TIM Division List Serve
Vol. 10, No. 15 (June 6, 2013)
Table of Contents: (Mouse-over and CTRL+Click to go to entry)
REMINDER: Please submit your TIM List Serve entries to TIM@AOMLISTS.PACE.EDU. Apologies for inconveniences when accessing the list servers and if you experience difficulties, please do let me know via email, dalexhoule@att.net.
· Announcements
o International Theme Committee (ITC) Call for self-nominations for the ITC executive positions (in a 5-year rotation): EBIS chair, PDW chair, Dexter Award Chair, ITC Chair, and Past ITC Chair
· Call for Papers
NONE
· Call for Participants
o Strategic Management Society hosting special conference in Tel Aviv March 9-11, 2014 with Doctoral & Thesis Development Workshop Sunday, March 9th, from 10 a.m. to 5 p.m.
o PDW at AOM Meeting in August: Architectural Strategy and Design Evolution in Business Ecosystems: Research Opportunities and Empirical Challenges
· Job Positions and Research Questions
o Your support for meta-analysis on trust in virtual and face-to-face teams: relationship between trust and team effectiveness, team performance data, and subjective ratings of team effectiveness, (e.g., perceived team performance, satisfaction, cohesion, or motivation)
o Multiple Tenure-Stream Faculty Positions at Harbin Institute of Technology, China
o Three Open PhD positions, Chair of Strategic Management & Innovation, ETH Zurich
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Announcements
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International Theme Committee (ITC) Call for self-nominations for the ITC executive positions (in a 5-year rotation): EBIS chair, PDW chair, Dexter Award Chair, ITC Chair, and Past ITC Chair
The International Theme Committee (ITC) of the Academy of Management is seeking applications for an internationally oriented scholar to fill the position of Chair, Emerald Best International Symposium. In this role, they will solicit nominations from divisions, coordinate reviewing of nominated symposia, and present finalist for final adjudication to the Emerald Best International Symposium Award Committee.
The Emerald Best International Symposium Award is an All-Academy award given to the symposium that best aligns with our objective of internationalizing the Academy, therefore serving the mission of the AOM and the charge of the ITC:
- Internationalize the Academy, as an organization
- Assist Academy members improve their understanding of the internationalization of business trade and other" forms of organizational transactions
- Encourage Academy members to become exposed to/provide exposure for organizational scholarship being conducted in non-US countries
- Assist the membership committee in their charge to expand and integrate international members in the Academy
The EBIS chair role is the first position in a 5-year rotation through the ITC executive. The successful candidate for EBIS chair, will in the following four years take several important ITC roles: PDW chair, Dexter Award Chair, ITC Chair, and Past ITC Chair.
If you would like to contribute to and actively collaborate in the International Theme Committee Governance, please email a one-page letter of interest plus CV to David Patient at dapati@ucp.pt .
Nominations will be accepted until Wednesday, June 12, 2013.
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Call for Papers
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Just to remind you that on 1 June the submission window opens for this Human Relations Special Issue – please submit papers online before 30 June.
If you would like to view journal performance statistics for Human Relations – please click on this link:
http://www.tavinstitute.org/humanrelations/Journal%20statistics.html .
Human Relations Special Issue Call for Papers
Economic inequality and management
Guest Editors:
Hari Bapuji (University of Manitoba, Canada) and
Suhaib Riaz (University of Massachusetts at Boston, USA)
Please submit papers between 1 and 30 June, 2013
This special issue focuses on the relation between economic inequality and management in organizations. Particularly, we are interested in (i) how economic inequality at the societal level affects management in organizations and (ii) how organizational practices influence economic inequality at the societal level.
Research in economics shows that economic inequality negatively affects human development, resulting in lower skills, low levels of trust, fewer opportunities for social mobility, lower physical and mental health, and contributes to a number of social ills, such as higher rates of infant mortality, homicide, percentage of population in prison, and teenage births (Wilkinson and Pickett, 2009). As a result, individuals in highly unequal societies make lower investments in developing their own human capital (Benabou, 1996; Mo, 2000). Further, to protect the system from the negative effects of high inequality-such as violence, crime and sabotage-more unequal societies employ more human resources in "guard labour" or monitoring roles (such as private guards, police, judicial and prison employees and supervisory labour), as opposed to productive roles (Jayadev and Bowles, 2006). In short, this body of research highlights the mechanisms through which economic inequality affects human development and increases other social costs. These findings at the societal level have not been extended to study specific effects at the organizational level.
