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OB & HR Management
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Introduction
Strengths of the Program
Admission to the Program
PhD Courses
Program Structure and Requirements
Current Students
Faculty and Research Interests
Graduates
Introduction
The PhD Program in Organizational Behaviour and Human Resource (OB & HR) Management at the Rotman School is designed to produce scholars who wish to conduct high-level theoretical and empirical research and teach at major research institutions. Our students are exposed to state-of-the-art thinking, theories, research methods, and literature from the behavioural and organizational sciences. Our graduates have been well received by the job market in Canada, the United States, Asia, and Europe. The Rotman PhD Program as a whole was ranked 19th in the 2009 the Financial Times list of the world’s top doctoral programs, ahead of such top-tier schools as Yale, Oxford, and INSEAD.
The program accepts two to four new PhD students every year, and currently has 13 students. Students take approximately seven to nine courses in the first two years, and then write comprehensive exams and a thesis. The program is for those seeking research careers in universities and is not suitable for those wishing to become consultants or primarily instructors.
• Full funding for all PhD students through a financial aid package that fully covers tuition and provides an attractive stipend that can continue for up to five years in the program.
• Location: the Rotman School is in the heart of North America’s third-largest financial centre, just blocks from the heart of Canada’s business community.
• A PhD education that is singularly focused on both Organizational Behaviour and Human Resource Management.
• Extensive resources to enable students to achieve their goals, including a Behavioural Research Lab and a state-of-the-art Financial Research and Trading Lab.
• Opportunities to collaborate in a supportive environment with over 20 full-time and active faculty who are trained at the world’s most outstanding institutions and have internationally recognized research reputations.
• Opportunities to learn various research methods, such as field surveys, laboratory experiments, event-contingent sampling methodology, network analysis, and qualitative research.
Admission to the Program
Who are we Looking for?
Accomplished graduate students with a Masters Degree in psychology, sociology, industrial relations, management, or related fields;
Outstanding undergraduates with a strong background in psychology, sociology, organizational behaviour, management, quantitative methods or related fields;
Admission is highly competitive: we only admit two to four students each year. Successful applicants in the past have demonstrated their excellence through relevant research experience, strong letters from their advisors and professors, outstanding undergraduate grades, and top scores on the GMAT/GRE exam. OBHRM PhD students join a broader graduate-student community that includes a current cohort of 65 Rotman PhD students in eight academic areas (which grows by 20 per year).
Before being offered admission, selected students will be interviewed via telephone. The program can be completed in four to six years, depending upon prior training and student progress.
Advances in Human Resource Management
This course has two objectives. The first is to explore theoretical and methodological issues in the areas of employee selection, performance appraisal, and training. The second is to improve the student's skill in applying these theories and methodologies to organizational problems.
Methods and Research in Organizational Behaviour
This seminar is an advanced graduate course in research methodology. This course will focus on the different stages involved in the process of conducting scientific research. There are three main objectives in this course. The first is to provide students with an understanding of the methodological concepts required to conduct empirical research. The second is to develop the ability of students to use these concepts in critically evaluating research. The third is to develop students’ skills in using these concepts to design their own research projects.
Advanced Topics in Organizational Behaviour
This course introduces advanced topics in organizational behaviour, with a special focus on the role of the individuals within organizations. It provides an overview of the research on individual attributes and characteristics, and how these influence cognitive processes and affect outcomes at the individual, group, and firm levels. The course begins with an overview of organizational behaviour research, tracing the origins of some of the most popular topics over the years, and proceeding to the in-depth study of these topics: personality and related attributes, attitudes and emotions, self-construal perceptions, culture and values, motivation, leadership, organizational justice, psychological contracts, cognition and decision making, and person-environment fit. For each chosen topic, both theory and empirical research will be covered, and the emphasis will be placed on the linkage between them.
Meso Organizational Seminar
Organizational behaviour is the study of individual, group, and organizational actions and outcomes. This course introduces students to the study of meso OB, or the simultaneous study of two or more of these levels of analysis. Students learn multi-level theory and statistical techniques and read both classic and recent research and theory on topics that span levels, such as culture, social identity, status and power, and work group dynamics. Prior to each session, students will have read and reflected upon the assigned material. Meeting time will primarily be used to draw out key ideas from the theories, to discuss the contributions, strengths, and weaknesses of the work, to raise significant issues, and to consider the emerging general direction of the area. Students will develop their own meso research proposal and will present it to the class at the end of the semester.
