جستجوی استاد راهنمای دانشگاهی

Nicole M. Overstreet is an Associate Professor in the Department of Psychology at Clark University, where she has been faculty since Fall 2014. Her work centers on eradicating health inequities through critical theoretical frameworks advancing social justice, equity, and liberation for marginalized communities. Her educational trajectory includes a BA from Smith College, followed by MA and PhD degrees in social psychology from the University of Connecticut. She completed postdoctoral training at Yale University’s Center for Interdisciplinary Research on AIDS. Dr. Overstreet employs intersectionality and community-based participatory research to investigate how interlocking systems of power—including racism, sexism, and gendered racism—impact Black girls and women. Her scholarship critically examines power dynamics within psychology to address stigma and health disparities, while her teaching cultivates intersectional analysis as both critical inquiry and praxis for students. Her accolades include: 2020 Rosiland S. Roberts Faculty Award Emerging Faculty Leader recognition by the WW Foundation Hodgkins Junior Faculty Fellowship for research and teaching excellence She secured $100,000 from the Robert Wood Johnson Foundation for health equity research. Her mentorship yields exceptional student outcomes, including Adriana Medina’s Diversity Fund Graduate Travel Award, Keegan Daugherty’s Dr. Lee Gurel/John E. Bell Achievement Award, and multiple Steinbrecher Fellowships for lab members examining stigma in autism and LGBTQ+ workplaces. Her lab integrates research, activism, and healing practices focused on Black girls and women, operationalizing intersectionality to challenge health inequities through community-centered scholarship.

• Intersectionality
• Health Inequities
• Social Justice
• +۶ مورد دیگر

Fiona Lee is the Arthur F. Thurnau Professor of Psychology at the University of Michigan, with affiliations in Organizational Studies and the Advisory Committee. She holds a Ph.D. from Harvard University. Her research focuses on three core areas: Identity Integration (how individuals navigate multiple identities), Power Dynamics (effects of power on behavior), and Cultural Differences (impact of cultural contexts on organizations and individuals). She teaches courses on Organizational Psychology and Research Methods in Personality/Social Contexts. Lee’s work bridges social psychology and organizational behavior, emphasizing multicultural experiences and adaptation. Her recent studies explore refugee well-being, racial discrimination coping strategies, and the role of family in resettlement processes. Notably, she investigates how cultural identity integration influences creativity, decision-making, and social tolerance. Her publications span cross-cultural communication, biculturalism, and institutional barriers faced by minorities. Lee’s research often combines qualitative and quantitative methods to address real-world challenges in workplace dynamics and global mobility.

• Organizational Behavior
• Social Psychology
• Cultural Psychology
• +۳ مورد دیگر

Gayle Letherby is a Visiting Professor of Sociology at the University of Plymouth’s Peninsula Medical School (Faculty of Health), and holds visiting roles at the University of Greenwich and the University of Bath’s Centre for Death and Society (CDAS). She is an Academician of the Academy of Social Sciences (since 2007) and recipient of the 2023 Lifetime Contribution to Autoethnography Award. Her research focuses on feminist methodology, health sociology, grief and bereavement, mobility studies, and criminology. She has supervised over 20 doctoral students across multiple universities, including topics like non-motherhood, occupational therapy, and gang culture in African Caribbean communities. Her teaching spans undergraduate and postgraduate levels, covering crime theory, auto/biographical research, and feminist epistemology. Notable collaborations include participatory studies on homeless individuals’ food experiences and ethnographic explorations of medical decision-making. Her interdisciplinary work bridges sociology, criminology, and health studies, with a strong emphasis on autoethnographic and creative methodologies. Recent research explores themes like grief narratives, gendered travel experiences, and the emotional dimensions of doctoral journeys. She has contributed to policy discussions on family-centred care and has been a guest lecturer globally, including at York University (Canada) and University College Cork (Ireland). Awards: Academy of Social Sciences Academician (2007), Lifetime Contribution to Autoethnography (2023) Teaching Expertise: Feminist research methods, criminology, sociology of health, gender studies Key Research Areas: Auto/biography, non-motherhood, medical sociology, mobility, grief studies

• Feminist Methodology
• Family and Kinship Studies
• Health and Medicine Sociology
• +۵ مورد دیگر