Although social costs of economic inequality are well known, very little is known about the organizational costs of economic inequality. While pointing out the lack of research in this area, Cote (2011) argued that social relationships, morality, judgment and decision making in organizations are influenced by the socio-economic class of individuals; this raises the question of whether such effects are more pronounced in societies with higher economic inequality. For example, Neville (2012) has shown that behaviours related to academic dishonesty were higher in areas with high economic inequality. These recent studies highlight the need for studying the effect of economic inequality on management. For example, lower human development engendered by higher inequality might translate into higher costs of managing in organizations. Lower physical and mental health might result in higher healthcare costs and costs of absenteeism; lower education and skill levels might result in higher costs of recruitment, selection, induction, training and development; lower trust levels could lead to higher costs of building teams, maintaining their cohesiveness and managing workplace conflicts.
Organizational practices might have a role in perpetuating or increasing economic inequality at the societal level. Executive compensation has recently come under criticism because it is a major source of wealth accumulation in the West, besides inheritance (BCG Report, 2012). Organizational research on executive compensation and pay dispersion has so far focused on how these practices influence organizational performance (Bloom, 1999; Pfeffer and Langton, 1993; Fredrickson et al., 2010; Heyman, 2005; Riddell, 2011; Wade et al., 2006). However, even in the aftermath of the global financial crisis, very little scholarly research has examined how organizational practices such as executive compensation, dividend payment, debt management, risky lending, singular focus on stock market and cash accumulation might influence wider social issues, such as economic inequality at the societal level (Riaz et al., 2011).
Notwithstanding the lack of research on the effect of management practices on economic inequality in society, business research has a rich tradition of studying the role organizations can play in society. For example, research within the CSR (corporate social responsibility) (Carroll, 1991; Carroll, 1999; Campbell, 2007) and BOP (Base of the Pyramid) (Prahalad and Hammond, 2002; Prahalad, 2004; Karnani, 2007; Karnani, 2011) approaches has studied organizational practices that directly aim to impact societal issues such as environmental sustainability, poverty, etc. Research attention is warranted to understand how CSR and BOP initiatives, as well as other organizational practices, might impact economic inequality in society.
This special issue is interested in a wide range of questions focused around the core issues mentioned above. The questions listed below are aimed at serving as pointers to further illustrate the spirit of the special issue. These are, however, not meant to be exhaustive, and any other investigations of the topic are equally welcome.
Effects of economic inequality on management
· What are the mechanisms, e.g. lack of skills, lack of trust, lack of motivation, etc., through which societal level economic inequality impacts management and organizations? What counter mechanisms can organizations adopt to manage these effects of economic inequality?
· What are the direct and indirect costs, e.g. guard labor, supervision costs, legitimacy and reputation costs, etc., that organizations face due to increased economic inequality? How can organizations manage these costs, or find ways to obliterate them?
· Does economic inequality create demand for certain products and services? Do organizations need new products, services and practices for a world with rising inequality? What are the management and organizational challenges associated with this?
· How do the interactions of economic inequality and other forms of inequality (social status, gender, ethnic, racial) influence management and organizations?
· How does country context impact the relationship between economic inequality and management? For example, are the mechanisms and costs of economic inequality different in some Western countries, as compared to some Asian cultures that are collectivist, power-distant, and more tolerant of uncertainty? Are these effects easier to manage for organizations operating in some cultures as compared to others (e.g., are monitoring costs engendered by economic inequality lower because of collectivism)?
Effects of management on economic inequality
· How do management practices, such as executive compensation, employee stock options, dividend payment, and cash accumulation, impact economic inequality in society?
· How do certain practices in organizations provide legitimating mechanisms for economic inequality in society, e.g., beliefs concerning efficiency, reward allocation, equity and economic inequality in organizations?
