ORGANIZATIONAL BEHAVIOR
OUR MISSION
OUR PHILOSOPHY
We aim to lead the conversation on how
organizations and individuals behave.
We hone in on the individual, the group,
the organization, and the environmental
context. We recognize the crucial
interactions across all four domains. By
using a range of innovative methods in our
research and teaching, we strive to improve
the performance of organizations, teams,
and individuals.
We are united in our teaching and research philosophy and
attention to emerging workplace trends and helping solve real
world challenges, yet we remain diverse in our methodological
and theoretical perspectives. Our teaching and research
relies on qualitative and/or quantitative data to gain a deeper
understanding of organizational dynamics at various levels of
analysis and to advance multiple theoretical traditions.
OUR RESEARCH INTERESTS
• Ethical decisions
• Interpersonal relations
• Motivation
• Occupational cultures
• Creativity
• Organizational crisis
• Workplace inequality
RESEARCH FACULTY
Michel Anteby, Associate Professor
RESEARCH INTERESTS How individuals relate to their
work, their occupations, and the organizations to which
they belong
EDUCATION Joint PhD, NYU and EHESS
Lloyd Baird, Professor and Department Chair
RESEARCH INTERESTS Leadership in a dynamic economy,
executive education and continuous learning, and
integrating performance and learning
EDUCATION PhD and MBA, Michigan State University; BS,
Utah State University
Michelle Barton, Assistant Professor
RESEARCH INTERESTS How individuals and groups manage
uncertain events as they are unfolding, and behaviors that
facilitate sense-making, learning, and resilience during
times of upheaval or crisis
EDUCATION PhD, University of Michigan
William Kahn, Professor and Dean’s Research Fellow
RESEARCH INTERESTS The nature of caregiving
organizations, organizational change and intervention,
work relationships, group and intergroup dynamics, and
action research
EDUCATION PhD, Yale University
• Organizational leadership
• Change initiatives
• Organizational and personal transformation
• Human resource management
Fred Foulkes, Professor and Faculty Director, Human
Resources Policy Institute
RESEARCH INTERESTS Strategic human resources management,
executive compensation, employee benefits, global sourcing of
talent, and health care cost containment
EDUCATION DBA and MBA, Harvard University; AB, Princeton
University
Karen Golden-Biddle, Questrom Professor in Management
RESEARCH INTERESTS Cultural change in organizations, and
qualitative methodology, especially theorizing
EDUCATION PhD and MBA, Case Western Reserve University;
BA, Denison University
Douglas Hall, Morton H. and Charlotte Friedman Professor in
Management
RESEARCH INTERESTS Careers and leadership development
EDUCATION PhD and SM, MIT; BS, Yale University
Elizabeth (Bess) Rouse, Assistant Professor
RESEARCH INTERESTS Creativity, collaboration, psychological
ownership, and identity
EDUCATION PhD and MS, Boston College; SB, MIT
Kristin Smith-Crowe, Associate Professor
RESEARCH INTERESTS Behavioral ethics, moral emotions, and
research methods
EDUCATION PhD and MS, Tulane University
ORGANIZATIONAL BEHAVIOR
SELECTED PUBLICATIONS
Anteby, M., Chan, C. K., and DiBenigno, J. (forthcoming).
“Three Lenses on Occupations and Professions in
Organizations: Becoming, Doing, and Relating.” Academy of
Management Annals.
Anteby, M. and Bechky, B. A. (2016). “How Workplace
Ethnographies Can Inform the Study of Work and Employment
Relations.” Industrial and Labor Relations Review.
Barton, M. A., Sutcliffe, K., Vogus, T., and DeWitt, T. (2015).
“Performing Under Uncertainty: Contextualized Engagement
in Wildland Firefighting.” Journal of Contingencies and Crisis
Management.
Briscoe, J. B., Hall, D. T., and Mayrhofer, W. (Eds.) (2012).
“Careers Around the World: Individual and Contextual
Perspectives.” Oxford: Routledge Taylor & Francis Group.
Foulkes, F. K. (2015). “Succeeding as a CHRO: Advice from an
Observer.” The Rise of HR. Alexandria, VA: HR Certification
Institute.