Hazel Rose Markus is the Davis-Brack Professor in the Behavioral Sciences at Stanford University's Department of Psychology within the School of Humanities and Sciences. With a distinguished career spanning decades, she has made significant contributions to cultural psychology and the understanding of how social contexts shape self and behavior. Her work bridges academic research and practical application through her role as Faculty Director of Stanford SPARQ. Markus received her B.A. from California State University at San Diego and her Ph.D. from the University of Michigan in Psychology. Her educational background laid the foundation for her groundbreaking work in cultural psychology. Her research focuses on the role of self in regulating behavior and how the social world shapes the self. She investigates people as culturally-shaped shapers of their cultures, examining how nation or region of origin, gender, social class, race, ethnicity, religion, and occupation shape thought, feeling, and action. Her work spans multiple domains including education, healthcare, workplace environments, and social policy. Analysis of her recent publications reveals a consistent focus on cultural frameworks, particularly examining independence-interdependence cultural models. Her research increasingly addresses social inequality, educational disparities, and systemic bias through empirical studies and intervention development. She has pioneered the Culture Cycle Framework for understanding and changing cultural patterns that perpetuate inequality. Member of the National Academy of Sciences Member of the British Academy Fellow of the American Academy of Arts and Sciences American Psychological Association's Distinguished Scientific Contribution Award Donald T. Campbell Award from SPSP APS William James Award for lifetime achievement Markus actively mentors doctoral students and postdoctoral scholars, with current advisees including Leslie Remache, Enna Chen, Ayo Dada, and Efrain Garcia Sanchez. She teaches courses including Graduate Seminar in Social Psychology Research, Intergroup Communication Facilitation, and Mind, Culture, and Society. As Faculty Director of Stanford SPARQ, she leads initiatives that partner with industry leaders to tackle disparities and inspire culture change in criminal justice, economic mobility, education, and health. Her laboratory work focuses on cultural psychology, examining how cultural contexts shape cognition, emotion, and behavior across diverse populations. Through SPARQ, she connects academic research with real-world applications to address societal challenges.

• Cultural Psychology
• Self and Identity
• Social Class and Culture
• +۵ مورد دیگر

Dr. Jon Gruda is an Assistant Professor and Lecturer in Organisational Behaviour at Maynooth University's School of Business. He holds a PhD in Management from emlyon Business School (France) and a joint Dr. rer. nat. in Psychology from Goethe University Frankfurt. His research focuses on relational leadership, dark leadership traits, anxiety in the workplace, and personality psychology, with a strong emphasis on integrating machine learning and AI methodologies. Gruda has been recognized with prestigious awards, including selection for the Lindau Nobel Laureates Meeting in Economic Sciences (2020). His interdisciplinary work includes predicting anxiety and personality traits via social media data analysis. He serves as an Associate Editor for journals like Personality and Individual Differences and Frontiers in Psychology . Education PhD in Management, emlyon Business School (2012–2017) Dr. rer. nat. in Psychology, Goethe University Frankfurt (2012–2017) MSc in Affective Neuroscience, Maastricht University (2018) MSc in Management Research, emlyon Business School (2012–2014) Triple MSc in Management, City University London/ESCP Europe (2010–2012) BSc in International Business & Management, University of Groningen (2007–2010) Research Interests Gruda’s work bridges leadership studies, personality psychology, and data science. Key areas include: Dark leadership traits (e.g., narcissism, Machiavellianism) and their organizational impacts Machine learning applications for detecting anxiety and personality traits via social media Cross-cultural studies on leadership perceptions and attachment orientations Impact of physiological/psychosocial factors on leadership effectiveness Publications & Projects Recent projects include predicting state-level health outcomes linked to narcissism and developing algorithms to track anxiety using Twitter data. Over 20 peer-reviewed articles since 2017 highlight his contributions to organizational behavior and computational social science. Awards 7th Lindau Nobel Laureates Meeting on Economic Sciences (2020) Benedictine University Award (Academy of Management, 2020) Wharton Global Faculty Development Program (2020) Grants & Collaborations Gruda leads projects on pro-environmental behavior and collaborates with the National Care Experience Programme on healthcare feedback analysis. Seed funding includes €301,930 for computational text analytics in healthcare. Labs & Teams Interdisciplinary research collaborations span psychology, data science, and public health, with a focus on applying machine learning to organizational challenges.

