جست‌وجوی استاد و پژوهشگر

Roberto M. Fernandezمشاهده پروفایل

استاد

• Organizational Behavior
• Social Networks
• Human Resources Management
• +۵ مورد دیگر

Roberto M. Fernandez is the William F. Pounds Professor at MIT Sloan School of Management, with over 35 years of experience in academia. He previously held the rank of Full Professor at Stanford University's Graduate School of Business. His expertise spans organizational behavior, social networks, and human resources, with over 60 published articles and research papers. He has been honored with multiple teaching awards including the Jamieson Prize (2009), Frank E. Perkins Award (2011), and MIT Sloan Outstanding Teacher Award (2023-2024). Education: BA in Sociology (Harvard University, magna cum laude), MA and PhD in Organizational Sociology (University of Chicago). Research Interests: Gender disparities in hiring, labor market dynamics, social networks' role in employment, and AI's impact on national security. Executive Education: Leads programs on organizational transformation, AI strategies, and enterprise-wide change management. Co-leads the AI for National Security Program for the U.S. government. International Engagement: Worked with organizations in over 40 countries, including consulting for top executives in industries like automotive, finance, and healthcare. Awards also include election as a Fellow of The American Academy of Political and Social Sciences (2012) and recognition for mentoring through the Committed to Caring Award (2023).

Amanda Pallaisمشاهده پروفایل

استاد

• Labor Economics
• Education Policy
• Human Capital
• +۳ مورد دیگر

Amanda Pallais is the Robert C. Waggoner Professor of Economics at Harvard University's Department of Economics. She previously held the role of Paul Sack Associate Professor of Political Economy and Social Studies. Her research focuses on labor market inefficiencies and barriers to equitable education access, particularly for low-income populations. Pallais holds a B.A. in Economics and Mathematics from the University of Virginia (2006) and a Ph.D. in Economics from MIT (2011). Her research explores how labor market dynamics, such as reputation costs and manager bias, hinder equitable employment outcomes. She has also studied how small policy changes, like college application fees, disproportionately affect low socio-economic status (SES) students’ educational choices. Her work further examines the impact of financial aid on college persistence and completion rates among disadvantaged groups. Pallais’s recent publications (2024–2015) highlight trends in labor economics, education policy, and gender dynamics. Key themes include remote work’s gendered impacts, training efficacy, merit aid effects, and experimental analyses of policy interventions. Her work bridges theoretical frameworks with real-world experiments to address systemic inequalities. No scientific awards or grants are explicitly noted in the provided texts. While no formal advising records are listed, her research themes imply significant contributions to mentoring students in labor economics and education policy. She is affiliated with Harvard’s Faculty of Arts and Sciences (FAS) and maintains an active research agenda in social stratification and economic inequality.

Bryan Lillyمشاهده پروفایل

استاد

• Marketing Education
• Sales Pedagogy
• Consumer Behavior
• +۶ مورد دیگر

Bryan Lilly is a Professor of Marketing at the University of Wisconsin Oshkosh , where he has been affiliated with the College of Business since 1991. His academic journey includes a Ph.D. from Indiana University (1997), an MBA from Northwestern University (1991), and a BS from The Ohio State University (1985). Education : Ph.D. (Indiana University, 1997), MBA (Northwestern University, 1991), BS (The Ohio State University, 1985) Dr. Lilly's research spans Marketing Education, Sales Pedagogy, Consumer Behavior, and Environmental Advertising . He has pioneered collaborative data collection models for regional workforce development and examined counterproductive work behaviors in sales. His 2024 article on student-teacher behavioral dynamics and 2023 work on patient satisfaction in healthcare marketing highlight his interdisciplinary focus. His recent publications (2016-2024) emphasize pedagogical innovation , sales ethics , and consumer psychology , with keywords spanning education, healthcare, and environmental marketing. Articles frequently address behavioral motivations, word-of-mouth dynamics, and experiential learning. Scientific Awards : College of Business Outstanding Faculty of the Year (2018) Dr. Lilly has served as a thesis advisor for UW Honors students, advised marketing clubs, and participated in university governance through committees like the COB Graduate Programs Committee and UWO Faculty Senate Budget Committee. He also contributes to community initiatives like the Neenah youth support group Brigade and Oshkosh Propel.