Quantitative Methods in the Applied Behavioural Sciences
A defining feature of scholarship in the applied behavioural sciences is its emphasis on empirical research, by collecting data and submitting it to quantitative analysis. This course covers fundamental issues in conducting the analysis of quantitative data collected in fields such as management, marketing, industrial relations, psychology, and related fields. It is designed for doctoral students who intend to conduct empirical research publishable in scholarly journals. This course covers model building and analysis, including topics such as an introduction to statistical inference, analysis of variance, regression analysis, testing and interpreting interaction effects, mediation analysis, hierarchical linear modeling, aggregation across levels of analysis, path analysis, and factor analysis. It concludes with strategies for managing the publishing process. A core focus of this course is on doing analyses that reflect current research in the applied behavioural sciences. Students are assigned core readings and, when appropriate, are given real empirical data to apply the method under discussion.
Program Structure and Requirements
Program Structure
The main components for the successful completion of the program are:
· Required Courses
· Research Project
· Comprehensive Examination
· Dissertation
Each of these components, as well as the annual performance review procedure, is described in more detail below. A typical program of studies takes four to five years. The bulk of the course requirements, as well as the research project are completed during the first two years. The comprehensive examination is taken in the summer of the second year. The last two to three years of the program are focused on the thesis research.
Required Courses
Major Field Requirements
RSM 3060 Advances in Human Resource Management
RSM 3062 Methods and Research in Organizational Behaviour
RSM 3064 Advanced Topics in Organizational Behaviour
RSM 3065 Meso Organizational Seminar
RSM 3090 Quantitative Methods in the Applied Behavioural Sciences
Minor Field Requirements
Two minor fields are required. These requirements are satisfied by taking two graduate courses in each area. Depending on the individual's research interests, several focuses are available:
Organizational BehaviourMinor in Social Psychology, Industrial Relations, or Organization Theory
Methodology and Measurement
Minor in Multivariate Statistics, Scale Construction
Human Resource Management
Minor in Industrial Relations or Social Psychology or Organization Theory
Research Project
By the end of the second year, students must have completed an empirical project that the faculty deems to be presentable at a major conference. The project should consist of a complete, regular-length manuscript (i.e., about 30 pages of text plus references, tables, figures, etc.).
Comprehensive Examinations
Comprehensive exams in OB, HRM and research methods are written after all course requirements are completed. This exam is taken at the end of the second year in the doctoral program. It is assumed that by this time the student has completed all of the course requirements and has participated in some research projects.
The main purpose of the examination is to assess whether the student has attained sufficient general knowledge of key topics and tools in the OB & HR Area and in research methodology and is ready to begin independent research work. The student is expected to exhibit an in-depth understanding and mastery of the major conceptual and analytical tools necessary for successful research in OB & HR.
The questions are based on some of the courses listed in the PhD calendar, particularly the ‘core’ PhD courses offered by the Area during the student’s first two years in the program.
Details about the content of the qualifying examinations will be provided to the students in advance. The faculty as a whole will evaluate each student's performance on the examination. The results of the examination will be reported back to the student within a few weeks of the examination, along with the committee's general assessment of the student's progress in the program.
Successful passing of the Comprehensive Examination is a necessary requirement for the advancement to the thesis research portion of the program. The possible examination results are:
Unconditional Pass
Conditional Pass: The letter describing your results will specify the additional conditions you must fulfill; the conditions must usually be fulfilled within one year.
Fail with Invitation to Retake: If your performance on the exam was below the passing threshold, but, in the opinion of the committee, your performance in other aspects of the program to date has been sufficiently strong, you may be invited to retake the examination. The examination can usually be retaken in the following semester. Please note that the examination can be taken a maximum of two times – the second failure automatically signals that the student must withdraw from the program. During the post-exam meeting, the committee will recommend the additional steps you should take to increase your chances of success on the second attempt.
Fail without Invitation to Retake: In the opinion of the committee, your performance on the exam and other aspects of the program to date indicate that the chances for the successful retake of the exam are minimal. Students receiving this mark are expected to withdraw from the program.
Dissertation
Through the doctoral seminars, working with faculty on research projects, and on their own research project, the students develop their ideas about a dissertation topic. This is developed into a formal proposal that is explained in a formal presentation to the faculty prior to its initiation.