· How do organizational practices aimed at CSR initiatives and BOP markets influence economic inequality in society? Do sustainable products and fair-trade practices decrease economic inequality? Do affordable products and services aimed at BOP markets reduce the effect of economic inequality on the poor?
· How are managerial and organizational resources used to create, maintain or disrupt societal institutions underlying economic inequality? For example, how do political lobbying, charity initiatives, professional training and rhetoric influence regulations, norms and cultural beliefs related to economic inequality?
This special issue is aimed at charting a new territory in management literature by examining the relation between economic inequality and management. This multi-faceted, multi-level and complex phenomenon has wide societal relevance and poses significant intellectual challenges. Accordingly, the guest editors invite high quality conceptual and empirical papers. A variety of theoretical and methodological approaches, including qualitative and quantitative techniques, examining any aspect of the relation between economic inequality and management, are encouraged. In line with the strengths of Human Relations, interdisciplinary approaches and studies that connect multiple levels of analyses (individual, organizational and societal levels) are particularly welcome. In particular, we expect that theoretical papers will demonstrate clear extensions or develop entirely novel ideas related to the relationship between economic inequality and management, rather than simply describe the rise in economic inequality or reiterate well known ideological positions. For empirical work, papers are expected to add value by addressing the linkages between economic inequality and management, rather than focusing solely on either one of these per se.
Contributors should note:
· This call is open and competitive, and the submitted papers will be double-blind reviewed as per the editorial policies of Human Relations.
· Submitted papers must be based on original material not accepted by, or under consideration with, any other journal or outlet.
· For empirical papers based on data sets from which multiple papers have been generated, authors must provide the guest editors with copies of all other papers based on the same data.
· The guest editors will select a limited number of papers to be included in the special issue. Other papers submitted to the special issue may be considered for publication in other issues of the journal at the discretion of the Editor-in-Chief.
To be considered for this special issue, submissions must fit with the Aim and Scope of Human Relations: http://www.tavinstitute.org/humanrelations/about_journal/aims.html as well as this call for papers.
Papers should be submitted online at http://mc.manuscriptcentral.com/hr in accordance with our submission guidelines: http://www.tavinstitute.org/humanrelations/submit_paper.html. Please indicate in your covering letter that the paper is intended for this special issue.
The guest editors of the special issue are very happy to discuss papers in advance of submission and may be contacted directly:
Hari Bapuji - email: hari.bapuji@ad.umanitoba.ca
Suhaib Riaz - email: suhaib.riaz@umb.edu
The deadline for submission is 30 June 2013 and papers should not be submitted before 01 June 2013. The special issue is intended for publication in 2015.
Please direct questions about the submission process, or any administrative matter, to the Editorial Office: humanrelationsjournal@tavinstitute.org.
References:
BCG Report (2012) Global Wealth 2012: The Battle to Regain Strength. Accessed on June 19, 2012; available at: https://www.bcgperspectives.com/Images/BCG_The_Battle_to_Regain_Strength_May_2012_tcm80-106998.pdf.
Benabou R (1996) Inequality and growth. In Bernanke B & Rotemberg J (eds) NBER Macroeconomics Annual 11–74. Cambridge: MIT Press.
Bloom M (1999) The performance effects of pay dispersion on individuals and organizations. Academy of Management Journal 42(1): 25–40.
Bloom M and Michel J (2002) The relationships among organizational context, pay dispersion, and managerial turnover. Academy of Management Journal 45(1): 33–42.
Campbell JL (2007) Why Would Corporations Behave in Socially Responsible Ways? An Institutional Theory of Corporate Social Responsibility. Academy of Management Review 32(3): 946–967.
Carroll AB (1991) The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons 34(July/August): 39–48.
Carroll AB (1999) Corporate Social Responsibility. Evolution of Definitional Construct. Business and Society 38(3): 268–295.
Cote S (2011) How social class shapes thoughts and actions in organizations. Research in organizational behavior 31: 43–71.
Fredrickson J, Davis-Blake A and Sanders G (2010) Sharing the wealth: Social comparisons and pay dispersion in the CEO's top team. Strategic Management Journal 31(10): 1031–1053.
Heyman F (2005) Pay inequality and firm performance: Evidence from matched employer-employee data. Applied Economics 37(11): 1313–1327.
