Human Resource Management (HRM) faculty study various areas in human resource management (e.g., recruitment, selection, performance appraisal, rewards) and organizational behavior (e.g., employee attitudes, occupational commitment, leadership, business ethics, emotions, organizational climate, corporate social responsibility) that advance understanding of high performing and healthy employees, teams (groups), organizations, and a sustainable workforce. Our faculty publishes in outstanding journals such as the Academy of Management ReviewAcademy of Management JournalAdministrative Science QuarterlyJournal of Applied PsychologyPersonnel PsychologyOrganizational ScienceOrganizational Behavior and Human Decision ProcessesJournal of Vocational BehaviorJournal of Business EthicsJournal of ManagementAcademy of Management Learning & EducationHuman Relations, and Journal of Organizational Behavior. Faculty serves as Guest Editors, Associate Editors, and Editorial Board Members for a number of prestigious scholarly journals in HRM and Organizational Behavior (OB), including several of the aforementioned journals.


HRM faculty aim to strengthen research agendas by further investigating important boundary conditions and underlying mechanisms, as well as systematically integrating multiple, related agendas using multi-level theory and methodology. HRM faculty find it important to further examine boundary conditions and various multi-level pathways that weaken and/or strengthen the impact of HR practices on employee and firm performance. HR practices can impact employee performance by directly impacting their skills, motivation, and involvement. However, line managers as HRM actors may facilitate or inhibit this process by adopting different implementation practices. Research shows that HR practices impact firm performance by creating and maintaining necessary human capital resources. However, HRM faculty believe that different types of human capital resources may differentially contribute to financial performance by influencing varied types of operational performance (e.g., innovation, labor productivity). HRM faculty think that the impact of HRM practices on organizational performance may be moderated by industry, economic-societal variables (e.g., economic recession, labor market conditions), and national cultures and geographical constraints. HRM faculty believe that the examination of these research questions provides clearer and more comprehensive accounts of how various HR practices impact employee and organizational performance. Finally, HRM faculty strive to address research questions that cut across multiple areas of human and organizational behavior as well as multiple levels of analysis.

Themes - The Global Impact of Fox School Research

Research is a top priority at the Fox School. Faculty and students across departments regularly make unique contributions that impact the academic world and the global business community, as well as society as a whole. Learn more about the important work done at Fox by exploring the following research themes.​​

Sample Publications