Karen Maherمشاهده پروفایل

مدرس

• Occupational Health Psychology
• Workplace Wellbeing
• Behavior Change Interventions
• +۳ مورد دیگر

Dr. Karen Maher is a Chartered Psychologist and Lecturer at Aston Business School , part of the College of Business and Social Sciences at Aston University. Her work focuses on Occupational Health and Work Wellbeing, with a PhD in Work Psychology from Loughborough University (2018), examining employee wellbeing and shift work in the Fire and Rescue Service. Prior to academia, she worked as a Health, Fitness, and Wellbeing practitioner, specializing in exercise referral and weight management. Research Interests: Karen’s research explores healthy workplaces, behavior change interventions to improve worker safety and health, maladaptive coping techniques (e.g., substance use), and adherence to workplace safety policies. Her recent projects include studies on staff wellbeing in pediatric critical care and problematic substance use in midwives. Education: PhD in Work Psychology, Loughborough University (2013–2018) MSc in Health Psychology, Coventry University (2013) BSc in Sport and Exercise Psychology, University of Brighton (1998) PG Cert in Academic Practice, Coventry University (2019) Professional Roles: External Examiner at Lincoln University since 2020 Member: British Psychological Society (Chartered), Advance HE (Fellow) Key Contributions: Her work spans behavioral interventions in healthcare, post-pandemic workplace management, and midwifery wellbeing. Recent publications include edited books on midwifery challenges and feasibility studies on staff wellness programs in pediatric care.

Brittany M. Bondمشاهده پروفایل

استادیار

• Organizational Behavior
• Economic Sociology
• Status Recognition
• +۶ مورد دیگر

Brittany M. Bond is an Assistant Professor of Organizational Behavior at Cornell University's ILR School. Her research focuses on status recognition's role in labor markets, personnel management systems, and organizational performance. She holds a PhD from MIT Sloan's Economic Sociology Program (2020) and previously worked at the U.S. Commerce Department and Census Bureau. Her work has been published in Management Science , Organization Science , and Sociological Science , and recognized with top awards like the Academy of Management's William H. Newman Award. Education: PhD, Management, MIT Sloan School of Management (2020) MS, Public Policy & Management, Carnegie Mellon University (2010) BA, International Economic Relations, American University (2007) Research Interests: Bond investigates how performance evaluations, talent recruitment, and status recognition shape careers and organizational productivity. Her recent work highlights unintended consequences of forced ranking systems and the motivational effects of task inferiority for specialists. Awards & Honors: 2020 Academy of Management William H. Newman Award 2020 OMT Division Pondy Best Dissertation Paper 2019 INFORMS/Organization Science Dissertation Proposal Finalist Teaching & Service: Teaches courses on power dynamics, organizational behavior, and PhD research methods. Serves as a Faculty Fellow at Cornell's Center for Applied Research on Work and Workplace Inclusion & Diversity Education (WIDE).

Sydnee Caldwellمشاهده پروفایل

استادیار

• Labor Economics
• Personnel Economics
• Wage-setting
• +۵ مورد دیگر

Sydnee Caldwell is an Assistant Professor of Labor Economics holding a joint appointment between UC Berkeley's Haas School of Business (Economic Analysis and Policy group) and Department of Economics. She completed her PhD at MIT in 2019 and is currently on leave at SIEPR (Stanford Institute for Economic Policy Research) for the 2025-2026 academic year. Her research focuses on the relationship between workers' outside options and their wages, as well as the role of firms in the labor market, with particular emphasis on gender wage gaps and bargaining dynamics. Dr. Caldwell's research primarily investigates labor market structures, wage-setting mechanisms, and inequality. Her work leverages administrative data combined with experimental, quasi-experimental, and survey methods to examine how workers and firms interact in wage negotiations. She has made significant contributions to understanding how monopsony power affects wage determination, how outside options influence bargaining positions, and why gender wage gaps persist in different labor market contexts. Her recent work has shown that women earn approximately 5% less than men at employers that negotiate wages separately with each newly hired worker, with the gender wage gap being 3-6 percentage points higher at firms that bargain individually with workers. Analysis of Dr. Caldwell's publication record reveals a strong focus on labor market power dynamics, particularly monopsony and bargaining. Her research spans theoretical frameworks and empirical applications, with increasing attention to gender disparities in recent years. She frequently employs innovative data collection methods and combines administrative datasets with experimental approaches. Her work has important policy implications for minimum wage policies, non-compete agreements, and interventions to reduce gender wage gaps. The trajectory of her research shows a progression from general labor market structures to more specific examinations of gender and inequality within those structures. Early Career Research Awards program funding (Upjohn Institute) Active participant in NBER Gender meetings, including the Spring 2025 meeting themed 'Women in the Digital World' Dr. Caldwell serves as an advisor to PhD students in economics and labor-related fields at UC Berkeley. Her research has been supported by various funding sources including the Upjohn Institute's Early Career Research Awards program. She frequently collaborates with researchers like Ingrid Haegele and Jörg Heining on gender wage gap studies, and has presented her work at major economics conferences including the NBER Gender meetings and American Economic Association sessions. Her research has practical implications for labor policy, wage regulation, and gender equity initiatives. Dr. Caldwell is actively involved in the Opportunity Lab at UC Berkeley and collaborates with researchers at institutions including the Upjohn Institute. Her current research projects examine how digital platforms are changing labor market dynamics, particularly in relation to gender disparities. She is also engaged in international comparative work, having studied wage bargaining in the German context. Her interdisciplinary approach bridges economics with insights from sociology and gender studies to provide a more comprehensive understanding of labor market phenomena.