• Organizational Behavior
• Leadership Studies
• Personality Psychology
• +۴ مورد دیگر

Sarah Sharma is a Professor of Media Theory at the University of Toronto’s Faculty of Information and Director of the Institute of Communication, Culture, Information and Technology (ICCIT). Her work interrogates intersections of technology, temporality, and labor through a feminist lens. She has held leadership roles in the McLuhan Centre (2017–2022) and is recognized for advancing critical media theory. Research focuses include: • Temporality’s role in cultural politics • Feminist reimaginings of McLuhan’s media theory • Digital platforms’ socio-political impacts • Labour dynamics in gig economies (e.g., TaskRabbit). Her upcoming book Insufferable Tools: Big Tech and the Broken Machine critiques tech industry failures. Key achievements: • 2024 Desmond Morton Research Excellence Award • 2014 NCA Critical Cultural Book of the Year for In the Meantime: Temporality and Cultural Politics . Her edited volume Re-Understanding Media (2022) exemplifies feminist extensions of media theory. Recent engagements include keynote addresses at the Canadian Communication Association (June 2025) and University of Michigan’s Digital Ideas Workshop (June 2025). She critiques ‘accelerationist’ narratives about technology and advocates for rethinking media through marginalized perspectives.

• Media Theory
• Cultural Politics
• Feminist Media Studies
• +۳ مورد دیگر

Professor Cati Connell is an Associate Professor of Sociology at Boston University and former Director of the BU Women’s, Gender, and Sexuality Studies Program. She holds a PhD in Sociology from the University of Texas at Austin (2010). Her research focuses on LGBTQ+ rights, military inclusion, gender dynamics, and workplace experiences. Key themes include queer identity formation, policy impacts on marginalized communities, and the intersection of labor practices with gender and sexuality. Education: PhD in Sociology from the University of Texas at Austin, 2010 Her research interests center on military integration post-DADT repeal, generational solidarities in LGBTQ+ communities, and the evolving meanings of self-identification terms like “lesbian.” She explores how institutions shape queer narratives, analyzing topics such as homonormativity, gendered compromises, and aesthetic labor in retail environments. Her work combines qualitative methodologies with theoretical frameworks like Bourdieu’s sociology of the body. In her recent publications (2015–2024), Connell examines the paradoxes of queer visibility in professional spaces, the tensions between civil rights and institutional policies, and digital platforms’ role in fostering LGBTQ+ solidarity. Her analysis often critiques how equality reforms can inadvertently reinforce exclusionary norms. Scientific awards: No awards explicitly mentioned in the provided texts. Advising and grants: While no specific advisees or grants are listed, Connell’s research trajectory suggests active mentorship in LGBTQ+ studies and sociology. Her work likely involves collaborative projects, though funding details remain undocumented. Labs/teams: Affiliated with Boston University’s Sociology Department and previously led the Women’s, Gender, and Sexuality Studies Program. No specific lab or team affiliations are noted in the texts, but her interdisciplinary focus implies potential collaborations across gender studies, queer theory, and military sociology initiatives.

• Sociology
• Gender Studies
• LGBTQ+ Rights
• +۴ مورد دیگر

Christine L. Williams is Professor of Sociology and the Elsie and Stanley E. (Skinny) Adams, Sr. Centennial Professor in Liberal Arts at the University of Texas at Austin. She received her Ph.D. in sociology from the University of California, Berkeley and served as the 111th President of the American Sociological Association in 2020. Her work focuses on gender, race, and class inequality in workplace settings across various industries. Williams' research examines how social inequalities become embedded in organizational structures and workplace cultures. Her scholarship spans multiple domains including gender atypical occupations, retail work, and the oil and gas industry. She has conducted extensive research using qualitative methods to understand workplace dynamics, particularly focusing on gender, sexuality, and power relations in professional settings. Her publications reveal trends in workplace inequality, particularly how diversity initiatives often fail to address systemic issues. Williams' work shows that while companies may implement diversity programs, economic downturns often lead to disproportionate layoffs of women and minorities, allowing industries to revert to their white male cores. Her research demonstrates how organizational gaslighting occurs when companies maintain rhetoric about diversity while implementing practices that undermine it. Jessie Bernard Award from American Sociological Association Rosabeth Moss Kanter Career Award from ASA section on Occupations, Organizations, and Work Distinguished Lecturer Award from Sociologists for Women in Society Feminist Mentor Award from Sociologists for Women in Society Williams has chaired the Department of Sociology at UT Austin from 2010-2014 and edited the journal Gender and Society from 2003-2006. She teaches courses in gender, sexualities, labor and labor movements, and qualitative research methods. Her research has been supported by various academic institutions and has influenced scholarship on workplace inequality across multiple disciplines.