The dissertation should constitute a significant contribution to knowledge in the field. The student will be guided in this thesis research by a primary advisor and a committee. The committee is composed of three members of the Graduate Faculty; one of these members acts as chair of the Dissertation Committee. Before carrying out research for the dissertation, the doctoral candidate must obtain approval for the project from the faculty members in the area. A proposal is presented by the candidate in a seminar open to all faculty and doctoral students. Immediately following this seminar, the faculty members will vote on the acceptability of the proposed research. The student is advised to consult closely with the chair and other members of the Dissertation Committee during the preparation of the dissertation proposal and the conduct of the research.
When an acceptable thesis is presented by the candidate to the faculty, the chair and the Director of the Doctoral Program will arrange for the School of Graduate Studies to convene an examining committee to judge the acceptability of the dissertation. This committee consists of members of the Faculty, at least one faculty member from another department of the university, and at least one faculty member from another university.
Recently Completed Dissertations
Robin Church
The effects of perceived workplace discrimination on the basis of sexual orientation on the mentoring relationships of gay and lesbian protégés
Supervisor: H. Gunz
Janelle Enns
The roles of realistic conflict and relative deprivation in explaining counterproductive work behaviour
Supervisor: M. Rotundo
Neil Fassina
When motivation and cognition collide: The role of justification motives and efficacy beliefs on individual and group decisions in escalation situations
Supervisor: G. Whyte
Peter Heslin
The effect of prior judgements and implicit person theory on performance appraisals
Supervisor: G. Latham
Sara Mann
Values as incremental predictors of organizational citizenship behaviour
Supervisor: A. Verma
Christopher T. H. Miners
It is who you know and what you know: An examination of the relations among emotional intelligence, social network centrality, and performance
Supervisors: S. Côté and G. Latham
Celia Moore
Moral disengagement in processes of organizational corruption: The effect of moral disengagement on unethical decision making, moral awareness, and organizational advancement
Supervisors: H. Gunz
Program Timeline
Prior to Entering Program
Students complete pre-qualifying requirements.
First Year
Students complete qualifying courses and courses in their two minor fields
Students demonstrate outstanding performance in their required courses in OB & HR.
Students begin research (e.g. writing their second year paper and/or acting as a research assistant)
Second Year
Students complete course work in OB & HR, and take two optional OB & HR-area special topics elective courses.
Students successfully complete their comprehensive exam in OB & HR. This entails first the successful completion of a second year original research paper, and second, successful completion of a written comprehensive exam in OB & HR.
Students present their second year research paper in a OB & HR-area workshop.
Third Year
Students take specialized courses, as needed, such as optional finance electives.
Students begin their dissertation proposal.
Fourth Year (or Fifth Year if needed)
Students present their job market paper in the OB & HR-area workshop.
Students take specialized courses, as needed.
Students complete their dissertation.
Student Performance Reviews
The performance review of all active doctoral students is conducted annually by the Rotman School. In order to remain eligible for funding, the student must maintain the ‘good academic standing’ classification. The key guidelines for the student evaluation in each year of study are listed below:
First Year Review: primarily based on performance in the required courses and the research project
· Students receiving a grade of B or below in required courses will automatically be classified as ‘not in good standing’.
· Students who fail to show any evidence of progress in the research project will be classified as ‘not in good standing’.
Second Year Review: primarily based on the successful completion of the comprehensive examination, course requirements and the research project.
· Students receiving a mark of ‘Fail Without Invitation to Retake’ will automatically be classified as ‘not in good standing’.
· Students who do not present a second-year research project and/or do not submit a paper on their second-year research project will automatically be classified as ‘not in good standing’.
Third Year Review: primarily based on the progress the student has made in identifying the thesis research topic and supervisor.
· Students who are retaking the comprehensive exam and fail to achieve ‘Unconditional Pass’ or ‘Conditional Pass’ will automatically be classified as ‘not in good standing’.
· Students showing no evidence of progress in their thesis research will be classified as ‘not in good standing’.
Fourth and Fifth Year Reviews: primarily based on the progress students are making towards completing their thesis.