Mitchell Hoffmanمشاهده پروفایل

استاد

• Labor Economics
• Personnel Economics
• Organizational Economics
• +۷ مورد دیگر

Mitchell Hoffman is the Richard F. Aster Jr. Professor of Economics at the University of California, Santa Barbara (UCSB), within the Department of Economics, College of Letters & Science. He also serves as Director of the NBER Personnel Economics Working Group. His research focuses on workplace productivity, labor economics, personnel/organizational economics, and behavioral economics, with emphasis on hiring practices, firm performance, and societal impacts. Hoffman holds a BA from Yale University and a PhD from UC Berkeley. He has held academic positions at UCSB and previously at the University of Toronto Rotman School of Management. His research has been recognized with prestigious awards, including being a finalist for the 2024 Exeter Prize for his work on employee referral programs. Key research areas include employee referral programs, information frictions in labor markets, bankruptcy stigma effects, and the role of managerial skills in reducing employee attrition. He frequently collaborates with institutions like the National Bureau of Economic Research (NBER) and has published in top journals such as the Journal of Political Economy and Quarterly Journal of Economics. Hoffman teaches courses on personnel economics at both undergraduate and PhD levels at UCSB, and has extensive teaching experience in strategic management and econometrics. He actively mentors research assistants and maintains affiliations with the Consortium for Applied Research in Economics and the Theory and Experiment Consortium.

Leslie K. Johnمشاهده پروفایل

استاد

• Behavioral Science
• Decision-Making
• Privacy
• +۲ مورد دیگر

Leslie K. John is the James E. Burke Professor of Business Administration at Harvard Business School , where she conducts behavioral science research on decision-making, privacy, and health behaviors. Her work bridges psychology, marketing, and public policy. Harvard Business School Behavioral Scientist Consumer Psychology Health Policy Consultant Research Interests include: Privacy Decision-Making: Understanding motivations for personal data sharing with firms and employers. Health Behavior: Designing psychological interventions for weight loss and reduced sugary drink consumption. Marketplace Irrationality: Exploring cognitive biases in organizational and consumer contexts. Publication Trends show interdisciplinary work spanning behavioral economics, psychology, and health policy with repeated collaborations across institutions. Key themes include incentive design, disclosure mechanics, and cognitive bias exploitation. Scientific Awards : Wired Innovation Fellow Association for Psychological Science awards Marketing Science Institute recognition Professional Activities include corporate consulting (Goldman Sachs, J.P. Morgan, Commonwealth Bank), keynote speaking on behavioral economics, and teaching material development for Harvard Business School cases.

Linda Robinsonمشاهده پروفایل

دانشیار

• Marketing
• Management
• Psychology
• +۶ مورد دیگر

Linda Robinson is an Associate Professor in the School of Economics, Finance and Marketing at RMIT University and currently serves as Head of the Marketing Department. She has held various academic positions at RMIT since 2009, progressing from Lecturer to Senior Lecturer and now Associate Professor, while also taking on the leadership role of Head of Department since 2021. She previously served on the Australian and New Zealand Marketing Academy (ANZMAC) Executive Committee from 2018-2024, including as President from 2022-2024, and has organized major international conferences including the ANZMAC Conference in 2017 and the Global Marketing Conference in Seoul in 2023. Dr. Robinson's research spans the intersection of marketing, management, and psychology, with particular expertise in team processes and evolutionary psychology as applied to consumer and employee wellbeing. She began her career specializing in services marketing with emphasis on service team leadership and the psychology of service employees, and has since expanded her work to examine co-opetition, data sharing, design thinking in marketing education, decision-making of low-resourced consumers, and consumer obsessions. As a multi-method researcher, she is trained in both qualitative and quantitative approaches and has managed large research projects with industry partners. Her recent scholarly work shows a clear trend toward examining psychological aspects of consumer behavior, particularly focusing on wellbeing, decision-making processes, and the influence of social structures. The research spans multiple contexts including financial wellbeing, green purchasing behavior, negative customer engagement, digital media effects on families, higher education choice, and family purchase decision-making in emerging markets. This demonstrates her ability to apply marketing and psychological principles across diverse consumer contexts. Two RMIT Vice-Chancellor Awards for Excellence for leadership in learning and teaching initiatives Dr. Robinson has supervised numerous research projects at the Masters level, with a focus on consumer behavior, wellbeing, and decision-making across various contexts. Her teaching interests include marketing research, strategic marketing, and services marketing, and she previously served as Program Manager for the Master of Marketing program at RMIT University. She is known for her passion for applied, career-oriented learning that engages students and industry to improve learning outcomes.

