best phd programs for organizational behavior

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• Organizational Behavior

In the field of organizational behavior we research fundamental questions about the behavior of individuals, groups and organizations, from both psychological and sociological perspectives.

A distinguishing feature of Stanford’s PhD Program in organizational behavior is the broad interdisciplinary training it provides. Our students benefit from their interactions with scholars from many disciplines within the Graduate School of Business, as well as from Stanford University’s long-standing strength in the study of psychology, organizations, and economic sociology.  The program is broken down into two broad subareas: Macro Organizational Behavior and Micro Organizational Behavior .

Cross-registration in courses, access to faculty, and participation in colloquia are available in other Stanford departments, such as sociology and psychology . Strong relations with these departments mean that students can build their careers on the foundation of strong disciplinary training in psychology and sociology, respectively.

A small number of students are accepted into the program each year, with a total of about 20 organizational behavior students in residence.

The doctoral program places a heavy emphasis on training students through active engagement in the process of doing research. In addition to formal seminars with invited presenters, our faculty and students exchange research ideas and advice at informal weekly lunches and lab meetings. Students work as research assistants and are expected to conduct independent research early in the program. 

Preparation and Qualifications

All students are required to have, or to obtain during their first year, mathematical skills at the level of one course each of calculus and linear algebra, probability, and mathematical statistics.

Macro Organizational Behavior: Organizational Theory and Economic Sociology

The Macro OB track is dedicated to training students who will be leading researchers in the fields of organizational theory and economic sociology. Our faculty members are among the foremost scholars who bring a sociological approach to the study of organizations and markets , and they are especially active in the fast-developing field of computational social science. They use and teach a variety of research methods such as social network analysis, natural language processing, agent-based modeling, and online group experiments.

Our area has trained students to study a range of topics:

• Organizational culture and its dynamics
• The dynamics of change in organizations
• Social networks and the diffusion of ideas or beliefs within them
• The role of identity and categories in organizational processes
• Social movements and their influence on firms and markets
• Firm strategies and the effects of long-run histories of strategic interaction
• Organizational learning processes
• Entrepreneurship and firm formation processes
• The impact of workforce demographic change and labor market inequality

Micro Organizational Behavior

The study of how individuals and groups affect and are affected by organizational context. Drawing primarily on psychological approaches to social science questions, this area includes such topics as:

• Decision-making
• Moral judgment
• Social norms
• Negotiation and bargaining
• Cooperation and altruism
• Group processes
• Stereotyping and injustice
• Personality
• Power, status and influence

There is also a formal institutional link between the behavioral side of marketing and the micro side of organizational behavior, which is called the Behavioral Interest Group. The Stanford GSB Behavioral Lab links members of this group. This lab supports work across field boundaries among those with behavioral interests.

Macro Organizational Behavior Faculty

William p. barnett, robert a. burgelman, glenn r. carroll, julien clement, amir goldberg, helena miton, hayagreeva rao, sarah a. soule, jesper b. sørensen, micro organizational behavior faculty, justin m. berg, jennifer eberhardt, francis j. flynn, michele j. gelfand, deborah h. gruenfeld, michal kosinski, brian s. lowery, ashley martin, david melnikoff, dale t. miller, benoît monin, jeffrey pfeffer, charles a. o’reilly, emeriti faculty, michael t. hannan, roderick m. kramer, joanne martin, margaret ann neale, jerry i. porras, recent publications in organizational behavior, organizational culture archetypes and firm performance, fading corporate survival prospects: impact of co-selection bias in resource allocation on strategic intent, is gender primacy universal, recent insights by stanford business, a little “humorbragging” could help you land your next job, office confidential: keeping secrets at work can be a lonely job, your summer 2024 podcast playlist.

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• Best Online Ph.D. In Organizational Psychology Programs

Best Online Ph.D. In Organizational Psychology Programs Of 2024

Updated: Mar 26, 2024, 4:14pm

Industrial-organizational (I/O) psychology applies psychological principles to human problems in business and the workplace. Industrial-organizational psychologists help workers perform their best while also prioritizing their well-being.

Organizational psychology looks particularly at human behavior as part of a company or an organization. Organizational psychologists examine the roles of teamwork, leadership and drive within a company’s workforce.

A Ph.D. is the terminal degree in organizational psychology, and psychologists who want to become board-certified through the American Board of Organizational and Business Consulting Psychology must earn a doctoral degree.

We’ve ranked four of the most reputable U.S. colleges offering online Ph.D.s in organizational psychology. Read on to learn about each of them.

Why You Can Trust Forbes Advisor Education

Forbes Advisor’s education editors are committed to producing unbiased rankings and informative articles covering online colleges, tech bootcamps and career paths. Our ranking methodologies use data from the National Center for Education Statistics , education providers, and reputable educational and professional organizations. An advisory board of educators and other subject matter experts reviews and verifies our content to bring you trustworthy, up-to-date information. Advertisers do not influence our rankings or editorial content.

• Over 3,868 accredited, nonprofit colleges and universities analyzed nationwide
• 52 reputable tech bootcamp providers evaluated for our rankings
• All content is fact-checked and updated on an annual basis
• Rankings undergo five rounds of fact-checking
• Only 7.12% of all colleges, universities and bootcamp providers we consider are awarded

Our Methodology

We ranked four accredited, nonprofit colleges offering online Ph.D. programs in organizational psychology in the U.S. using 14 data points in the categories of student experience, credibility, student outcomes and affordability. We pulled data for these categories from reliable resources such as the Integrated Postsecondary Education Data System ; private, third-party data sources; and individual school and program websites.

Data is accurate as of February 2024. Note that because online doctorates are relatively uncommon, fewer schools meet our ranking standards at the doctoral level.

We scored schools based on the following metrics:

Student Experience:

• Student-to-faculty ratio
• Socioeconomic diversity
• Availability of online coursework
• Total number of graduate assistants
• Portion of graduate students enrolled in at least some distance education

Credibility:

• Fully accredited
• Programmatic accreditation status
• Nonprofit status

Student Outcomes:

• Overall graduation rate
• Median earnings 10 years after graduation

Affordability:

• In-state graduate student tuition and fees
• Alternative tuition plans offered
• Median federal student loan debt
• Student loan default rate

We listed all four schools in the U.S. that met our ranking criteria.

Find our full list of methodologies here .

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Best Online Ph.D. Programs in Organizational Psychology

Should you enroll in an online ph.d. in organizational psychology program, accreditation for online ph.d. programs in industrial organizational psychology, how to find the right online ph.d. in organizational psychology for you, frequently asked questions (faqs) about online doctorates in organizational psychology, liberty university, the chicago school at los angeles, keiser university-ft lauderdale, adler university.

Program Tuition Rate

$595/credit

Percentage of Grad Students Enrolled in Distance Education

Overall Graduation Rate

Located in Lynchburg, Virginia, Liberty University enrolls more than 135,000 students, 97% of whom take at least some distance learning courses. The university’s online Ph.D. program in industrial-organizational psychology requires 60 credits, does not include in-person requirements and features multiple start dates throughout the year.

Program courses last for eight weeks each and cover the teaching of psychology and organizational behavior and development. Military students receive a significant tuition discount.

• Our Flexibility Rating: Learn on your schedule
• School Type: Private
• Application Fee: $50
• Degree Credit Requirements: 60 credits
• Program Enrollment Options: Full-time
• Example Major-Specific Courses: Teaching of psychology; organizational behavior and development
• Concentrations Available: N/A
• In-Person Requirements: No

$1,703/credit

Based out of Chicago with additional campuses in Los Angeles, Washington, D.C., and online, the Chicago School offers an online Ph.D. in business psychology with an industrial and organizational track. Bachelor’s degree holders in the program must complete 97 credits to graduate, while master’s degree holders must complete 61 credits.

The program includes an in-person residency requirement and an opportunity to complete an applied research project. The program takes three years to complete for master’s degree holders and five years to complete for students with bachelor’s degrees.

• Degree Credit Requirements: 61 credits (post-master’s) or 97 credits (post-bachelor’s)
• Example Major-Specific Courses: Statistics and lab; social psychology/behavioral economics
• In-Person Requirements: Yes, for an in-person residency

$15,856/semeste

Located in Fort Lauderdale, Florida, Keiser University features an online Ph.D. in industrial-organizational psychology that usually takes three to four years to complete. Classes last eight weeks, and Keiser delivers most online coursework asynchronously. Notable courses in the program’s 60-credit curriculum include personnel psychology and organizational psychology.

Distance learners must visit campus to complete two on-campus residencies over the course of their degree. Students can enter the program with a relevant bachelor’s or master’s degree.

• Application Fee: $55
• Example Major-Specific Courses: Personnel psychology, organizational psychology
• In-Person Requirements: Yes, for on-campus residencies

$924/credit

Based in Chicago with a satellite campus in Vancouver, British Columbia, Adler University also delivers several online programs, including a Ph.D. in industrial and organizational psychology. Post-bachelor’s students must complete 66 credits to graduate, which takes around three years.

One of the program’s main draws is its social justice practicum, during which online students dedicate eight to 10 hours per week for 200 total hours to a specific community site. Learners may complete the practicum in person or online.

• Our Flexibility Rating: Learn around your 9-to-5
• Application Fee: Free
• Degree Credit Requirements: 66 credits
• Example Major-Specific Courses: Statistics, social justice practicum

Pursuing any online degree, especially one as rigorous as a Ph.D., is a large undertaking, and distance learning may not suit all students. To determine if online college is for you, ask yourself a few key questions:

• What are your other commitments? Flexibility is arguably the main draw of online learning. If you’re juggling large responsibilities outside of school, you may want to prioritize asynchronous online programs, which do not have scheduled class times and offer maximum scheduling flexibility.
• What’s your budget? Distance learners often avoid certain costs associated with on-campus learning, including housing and transportation. Moreover, some public universities allow students who enroll only in online coursework to pay in-state or otherwise discounted tuition rates.
• How do you learn best? While online learning is generally more flexible and affordable than on-campus learning, it isn’t the right fit for everyone. Distance learning requires a great deal of discipline, organization and time management. If you need additional structure, perhaps in the form of a classroom or an in-person cohort, on-campus learning might provide a better fit.

There are two key types of college accreditation : institutional and programmatic.

Institutional accreditation applies to the whole school. The U.S. Department of Education (ED) and Council for Higher Education Accreditation (CHEA) oversee the agencies that handle institutional accreditation. These agencies vet schools for the quality of their finances, faculty, programs and student services, among other categories.

You should enroll only at institutionally accredited schools. Otherwise, you will be ineligible for federal student aid, and employers and credentialing bodies may not recognize your degree as valid. To check a school’s accreditation status, you can visit its website or check the directory on CHEA’s website .

Programmatic accreditation provides a similar vetting service for specific degree programs and departments. In psychology, keep an eye out for accreditation from the American Psychological Association (APA). To become a board-certified organizational psychologist in the U.S., you’ll need an APA-accredited doctorate.

