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I received my PhD in Anthropology from Queen's University Belfast. I was then appointed to positions at the Institute of Irish Studies at Queen's and at INCORE, a United Nations Research Centre for the Study of Conflict at the University of Ulster, as lecturer at the University of East London, and as Reader in Sociology at the University of Aberdeen. I have also College-Courses-Galway.html">been a Visiting Research Fellow at the Exeter Centre for Ethno Political Studies at the University of Exeter, Fellow at University College London, and Visiting Professor of Sociology at the United Arab Emirates University. I am currently a team member of SEPAD Sectarianism, Proxies and De sectarianisation, a project hosted at the Richardson Institute, Lancaster University. I have published five books and a number of articles in leading international journals. My research has been published in the Conversation, Slate Magazine, the Independent, the Times Higher, and Huffington Post, and featured in Al Jazeera, Belfast Telegraph, and Reuters.

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They tried to determine if individuals would be dishonest in reporting whether or not the solver actually completed the problem correctly. They found that individuals did help when there is equity having money or not. They also found that having negative inequity causes them to have a much stronger influence on reporting the performance of the solvers Gino and Pierce, 2009. This study found that individuals are more likely to engage in dishonest behavior when they have inequity of wealth Gino and Pierce, 2009. The implications of this study suggest that managers should try to keep equity between employees, because when inequity occurs, dishonesty will also occur. Very recently, researchers Liu, Yang, and Nauta 2013 conducted a study that broadens most research on the relationships between supervisor conflict, procedural injustice and job strain. Their study presents a more complex model of how perceived injustice influences employees' job strains than is currently available in the literature. According to the process model of conflict, Liu et. al. , 2013 conflict typically starts when one person perceives that another has negatively affected, or is about to negatively affect, something the first person cares about. This is often seen in the workplace and is common in the relationships held between a supervisor and an employee.