• gender
• sexuality
• workplace inequality
• +۵ مورد دیگر

Thompson S.H. Teo is a Professor in the Department of Analytics and Operations (DAO) at the National University of Singapore (NUS) Business School. He holds editorial roles in top journals including European Journal of Information Systems, International Journal of Information Management, and Communications of the AIS. His research spans information systems strategy, business-IT alignment, e-commerce, sustainability, and AI's societal impacts. With over 200 publications, he ranked #143 globally in 2023 among business scientists (research.com) and was recognized in Stanford's top 2% global scientists (2021-2023). Awards include the Best Associate Editor Award (2017) and AIS Distinguished Membership. Thompson's research interests include IT adoption, cyberloafing, supply chain digitalization, and green innovation. He teaches courses on innovation, Industry 4.0, and strategic IT at undergraduate, masters, and executive levels. Notable contributions include frameworks for commute experience analysis and AI adoption market signals. His work bridges theory and practice, addressing challenges in sustainability, organizational behavior, and digital governance. Affiliations: NUS Business School, Distinguished Editorial Advisory Board (IJoIM), Senior Member (INFORMS) Grants & Leadership: Extensive editorial leadership, supervised China Scholarship Council PhD students, and executive programs on innovation design thinking. Key Contributions: Over 270 publications, four co-edited books on IT/e-commerce, and policy-relevant studies on environmental regulations and green tech adoption. His research often employs mixed methods (e.g., QCA for corruption analysis, PLS-SEM for cyberloafing models) and addresses global issues like fake news mitigation via ChatGPT and pandemic-era customer engagement in short videos.

• Information Systems
• Business Systems
• Strategy and Organizational Behavior
• +۷ مورد دیگر

Mats Alvesson is a Professor in Organizational Studies at the Department of Business Administration, School of Economics and Management, Lund University. He is actively engaged in research, teaching, and supervision at the PhD and master's levels, with a focus on critical perspectives in management and organization theory. University: Lund University School: School of Economics and Management Department: Department of Business Administration Academic Rank: Professor Email: mats.alvesson@fek.lu.se His research centers on leadership, organizational culture, identity, power, gender, knowledge-intensive firms, qualitative methods, and the philosophy of science. He is known for co-developing the concept of 'functional stupidity' and for his critical analyses of symbolic management and leadership. His recent work explores the paradoxes of meaning and emptiness in modern organizations. The 15 most recent articles and books reflect a sustained engagement with critical management studies, strategy as practice, organizational change, and reflexive methodologies. His publications span qualitative theory development, leadership critique, cultural analysis, and methodological innovation, often published with leading academic presses like Oxford University Press, Sage, and Cambridge University Press. While no specific scientific awards are listed in the provided material, his extensive publication record, high research output (231 items), and international collaborations indicate significant scholarly recognition. Mats Alvesson supervises PhD students, including Rachel Waldo, and has been involved in teaching qualitative methods, knowledge work, and organizational change. He has participated in external academic activities, such as visiting Hanken School of Economics and hosting scholars like Yiannis Gabriel. His work contributes to the UN Sustainable Development Goals in the domain of social sciences and business administration. He is currently leading a dissertation project titled 'The enchanted sense making: An exploration of employee-brand love relationships in the luxury-brand sector,' reflecting his ongoing interest in symbolic and affective dimensions of organizational life.