Keep the following in mind as you survey your options for online organizational psychology doctoral programs.

Consider Your Future Goals

A Ph.D. in organizational psychology can lead to lucrative careers with high levels of responsibility in academia, research, management consulting, policy and human resources, among other fields. That said, every program is different, and it’s important to choose the option that best aligns with your goals and circumstances.

For example, consider each prospective program’s dissertation and field experience requirements. If you’re looking to pursue an academic career after earning your doctorate, you should complete a dissertation, which can give you research experience and help you get published. Alternatively, field experience can also prepare you for work in your area of interest, whether that’s consulting, policy or human resources.

If you want to become a board-certified industrial-organizational psychologist, you can earn that credential through the American Board of Organizational and Business Consulting Psychology after you finish your doctoral program.

Understand Your Expenses and Financing Options

Per-credit tuition rates for the qualifying programs in our guide range from $595 to $1,703. Credit requirements vary from around 60 (for master’s degree holders) to 90 (for bachelor’s graduates). As such, total tuition costs for the programs in our guide range from around $36,000 to $150,000.

To lower the cost of your education, you should fill out the Free Application for Federal Student Aid (FAFSA®). The FAFSA is your portal to federal student aid opportunities like loans, grants and scholarships. You can also seek aid through third parties like nonprofits, private organizations, private lenders and your future university.

On-campus Ph.D. programs sometimes provide stipends to graduate students who work as teaching assistants for undergraduate courses or assist professors with research. However, these opportunities aren’t always available to distance learners.

Is a Ph.D. in organizational psychology worth it?

It depends on your goals and circumstances. If you want to become board-certified as an organizational psychologist or pursue high-level roles in consulting or academia, a Ph.D. in the field is often worth it.

Is it possible to get a Ph.D. in psychology online?

Yes. We’ve ranked four qualifying schools that offer online Ph.D. programs in organizational psychology.

How long does a Ph.D. in industrial organizational psychology take?

Master’s degree holders can often finish a Ph.D. in industrial-organizational psychology in three years, while bachelor’s degree holders may need up to five years to finish. Dissertation requirements can also affect completion times.

Mikeie Reiland is a writer who has written features for Oxford American, Bitter Southerner, Gravy, and SB Nation, among other publications. He received a James Beard nomination for a feature he wrote in 2023.

Tepper School of Business

Ph.D. Program in Organizational Behavior and Theory

Interdisciplinary approach & methodological rigor.

Understanding human behavior in organizations and solving problems requires the integration of a variety of social science and related disciplines. A distinguishing feature of the Tepper School's OBT Ph.D. program is the broad interdisciplinary training it provides across an array of areas (e.g., psychology, sociology, economics, strategy, and computer and data science). Not only do OBT doctoral students interact with other students and faculty within the Tepper School of Business, through cross-registration in courses and participation in colloquia, OBT doctoral students also have opportunities to interact with students and faculty in departments such as Engineering and Public Policy, Human-Computer Interaction, Social and Decision Sciences, Psychology and a variety of departments at the University of Pittsburgh. A cornerstone of the OBT Ph.D. program is its methodological training and rigor. From computer science courses in machine learning and AI to courses in advanced statistical methods, students develop a deep understanding of analytical methods and tools.

Collaborative Culture

A small number of students are accepted into the group each year, with a total of about 10 OBT doctoral students in residence. Student-faculty relationships are close, which permits the tailoring of the program of study to fit the background and career goals of the individual.

Course of Study

Our program emphasizes preparation for careers in scholarly research, and graduates of the program usually pursue careers in academic or research institutions. During their course of study, students have the opportunity to engage with faculty in doctoral seminars and joint research, meet with visiting scholars, and interact with other faculty and students across campus. We prepare our graduates to be competitive on the academic job market by getting them involved in research from Day 1.  Program requirements include the successful completion of two research-based papers in the first and second years of the program, qualifying exams, a “minor” area requirement and a doctoral dissertation.  

Research Specializations

Diversity, inclusion, and human capital.

Diversity is at the core of many important organizational problems and many of our OBT faculty make important contributions to the growing knowledge base on diversity and its impact on individual, group, and organizational outcomes.

FACULTY RESEARCH INTERESTS

• Rosalind Chow: gender and promotion processes
• Oliver Hahl: gender, race, and cultural capital effects on supply and demand for human capital in markets (i.e., hiring and career outcomes)
• Denise Rousseau: the employment relationship, evidence-based management
• Catherine Shea: gender issues in management, advice seeking, interpersonal dynamics
• Laurie Weingart: gender and non-promotable tasks in the workplace, gender and negotiation, interdisciplinary teams
• Anita Williams Woolley: gender diversity, cognitive diversity and team collective intelligence

Ethics and Justice

Unethical and unjust behaviors are costly to organizations and society. The OBT group in the Tepper School has three members with expertise in the areas of business ethics and social justice (Aven, Chow, and Cohen). The Tepper School is also home to ethics scholar Tae Wan Kim, whose research takes philosophical perspectives on business ethics.

• Brandy Aven: relational attributes of fraud and corruption
• Rosalind Chow: perceptions of and responses to social inequality
• Taya Cohen: interpersonal misconduct, workplace deviance, moral character, guilt, shame, trust and trustworthiness
• Tae Wan Kim: artificial Intelligence ethics, future of work, business ethics

Groups and Teams

The OBT group in the Tepper School houses three scholars who are leaders in the areas of groups and teams (Argote, Weingart, and Woolley) and others whose work is directly relevant (Aven, Chow, Cohen, and Hahl). The Tepper School and Carnegie Mellon more broadly host several other faculty who work in this area (Carley, Kiesler, and Krackhardt). We regularly graduate students who conduct research on groups and teams.

• Linda Argote: learning, transactive memory and knowledge transfer within and between groups
• Brandy Aven: networked teams
• Rosalind Chow: power and status within/between groups, impacts of diversity on group functioning and performance
• Taya Cohen: cooperation and conflict within and between groups, pathways to status and leadership in groups
• Oliver Hahl: perceptions of status, authenticity and identity within/between groups
• Laurie Weingart: conflict in teams, multiparty negotiation, negotiation and group dynamics
• Anita Woolley: collective intelligence, team strategic orientation, team performance

Knowledge Transfer and Learning in a Technologically-Driven World

The OBT group in the Tepper School includes scholars whose work has been foundational to the field of organizational learning (Argote) and includes four other scholars who are substantially engaged in the growing body of work on knowledge transfer and learning (Aven, Hahl, Lee, and Woolley). Reflecting the Tepper School's focus on the intersection of business and technology, faculty research involves responses to rapid change, coordination of work distributed across time and place, organizational learning. Our work also connects to scholars working in related areas in Information Systems (Mukhopadhyay and Singh) and Economics (Epple) at the Tepper School, as well as researchers at Heinz (Krishnan), Engineering (Fuchs), and Computer Science (Carley, Dabbish, and Rose) at Carnegie Mellon, also conduct research relevant to learning.

• Linda Argote: transactive memory systems, knowledge transfer, organizational learning, the effects of technology on learning and knowledge transfer
• Brandy Aven: transactive memory systems, the effects of technology on networked systems for learning and knowledge transfer
• Oliver Hahl: learning and knowledge transfer, effect on firm performance
• Sunkee Lee: organizational learning, effect of the spatial design of workplaces and incentive systems on organizational learning, knowledge transfer, exploration vs. exploitation, learning from own and others’ experiences
• Anita Woolley: learning and collective intelligence in groups and organizations, increasing collective intelligence in human-computer systems

Networks and Organizations

Research on the formation and consequences of social networks in organizations and markets have become central to our understanding of how organizations and markets work. The OBT group in the Tepper School hosts four scholars who work on important areas related to the role of social networks in organizations (Argote, Aven, Hahl, and Shea). Researchers at Heinz (Krackhardt) and Computer Science (Carley) at Carnegie Mellon, also conduct research in areas that inform our knowledge of social networks as well as the methodologies employed to distinguish their antecedents and effects.

• Linda Argote: learning and knowledge transfer through social networks
• Brandy Aven: formation of social networks, persistence (or not) of social networks, learning and deviance within social networks, knowledge sharing in social networks
• Oliver Hahl: identity in social networks, perceptions of brokers in networks, organizational networks and individual performance
• David Krackhardt: social network analysis theories and methods, informal organizations
• Catherine Shea: social network cognition, network formation, experimental methods in social networks

Entrepreneurial and Organizational Strategy

The “Carnegie School” has long influenced research on strategy, particularly by looking at the microfoundations of strategic selection, implementation, and performance. The OBT group in the Tepper School hosts four scholars who work on important areas in firm strategy (Argote, Aven, Hahl, and Lee) that all tie back to the Carnegie School’s foundations in the Behavioral Theory of the Firm . Additionally, scholars in Economics and Marketing (Miller, Epple and Derdenger) at the Tepper School and in the Engineering and Public Policy school at Carnegie Mellon (Fuchs and Armanios) also collaborate in research with Tepper faculty and students research in areas that inform organizational theory, entrepreneurial strategy, firm strategy selection and implementation, and firm performance.

• Linda Argote: organizational learning and capability development, micro foundations of strategy and firm performance, behavioral theories of strategy
• Brandy Aven: entrepreneurial strategies, entrepreneurial teams, behavioral theories of entrepreneurship and strategy
• Oliver Hahl: identity-based strategies, categories, diversification, status and authenticity in markets, human capital management and firm performance, microfoundations of strategy and firm performance, behavioral theories of strategy
• Sunkee Lee: organization design, exploration/exploitation, incentives, spatial design, response to performance feedback, firm acquisition behavior and performance, microfoundations of strategy and firm performance, behavioral theories of strategy

P lease visit our Ph.D. Student Profiles page t o view the profiles of our current doctoral candidates.

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Questions about these requirements? See the contact info at the bottom of the page. 

Program of Study

The PhD degree in organizational behavior is a jointly offered program between the Harvard Kenneth C. Griffin Graduate School of Arts and Sciences and Harvard Business School.

Students will work with faculty in the Harvard Business School (HBS) and take classes within the Department of Sociology or the Department of Psychology within the Faculty of Arts and Sciences (FAS).

Each candidate’s program of study will be developed in consultation with the faculty chair of the program and the Doctoral Programs Office at HBS. The normal program is outlined below.

The First Two Years

Regular guidance through contact with faculty advisors is an essential component of doctoral education. Students should maintain close contact with their official advisor(s) throughout their enrollment in the program. Students are encouraged to develop informal advising relationships with several faculty members in addition to their official advisor. 

The first-year advisors provide aid during the initial stages of the program but do not necessarily advise the student throughout their studies. Students are matched with initial advisors based on their research interests. As students familiarize themselves with program faculty during coursework, research work, seminars/workshops, and other activities, they may change their official advisor(s) as their academic and research interests develop. During the early years of study, students should become acquainted with many program faculty members to identify advisors who share their research interests.