Jayadev A and Bowles S (2006). Guard Labour. Journal of development Economics 79(2): 328–348.
Karnani AG (2007) The Mirage of Marketing to the Bottom of the Pyramid. California Management Review 49(4): 90–111.
Karnani AG (2011) Doing Well by Doing Good – The Grand Illusion. California Management Review 53(2): 105-111.
Mo PH (2000) Income Inequality and Economic Growth. Kyklos 53: 293–316.
Neville L (2012) Do Economic Equality and Generalized Trust Inhibit Academic Dishonesty? Evidence From State-Level Search-Engine Queries. Psychological Science 23(4): 339–345.
Pfeffer J and Langton N (1993) The effect of wage dispersion on satisfaction, productivity, and working collaboratively - Evidence from college and university faculty. Administrative Science Quarterly 38(3): 382–407.
Prahalad CK and Hammond A (2002) Serving the World's Poor, Profitably. Harvard Business Review 80(9): 48–57.
Prahalad CK (2004) Fortune at the Bottom of the Pyramid: Eradicating Poverty through Profits. Wharton School Publishing.
Riaz S, Buchanan S and Bapuji H (2011) Institutional Work amidst the Financial Crisis: Emerging Positions of Elite Actors. Organization: The Critical Journal of Organization, Theory and Society 18(2): 187–214.
Riddell C (2011) Compensation policy and quit rates: A multilevel approach using benchmarking data. Industrial Relations 50(4): 656–677.
Wade J, O'Reilly C and Pollock T (2006) Overpaid CEOs and underpaid managers: Fairness and executive compensation. Organization Science 17(5): 527–544.
Wilkinson R and Pickett K (2009) The Spirit Level: Why Equality is Better for Everyone. London: Penguin Books.
We look forward to receiving your submission!
Best wishes, Claire Castle
Managing Editor, Human Relations
Email: c.castle@tavinstitute.org www.humanrelationsjournal.org
Human Relations 2011 Impact Factor:
2-year impact factor: 1.729
5-year impact factor: 2.376
Source: 2011 Journal Citation Reports® (Thomson Reuters, 2012)
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TIM List participants,
CALL FOR PAPERS AND PRESENTATION PROPOSALS
ON TEACHING AND ADMINSTRATION TOPICS IN HIGHER EDUCATION
The International Higher Education Teaching and Learning Association (HETL) invites you to submit a proposal for a presentation at its 2014 International HETL Conference, to be held in Anchorage, in partnership with the University of Alaska Anchorage, June 8-10, 2014. Proposals are solicited on all topics related to higher education including those involving new technologies and globalization related issues. Both scholarly and practice reports are invited. Proposals are especially favored on the conference theme: Impacts of Social and Mobile Media on Higher Education. As in our January 2013 conference at the University of Central Florida, participants will be from the gamut of academic disciplines across the arts, sciences, and professions, as well as from other administrative and staff functions delivering and supporting new technologies and approaches to learning. As with every HETL conference, we support participation from around the world. Please submit your proposal for a presentation before the July 26, 2013, deadline or simply join us as a conference attendee by registering. No proposal is required if you are attending but not presenting.
To submit a presentation proposal go to https://www.hetl.org/2014-anchorage-conference-submission-form/ . Go to https://www.hetl.org/events/2014-anchorage-conference/ for more details on the conference.
It's More Affordable than You May Think
The Anchorage area has many features that you will find interesting, including glaciers, majestic mountains, and a wide diversity of wildlife. The average June temperature is 16C/62F with sunny days. Airfare to Anchorage is more reasonably priced than we anticipated. For example, we discovered by checking Kayak.com that roundtrip airfare from New York to Anchorage around the time of the conference might be about $350, from London $1000, and Tokyo $1100. We anticipate that hundreds of rooms at the University of Alaska will be available for well under $100 as well as rooms at partnering hotels in Anchorage.
We look forward to seeing you in Anchorage!
Patrick Blessinger and Charles Wankel, St. John's University, New York
Higher Education Teaching and Learning Association
patrickblessinger@gmail.com
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This is a reminder that the deadline for submitting papers for West Coast Research Symposium is Monday june 3, 2013. Please submit your paper on the conference website listed below.