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Current Students
Full-Time Faculty
Brian Connelly PhD, University of Minnesota
Stéphane Côté PhD, University of Michigan
Katherine DeCelles PhD, University of Maryland
Sanford DeVoe PhD, Stanford University
Hugh P. Gunz (HPME) PhD, University of Manchester
Gary P. Latham PhD, University of Akron
Geoffrey Leonardelli PhD, Ohio State University
Julie McCarthy PhD, University of Western Ontario
Samantha Montes PhD, University of Waterloo
Maria Rotundo, PhD, University of Minnesota
Alan Saks PhD, University of Toronto
Soo Min Toh PhD, Texas A&M University
John Trougakos PhD, Purdue University
Anil Verma PhD, University of Toronto
Mark Weber PhD, Northwestern University
Glen R. Whyte PhD, Yale University
Faculty by Focus
Careers: Hugh P. Gunz
Communications Technologies in the Workplace: David Zweig
Culture: Sanford DeVoe, Jia Lin Xie
Decision Making: Marlys Christianson, Sanford DeVoe, Geoffrey Leonardelli, Mark Weber, Glen R. Whyte, Chen-Bo Zhong
Electronic Performance Monitoring: David Zweig
Emotions and Emotional Intelligence: Tiziana Casciaro, Stéphane Côté, John Trougakos
Employer-Employee Relations: Samantha Montes, Anil Verma
Ethical Decision Making: Katherine DeCelles, Hugh P. Gunz, Mark Weber, Chen-Bo Zhong
Groups and Teams: Jennifer L. Berdahl, Marlys Christianson, Geoffrey Leonardelli, Mark Weber
Gender and Diversity in Organizations: Jennifer L. Berdahl , Anil Verma
Human Resource Management: Sanford DeVoe,, Hugh P. Gunz, Gary P. Latham, Julie McCarthy, Maria Rotundo, Alan Saks, Soo Min Toh, Anil Verma
International Management: Sanford DeVoe, Soo Min Toh, Anil Verma, Jia Lin Xie
Job Search: Julie McCarthy, Alan Saks
Leadership: Jennifer L. Berdahl , Tiziana Casciaro, Stéphane Côté, Gary P. Latham, Geoffrey Leonardelli, Julie McCarthy , Maria Rotundo,John Trougakos, Mark Weber, Glen R. Whyte
Managing Professionals: Hugh P. Gunz
Motivation: Sanford DeVoe, Gary P. Latham, Geoffrey Leonardelli
Negotiation and Conflict: Stéphane Côté , Geoffrey Leonardelli, Anil Verma , Mark Weber, Glen R. Whyte
Organizational Identity: Katherine DeCelles, Geoffrey Leonardelli, Mark Weber
Organizational Justice: Gary P. Latham, Samantha Montes
Organizational Networks: Tiziana Casciaro
Organizational Theory: Tiziana Casciaro
Performance Appraisal: Sanford DeVoe, Gary P. Latham, Maria Rotundo
Power and Politics in Organizations: Jennifer L. Berdahl, Katherine DeCelles
Quality of Working Life: Stéphane Côté, John Trougakos
Recruitment: Julie McCarthy, Alan Saks
Self-Regulation: Gary P. Latham , Geoffrey Leonardelli, John Trougakos
Sexual Harassment: Jennifer L. Berdahl
Socialization : Alan Saks
Stress: Stéphane Côté, Katherine DeCelles, Julie McCarthy , John Trougakos, Jia Lin Xie
Training: Katherine DeCelles, Gary P. Latham, Alan Saks, Anil Verma
Trust: Samantha Montes, Mark Weber
Union-Management Relations: Anil Verma
Work-Life Balance: Sanford DeVoe, Julie McCarthy
Workplace Policies and Outcomes: Anil Verma
Workplace Privacy: David Zweig
Faculty by Campus
Recent Graduates
Marie-Hélène Budworth (PhD ‘06), Assistant Professor of Human Resources Management, York University
Christopher Miners (PhD ’08), Assistant Professor of Organizational Behaviour, Queen’s University
Gerard Seijts (PhD ‘98), Associate Professor of Organizational Behaviour, Ivey School of Business, University of Western Ontario
Daniel Skarlicki (PhD ‘95), Professor, Edgar F. Kaiser Chair of Organizational Behaviour, Organizational Behaviour and Human Resources Division, Sauder School of Business, University of British Columbia
Christina Sue-Chan (PhD ’98), Assistant Professor, Department of Management, City University of Hong Kong
Jelena Zikic (PhD ‘04), Assistant Professor of Human Resources Management, York University
Graduate Q&A
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Click here to read a Graduate Q&A with Celia Moore (PhD in Organizational Behaviour & HR Management 2008), Assistant Professor of Organizational Behaviour, London Business School
Click here to read more Q&As with recent graduates.
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