Micro-Organizational Behavior Track

• Two one-term courses in foundations of psychology
• Two additional one-term graduate-level courses in psychology
• One graduate-level elective course in the social sciences (“workshop” courses do not fulfill this requirement)
• Two term-length organizational behavior courses (HBS 4882 and 4880)
• Two courses in quantitative research methods (FAS courses; sequential courses)
• One course in qualitative research methods
• One course in research design
• Two one-term MBA Elective Curriculum courses (see below)

Sociology Track

• Two one-term courses on sociological theory (SOC 2204 and 2208)
• Two additional one-term graduate-level (200-level) sociology electives (“workshop” courses do not fulfill this requirement)
• Two term-length organizational behavior courses (HBS 4882 and 4880) 

All courses should be completed with a grade of B or better.

MBA Courses

All organizational behavior students are required to complete two MBA courses in HBS’ Elective Curriculum (EC) to help them identify managerially relevant research opportunities. Doctoral students will also benefit from learning with the MBA students in their courses who bring practical real-world perspectives to the classroom conversation. In addition, students will develop relationships with faculty instructors to discuss pedagogy and the integration of research in the classroom.  

Students may elect to complete one of the two MBA course requirements by participating as a teaching fellow (TF) in an MBA course. Students are eligible to TF in both Required Curriculum (RC) and EC courses. 

Additional requirements for doctoral students in MBA classes

In addition to completing all regularly assigned course requirements, organizational behavior students are required to meet with their MBA instructors at least twice during the term to discuss connections between course materials and research opportunities. Students will be responsible for setting an agenda and scheduling the meetings during faculty office hours.

Research Requirements

Research apprenticeship requirement  .

By the end of the second year of study, students should complete a research apprenticeship with a faculty member affiliated with the program. This research apprenticeship may or may not be a paid position; a typical time commitment would be approximately 100 hours of work. The research work performed during the research apprenticeship should involve the student in the formulation, design, and conduct of a research project in a substantial professional capacity. It should not be limited to routine research tasks typically performed by a “research assistant,” though it may involve some exposure to such work. Students should complete the research apprenticeship requirement not later than the end of the second year of study.

Qualifying Paper Requirement

Students must prepare a qualifying paper that makes a new contribution to knowledge in organizational behavior, social psychology, or sociology. It may (but need not) be based on work begun as part of the research apprenticeship, it may be based on a term paper developed in connection with coursework, or it may be based on a student’s independent research activities. Though the qualifying paper is prepared in conjunction with the advice of a faculty committee, it must be original work prepared principally by the student.

The qualifying paper may offer an original interpretation of existing facts, provide new facts in support or disconfirmation of existing interpretations, or both. Its length and quality should resemble that of a research paper suitable for submission for publication in some form. Indeed, the program’s aspiration is that students will submit their qualifying papers for publication upon completing this requirement.

The student should consult regularly with the chair and other committee members while planning and conducting the research for the qualifying paper and while writing the paper itself. It is typical for qualifying papers to undergo several cycles of revision before they are approved. The paper is acceptable when committee members agree that it is of sufficient quality to merit review for publication in some form, be it as a chapter in an edited work, a specialty journal, or a general journal in organizational behavior or a related discipline.  

The qualifying paper is supervised by a committee consisting of three faculty members, one of whom is designated as the committee chair. The chair will often, but need not necessarily, be a student’s official advisor in the program (see Advising above). Students are encouraged to form a committee in consultation with their advisor, and to include both HBS and FAS faculty among their committee members. Qualifying paper committees must include at least one member of the HBS faculty, and typically will include more than one. The qualifying paper committee needs to be formed and finalized no later than the end of September in the third year.

Students   should begin to work on the qualifying paper requirement by the second year of study.  To be considered in good standing, students should submit the qualifying paper for approval by the end of January in the third year of study. Students who do not complete the qualifying paper by the end of their third year of study are considered to be making unsatisfactory progress and may be withdrawn from the program.

RESEARCH APPRENTICESHIP REQUIREMENT 

By the end of the second year of study, students should complete a research apprenticeship with a faculty member affiliated with the program. This research apprenticeship may or may not be a paid position; a typical time commitment would be approximately 100 hours of work. The research work performed during the research apprenticeship should involve the student in the formulation, design, and conduct of a research project in a substantial professional capacity. It should not be limited to routine research tasks typically performed by a “research assistant,” though it may involve some exposure to such work. Students should complete the research apprenticeship requirement not later than the end of the second year of study. 

The student should consult regularly with the chair and other committee members while planning and conducting the research for the qualifying paper and while writing the paper itself. It is typical for qualifying papers to undergo several cycles of revision before they are approved. The paper is acceptable when committee members agree that it is of sufficient quality to merit review for publication in some form, be it as a chapter in an edited work, a specialty journal, or a general journal in organizational behavior or some related discipline.

Students should begin to work on the qualifying paper requirement by the second year of study. To be considered in good standing, the qualifying paper should be approved by the end of January in the third year of study. Students who do not complete the qualifying paper by the end of their third year of study are considered to be making unsatisfactory progress and may be withdrawn from the program.

Organizational behavior students on the sociology track should follow procedures for meeting the qualifying paper requirement for graduate students in sociology as outlined in the Committee on Higher Degrees Procedural Handbook from the Department of Sociology. The chair of the student’s qualifying paper committee must be a member of the sociology faculty, as must one other committee member. For organizational behavior students on the sociology track, the third member of the qualifying paper committee should be a member of the HBS faculty. Sociology track students may, at their discretion, enroll in the sociology department’s qualifying paper workshops (Sociology 310a and Sociology 310b) while working on their qualifying papers.  These workshops are not, however, required of sociology track organizational behavior students and do not satisfy departmental course requirements.

Examinations and Reviews

Organizational behavior (ob) examination.

This examination completes the student's preparation for work on the doctoral dissertation. The exam takes place in August after the first year. Students who fail the OB examination requirement may retake the exam one time; the exam requirement must be satisfied no later than the end of the student’s third year of study in the program. The organizational behavior examination requires students to demonstrate conceptual skill and knowledge of existing empirical findings and the ability to move back and forth between theory and practice. 

Third-year dossier review

Soon after completion of the qualifying paper, and in no case later than the end of the third year of study, students undergo a dossier review by a committee consisting of the student’s advisor, one member of the Policy and Admissions Committee (PAC), and one other faculty member. The members of the review committee are selected by the chair of the PAC after consultation with the student and the student’s official advisor.

Students submit a dossier consisting of their CV, qualifying paper, at least two other research papers prepared during their graduate studies at Harvard, and a brief (four-page maximum) statement indicating their plans for future research, including thoughts about their dissertation topic.  The additional papers in the dossier may be term papers prepared in connection with coursework, or papers based on independent research (e.g. prepared in conjunction with the research apprenticeship requirement or other work with faculty). Papers submitted for the dossier review may be coauthored, but the student should be the sole or first author of at least two of the papers submitted for the review.

After the committee reviews the dossier, its members meet with the student to discuss the papers submitted, the student’s future academic plans, plans for the dissertation, or any other matters pertinent to the student’s professional development. The review is intended as a constructive stocktaking of the work the student has conducted in the program to that point, and an occasion to discuss their progress toward meeting the program’s aspirations, as well as plans for proceeding through its final phases.

Upon completion of the dossier review, the student submits a signed Dossier Review form to the associate director for PhD programs in the HBS Doctoral Programs Office.

Students should be mindful from the beginning of their studies that they must present a dossier consisting of at least three papers for this review by the end of their third year of study.

Organizational Behavior Examination

This examination completes the student's preparation for work on the doctoral dissertation. It is usually taken after all doctoral coursework requirements have been completed, and may be completed at the end of the first or second year. Sociology track students often opt to complete as part of general examination. Students who fail the OB examination requirement may retake the exam one time; the exam must be satisfied no later than the end of the student’s third year of study in the program. The organizational behavior examination requires students to demonstrate conceptual skill and knowledge of existing empirical findings and the ability to move back and forth between theory and practice. 

Written general examination students on the sociology track take the written examination offered by the Department of Sociology following procedures and on the schedule set by the Department, as specified by its Committee on Higher Degrees (CHD) - see the  Committee on Higher Degrees Procedural Handbook .  The exam takes place in August after the first year. In place of one of the two optional areas of the exam, students are required to take the micro organizational behavior section.         

Students submit a dossier consisting of their CV, qualifying paper, at least two other research papers prepared during their graduate studies at Harvard, and a brief (four-page maximum) statement indicating their plans for future research, including thoughts about their dissertation topic. The additional papers in the dossier may be term papers prepared in connection with coursework, or papers based on independent research (e.g. prepared in conjunction with the research apprenticeship requirement or other work with faculty). Papers submitted for the dossier review may be coauthored, but the student should be the sole or first author of at least two of the papers submitted for the review.

After the committee reviews the dossier, its members meet with the student to discuss the papers submitted, the student’s future academic plans, plans for the dissertation, or any other matters pertinent to the student’s professional development. The review is intended as a constructive stocktaking of the work the student has conducted in the program to that point, and an occasion to discuss their progress toward meeting the program’s aspirations as well as plans for proceeding through its final phases.

Upon completion of the dossier review, the student submits a signed Dossier Review form to the associate director for PhD Programs in the HBS Doctoral Programs Office.

Research Seminar and Presentation

Starting in the second year, organizational behavior students are required to attend a weekly research seminar where students present their ideas, such as the Work, Organizations and Markets (WOM) seminar or the OB Lab.

Teaching Requirement

Students are required to complete a teaching engagement of one full academic term that includes at least 8 hours, or 3 class sessions, of front-of-class teaching experience and at least 16 hours of teaching preparation time. 

The Dissertation

The doctoral dissertation is the culminating event in the program through which the student develops a substantial original contribution to knowledge in the field of organizational behavior. Dissertations may take the form of an extended study of one topic, or a set of three or more related research papers. Students should consult with their advisors and with the PAC about the format of their dissertation. Dissertation requirements are identical for students on the micro-organizational behavior and sociology tracks of the program.

Prospectus and Dissertation Committee

The dissertation committees consist of a minimum of three faculty members, but larger committees are common.  

Micro-organizational behavior track committees are ordinarily chaired by a member of the HBS or FAS faculty, and students should consult the chair of their committee while choosing other members. Committees must include at least two Harvard faculty having ladder appointments, at least one of whom must be from HBS. Ideally, dissertation committees will include both HBS and FAS faculty. 

Appointments of non-ladder faculty or scholars outside Harvard as additional committee members require the approval of the chair of the PAC. Any subsequent changes in committee composition also must be approved by the chair of the PAC.

