dine out right now.
To visit my faculty page at Wharton, please click here.
Below is a selection of my published papers. For a recent copy of my curriculum vitae (CV), please click here. If you want the latest information, please contact me because I do not always update my website online.
Nurmohamed, S., Kundro, T. G., & Myers, C. M. forthcoming. Against the odds: Underdog versus favorite narratives to offset prior experiences of discrimination. Organizational Behavior and Human Decision Processes.
Cobb, J. A., Keller, J. R., & Nurmohamed, S. forthcoming. How do I compare? The effect of work-unit demographics on reactions to pay inequality. ILR Review. (Authors listed alphabetically).
Kundro, T. G., & Nurmohamed, S. in press. Understanding when and why cover-ups are punished less severely. Academy of Management Journal.
Nurmohamed, S. 2020. The underdog effect: When low expectations increase performance. Academy of Management Journal. 63: 1106-1133.
Yip, J. A., Schweitzer, M. E., & Nurmohamed, S. 2018. Trash-talking: Competitive incivility motivates rivalry, performance, and unethical behavior. Organizational Behavior and Human Decision Processes. 144: 125-144.
Mayer, D. M., Nurmohamed, S., Treviño, L. K., Shapiro, D. L., & Schminke, M. 2013. Encouraging employees to report unethical conduct internally: It takes a village. Organizational Behavior and Human Decision Processes, 121: 89-103.
Grant, A. M., Nurmohamed, S., Ashford, S. J., & Dekas, K. 2011. The performance implications of ambivalent initiative: The interplay of autonomous and controlled motivations. Organizational Behavior and Human Decision Processes, 116: 241-251.
flipside /ˈflip ˌsīd/ [noun]
1: a reverse or opposite side, aspect, or result.
2: the reverse or less known side of a pop single record; the B-side
I created the "Flipside Collective" to engage UPenn students who are interested in conducting research on how individuals overcome barriers and obstacles they face at work and in their careers. As shown above, the term "flipside" is defined as the reverse or opposite of a result, and in music, it traditionally referred to the B-side of a record (i.e., Side B of a 45 rpm phonograph record) that was less widely known. In our group, we seek to theorize and identify features that elicit the opposite of conventional theory in the study of organizational behavior. Active projects in our collective include studying when do low expectations foster success at the workplace, as well how do employees and job seekers use the barriers and obstacles they face to their advantage.
Currently, we have three active research assistants: Ariana Freire, Madison Hynson and Christopher Li. Responsibilities include helping with study design, conducting literature reviews and providing feedback on research papers. If you are a student and interested in conducting research with us, please visit the University of Pennsylvania's work-study program website for available positions or contact me via email or the form below.