• Organizational Studies
• Critical Management Studies
• Leadership
• +۱۲ مورد دیگر

Julia DiBenigno is a Professor of Organizational Behavior at Yale School of Management, where she has been faculty since 2016 and was promoted to full professor in 2023. She holds a courtesy appointment in Sociology and is an organizational ethnographer whose research focuses on the sociology of work, professional collaboration, upward influence, and organizational change. Her research interests include understanding how professional groups collaborate across boundaries, how frontline workers can effectively voice concerns upward in organizational hierarchies, and how organizations navigate change during crises. She specializes in qualitative, ethnographic methodologies, immersing herself in organizational settings ranging from hospitals to the U.S. Army to uncover the social dynamics that shape workplace behavior. DiBenigno's publication record includes multiple articles in top journals like Administrative Science Quarterly and Organization Science, with her most recent work examining how crises create opportunities for implementing long-resisted changes. Her research demonstrates patterns where frontline staff can successfully push through organizational resistance when they move quickly and demonstrate both short- and long-term value of their proposals. Ned Smith Rising Star Award, Organization & Management Theory Division of the Academy of Management, 2023 Thinkers50 Radar List, Class of 2022 Equity, Diversity, and Inclusion Research Award, NYU Wagner, 2021 Grigor McClelland Best Dissertation Award, EGOS, 2017 W. Richard Scott Outstanding Paper Award, American Sociological Association, 2016 As an educator, DiBenigno teaches Managing Groups & Teams and Power & Politics at Yale SOM. Her research on team dynamics has revealed insights about coordination loss, the common knowledge problem in group decision-making, and how hierarchical structures can both help and hinder effective teamwork. Her work with healthcare providers during the pandemic demonstrated how team identification reduces stress and burnout among frontline workers.

• Sociology of work and occupations
• Collaboration between professional groups
• Upward influence and voice
• +۵ مورد دیگر

Francis J. Flynn, known as Frank, is the Paul E. Holden Professor of Organizational Behavior at Stanford Graduate School of Business (GSB). He holds a PhD from UC Berkeley and joined Stanford in 2006 after roles at Columbia Business School. His academic focus revolves around leadership, employee cooperation, and mitigating workplace stereotypes. A renowned teacher, he employs the 'Three E’s' method: Engagement, Evidence, and Examples, emphasizing hands-on learning and real-world application. Education : PhD in Organizational Behavior, UC Berkeley (2000) MS in Business, UC Berkeley (1999) BBA, University of Notre Dame (1994) Research Interests : Frank explores why good intentions fail to produce desired outcomes in organizations, focusing on psychological barriers to cooperation. His work bridges management and social psychology, addressing topics like leadership emergence, stereotype reduction, and decision-making dynamics. Executive Education : He designs programs for companies including Google, Microsoft, and Bank of America, specializing in leadership and decision-making. His courses at Stanford include OB 206: Organizational Behavior and OB 377: The Paths to Power . Awards : Spence Faculty Fellow (2020–21) James & Doris McNamara Faculty Fellow (2013–14) Leadership Roles : Director of Executive Leadership Development at Stanford GSB, overseeing programs like the Executive Leadership Development initiative. Personal : An avid hiker and introvert-turned-public speaker, Frank advocates for deliberate practice. His book recommendations and teaching philosophy emphasize simplifying complex ideas, as seen in his推崇 of Michael Schur’s How to Be Perfect .

• Organizational Behavior
• Leadership Development
• Employee Cooperation
• +۳ مورد دیگر

Stephanie Creary is an Assistant Professor of Management at The Wharton School , University of Pennsylvania. She serves as the Faculty Director of the Relationships Across Differences (RADs) Roundtable , a collaborative initiative with Harvard Business School, INSEAD, and NYU Stern. Research Focus: Identity, diversity and inclusion, emotional dynamics, and leadership in diverse organizations. Teaching: Offers courses on leading across cultural and relational differences (MGMT2240, MGMT6240) and advanced organizational effectiveness (MGMT8920). Key Contributions: Conceptualizes DEI work through emotional ambivalence transformation and workplace allyship frameworks (LEAP). Her work appears in top journals like Academy of Management Review , Organization Science , and Harvard Business Review . Scientific Awards: Thinkers50 Radar Class of 2023 NACD Directorship 100 Award Dorothy Harlow/McGraw Hill Best Paper Award (2023) Phillips and Nadkarni Outstanding Paper Award (2022) Multiple Best Reviewer Awards Additional Roles: Visiting Faculty Fellow at Harvard Business School (2022-2024) Host of Knowledge at Wharton Leading Diversity at Work Podcast (4 years)

