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Katerina (Kate) Bezrukova is an Associate Professor of Management at the University at Buffalo. Her research interests revolve around teams and groups with topics including group composition, diversity training, group processes, performance, and health. In much of this work, she asks questions about how cliques and rifts within a group, or faultlines, form and change over time and how such divisions affect group productivity. She studies these questions in both lab and field settings, which often involve large multi-method, multi-source, multi-level archival databases. Following on her passion for numbers, she tries to quantify human behavior to predict team chemistry and performance based on a group’s composition or specific faultline combinations. She particularly enjoys applying the faultline framework to solve issues of practical importance such as understanding conflict management and negotiations tactics, building team chemistry in professional sports teams or international space crews that have to operate under unique conditions such as long duration missions to Mars, and helping marginalized people who are tokens in organizations to survive and excel when they are in the minority. Her work appears in Organization Science, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, Journal of Organizational Behavior, and other outlets.
Outgoing Division Chair
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Peter Kim studies the dynamics of interpersonal perceptions and their implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national/international awards, and has been featured by the New York Times, Washington Post, and National Public Radio. He serves as an Associate Editor for the Academy of Management Review and the Journal of Trust Research, on the editorial boards of Organization Science and Negotiation andConflict Management Research, and as Chair of the Academy of Management’s Conflict Management Division. He received a teaching award from Northwestern University’s Kellogg School of Management.
Dr. Raver is an Associate Professor and E. Marie Shantz Faculty Fellow in Organizational Behaviour at Smith School of Business, and is also cross-appointed to the Department of Psychology. She is an authority on interpersonal relations and group processes at work, with a specific emphasis upon the ways in which employees support each other and build high-performance environments (e.g., helping, promoting learning) versus engage in counterproductive actions that undermine each other (e.g., harassment, bullying, relationship conflicts). Professor Raver’s scholarship in this area has been internationally recognized through best paper awards from the Academy of Management and from the International Association of Conflict Management (IACM), and her work on these topics has been published in prestigious outlets including the Academy of Management Journal and the Academy of Management Review. A second area of Professor Raver’s expertise pertains to workplace diversity and cultural differences, where her current focus is on the integration of diverse or dissimilar employees into work groups and organizations. Her work has also included cross-cultural investigations of conflict processes and societal control systems. Her scholarship in this domain has also earned awards, including the Outstanding Article Award from IACM, and has been published in the Journal of Applied Psychology, Human Resource Management Review, and in several book chapters. Professor Raver has worked with a number of organizations from both the private and public sectors in the U.S. and Canada. She is also regularly invited to speak about building positive organizational cultures, teams, workplace harassment, conflict, and diversity to associations of academics, policy makers, and employees. Her work has been profiled in media outlets including The Globe & Mail, the National Post, and the Chicago Tribune. Professor Raver teaches courses in human resource management, organizational behaviour, and group processes that span academic programs (Commerce, MBA, MSc, PhD). She is also actively involved in professional service, including serving on the Editorial Board of Negotiation and Conflict Management Journal and acting as an ad-hoc reviewer for numerous top-tier journals. Professor Raver completed her Ph.D. in Industrial and Organizational Psychology from the University of Maryland.
Jennifer Overbeck is an Associate Professor of Management at Melbourne Business School.
After completing her PhD in Social Psychology at the University of Colorado, Jennifer was a researcher at Stanford Graduate School of Business, later holding a number of assistant and associate professorial positions at the Marshall School of Business at University of Southern California and David Eccles School of Business at the University of Utah.
Jennifer’s research, which has been published in Psychological Science, Journal of Experimental Social Psychology, Journal of Personality and Social Psychology and other distinguished journals, focuses on negotiation performance and the effects of power and status on first impressions and in group settings.
Jennifer currently teaches Organisational Behaviour, Negotiation and Deal-making and Power and Politics on the University of Melbourne’s MBA and Executive MBA programs, Research Methods and Statistics in the PhD program and Advanced Management in open Executive Education programs. Jennifer’s writings have appeared in the Huffington Post, New York Times, USA Today and other international publications.
Professional Development Workshop Chair
Kristin Behfar’s research focuses on sustaining high performance teamwork and leading in global organizations. She has consulted in numerous organizations on team and leadership effectiveness and worked in the marketing communications field for several years. Her current research projects include how to effectively express and resolve workplace conflicts, how team members manage their team-related frustrations, and how leadership practices vary around the world.
Her publications have appeared in Academy of Management Review, Organizational Behavior and Human Decision Processes, Journal of Applied Psychology, Harvard Business Review,Organizational Research Methods and Small Group Research. She is also the co-editor of the book entitled “Conflict in Teams: New Directions in Theory and Practice,” and on the editorial board of Small Group Research.
Prior to coming to Darden, Professor Behfar was a post-doctoral fellow at the Kellogg School of Management in the Management and Organizations department and also a faculty member at the University of California, Irvine for five years. She received her Ph.D. in Organizational Behavior at the S.C. Johnson Graduate School of Management at Cornell University, and her B.S. and M.S. from the College of Communication at Boston University.
Julia Bear, Rachel Campagna, Sarah Doyle and Ryan Fehr
Representatives at Large
Julia Bear’s research focuses on the influence of gender on negotiation outcomes, as well as conflict management and work-life issues in organizations. In her research, she investigates what factors influence the gender gap typically seen in negotiation outcomes, and how an understanding of these factors can help to reduce the gender gaps seen in organizations. She holds a Ph.D. from Carnegie Mellon University, an MBA from Baruch College, and an AB from Stanford University.
Rachel Campagna was awarded the “Best Teaching Award” at the University of Pittsburgh in 2012. She has taught MBA courses on Leadership and Group Effectiveness and Conflict Resolution in the Workplace. She teaches undergraduate courses on Negotiating in Business and Organizational Behavior. She is also involved in corporate consulting with organizations such as ANSYS, Inc., The Department of Corrections, and Draper Laboratories. Rachel’s research focuses on factors such as trust and emotion affect negotiation and work relationships. Her current work examines how these factors interrelate to improve negotiation outcomes and motivate cooperative behavior after the deal. Her research has appeared in Organizational Behavior and Human Decision Processes, Journal of Applied Psychology, as well as at conferences such as the Academy of Management, and the International Association for Conflict Management. She also sits on the editorial board for the Journal of Trust Research.
Sarah Doyle is Assistant Professor of Management and Organizations at the Eller College of Management, University of Arizona. She holds a Ph.D. from the Ohio State University, and a B.A. from Duke University. Her research interests include status, social hierarchy, cooperation and competition, and interpersonal helping. Her work has been published in journals including Organizational Behavior and Human Decision Processes, Academy of Management Discoveries, and Management Science.
Ryan Fehr is an Associate Professor of Management and Michael G. Foster Endowed Fellow at the University of Washington’s Foster School of Business. His research interests include positive organizational scholarship, ethics and morality, and leadership. He received his Ph.D. in Organizational Psychology from the University of Maryland. Ryan’s work has been published in outlets such as the Academy of Management Review, Psychological Bulletin, the Journal of Applied Psychology, and OBHDP. His research has received multiple best paper awards from the Academy of Management, has been funded by the National Science Foundation and the Department of Homeland Security, and has been featured in a wide range of news outlets including NPR, the New York Times, the Washington Post, and the Wall Street Journal. In addition to his research experience, Ryan has served as a consultant for numerous organizations including Mercer Human Resources, the University of Washington Hospital System, and IDEO’s open innovation project. At the Foster School of Business he teaches ethics in the undergraduate and MBA programs.