Sociology track committees must include at least one member from the HBS faculty and at least one from the FAS faculty. They are typically chaired by a member of either the HBS or the Sociology faculty, but in unusual circumstances, other Harvard faculty members may chair them with the approval of the chair of the PAC.

Students should consult the chair of their committee while choosing other members. Membership  of dissertation committees must be approved by the chair of the PAC. The prospectus committee continues as the student’s dissertation committee after the prospectus is approved. Any changes in committee composition that may be requested by the student or by a committee member must be approved by the chair of the PAC.

Once the prospectus is approved, the student should submit the prospectus approval form, countersigned by all committee members, to the associate director for PhD Programs of HBS Doctoral Programs at Wyss Hall. This provides protection for the candidate: if the work outlined in the prospectus is satisfactorily completed, the dissertation will be acceptable—even if the membership on the dissertation committee changes between the prospectus defense and the dissertation defense, e.g., because one or more members leave the University.

The student then conducts the dissertation research. During this process, they should keep all committee members abreast of developments, especially if they lead to substantial adjustments in the direction or scope of the dissertation work; such adjustments are relatively common. In some instances, interim meetings of the dissertation committee to discuss the progress and direction of the research may be held.

The Dissertation Defense

The dissertation defense is the culmination of the student’s work in the program and should be a celebration of the scholarly achievement and original contribution of the dissertation. The defense takes place before the candidate's dissertation committee and is open to all interested faculty and students.

Students who wish to receive their doctoral degrees at a given November, March, or May graduation must submit a complete draft of the dissertation to all members of their dissertation committee no later than six weeks prior to the Harvard Griffin GSAS filing deadline for that graduation. Students will be informed annually of these program deadlines.

After submitting the draft dissertation, the student must ascertain from members of the dissertation committee that the student may schedule the final defense. The committee may require that students make revisions to the draft, either prior to scheduling a defense or after the defense but before filing the approved dissertation with Harvard Griffin GSAS.

The student must arrange a mutually agreeable date, time, and location for the defense, allowing at least two hours for presentation, discussion, evaluation by the committee, and feedback to the student. It is the student’s responsibility that the dissertation defense be advertised widely and well in advance of the defense so that interested students and faculty will have the opportunity to arrange for their participation. The chair of the PAC and the Doctoral Programs Office at HBS must be informed of the scheduled time for the meeting, at least two weeks in advance.

The defense is chaired by the chair of the dissertation committee. It consists of a brief (roughly 20-minute) presentation of the dissertation by the candidate, followed by a period of questioning by the dissertation committee, and then general discussion and questions from all in attendance. The defense ends with an appropriate celebration of the candidate’s accomplishment.

The student must file appropriate forms, countersigned by all members of the dissertation committee, certifying the successful completion of the dissertation defense with the associate director for PhD Programs of HBS Doctoral Programs and with the Harvard Kenneth C. Griffin Graduate School of Arts and Sciences.

Contact Info 

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Harvard Business School Doctoral Programs Office [email protected] 617-495-6101

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Organizational Behavior

The Ph.D. program in organizational behavior is an interfaculty program offered by the Graduate School of Arts and Sciences (GSAS) at Harvard University and faculty at Harvard Business School (HBS). The program trains scholars who are able to draw on the concepts and methods of psychology and sociology in conducting research on behavior and management within complex organizations and prepares students for careers as researchers and teachers. Program graduates will be comfortable working either in disciplinary departments or in professional schools—especially schools of management.

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What we are looking for in applicants.

Our doctoral students come from a variety of backgrounds. Some have substantial work and professional experiences, or are recent MBA graduates, and others enter directly from undergraduate programs in the social sciences, business, engineering, and allied fields. Though not required, successful applicants often possess one or several of the following characteristics:

• Experience in the social sciences, e.g. through undergraduate or graduate coursework in anthropology, economics, political science, psychology, sociology or related fields
• Research experience, e.g. in the form of an honors or master’s thesis, or research assistant work
• Post baccalaureate work experience
• Evidence of quantitative or statistical skills, e.g., high quantitative test scores or advanced courses in mathematics, statistics, engineering or econometrics
• Relevant master’s degree

Program Requirements

• JOB MARKET CANDIDATES
• JOB PLACEMENT

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Learn more about our faculty, faculty journal publications & books.

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PhD in Organizational Behavior

Organizational behavior.

Our Organizational Behavior (OB) PhD Program prepares you to conduct high-impact research on a broad range of topics critical to businesses and managers. Since 2018, our students have secured job placements at many top research schools.

Our faculty have expertise in a wide range of research areas such as leadership (including ethical leadership), emotions, team dynamics, decision-making, motivation, power and influence, negotiations, employee well-being, creativity, voice, and cross-cultural issues. They use cutting-edge methodological approaches including lab experiments, experience sampling, meta-analyses and qualitative interviews.

Through your coursework and research alongside innovative, supportive and passionate faculty, you will learn the necessary skills to become a high-quality researcher and faculty member at a top research university.

While direct research experience is not required, familiarity with academic research in organizational behavior or psychology is a plus to ensure you are prepared for the rigors of conducting research.

We do not narrow our search to students who graduated from a “top” university or have achieved a specific score on a standardized test. We take a holistic approach. We aim to admit students who demonstrate passion for exploring organizational questions and the motivation to put in the work to learn the complex skills and methodological approaches needed to become a high-quality scholar.

We have found the most successful students are self-directed, enjoy problem-solving and are unafraid – if not excited – about digging into some of the most complex challenges facing organizations.

We look for students who are friendly, collaborative and seek a welcoming and intellectually stimulating academic environment.

We welcome potential applicants from all experiences and backgrounds. The UNC Kenan-Flagler OB PhD Program prides itself on a diverse and inclusive student body. Our thriving and collaborative culture (both with faculty and between students) is a focal point to our department. Join us!

Typical course schedule by year

During the first two years of the PhD Program, you will focus on coursework that develops the tools you need to produce high-quality research. Sample classes include:

• Introduction to Organizational Behavior
• Introduction to Social Psychology
• Research Methods
• Dependent Variables
• Groups and Teams
• Interpersonal Processes
• Negotiation, Conflict and Diversity

After the second year, you are required to successfully complete comprehensive exams which covers all of the OB and leadership courses you take in the first two years of the PhD Program.

• Complete a third-year paper
• Full-time research
• Dissertation and oral defense are expected prior to the end of your fifth year.
• Prepare for the job market

We encourage you to attend bi-weekly brown bag lunches organized by PhD students as well as our field’s annual conference – The Academy of Management.

We believe the best scholars are crafted through impactful mentoring relationships. When you begin the program, you will be assigned to one (or two) faculty members with overlapping research interests. These advising relationships are aimed at being both professionally and personally productive for you. From day one you will begin working on research projects (whether self-directed or ongoing faculty projects) alongside these faculty members as they seek to teach you the skills you need to conduct high-quality work and develop your own research identity.

If you ask a UNC Kenan-Flagler OB student the classic question “Who do you work with?” be prepared for a long answer involving multiple faculty. We encourage our students to work with several faculty members to take advantage of the diverse skill sets, theoretical perspectives and research approaches they offer. These collaborations happen informally as you progress and grow within the program and give you flexibility and breadth of resources as you pursue your research passions.

As part of our larger mission to make academia an inclusive place where people of all identities and life experiences can thrive, we view it as a moral imperative to foster a diverse PhD student body that represents the next generation of scholars.

Ensuring that all feel welcome to pursue a doctoral degree is not only the right thing to do – it also is important for producing better science. Identities and life experiences shape the questions that we ask about the world and the knowledge that we produce.

We believe that our understanding of organizational behavior is incomplete if our scholarly community does not reflect the rich diversity of identities, experiences and perspectives that are found in the broader population. Inviting people of all walks of life to enter into our intellectual community can therefore result in better scholarship because it opens the door for new questions to be asked and new truths to be uncovered.

We strive to be a community where every student feels supported in their scholarly journey. We encourage all interested individuals to apply to the program, especially those who belong to historically underrepresented populations. We look forward to learning from you and welcoming you!

View our current Organizational Behavior PhD students .

Related Research

Ashamed to take a break.

UNC Kenan-Flagler researchers show that employees feeling bad that they took breaks can lead to unethical, costly behavior.

You can be too careful

Researchers show what happens when leaders focus too much on preventing errors.

What’s race got to do with it?

Research shows that Black women negotiators receive more favorable offers and outcomes compared with white women and Black men.

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Students in our PhD programs are encouraged from day one to think of this experience as their first job in business academia—a training ground for a challenging and rewarding career generating rigorous, relevant research that influences practice.

Our doctoral students work with faculty and access resources throughout HBS and Harvard University. The PhD program curriculum requires coursework at HBS and other Harvard discipline departments, and with HBS and Harvard faculty on advisory committees. Faculty throughout Harvard guide the programs through their participation on advisory committees.

How do I know which program is right for me?

There are many paths, but we are one HBS. Our PhD students draw on diverse personal and professional backgrounds to pursue an ever-expanding range of research topics. Explore more here about each program’s requirements & curriculum, read student profiles for each discipline as well as student research , and placement information.

The PhD in Business Administration grounds students in the disciplinary theories and research methods that form the foundation of an academic career. Jointly administered by HBS and GSAS, the program has four areas of study: Accounting and Management , Marketing , Strategy , and Technology and Operations Management . All areas of study involve roughly two years of coursework culminating in a field exam. The remaining years of the program are spent conducting independent research, working on co-authored publications, and writing the dissertation. Students join these programs from a wide range of backgrounds, from consulting to engineering. Many applicants possess liberal arts degrees, as there is not a requirement to possess a business degree before joining the program

The PhD in Business Economics provides students the opportunity to study in both Harvard’s world-class Economics Department and Harvard Business School. Throughout the program, coursework includes exploration of microeconomic theory, macroeconomic theory, probability and statistics, and econometrics. While some students join the Business Economics program directly from undergraduate or masters programs, others have worked in economic consulting firms or as research assistants at universities or intergovernmental organizations.

The PhD program in Health Policy (Management) is rooted in data-driven research on the managerial, operational, and strategic issues facing a wide range of organizations. Coursework includes the study of microeconomic theory, management, research methods, and statistics. The backgrounds of students in this program are quite varied, with some coming from public health or the healthcare industry, while others arrive at the program with a background in disciplinary research

The PhD program in Organizational Behavior offers two tracks: either a micro or macro approach. In the micro track, students focus on the study of interpersonal relationships within organizations and the effects that groups have on individuals. Students in the macro track use sociological methods to examine organizations, groups, and markets as a whole, including topics such as the influence of individuals on organizational change, or the relationship between social missions and financial objectives. Jointly administered by HBS and GSAS, the program includes core disciplinary training in sociology or psychology, as well as additional coursework in organizational behavior.

Accounting & Management  

Business economics  , health policy (management)  , marketing  , organizational behavior  , strategy  , technology & operations management  .

