Peter H. Kim
email@example.com +1 213-740-7947
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 and Conflict 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.
Katerina (Kate) Bezrukova
firstname.lastname@example.org +1 716-345-3280
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.
Jana L. Raver
Division Program Chair
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.
Division Program Chair-Elect
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.
Matthew A. Cronin
Past Division Chair
Matthew A. Cronin is an associate professor of management at George Mason University. He received his PhD in organizational behavior from Carnegie Mellon University.
Division Webmaster and Listserv Manager
Lukas is an assistant professor at the Asper School of Business, where he teaches in the B.Comm, MBA, and Executive Education programs. His teaching has been recognized with the University of Manitoba Merit Award, The Reg Litz MBA Luminary Teaching Award, an Associates’ Achievement Award, and the CSA Golden Shovel. Lukas holds a Ph.D. from the Smith School of Business at Queen’s University. Lukas’ teaching and research focuses on how organizations and teams can develop and repair trust and manage conflict. His research, funded by the Social Sciences and Humanities Research Council of Canada, has been published in a range of academic journals, including Organizational Behavior and Human Decision Processes, the Journal of Organizational Health Psychology, and Psychological Science. Lukas has taught on negotiation, conflict management, and leadership to a range of executive education audiences, both in open-enrolment courses and custom programs. He has offered workshops for organizations in a range of industries, including insurance, retail, telecommunications, and health care.
The research interests of Shimul Melwani meet at the intersection of emotions and interpersonal processes in organizations. She is conducting groundbreaking research on the influence of gossip – the negative and positive consequences of initiating and participating in it – for individuals, dyads and groups in the workplace.
She also is examining the interpersonal influence of discrete emotions on organizationally relevant outcomes. By studying the interpersonal effects of discrete emotions, such as contempt, compassion and anger in a series of different work contexts, her research provides a richer picture of how emotions influence attributions, relationships and performance of both those expressing emotions as well as perceiving them. In related research, Dr. Melwani is exploring the role of implicit processes that occur outside of people’s conscious awareness on critical workplace outcomes such as creativity and performance.Her research has appeared in the Journal of Personality and Social Psychology, Journal of Applied Psychology and Psychological Science.
Dr. Melwani teaches courses on global leadership and organizational behavior to undergraduate and graduate students. She received her PhD and master’s degree in management and organizational behavior from the Wharton School at the University of Pennsylvania. She received a master’s degree in industrial and labor relations from Cornell University and a bachelor’s degree in biomedical engineering from the University of Mumbai.
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 L. Campagna
Rachel 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.
Her 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.
Denise Lewin Loyd
Denise Lewin Loyd is Associate Professor of Business Administration at University of Illinois, Urbana-Champaign. Ms. Lewin Loyd holds a PhD. in Management and Organizations from the Kellogg School of Management and served as an Associate Professor of Management at the Sloan School of Management at MIT. Ms. Lewin Loyd’s research has focused on the impact of diversity in groups, specifically, the way group composition affects the cognition, feelings, and behavior of individuals.