Carsten Schermulyمشاهده پروفایل

استاد

• Coaching Research
• New Work Research
• Team Research
• +۴ مورد دیگر

Carsten Schermuly serves as Professor of Business Psychology at SRH University, teaching Work and Organisational Psychology, Psychology of Learning and Motivation, and Personality Psychology and Diagnostics. His academic profile centers on bridging theoretical research with practical organizational applications through extensive publications and industry engagement. His research program spans three interconnected domains: Coaching research examines efficacy, side effects, and AI integration in business coaching; New Work research investigates psychological empowerment, agile implementation, and theoretical foundations of modern work practices; Team research analyzes diversity faultlines, nonverbal dynamics, and behavioral observation through the Discussion Coding System. Recent work emphasizes the psychological dimensions of technological transitions in workplaces, particularly how digital tools reshape coaching efficacy and employee empowerment. Publication trends reveal consistent focus on empowerment mechanisms across contexts, with 2023-2025 output heavily featuring agile work environments, psychological safety in threatening conditions, and measurement innovations like the Psychological Empowerment Leadership Scale. His work appears predominantly in organizational psychology and HR management journals, demonstrating strong industry relevance through frequent practitioner-oriented outlets like Harvard Business Manager. Selected awards include: Erding coaching award Best poster award Harvard Medical School German coaching award DBVC Best paper award European Journal of Work and Organizational Psychology SRH research award Schermuly actively contributes to academic governance as scientific advisor for United Leader Association and Journal of Organizational Management, Supervision, Coaching (OSC), while maintaining rigorous peer review commitments for journals including European Journal of Work and Organizational Psychology and Personnel Review. His advisory work extends to doctoral committees at multiple German universities, though specific student names aren't publicly documented. Laboratory facilities and grant details aren't specified in available materials.

Emre Ekinciمشاهده پروفایل

دانشیار

• Industrial Organization
• Economics of Innovation
• Organizational Economics
• +۱ مورد دیگر

Emre Ekinci is an Associate Professor in the Department of Economics at Koç University. His research focuses on Industrial Organization, Economics of Innovation, Organizational Economics, and Labor Economics. PhD, Cornell University (2012) Master’s, Koç University (2007) Bachelor’s, Koç University (2005) His work examines incentive structures in labor markets, organizational delegation, and knowledge transfer mechanisms. Recent publications analyze corporate venturing decisions, employee referral programs, and productivity dynamics in knowledge-intensive industries. Key trends in his publications include applications of game theory to organizational behavior, empirical studies of bonus systems, and productivity analysis in innovation-driven sectors. Awards include the BAGEP Award (2022).

Christian Barrotمشاهده پروفایل

استاد

• Innovation Management
• Marketing
• Entrepreneurship
• +۷ مورد دیگر

Prof. Dr. Christian Barrot is a Professor of Marketing and Innovation at Kühne Logistics University (KLU) in Hamburg. As Dean of Programs (2016–2024), he shaped KLU's award-winning curriculum. His academic journey began at Christian-Albrechts-University of Kiel and BI Norwegian School of Management, followed by research at Penn State and Columbia Business School. He was promoted from Assistant to Professor at KLU (2011–2017) and served as Acting President (2022–2023). Diplom-Kaufmann (MSc. Business Administration), Christian-Albrechts-University of Kiel (2001) Dr. sc. pol., Christian-Albrechts-University of Kiel (2008) Dr. habil., Christian-Albrechts-University of Kiel (2014) His research focuses on innovation management, digital transformation, and customer relationship strategies , emphasizing social networks, referral programs, and quantitative analysis. Recent studies explore Needmining for customer needs extraction , D2C vs multi-brand distribution dynamics, and ethical leadership impacts on purchasing. His work bridges theoretical models (e.g., Bass diffusion extensions) with industry applications (telecom, medical devices). Prof. Barrot's accolades include the 2018 Sheth/Journal of Marketing Award (long-term contribution) and AMA-Sheth Fellowship (2005). He led the DFG-FOR 1452 research group on digital social media marketing, securing €4.0M in funding. His methodological expertise spans agent-based modeling and social network analysis, applied in viral marketing campaigns and product-sampling strategies.