PhD, Organizational Behavior Program

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• PhD, Organizational Behavior

Who's It For?

Students graduating with a PhD in Organizational Behavior from this program have received valuable initial placements at schools including Louisiana State University, San Francisco State University, University of Missouri, and the University of Hong Kong. 

Program Type Doctoral

Location On Campus

Time Commitment Full Time

Start Date August

Learn More About Our Program

For further information about Miami Herbert's PhD in Business Administration specializing in Organizational Behavior, click here.

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Research and Teaching

A typical student pursuing the PhD in Organizational Behavior would take the following core courses during the first two years of the program: Organizational Behavior, Individual & Interpersonal Processes, Leadership & Group Processes, Research Methods, Strategic Management, and Social Psychology.

All students in the PhD in Business also complete a core curriculum. Follow the link below for details.

Chester A. Schriesheim

Cecily D. Cooper

Terri A. Scandura

Linda L. Neider

Meet your program coordinator.

Related Programs

PhD in Management Science Program

PhD in Operations Management Program

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Ph.D. in Organizational Behavior

Program information.

The doctoral program in organizational behavior (OB) prepares students for success in research universities as faculty members specializing in organizational behavior. The field of OB seeks to develop knowledge of how individuals and groups think, feel and behave in organizational settings and to apply that knowledge to foster effective management of individuals in work settings. Its origins include psychology, sociology, and anthropology. 

Key research areas within the discipline include employee well-being, work design, teams, decision-making, ethics, emotions, leadership, careers, individual differences, motivation, creativity and innovation, organizational change, culture, and cross-cultural differences. 

Application deadlines

Priority: December 15

Final: January 10

• Application requirements

Key research areas within the discipline include employee well-being, work design, teams, decision-making, ethics, emotions, leadership, careers, individual differences, motivation, creativity and innovation, organizational change, culture, and cross-cultural differences.

Part of our mission is to develop effective teachers. To that end, all doctoral students are required to teach at least two sections as independent instructors. The school and university prepare and reward doctoral students for excellence in teaching through various programs and awards.

Program details

View degree requirements and a detailed list of courses in the KU Academic Catalog .

Organizational Behavior core courses note : BE 917: Business Economics, is preferred. Students coming into the program directly from an undergraduate degree may consider substituting BE 701: Business Economics, or ECON 700: Survey of Microeconomics. In the event a student has taken a graduate economics course prior to enrolling as a KU doctoral student, she/he may waive the requirement and substitute either an elective doctoral content course or a statistics/research methods course for this requirement.

• Comprehensive exams
• Dissertation proposal
• Dissertation defense

Some students can complete the program in four years.

Program faculty

• Associate Professor
• Management and Entrepreneurship academic area

• Assistant Professor

Organizational behavior doctoral students

MBA applications are open! First deadline: October 14.

Enter a Search Term

Organizational behavior ph.d., earn a ph.d. in business and a major concentration in organizational behavior.

The Ph.D. In Business and a Major Concentration in Organizational Behavior* prepares students to research fundamental questions about complex organizations as well as the groups and individuals that behave within them, drawing from both psychological and sociological perspectives. Students pursue high-quality research, at multiple levels of analysis, to advance theoretical understanding of the interdisciplinary behavior of organizations, the environments that shape their behaviors, and the psychological and sociological mechanisms that explain them.

A distinguishing feature of the OB Ph.D. program is its broad interdisciplinary training and focus on both “micro” and “macro” organizational behavior. Students are expected to develop proficiency in both areas but may pursue research that draws from either or both approaches. The field of organizational behavior addresses fundamental topics in contemporary organizations that covers the who (e.g., diversity, individual differences, leadership, teams), the how (e.g., networks, power and influence), the why (e.g., affect, cognition, motivation, trust), and the what (e.g., creativity and innovation, employee wellbeing, ethical decision makings, organizational change, performance, social justice and equity) of organizational life.

The main goal of the organizational behavior doctoral program is to train students to do high-quality research in OB and to prepare them for careers as professors of organizational behavior at top academic, research-focused institutions. To achieve this goal, Ph.D. students are required to take courses in organizational behavior, research methods, statistics, as well as disciplinary elective courses in areas such as psychology, sociology, political science and economics. They will also conduct original research and write research papers examining important and relevant issues in organizational behavior. Students are expected to become active in research at the inception of the program and learn through both formal coursework and informal mentorship. The program also has a teaching requirement to prepare students for the teaching responsibilities typical at a top research university.

Organizational Behavior Area Advisor

Daan van Knippenberg

Recruiting for fall 2024.

The Ph.D. in Business and a Major Concentration in Organizational Behavior will begin accepting applications August 1st for Fall 2024 matriculation. The application deadline is December 15, 2023.

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PhD in Business Administration with a Specialization in Organizational Behavior

You are here.

The Organizational Behavior (OB) doctoral program is a research-based program where students work with world-renowned scholars to build skills that will prepare them for impactful careers as professors in leadership, management, and organizational behavior at business schools.

Overall, the doctoral program places a heavy emphasis on training students through active engagement in the research process. Students develop a strong foundation in research methods and statistics, while closely collaborating with multiple faculty members on research projects.

General details about the curriculum, requirements, and structure of the  program can be found here . Please be aware this document is not an exhaustive list of the requirements for the program.

Program Faculty

Led by Program Director Sabrina Volpone, our award-winning and renowned OB faculty have presented at the White House and are published experts on topics like:

Affect and Emotions

Effective leadership and teamwork

Effectiveness of diversity, equity, and inclusion

Justice and leadership

Latent change score modeling

Race and gender bias

Trust in various social interactions

Workforce diversity and identity management

Workplace emotion and mental health

Russell Cropanzano

David Hekman

Associate Professor

Stefanie Johnson

Dejun “Tony” Kong

Christina Lacerenza

Assistant Professor

Rebecca Mitchell

Sabrina Volpone

Associate Professor • Organizational Behavior PhD Program Director

Program Graduates

The PhD program prepares students to be researchers and teachers at major universities. See where our graduates started their careers and published research.

• Publications
• Liza Barnes   PhD: 2023 Placement: Drexel University Dissertation: A Multi-Perspective Exploration of Employee Medical Leaves of Absence  
• Jessi Rivin PhD: 2023 Placement: San Diego State University Dissertation: Dynamics Between Mental Health and Curiosity in Employee Well-Being  
• Brittany Lambert PhD: 2021 Placement: Indiana University, Bloomington Dissertation: An Exploration of Gender and Mental Health in Traditional and Non-Traditional Work Environments  
• Victor Marsh PhD: 2021 Placement: University of Toronto Dissertation: Diversity Practice Innovation: Design Processes and Employee Perception  
• Hunter Phoenix Van Wagoner PhD: 2021 Placement: California State University, Fullerton Dissertation: An Affective Events Theory Perspective on Mental Health in The Workplace  
• Jessica Kirk PhD: 2019 Placement: University of Memphis Dissertation: Gender Dynamics in the Workplace: A Nuanced Look at Gender Bias and How to Mitigate It  
• Elsa Chan PhD: 2017 Placement: City University of Hong Kong Dissertation: Virtues in organizations: An examination of humility and compassion in leadership and entrepreneurship
• Jenni Dinger  PhD: 2015 Placement: Indiana University Dissertation: An Examination of How Community Social Identity Motivates Crowdfunding of Entrepreneurs and Entrepreneurial Rebuilding after Natural  
• Shayne Kiefer  PhD: 2013 Placement: U.S. Air Force Academy Dissertation: Predicting and Examining Links Between IPO Hype, Managerial Expectations, and Firm Outcomes  
• Daniel Lerner  PhD: 2013 Placement: University of Deusto, Spain Dissertation: Opportunity Pursuit and the Disinhibition Paradox  
• Marilyn Uy  PhD: 2009 Placement: University of Victoria, Canada Dissertation: Nanyang Technological University, Singapore Dissertation: The Roller Coaster Ride: Affective Influences in Entrepreneurial Efforts

Reed, R., Van Wagoner, H. P.,  Cropanzano, R., & Jennings, T. (in press). Assessing the efficacy of online learning in disparate business subjects: Lessons from distributed practice and social learning theory.  Journal of Management Education.  https://doi.org/10.1177/10525629231178916

Volpone, S. D.,  Decker, M.  , &  Reed, R.  (in press). When breaking news breaks class plans: Navigating class discussions when diversity topics are in the news. In O. Holmes, IV (Ed.).  Championing diversity, equity, and inclusion: Effective strategies to lead, teach, and consult across disciplines and demographics.  Palgrave Macmillan Publishing.  

Volpone, S. D., Macoukji, F. G.,  Ragaglia, R. , & Lyons, B. J. (in press). Overcoming biases across the human resource management lifecycle for individuals with a criminal record. In N. C. Jones Young & J. Griffith (Eds.).  Employing our returning citizens: An employer-centric view.  Palgrave Macmillan Publishing.  

Cropanzano, R.,  Keplinger, K., Lambert, B. K.,  Caza, B., & Ashford, S. J. (2023). The organizational psychology of gig work: An integrative conceptual review.  Journal of Applied Psychology, 108  (3), 492–519.  https://doi.org/10.1037/apl0001029

Barnes, L.Y. , Freidin, H., Hoyt Hendricks, H., Pletneva, L., Rocheville, K. (2022). Grief at the Work-Life Interface. Academy of Management Proceedings 2022 (1), 14505. https://doi.org/10.5465/AMBPP.2022.14505symposium

Cropanzano, R., Skarlicki, D., Nadisic, T., Fortin, M.,  Van Wagoner, P.,  &  Keplinger, K.  (2022). When manager become Robin Hoods: A mixed method investigation.  Business Ethics Quarterly, 32  (2), 209-242. https://doi.org/10.1017/beq.2021.16

Hekman, D.R., Cropanzano, R., Chan, E., Kirk, J.F. , Lamb, M., 2022. How illegitimate pay inequality leads to worse performance via aggression and coworker devaluing. Academy of Management Proceedings. Seattle, WA. 1: 15045. 

