Dana Carney

Associate Professor, Management of Organizations
carney-circle.png

Dana R. Carney is a Barbara and Gerson Bakar Faculty Fellow at the University of California, Berkeley. She is an Associate Professor at the Haas School of Business and an affiliate of the Psychology Department. Dana also holds the title of Director at The Institute for Personality and Social Research. Prior to Berkeley, she was an Assistant Professor of Management at Columbia University’s Graduate School of Business. 

Broadly speaking, Professor Carney studies the incredible power of ordinary, everyday, nonverbal behaviors. She is particularly interested in how humans reveal thoughts, decisions, feelings, and intentions through subtle nonverbal behaviors. She has been invited to share her research and teaching on power, influence, nonverbal communication, lie-detection, ethics and corruption, the biology of leadership, decision making and social networks at most major universities and she consults widely from Wall Street to Silicon Valley. She received the National Science Foundation’s CAREER award in Social Psychology in 2011 and the Hellman Faculty Fellowship in 2013. Professor Carney received her PhD in Social Psychology from Northeastern University in 2005 and was a postdoctoral fellow in the Department of Psychology at Harvard University until 2008.
 

carney-trip.jpg
Academic Background 

Post Doctoral Scholar, Harvard University

PhD, Northeastern University

MA, California State University, Fullerton

BA, University of San Francisco

Publications & Media

Papers & Articles 

Powerful People Are Better Liars

VIEW

A thin slice perspective on the accuracy of first impressions

VIEW

Individual differences in the acceptance of stereotyping

VIEW

The Secret Lives of Liberals and Conservatives: Personality Profiles, Interaction Styles, and theThings They Leave Behind

VIEW

The existence of implicit bias is beyond reasonable doubt: A refutation of ideological and methodological objections and executive summary of ten studies that no manager should ignore

VIEW

Exposing Racial Discrimination: Implicit & Explicit Measures–The My Body, My Story Study of 1005 US-Born Black & White Community Health Center Members

VIEW

Combining Explicit and Implicit Measures of Racial Discrimination in Health Research

VIEW

Implicit Measures Reveal Evidence of Personal Discrimination

VIEW

The persuasive ‘‘power’’ of stigma?

VIEW

Can Ordinary People Detect Deception After All?

VIEW

Unacquainted callers can predict which citizens will vote over and above citizens’ stated self-predictions

VIEW

Dominant, open nonverbal displays are attractive at zero-acquaintance

VIEW

The Physiology of (Dis)Honesty: Does it Impact Health?

VIEW

Some evidence for the nonverbal contagion of racial bias

VIEW
VIEW MORE
Awards & Honors 
  • Barbara and Gerson Baker Faculty Fellowship, University of California, Berkeley, 2014-2016.
  • Hellman Faculty Fellow, University of California, Berkeley, 2013-2014.
  • Schwabacher Fellowship, University of California, Berkeley, Haas School of Business, 2013-2014.
  • CAREER Award, National Science Foundation, 2011.
  • American Psychological Association Dissertation Research Award, 2004.
Academic Background 

Post Doctoral Scholar, Harvard University

PhD, Northeastern University

MA, California State University, Fullerton

BA, University of San Francisco

Publications & Media

Papers & Articles 

Powerful People Are Better Liars

VIEW

A thin slice perspective on the accuracy of first impressions

VIEW

Individual differences in the acceptance of stereotyping

VIEW

The Secret Lives of Liberals and Conservatives: Personality Profiles, Interaction Styles, and theThings They Leave Behind

VIEW

The existence of implicit bias is beyond reasonable doubt: A refutation of ideological and methodological objections and executive summary of ten studies that no manager should ignore

VIEW

Exposing Racial Discrimination: Implicit & Explicit Measures–The My Body, My Story Study of 1005 US-Born Black & White Community Health Center Members

VIEW

Combining Explicit and Implicit Measures of Racial Discrimination in Health Research

VIEW

Implicit Measures Reveal Evidence of Personal Discrimination

VIEW

The persuasive ‘‘power’’ of stigma?

VIEW

Can Ordinary People Detect Deception After All?

VIEW

Unacquainted callers can predict which citizens will vote over and above citizens’ stated self-predictions

VIEW

Dominant, open nonverbal displays are attractive at zero-acquaintance

VIEW

The Physiology of (Dis)Honesty: Does it Impact Health?

VIEW

Some evidence for the nonverbal contagion of racial bias

VIEW
VIEW MORE