Guido Friebelمشاهده پروفایل

استاد

• Organizational Economics
• Personnel Economics
• Human Resource Management
• +۷ مورد دیگر

Prof. Guido Friebel, Ph.D. holds the Chair for Human Resources at Goethe University Frankfurt. He previously held positions at the Toulouse School of Economics (EHESS) and Stockholm School of Economics.

Nigel Lloydمشاهده پروفایل

پژوهشگر ارشد

• Public Health
• Community-focused Research and Evaluation
• Impact Measurement
• +۶ مورد دیگر

Nigel Lloyd is a Senior Research Fellow at the University of Hertfordshire, affiliated with the School of Life and Medical Sciences and the Department of Psychology, Sport and Geography. He works within the National Institute of Health Research (NIHR) funded Public Health Intervention Responsiveness Studies Team (PHIRST) and the Public Health and Applied Behaviour Change Laboratory. With over 25 years of experience as a social science researcher, he specializes in community-focused research and evaluation aimed at bringing positive outcomes for underserved communities. Lloyd's research focuses on impact measurement, community-focused evaluation, and health promotion programs. His expertise spans services for children and families, workplace wellbeing initiatives, and community-based multi-agency programs. Recent work includes research to help organizations understand staff and organizational experiences of racism and support anti-racist organizational development. His methodological strengths include realist evaluation and community-based participatory action research. His recent publications demonstrate a strong focus on public health interventions, particularly workplace wellbeing in SMEs, green health prescriptions in Scotland, and adaptations to exercise referral schemes during the pandemic. His work employs mixed methods approaches, emphasizing community engagement and impact measurement across diverse settings including Scotland, Wales, and various English communities. Lloyd has led or contributed to numerous significant projects including the National evaluation of workplace health and wellbeing initiatives that are free at the point of use (WHIFPUs), ELBOW (Evaluation of Live Life Better Derbyshire Health Checks), GRAPPEL (Green Health Prescription Evaluation), and the Southampton Covid Participatory Action Research and Champions initiative Evaluation (CoPACT). These projects typically involve collaboration with multiple stakeholders across public and third sector organizations. Beginning his career conducting psychological research and teaching undergraduates, Lloyd co-founded a research organization in 2006 specializing in impact measurement. He has conducted over 60 social research and evaluation projects with public and third sector organizations. Previous roles include four years at Birkbeck College, University of London with the National Evaluation of Sure Start, six years as an Analytical Associate with the UK Department for Education, and a Research Fellow position at City, University of London on the Burdett Trust Early Career Nurse Retention and Burnout Project.

• Organizational Economics
• Labour Economics
• Experimental Economics
• +۳ مورد دیگر

Matthias Heinz is Professor for Strategy at the University of Cologne and holds leadership roles as Spokesperson of the Cluster of Excellence ECONtribute: Markets & Public Policy (a joint initiative of the University of Bonn and University of Cologne) and Director of the Reinhard Selten Institute (another Bonn-Cologne collaboration). He maintains active research affiliations as a Research Fellow at the Centre for Economic Policy Research (CEPR) and the Max Planck Institute for Research on Collective Goods. His research program centers on causal analysis of management practices through randomized controlled trials (RCTs) within organizational settings. Key investigations span workplace control mechanisms, incentive structures, managerial attention allocation, employee referral systems, and bureaucratic processes. He employs experimental methodologies to isolate effects on worker performance, behavioral responses, and firm-level outcomes, with strong emphasis on real-world applicability in corporate environments. Analysis of his recent publications reveals dominant themes in organizational design and labor-market interactions, particularly examining how structural interventions (e.g., quality circles, referral programs) influence productivity and fairness. His work consistently bridges theoretical economic models with empirical field evidence, primarily through collaborations with Guido Friebel, Nick Zubanov, and Heiner Schumacher across disciplines including personnel economics and experimental finance. While specific awards and student supervision details remain unreported in available materials, his research demonstrates sustained engagement with major economic policy questions through high-impact CEPR discussion papers and VoxEU policy columns addressing contemporary workplace challenges.