Kirk, J.F. , Hekman, D.R., Chan, E.T. , Foo, M.D. 2022. Public Negative Labeling Effects on Team Interaction and Performance. Small Group Research. First Published April 6, 2022 online. http://doi.org/10.1177/10464964221082516

Hekman, D.R., Van Wagoner, P. , Owens, B., Mitchell, T.R., Holtom, B., Lee, T.M, Dinger, J. 2022. An Examination of Whether and How Prevention Climate Alters the Influence of Turnover on Performance. Journal of Management. 48: 542-570. https://doi.org/10.1177/0149206320978451 

Barnes , L.Y., Bhattacharyya, B., Brauer, M., Desjardins, C., Follmer, K. (2021). Novel Advances on Poorly Understood Challenges Women Face at Work. Academy of Management Proceedings 2021 (1), 15670 . https://doi.org/10.5465/AMBPP.2021.15670symposium

Barnes , L.Y., Colella, A., Greenberg, D. Lacerenza, C.N., Longmire, N., Oelberger, C., Rosado-Solomon, E., McDaniel Sumpter, D., Vogus, T., Volpone, S.D. (2021). With or without you: Relationships and taking stock of their influence on work identity. Academy of Management Proceedings 2021 (1), 15691. https://doi.org/10.5465/AMBPP.2021.15691symposium

Maynard, M.T., S. Conroy, S., Lacerenza, C.N., Barnes, L.Y. (2021). Teams in the wild are not extinct, but challenging to research: A guide for conducting impactful team field research with 10 recommendations and 10 best practices. Organizational Psychology Review. https://doi.org/10.1177/2041386620986597

Barnes , L.Y., Draga, S., Long, D.M., Maitlis, S., Ruttan, R.L. (2020). Navigating Distress: Exploring How People Make Sense of Negative Emotions in Everyday Workplaces. Academy of Management Proceedings 2020 (1), 14075.  https://doi.org/10.5465/AMBPP.2020.14075symposium

Cropanzano, R., Johnson, S. K., &  Lambert, B. K.  (2020). Leadership, affect, and emotion in work organizations. In L-Q. Yang, R. Cropanzano, C. Daus, & V. Martinéz (Eds.),  Cambridge handbook of workplace affect and emotion  (pp. 229-243) .  Cambridge University Press. 

Dinger, J. , Conger, M., Hekman, D.R., Bustamante, C. 2020. Somebody That I Used to Know: The Immediate and Long-Term Effects of Social Identity in Post-disaster Business Communities. Journal of Business Ethics. 166: 115–141. https://doi.org/10.1007/s10551-019-04131-w 

Evans, J.B., Slaughter, J.E., Ellis, A.P.J., Rivin, J.M. (2020). Gender and the evaluation of humor at work. Journal of Applied Psychology 104 (8), 1077. https://doi.org/10.1037/apl0000395  

Fortin, M., Cropanzano, R., Cugueró-Escofet, N., Nadisic, T., &  Van Wagoner, H. (2020). How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice.  Human Relations, 73  (12) ,  1632-1663.  https://doi.org/10.1177/0018726719875497

Cropanzano, R., Ambrose, M. A., &  Van Waggoner, H. P.  (2019).  Organizational justice and workplace emotion.  In E. A. Lind (Ed.),  Social psychology and justice  (pp. 243-283) .  Routledge. 

Johnson, S.K., Keplinger, K., Kirk, J.F., Barnes, L.Y. (2019). Has Sexual Harassment at Work Decreased Since #MeToo? Harvard Business Review. https://hbr.org/2019/07/has-sexual-harassment-at-work-decreased-since-metoo

Keplinger, K., Johnson, S.K., Kirk, J.F., Barnes, L.Y. (2019). Women at work: Changes in sexual harassment between September 2016 and September 2018. PloS one 14 (7), e0218313. https://doi.org/10.1371/journal.pone.0218313

Van Wagoner, P., Embry, E ., Barnes, L.Y., Rivin, J.M., Rick Reed, R . Hekman, D.R., Volpone, S.D., & Johnson, S.K. 2019. Leveraging Diversity to Enhance Inclusion Efforts for Team Processes and Outcomes. Academy of Management Proceedings. Boston, August 2019. https://doi.org/10.5465/AMBPP.2019.15302abstract 

Becker, W. J., Cropanzano, R.,  Van Wagoner, H. P.,  &  Keplinger, K.  (2018). Emotional labor within teams: Outcomes of individual and peer emotional labor of perceived team support, extra-role behavior, and turnover intentions.  Group and Organization Management, 43  (1) ,  38-71.  https://doi.org/10.1177/1059601117707608  [Included in the Editor’s Choice Collection.]

Cropanzano, R.,  Kirk, J., F.,  & Discorfano, S. M. (2017). Organizational justice. In S. G. Rogelberg (Ed.),  Encyclopedia of Industrial/Organizational Psychology  (2 nd  Ed., pp. 1118-1122). Sage Publications.

Hekman, D.R., Johnson, S.K. Foo, M.D. & Yang, W. 2017. Does diversity-valuing behavior result in diminished performance ratings for nonwhite and female leaders? Academy of Management Journal. 60: 771-797. Also summarized and included in the Women and Public Policy Program's Gender Action Portal (GAP – gap.hks.harvard.edu) Highlighted in the following media outlets: • CNN, March 24, 2016 • The Atlantic, April 4, 2016 • Huffington Post, March, 29, 2016 • Fivethirtyeight.com, March 25, 2016 

Hekman, D.R., Johnson, S.K., Cropanzano, R., Kirk, J. , Chan, E., Lamb, M. 2016. How Executive Pay Leads to Racial and Gender Bias, Aggression and Worse Executive Performance. Academy of Management Proceedings. Anaheim, August 2019. 

Johnson, S.K., Hekman, D.R., & Chan, E.T. 2016. If There’s Only One Woman in Your Candidate Pool, There’s Statistically No Chance She’ll Be Hired. Harvard Business Review. April 26, 2016.  https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired

York, J., Vedula, S., Conger, M. , Hekman, D.R. (2016) Green to Gone: How Institutional Logics Impact the Survival of Social Entrepreneurs. Frontiers of Entrepreneurship Research: Vol. 36 : Iss. 15, Article 4. 

Cropanzano, R., Fortin, M., &  Kirk, J. F.  (2015). How do we know when we are treated fairly? Justice rules and fairness judgments. In M. R. Buckley, A. R. Wheeler, & J. R. B. Halbesleben (Eds.),  Research in Personnel and Human Resources Management  (Vol. 33, pp. 279-350). Emerald Publishing. 

Van den Bos, K., Cropanzano, R.,  Kirk, J.,  Jasso, G., & Okimoto, T. G. (2015). Expanding the horizons of social justice research: Three essays on justice theory.  Social Justice Research, 28  (2) ,  229-246.  https://doi.org/10.1007/s11211-015-0237-7

Learn more about

Research requirements

Teaching Requirements

Organizational Behavior

PhD in Psychology

Doctoral research in Organizational Behavior prepares graduates to implement organizational theory and research in order to achieve organizational effectiveness and improve individual work life.

Program Highlights

• All Organizational Behavior research graduate students are encouraged to gain practical experience through projects, internships, or jobs, often at CGU’s research centers and affiliates, such as the Claremont Evaluation Center or the Health Psychology and Prevention Science Institute.
• All Organizational Behavior research students who request financial aid receive fellowships. DBOS also regularly hires students for paid teaching assistantships.
• DBOS offers a certificate program and professional development workshops in Evaluation & Applied Methods for those seeking continuing education.

Program At-a-glance

required units

degree awarded

Spring, Fall

program start

5-7 years | full time*

estimated completion time

Where You Can Find Our Alumni

Centre For Addiction & Mental Health

Vanderbilt University

Graduate Fellow

Lanterman Development Center

Chair of Psychology

The Advocacy and Learning Associates

CEO and Owner

University of Georgia

Executive Director and Professor

Davidson Consulting Ltd.

Evaluation and Organizational Consultant

Delaware Division of Alcohol and Drug Services

Deputy Director

Loma Linda University

Associate Professor of Nursing and Psychology

U.S. Department of State

Foreign Affairs Officer

Michelle Bligh

Executive Vice President & Provost Professor of Organizational Behavior

Research Interests

Leadership, Organizational Culture, Charismatic Leadership

William Crano

Stuart Oskamp Chair of Psychology

Social Influence, Effects of persuasive information on drug addiction and HIV/AIDS, Minority and majority relationships to health information

Stewart I. Donaldson

Distinguished University Professor Executive Director, Claremont Evaluation Center Executive Director, The Evaluators' Institute (TEI)

Positive Organizational Psychology, Health/Well-Being & Positive Functioning Across Cultures, Program Design & Re-Design, Culturally Responsive Theory-Driven Measurement & Evaluation

Stephen Gilliland

University Professor

Organizational Justice, Employee Attitudes and Motivation, Leadership

M. Gloria González-Morales

Associate Professor of Psychology Director, Center for Academic & Faculty Excellence

Work stress; work-life issues; workplace victimization and incivility; relational practices and cultures; diversity; positive organizational interventions to enhance well-being and performance.

Michael Hogg

Professor of Social Psychology

Self and Social Identity; Intergroup Relations and Group Processes; Influence and Leadership; Uncertainty, Radicalization and Extremism

Jean Lipman-Blumen

Professor of Organizational Behavior Former Thornton F. Bradshaw Professor of Public Policy

Achieving styles, Crisis management, Gender roles, Leadership, Organizational behavior

Jeanne Nakamura

Associate Professor Director, Quality of Life Research Center

Engagement, Mentoring, Positive Aging

Becky Reichard

Full Professor

Development of those not typically represented in leadership roles (e.g., women, BIPOC, LGBTQ+), Psychological mechanisms underlying the process of leader development (e.g., feedback, goal striving, self-views, implicit theories, leader development readiness), Development of leadership through experiences outside of the work context (e.g., global, sports, volunteering, crisis)

Paul J. Zak

Professor of Economic Sciences, Psychology & Management Director, Center for Neuroeconomics Studies

Neuroeconomics, Neuroscience of Narratives, Neuromanagement

Extended Faculty

Claremont McKenna College

Jennifer Feitosa

Culture, Diversity, Organizational Psychology, Statistics, Teams, Teamwork, Workplace Issues and Trends

Allen Omoto

Pitzer College

Social psychology; volunteerism and prosocial action; environmental concerns; lesbian, gay, bisexual, and transgender issues; sense of community; civic engagement and civil society

Ronald Riggio

Human resources management, innovation, leadership, Non-verbal communication, organizational psychology

Organizational Behavior Core Courses (16 units) Doctoral Seminar in Organizational Behavior (4 units) Doctoral Seminar in Organizational Theory (4 units) Doctoral Seminar in Organizational Development & Change (4 units) Advanced Topics in Organizational Behavior (4 units)

Organizational Behavior & Related Electives (32 units) Students are often encouraged to take elective courses in the School of Educational Studies, the Drucker School of Management, the Division of Politics & Economics, the Center for Information Systems & Technology, the School of Arts & Humanities, and the Institute of Mathematical Sciences.

Statistics & Methodology (20 units) Research Methods (4 units) Directed Research Seminar: Organizational Behavior (two 2-unit courses) Intermediate Statistics (2 units) Analysis of Variance (ANOVA) (2 units) Applied Multiple Regression (2 units) Categorical Data Analysis (2 units) PSYCH 315 Sequence: 4 additional units of Advanced Methodology

Field/Teaching Experience (4 units) Supervised Teaching Seminar (4 units) or Field Placement (4 units)

Transdisciplinary Core Course (4 units) All PhD students are required to enroll in a transdisciplinary core course from the “TNDY” course sequence during their first three semesters at Claremont Graduate University.