• Organizational Behavior
• Diversity and Inclusion
• Workplace Relationships
• +۳ مورد دیگر

Scott Taylor is a Professor of Leadership & Organization Studies in the Department of Management at the University of Birmingham’s Birmingham Business School. He also serves as the Business School Director of External Engagement and Responsible Business and as Academic Lead for Accreditations. He has held academic positions at Open, Essex, Exeter, and Loughborough Universities, and has been affiliated with the University of Birmingham in two periods: 2002–2007 and since 2013, confirming his current active status. Education: PhD in Management, Manchester Metropolitan University MA in Human Resource Management, University of Bolton MA in Arts, University of Glasgow His research centers on feminism in organizations, with current projects exploring gender quotas in political parties and women in the craft brewing sector. His work critically examines misogyny, gendered workloads, and the roles of men in feminist organizational change. He has published extensively in top journals such as Gender, Work & Organization , Human Relations , and Organization . His recent publications reveal a consistent focus on gender, power, and organizational ethics, often from a feminist and critical perspective. Scott Taylor is currently Development Editor for the Journal of Business Ethics and serves on the editorial boards of Academy of Management Learning & Education , Leadership , and Organization . He supervises several postgraduate students including Jennifer Davies, Isbahna Naz, and Dannielle Dorn. He is also a member of the Chartered Association of Business Schools’ Equality, Diversity & Inclusion committee, reflecting his institutional leadership in equity issues. Scientific Awards and Recognitions: Member, Chartered Association of Business Schools EDI Committee He has taught and visited universities internationally, including Auckland, Delhi, São Paulo, Jeddah, Melbourne, and Lapland. His academic leadership, editorial roles, and sustained research output confirm his active and influential position in the field of organizational studies.

• Feminism in Organizations
• Gender and Leadership
• Organizational Studies
• +۷ مورد دیگر

Charles A. O'Reilly is The Frank E. Buck Professor of Management in the Organizational Behavior area at Stanford Graduate School of Business, where he has been on faculty since 1993. Previously, he served as Professor at University of California, Berkeley (1980-92) and Assistant Professor at University of California, Los Angeles (1976-80). His educational background includes a PhD in Organizational Behavior from University of California Berkeley (1975), MBA from University of California, Berkeley (1971), and BS in Chemistry from University of Texas El Paso (1965). O'Reilly's research focuses on leadership, organizational culture, innovation and change, organizational demography and diversity, and executive compensation. His work has increasingly concentrated on narcissistic leadership and its organizational consequences, ambidextrous organizations that can simultaneously exploit existing capabilities while exploring new opportunities, and the relationship between organizational culture and performance. His influential papers on person-organization fit, organizational ambidexterity, and leadership have shaped contemporary organizational theory. His publications reveal a strong trend toward examining the dark side of leadership, particularly narcissism in executives, and how CEO personality shapes organizational culture. His recent work explores the connection between narcissistic leadership and organizational outcomes including unethical behavior, legal vulnerabilities, and cultural toxicity. Distinguished Scholar Award by the Academy of Management Organizational Behavior Division Lifetime Achievement Award (2010) Distinguished Teaching Award for MBA teaching at Stanford Graduate School of Business (2001) California Management Review Best Paper Award (1996, 2009, 2019, 2020) Administrative Science Quarterly Scholarly Contribution Award (1995, 1998) Hank McKinnell-Pfizer Inc. Faculty Fellow (2022-23) O'Reilly has developed and directed executive education programs including Culture as a Competitive Advantage and Leading Change and Organizational Renewal. He has consulted for numerous public and private firms globally and has taught at UC Berkeley, UCLA, Columbia, and Harvard Business School. His research has been supported by various academic and corporate funding sources that enable his extensive studies of organizational dynamics and leadership. As Co-Director of Culture as a Competitive Advantage and Leading Change and Organizational Renewal programs, O'Reilly works with executive teams to transform organizational culture and implement strategic change. His research on organizational ambidexterity has influenced how companies approach innovation within established organizations, particularly through his work with Michael Tushman on the concept of 'corporate explorers' who drive innovation from within.

• Leadership
• Organizational Culture
• Organizational Innovation and Change
• +۴ مورد دیگر