Here is the original 'Call for Papers.'
11th WEST COAST RESEARCH SYMPOSIUM ON TECHNOLOGY ENTREPRENEURSHIP SEPTEMBER 5 - 6, 2013
Theme: Technology Entrepreneurship
Location: University of Washington, Seattle Campus
Date: September 5 - 6, 2013
We invite authors to submit papers to our research symposium, a lively forum for the exchange of ideas among scholars interested in technology entrepreneurship. The 2013 conference will be held at the Foster School of Business, University of Washington, in the beautiful Pacific Northwest, a spectacular setting at this time of year.
Papers focusing on entrepreneurship and innovation in technology-based settings will be given preference. In addition to our broad focus on technology entrepreneurship, for 2013 we especially encourage submissions from authors interested in entrepreneurship that promotes commercializes clean technologies, and/or advances social welfare.
We expect to host an intimate conference of 40+ leading scholars from around the world. The conference steering committee invites the submission of unpublished working papers that advance the state of knowledge on the above topics. Conference registration and meals are complementary.
A doctoral consortium sponsored by the Kauffman Foundation will precede the conference on Wednesday, September 4, 2013.
The DEADLINE for submitting papers is Monday June 3, 2013.
Please submit papers online at the WCRS conference website: http://theWCRS.org We hope to see you in Seattle this summer!
CONFERENCE STEERING COMMITTEE:
Kathy Eisenhardt, Stanford University
Suresh Kotha, University of Washington
Alan Meyer, University of Oregon
Nandini Rajagopalan, University of Southern California
Kaye Schoonhoven and Christine Beckman, University of California Irvine
CONFERENCE SPONSORS:
Buerk Center Entrepreneurship, University of Washington Stanford Technology Ventures Program, Stanford University Charles H. Lundquist Center for Entrepreneurship, University of Oregon Lloyd Greif Center for Entrepreneurial Studies, University of Southern California Don Beall Center for Innovation and Entrepreneurship, UC Irvine Ewing Marion Kauffman Foundation
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Call for Participants
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Apologies for cross-listing
The Strategic Management Society will be hosting a special conference in Tel Aviv on March 9-11, 2014. The conference will include a Doctoral & Thesis Development Workshop to be held on Sunday, March 9th, from 10 a.m. to 5 p.m.
The coordinators of the consortium are Robert Salomon (NYU) and Niron Hashai (Hebrew University). Faculty facilitators include: Jay Barney (U. of Utah), Michael A. Hitt (Texas A&M), Will Mitchell (Duke), Zur Shapira (NYU), and J. Myles Shaver (U. of Minnesota).
The SMS Tel Aviv Conference Doctoral & Thesis Development Workshop will be most valuable to Ph.D. candidates interested in conducting cutting-edge research in strategy and related areas. The international panel of senior faculty members leading the workshop will discuss promising areas for research and insights into the publication process.
The Doctoral & Thesis Development Workshop will be comprised of three components:
- "Current and future themes in Strategy" - Panelists will present their views of emerging "hot" topics in the general management field, and students will be invited to suggest ideas and jointly speculate how they may play in the wider audience of strategy research.
- "Getting published in top journals" - Panelists will share their thoughts on techniques for (1) framing research questions, (2) research design, (3) packaging, and (4) dealing with editors and reviewers.
- "Thesis Development" - A select group of doctoral students will have an opportunity to present their research and receive guidance and commentary from senior faculty. Selection to present in this portion of the workshop is highly competitive.
The application deadline for students wishing to attend the Doctoral & Thesis Development Workshop and present their research during the Thesis Development portion is September 3, 2013. Admission preference will be given to students whose research is at the dissertation proposal stage.
Doctoral students who do not wish to present their research are still invited to apply to the workshop. The application deadline for students wishing to attend the workshop without presenting during the Thesis Development portion is January 15, 2014.
For further information about the workshop, and to apply, please visit the workshop website at http://telaviv.strategicmanagement.net/doctoral_workshop/index.php.
Students attending the Doctoral & Thesis Development Workshop must register for the SMS special conference in Tel Aviv. Student discount rates apply. A 50% reduction on conference registration fees will be offered to students presenting their research at the Thesis Development workshop.