Portfolio In addition to 72 units of coursework, all students must complete a portfolio that represents a cohesive set of experiences balancing training in their area of specialization.

PhD Completion

• PhD qualifying exam
• Dissertation proposal
• Dissertation and oral defense

In the Field Opportunities Under the supervision of professionals with expertise in your particular areas of interest, you can participate in fieldwork, research, and paid internships at a range of corporations and organizations, including:

• Southern California Edison Company
• Kaiser Permanente
• Orange County Rapid Transit District
• Riverside County Department of Mental Health
• Claremont Evaluation Center
• Institute for Research on Social Issues

Application Guidelines

Key Dates & Deadlines

CGU operates on a priority deadline cycle. Applicants are strongly encouraged to submit complete applications by the priority dates in order to assure maximum consideration for both admission and fellowships.

Once the priority deadlines have passed, the University will continue to review applications for qualified candidates on a competitive, space-available basis. The final deadlines listed are the last date the University can accept an application in order to allow sufficient time to complete the admissions, financial aid, and other enrollment processes.

Spring 2025 Priority Deadline – November 1, 2024 Final Deadline (International) – November 15, 2024 Final Deadline (Domestic) – December 1, 2024 Classes begin – January 21, 2025

Fall 2025 Priority Deadline – February 1, 2025 Final Deadline (International) – July 5, 2025 Final Deadline (Domestic) – August 1, 2025 Classes begin – August 25, 2025

Tuition and Fees

Estimated tuition (california residents, non-residents, international).

*Based on 2024-2025 tuition rates.

STUDENT FEES (PER SEMESTER)

For estimates of room & board, books, etc., please download CGU’s  Cost of Attendance 2024-2025 .

Review General Costs

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Organizational Behavior

About the Program

The PhD in Organizational Behavior at Weatherhead School of Management was one of the first of its kind—and that innovative spirit runs throughout our program today. Here, you’ll take interdisciplinary courses on topics ranging from psychology to management science to the organizational dimensions of global sustainability and change. And while you pursue your studies, your tuition will be waived through a teaching or research assistantship, allowing you to gain hands-on experience in your future profession without worrying about student loans. Your rigorous (and fulfilling) research regimen, statistical skills, and desire to effect change will prepare you for positions at leading universities, top research institutions, executive coaching firms, instructional development companies and more. 

Student Resources

Whether you’re looking for information about education abroad opportunities, have questions about visas, or are interested in international opportunities on campus, these quicklinks will help you quickly navigate some of the key resources our website offers for students.

What to Expect

Your coursework will be split into dynamic, five-week modules on organizational behavior and related concepts plus departmental research specialties. This foundation sets you up for your own research pursuits, starting off with an integrative scholarship paper you’ll submit for a conference presentation or send to a journal for consideration. Then you’ll conduct a pilot study in your second year, giving an in-depth analysis of your chosen topic, which ideally leads into your dissertation—your main focus while you’re here. During your dissertation research, you also might choose to do extra independent projects to delve further into your chosen specialty. Former projects have combined organizational behavior with social work, political science, anthropology and even medical disciplines.

If you want to expand your studies a bit, you can earn the Appreciative Inquiry Certificate and the Hay Group’s Emotional and Social Competence Inventory Certification for added professional development and emotional intelligence training.  

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Beyond the classroom.

Present your findings near and far—at the ORBH Research Seminar, Research ShowCASE, Organizational Behavior Teaching Conference and other conferences. Faculty will be there to mentor you, guiding you through the submission and presentation processes. You can add to this coaching relationship through the Coaching Research Laboratory , which exists to help and inspire others by conducting and sharing coaching research. This is an opportunity for you to network with organizational powerhouses and, most importantly, grow as a leader. 

You’ll then grow as a changemaker at the Fowler Center for Business as an Agent of World Benefit . Here, you’ll work on research and projects that have far-reaching impact on the improvement of the business community, participating in experiential learning in addition to understanding theoretical approaches.

By the Numbers

tuition coverage, including a monthly stipend

university in the country, U.S. News & World Report

research university in the U.S., The Center for Measuring University Performance 

most innovative universities, Reuters

publications from the Coaching Research Laboratory in the last 10 years

Admission Requirements

Our program thrives when we have students with diverse perspectives and a range of educational, professional and life experiences. We look forward to learning more about you!

The application process requires:

• Online application , including statement of objectives/research interests and a writing sample such as a class report or proposal (approximately 5–10 pages long)
• $50 application fee
• Bachelor’s and/or master’s degree from an accredited institution (either already complete, or will be complete before you enroll)
• Unofficial transcripts
• Current resume/CV
• Test scores for GMAT or GRE
• Three letters of recommendation
• International applicants: Results of TOEFL, IELTS or PTE  

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The Organisatio…

The Organisational Behaviour PhD pathway

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Organisational Behaviour (OB) is an applied science aimed at understanding individuals and groups in organisations by drawing from various related disciplines such as social and organisational psychology, behavioural economics, and management. OB researchers adopt a micro-perspective, looking into individual psychology and behaviour as well as group processes and emergent states, to understand how they contribute to organisational success and survival.

The Organisational Behaviour faculty at Cambridge Judge comprise some of the leading OB scholars in the world. Their research encompasses a range of topics, including creativity, innovation, psychometrics, big data, the future of work, human-artificial intelligence (AI) collaboration, personality, diversity, decision-making, social networking, culture, helping behaviours, and voice behaviour.

Professor Andreas Richter talks about the Organisational Behaviour pathway.

Hi. My name is Andreas. And I’m a faculty member in Organisational Behaviour, or OB. I’m here to tell you a few things you need to know if you wish to pursue a PhD in OB.

What is OB all about? OB is about how individuals act within society and in organisations, and how their actions in both environments affect each other. Understanding these social processes from a micro perspective is essential for improving how leaders, managers, and individual employees contribute to the effectiveness of an organisational.

Organisational Behaviour at Cambridge Judge Business School is an applied science built on contributions from the behavioural sciences, including social and organisational psychology, decision-making and judgments, behavioural economics and management. And Organisational Behaviour focuses mainly on the effects that individuals and group dynamics such as personality and teamwork have on human Behaviour. It is concerned with how people’s feelings, motivations, and cognitions influence their Behaviour in the organisation and group settings.

At CJBS, OB is an interdisciplinary pathway where faculty from various subject groups are involved. These faculty members studied the areas of leadership, emotions, teams, personality, and other characteristics of executives, big data, and consumers’ self-conceptions in the area of marketing. OB researchers apply a large variety of methods, such as experimental and survey research, archival data analysis, and qualitative methods.

So with these words, I’d like to encourage you to contact us if you are interested in pursing a PhD in OB. And we will be looking forward to talking to you and to hearing from you.

View video with transcript

The pathway

To start on the Organisational Behaviour pathway you must take one of the following 9-month masters programmes:

Essential reading

Download detailed information about the 9-month + 4-year programme structure and content.

The OB PhD pathway

• Research areas What we expect from you What you can expect from us PhD supervisors
• What we expect from you Research areas What you can expect from us PhD supervisors
• What you can expect from us Research areas What we expect from you PhD supervisors
• PhD supervisors Research areas What we expect from you What you can expect from us

Research areas

Organisational Behaviour researchers at Cambridge Judge Business School are leading scholars who make significant theoretical and practical contributions to the literature as well as real-world organisations. Their research topics include:

• creativity and innovation
• future of work
• human-artificial intelligence (AI) collaborations
• social network
• decision-making
• personality
• psychometrics

What we expect from you

Our expectations of prospective candidates are high. You will need to have a first class bachelors degree or equivalent. In some cases you will need to have a masters degree from a highly regarded university and to have performed within the top 5% of your class.

You should have a strong motivation to pursue an academic career in a business school and a genuine interest in collaborating with external organisations. Ideal candidates would have a background in psychology, behavioural economics, the social and natural sciences, or other quantitatively oriented subjects, as we seek individuals who are keen to conduct quantitative research.

To be considered, it is essential to demonstrate exceptional writing skills and to provide strong evidence of your quantitative abilities. This can be showcased through successful performance in statistics and calculus courses at the university level, or by submitting GRE scores (although GRE scores are not mandatory for your application). While practical management experience is beneficial, it is not a mandatory requirement for application.

For more details, please see the academic requirements for the:

What you can expect from us

Upon joining us, you can expect an exhilarating journey into the realm of Organisational Behaviour research. Collaborating with world-leading scholars, you will have the opportunity to publish journal articles that significantly expand the current literature, leaving a tangible impact on real-world outcomes. We are committed to providing you with the support and resources necessary to thrive in your research and make a meaningful difference in our field.

• Become part of our team from the outset, you will be treated as a junior colleague rather than a student. Experience a true apprenticeship in the best sense of that word. 
• Work with and be trained by the Organisational Behaviour Group to become an independent researcher. 
• Experience an exciting research programme and produce a portfolio of academic papers that will help you succeed in the job market and gain a junior faculty position following your PhD. 
• Work with faculty on joint research projects for publication in leading academic journals. 
• Take a series of courses focused on research methodology and the foundations of the discipline as well as more advanced research seminars. 
• Learn to critique recent publications and current working papers, enabling you to shape and position your own work as a significant contribution to the academic literature in Organisational Behaviour.  
• Engage in practical research training, where you will develop and execute research projects jointly with faculty members. 
• Develop a coherent and innovative research programme with expert guidance that will form the basis for an interesting and influential academic career.  
• Your research programme may comprise laboratory research, organisational field research and secondary data analysis. 

PhD supervisors

Your principal supervisor will be a senior academic from within the Organisational Behaviour pathway. You will benefit from their guidance and counsel throughout the programme, and beyond: in helping you to succeed in the job market and in gaining a faculty position at a leading business school. Your principal supervisor will take an active role in your research programme and will assemble a group of faculty (your advisory committee) who will co-author papers with you. 

Take a look at the faculty who may serve as your principal supervisor and view their research interests: 

Prithviraj Chattopadhyay

Professor of organisational behaviour, read more about prithviraj.

Research interests

Prithviraj Chattopadhyay’s research interests include relational demography and diversity, social identification, employment externalisation, managerial cognition and affect. He works on combining his various interests to develop a more comprehensive understanding of diverse teams.

View Prithviraj's profile

Alberto Feduzi

Management practice professor, read more about alberto.

Decisions often have to be made in situations of extreme uncertainty and in the face of what are sometimes called “unknown unknowns” and the possible “Black Swans” these may give rise to. Alberto Feduzi’s research is concerned with (a) characterising the different types of uncertainty that decision-makers might face in different situations, (b) understanding how decision-makers typically deal with these different types of uncertainty; and (c) developing heuristic approaches to decision-making that might help decision-makers improve the quality of their decisions in situations of uncertainty.

View Alberto's profile

Elizabeth George

Kpmg professor of management studies, read more about elizabeth.