Foulkes, F. K. (2015). “Increasingly Ready for Public Company
Boards.” Directors and Boards.
Golden-Biddle, K. (2014). “Create Micro-Moves for
Organizational Change.” J. E. Dutton & G. M. Spreitzer (Eds.).
How to Be a Positive Leader: Small Actions, Big Impact. BerrettKoehler Publishers.
Harrison, S. H. and Rouse, E. D. (2015). “An Inductive Study of
Feedback Interactions Over the Course of Creative Projects.”
Academy of Management Journal.
Locke, K., Feldman, M., and Golden-Biddle, K. (2015).
“Discovery, Validation and Live Coding.” K.E. Elsbach and R.
Kramer (Eds.). The Handbook of Qualitative Organizational
Research. Taylor & Francis Group.
Palmer, D. A., Smith-Crowe, K., and Greenwood, R. (Eds.)
(forthcoming). Organizational Wrongdoing. Cambridge:
Cambridge University Press.
Rouse, E. D. (accepted). “Beginning’s End: How Founders
Psychologically Disengage from their Organizations.” Academy
of Management Journal.
Smith-Crowe, K. and Warren, D. E. (2014). “The Emotion-Evoked
Collective Corruption Model: The Role of Emotion in the Spread
of Corruption within Organizations.” Organization Science.
TEACHING FACULTY
Clinical Professor
Laura Pincus Hartman
Associate Professor
John McCarthy
Master Lecturer
Sandra Deacon
Kristin McCormack
Lecturer
Yoo Jin Chung
James French
Paul Hutchinson
Jennifer Mandolese
Edward Rimer
David Stolow
HUMAN RESOURCES POLICY INSTITUTE (HRPI)
HRPI is sponsored by over 50 leading corporations, all devoted
to expanding and enhancing the scope, excellence, and delivery
of human resource management services. Together with these
partners we hold symposiums, sponsor research, and provide
constant updates to current and emerging topics critical to
delivering value to employees and organizations.
Humberd, B. K. and Rouse, E. D. (forthcoming). “Seeing You
in Me and Me in You: Personal identification in the Phases of
Mentoring Relationships.” Academy of Management Review.
EXECUTIVE DEVELOPMENT ROUNDTABLE (EDRT)
Kahn, W. A., Barton, M., and Fellows, S. (2013).
“Organizational Crises and the Disturbance of Relational
Systems.” Academy of Management Review.
EDRT is an association of over 35 organization heads and
learning officers who focus on executive development, career
management, and leadership. EDRT sponsors executive forums
and research on organization and leadership development.
Kahn, W. A. (2012). “The Functions of Dysfunction:
Implications for Organizational Diagnosis and Change.”
Consulting Psychology Journal.
Lawrence, B. S., Hall, D. T., and Arthur, M. B. (2015).
“Sustainable Careers Then and Now.” A. De Vos, B. I. J. M. Van
der Heijden (Eds.). Handbook of Research on Sustainable Careers.
Cheltenham, UK: Edward Elgar Publishing.
Leonard, D. and Barton, M. (2015). “Deep Smarts as the
Underpinnings of Dynamic Capabilities.? D. Teece and S. Leih
(Eds.). The Oxford Handbook of Dynamic Capabilities. Oxford
University Press.
HUMPHREY FELLOWSHIP PROGRAM
The Humphrey Fellowship Program enables distinguished,
mid-career professional from Africa, Asia, Central and South
America, and Central and Eastern Europe gain management
and leadership capabilities. We help direct the program and
integrate its participants into our other curriculum activities.
TO LEARN MORE, VISIT:
bu.edu/questrom/faculty-research/academic-departments/
organizational-behavior/
FOR GENERAL INQUIRIES, PLEASE CONTACT:
Maria Pereira, [email protected] | T: 617-353-4405
Boston University strives to create environments for learning, working, and living that are enriched by racial, ethnic, and cultural diversity. In support of fostering a
diverse faculty, the Questrom School of Business is a member of the PhD Project and the Massachusetts Business School Collaborative.