If you have any question about the workshop, please e-mail Robert Salomon at rsalomon@stern.nyu.edu or Niron Hashai at niron.hashai@mail.huji.ac.il.
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Architectural Strategy and Design Evolution in Business Ecosystems: Research Opportunities and Empirical Challenges
*** Sorry about cross-posting to all our sponsor divisions ***
Organizers: Richard Tee (EPFL), Christopher Tucci (EPFL), Jason Woodard (SMU)
Panelists: Elizabeth Jane Altman (HBS), Carliss Baldwin (HBS), Arnaldo Camuffo (Bocconi), Rahul Kapoor (Wharton), Johann Peter Murmann (ASB), Andrea Prencipe (LUISS Guido Carli)
Sponsors: TIM, BPS, ENT, OMT
Scheduled: Saturday, August 10 2013, 10:15AM - 12:45PM WDW Swan Resort in Swan 3
In the last few years, we have seen increased attention to business ecosystems and related phenomena such as industry architectures, platforms, and value networks. While these phenomena present exciting research opportunities, they also raise daunting challenges. For example, business ecosystems are often characterized by complex structures (e.g., intricate links, nested layers, and fuzzy boundaries), as well as complex dynamics (e.g., co-evolution of strategic behavior, technology, and competitive outcomes). Reasoning about strategic design choices in such turbulent environments is difficult and uncertain. Yet, the way an ecosystem's participants shape the artifacts they produce and their relationships with each other can profoundly affect the ecosystem's evolutionary trajectory. And while the significance of these design choices has been recognized, the theoretical and methodological tools needed to study them rigorously remain underdeveloped. This PDW aims to address this gap in two ways. First, we will examine the existing body of scholarship that bears on the topic of how firms navigate and strategize in business ecosystems, with an eye toward identifying open research questions that hold particular promise. Second, we will discuss how the emerging research community on business ecosystems can begin to address these questions, with an emphasis on the required advances in architectural representation techniques, data collection, and empirical analysis.
Main questions to be addressed by panelists and roundtable participants
1) What are you working on that is related to the structure or dynamics of business ecosystems?
2) Where have you personally gotten stuck? To what extent has the bottleneck been related to theory, methods, or empirical data?
3) How can we as a community focus our efforts to achieve deeper and more rapid progress?
Program overview
Welcome and introduction: Christopher Tucci and Jason Woodard
Panelists: Andrea Prencipe, Arnaldo Camuffo, Rahul Kapoor, Richard Tee
Discussants: Johann Peter Murmann and Carliss Baldwin Roundtable breakout sessions Plenary discussion: Elizabeth Jane Altman (moderator) Closing and wrap-up: Christopher Tucci
The attached PDF document provides further background information about this PDW.
We encourage participants to pre-register and indicate their research interests at:
http://smusg.asia.qualtrics.com/SE/?SID=SV_eKy3fAT2Zfuhn01
Christopher L. Tucci, Ph.D.
Professor of Management of Technology
Chair in Corporate Strategy & Innovation École Polytechnique Fédérale de Lausanne EPFL-CdM-CSI Odyssea 1.04 Station 5, CH-1015 Lausanne, Switzerland
+41.21.693.0121 <christopher.tucci@epfl.ch> http://csi.epfl.ch
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Job Positions and Research Questions
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Dear Colleagues!
We are currently conducting a meta-analysis on trust in virtual and face-to-face teams and we would like to kindly ask you for your support.
We investigate the relationship between trust and team effectiveness. We are interested in team performance data as well as in subjective ratings of team effectiveness, for instance, perceived team performance, satisfaction, cohesion, or motivation.
In addition to published studies on this topic, we would like to include unpublished work as well as "in press" studies in our meta-analysis. Therefore, if you have any results on the relationship between trust and team effectiveness, we would be very thankful to receive information about this work (email address: christina.heckersbruch@uni-muenster.de). For coding purposes we would need details on the main results, on the research design and methods of the study, and on instructions used.
Thank you very much in advance for supporting our research. If you have any questions, please do not hesitate to contact us (christina.heckersbruch@uni-muenster.de).
Kind regards,
Christina Heckersbruch, Joachim Hüffmeier, and Guido Hertel.
Christina Heckersbruch, Msc
Research Assistant, University of Muenster, Institute of Psychology
Department of Organizational and Business Psychology
D – 48149 Muenster, Germany +49 / 251 / 83-23682 christina.heckersbruch@uni-muenster.de www.uni-muenster.de/owms/en
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Multiple Tenure-Stream Faculty Positions at Harbin Institute of Technology, China
Harbin Institute of Technology (HIT) invites applications for multiple tenure-stream positions all year round. All ranks will be considered. We are interested in candidates whose research areas are listed as follows.
1. Management Science and Engineering: Management Information Systems,
E-Commerce, Decision Support Systems, Statistics, Operation Research, Construction Information Management, Real Estate Economics and Management, Construction Management, etc.
2. Business Management: Technical Economics and Management,
Organization Behavior, Accounting, Marketing, Operation Management, Business Strategy, Entrepreneurship, Finance, etc.
3. Applied Economics: Economics, International Business, etc.
4. Public Administration: General Administration, Public Policy,
Government Governance, Infrastructure, Sociology.
5. Other disciplines related to management science and economics.
Applicants must have a doctorate degree in related fields before the starting date of your contract. We are interested in people who can communicate and teach in fluent English. Knowing Chinese is a plus but not necessary. Applicants for assistant professor should demonstrate potential of conducting high quality research. Senior level candidates should have proof track record for excellence both in research and in providing academic leadership. The successful candidate will be appointed to appropriate rank based on their qualification and experience. We offer top compensation package including salary (between 300K and 1 million RMB), relocation fund (between 200K and 600K RMB), and research support (between 100K and 600K RMB). Compensation will commensurate with candidates' qualifications.
Founded in 1920, Harbin Institute of Technology (HIT) is a top-tier research university in China. The School of Management in HIT is one of the earliest four management schools established in mainland China. The school offers MBA, MPA, MPAcc, MS in professional finance and engineering programs, EMBA and doctoral degrees. HIT provides strong support for top quality research.
We are located in Harbin, the capital city of Heilongjiang Province. The city offers high quality of life with affordable housing market and cost of living, historic neighborhood, and cultural activities that attract visitors from all over the world.
Interested applicants are required to send application materials to shuyingliang@hit.edu.cn and shichanghit@gmail.com using "Economic and Management application – applicant's name" as the subject of your e-mail.
1. Cover letter and updated curriculum vitae
2. Sample papers
3. Teaching evaluations
4. Names and contact information of three references (or letters of
recommendation).
The positions will stay open until filled. The review of application starts immediately and we will conduct conference interviews in USA.
Contact Information
For further information, please contact us at Shuying Liang No. 13, Fayuan Street, Nangang District, Harbin Institute of Technology, Harbin, Heilongjiang Province, China.
Shi Chang
Room 1004, No. 434, Youzheng Street, Nangang District, Harbin Institute of Technology, Harbin, Heilongjiang Province, China.
Post Code: 150001
E-mail: shuyingliang@hit.edu.cn; shichanghit@gmail.com; hityxb@gmail.com
Phone: +86-451-86412758; +86-451-86262113
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Three Open PhD positions, Chair of Strategic Management & Innovation, ETH Zurich
The Chair of Strategic Management and Innovation/Prof. Dr. Georg von Krogh, ETH Zürich (www.smi.ethz.ch<http://www.smi.ethz.ch/>), opens three new PhD positions starting Summer/Autumn, 2013.
More information can be found on the application website:
http://internet1.refline.ch/845721/2554/++publications++/3/index.html
For additional information please contact Ms Hilde Brune by phone +41 44 632 83 32 or by e-mail hbrune@ethz.ch<mailto:hbrune@ethz.ch> (no applications).
Applications should be sent through the online application system<http://internet1.refline.ch/845721/2554/++publications++/3/index.html> with attention to: ETH Zürich, Mr. H.-J. Tschachtli, Human Resources, 8092 Zürich, Switzerland.
Application deadline: June 29, 2013
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Darlene
Darlene Alexander-Houle
TIM Division List Serve Moderator
dalexhoule@att.net