Elizabeth George’s research interests include nonstandard work arrangements and how they affect individuals and organisations, and how dissimilarity in a team affects both the team and the organisation. More recently she’s been exploring the longer terms implications of both nonstandard work and dissimilarity for individual and organisational effectiveness.

View Elizabeth's profile

Yeun Joon Kim

Associate professor in organisational behaviour, not available to take incoming phd students in october 2025, read more about yeun.

Creativity and leadership are among the most important momentums for organisational effectiveness and performance. Yeun Joon Kim’s research addresses the questions of (1) how organisations can improve employee creativity, (2) how organisations recognise employees’ creativity given that employees do have many creative ideas, but these ideas die out due to the lack of recognition, and (3) what are the factors that drive specific leadership behaviours.

View Yeun's profile

Andreas Richter

Read more about andreas.

Andreas Richter researches how a team’s context factors (e.g. diversity) and processes affect employee creativity and innovation in both experimental and field settings.

View Andreas' profile

David Stillwell

Professor of computational social science, read more about david.

A large part of our lives is mediated through digital devices which collect big data about us. David Stillwell’s research asks how can we better understand customers, employees or managers from behavioural traces like their social media activity, emails, or purchase records?

View David's profile

PhD advisory team

Professor Jochen Menges and Dr Patrizia Vecchi supervise MPhil dissertations and can be a member of a PhD advisory team.

Organisational Behaviour faculty

Learn more about the faculty that teach on this pathway.

Learn more about the Organisational Behaviour subject group

Learn more about the application process and deadlines

Explore fees and funding options

Contact the admissions team

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PhD Specialization in Organizational Behavior

The primary goal of the Management and Human Resources PhD program is to develop top-class researchers in the field of management, with specializations in the areas of entrepreneurship, human resource management, international business, organizational behavior and strategic management. The specialization in Organizational Behavior (OB) is devoted to understanding individuals and groups within an organizational context. OB focuses on attributes, processes, behaviors, and outcomes within and between individual, interpersonal, group, and organizational levels of analysis. Major topics include: Individual characteristics and processes (e.g., personality, motivation, emotions); Interpersonal processes (e.g., trust, social exchange, networks); Group/team characteristics and processes (e.g., diversity, cohesion, conflict); organizational processes and practices (e.g., leadership, work design, socialization); Contextual influences (e.g., culture, climate); and the influence of all of the above on individual, interpersonal, group, and organizational outcomes (e.g., performance, creativity, stress, turnover).

10 Reasons to Choose to Study at OSU

• High Productivity: Our program was ranked #4 in the 2021 TAMUGA management research productivity ranking ( http://www.tamugarankings.com/rankings/2021-2/ ).
• Strong Student-Faculty Ratio: Our PhD program, with 13 faculty members specializing in Organizational Behavior/Human Resources (OB/HR) and a selective cohort of 5-7 doctoral students, ensures personalized attention and mentorship. This structure offers students abundant opportunities to collaborate with a diverse faculty, each contributing unique expertise and skills.
• Benjamin Campbell, Associate Editor at Strategic Entrepreneurship Journal
• Tracy Dumas, Senior Editor at Organization Science
• Jia (Jasmine) Hu, Associate Editor at Journal of Applied Psychology
• Kaifeng Jiang, Associate Editor at Personnel Psychology
• Howard Klein, Editor-in-chief at Human Resource Management
• Tanya Menon, Associate Editor at Management Science
• Raymond Noe, Former Associate Editor at Journal of Organizational Behavior
• Bennett Tepper, Former Associate Editor at Academy of Management Journal
• Steffanie Wilk, Former Senior Editor at Organization Science
• Editorial Board Representation: Our OB/HR faculty members serve on the editorial boards of numerous top-tier outlets, including Academy of Management Journal (2 faculty), Journal of Applied Psychology (3 faculty), Organizational Behavior and Human Decision Processes (4 faculty), Personnel Psychology (2 faculty), and Journal of Management (4 faculty).
• Five of our esteemed faculty members - Jasmine Hu, Timothy Judge, Howard Klein, Raymond Noe, and Bennett Tepper - have been honored as Fellows of the Academy of Management and/or the Society for Industrial/Organizational Psychology. Each of these distinguished scholars has amassed nearly or over 10,000 citations on Google Scholar.
• Three of our faculty members - Timothy Judge, Howard Klein, and Raymond Noe - hold high rankings on the list of "Most-cited Authors in Popular Industrial-Organizational (I-O) Psychology Textbooks," as per the study by Aguinis et al., 2017.
• Jasmine Hu, Kaifeng Jiang, Timothy Judge, Raymond Noe, Bennet Tepper were recognized as “ World’s Top 2% of the most-cited scholars and scientists ” (2022) 
• Timothy Judge holds the distinction of being the most highly cited academic in the field of business and management among those whose first publication appeared between 1990 and 1999 according to a recent study by Dr. Harzing.
• Jasmine Hu, Timothy Judge, and Bennett Tepper have been recognized as among the most productive and most-cited leadership scholars, as noted in studies by Arici et al., 2021, and Zhao and Li, 2019.
• Our faculty have frequently earned prestigious recognitions such as the 'Best Paper' award (most recently won by Kathleen Keeler in Academy of Management Review in 2021), and the 'Best Reviewer' award (most recently bestowed upon Hun Lee in Journal of Applied Psychology in 2022).
• Our faculty have utilized their expertise to author textbooks in the OB/HR field (e.g., Timothy Judge and Raymond Noe).
• Two of our faculty members, Jasmine Hu and Robert Lount, have been recognized as "Best 40 Under 40 Business School Professors" by Poets and Quants.
• Successful Alumni: Our recent OB/HR alumni hold tenure-track positions at research-intensive institutions, including Sarah Doyle (University of Arizona), Hee Man Park (Penn State University), Seunghoo Chung (Hong Kong Polytechnic University), Carrie Zhang (Wayne State University), and Yuhan Zhan (Florida International University).
• The Fisher Leadership Initiative ( FLI ): With Tim Judge as the executive director, FLI provides additional resources and opportunities for conducting research.
• Networking Opportunities: Our faculty, highly esteemed and well-connected within the field, can assist students in expanding their professional networks. We organize social and professional gatherings on a regular basis.
• Vibrant Location: Columbus is frequently acclaimed as one of the most livable cities in the United States, particularly favored by Millennials and Young Professionals. It is celebrated for its diverse business landscape, dynamic neighborhoods, and an exciting fusion of arts, culture, and culinary delights  (Sources:  Far & Wide , Forbes , NYTimes ,  CommercialCafe ,  ExperienceColumbus ).
• Affordable Living and Strong Financial Support: Residing in Columbus is relatively cost-effective, with the cost of living being lower than the national average. OSU offers a competitive financial support package for PhD students. Furthermore, we have increased the PhD student stipend in 2023, further enhancing the financial benefits of our program.

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Best Online PhD Programs in Applied Behavior Analysis of 2025

Written by Alex Kale

Updated: August 28, 2024

Compare online Programs

Most schools have rolling admissions and financial help so you can start your degree in a few weeks!

Pursuing an online PhD in applied behavior analysis (ABA) is rewarding for those passionate about understanding and improving human behavior. This degree cultivates critical skills in behavioral assessment, intervention design, and research, preparing graduates for impactful careers, often working with clients on the autism spectrum.

Many graduates become behavioral analysts, a specialized psychology role with a median salary of $92,740 . However, the specialized nature of this field can lead to higher earnings, with the top 10%  making over $151,880 . Some graduates choose academia, where health specialties professors earn a median salary of $105,650 .

Most of these programs take five to seven years to complete, with average graduate-level tuition costing $20,513 per year .

How to Choose an Online PhD Program in Applied Behavior Analysis

Choose your area of study.

There are many areas of study to consider when pursuing your PhD in applied behavior analysis — all designed to help you align your research with your career goals. You may come into this process with a good idea of what you want to study, but here are some questions to consider if you’re still thinking it over:

• What population or setting am I most interested in working with?
• What are the most pressing issues in the field?
• How do my strengths and interests align with current research trends?

For example, students aiming to work in clinical or educational settings will be well-suited to specialize in autism spectrum disorder. At the same time, those interested in applying ABA principles in corporate environments will thrive in organizational behavior management. Some programs may offer an additional specialization option in behavioral gerontology, which is best for those focused on aging populations and elder care.

Research schools and programs

With your specialization in mind, researching schools and programs is your next step. Consider the following questions to help guide your research further:

• Does the program offer courses in my intended specialization?
• What is the program’s graduation rate and average time to completion?
• Are there opportunities for hands-on research or internships?
• What financial aid options are available?

This information can be found on university websites, by speaking to an admissions counselor, or by attending a virtual open house.

Prepare for tests and applications

Now that you’ve identified the schools you want to apply to, start your application prep early. This often means requesting transcripts and letters of recommendation as soon as possible to avoid last-minute delays — as these can take time to gather. You’ll also want to allow ample time to write your personal statement and revise your resume to highlight your relevant experience.

For programs that require GRE scores, consider enrolling in a test prep program to boost your performance.

Select your program

When acceptance letters arrive, you may have a significant decision to make. Start by revisiting your initial research criteria, focusing on what matters most to you — like specialization options, the faculty you’ll learn from, and support services for online learners. Additionally, reassess the total cost of attendance, factoring in financial aid offers, including scholarships, grants, and assistantships. Balancing these factors will help you choose the program that best aligns with your academic and career goals — helping you feel confident in your final decision.

Determine how you’ll pay for your degree

Paying for your PhD can feel daunting, but fortunately, many financial aid resources help. Start by exploring scholarships and grants, as these don’t require repayment. Next, consider fellowships and assistantships, which offer funding in exchange for research or teaching responsibilities. For those currently employed in a related field, ask if your employer offers tuition reimbursement, which can significantly reduce your out-of-pocket costs.

If you need to borrow, prioritize federal loans over private loans due to their generally lower interest rates and more flexible repayment options.

Best 50 Accredited Online PhD Programs in Applied Behavior Analysis

intelligent score 96.90

#1 Online PhD Degrees #2 Academic Influence #3 Online School Center

School Information

Scottsdale, AZ

Graduation Rate: 52%

Admission Rate: 73%

Urbanicity: City

School Size: Large

Delivery Format Online

Required Credits to Graduate 84

Estimated Cost per Credit $1,175

accreditation Higher Learning Commission

more program information Email: [email protected] Phone: 866-277-6589

intelligent score 95.26

#1 Online School Center #2 Grad School Center #5 Online PhD Degrees #6 Academic Influence

Los Angeles, CA

Graduation Rate: 13.6%

Admission Rate: 24%

School Size: Small

Delivery Format Online, On-Campus

Required Credits to Graduate 107

Estimated Cost per Credit $1,703

accreditation Western Association of Schools and Colleges Senior College and University Commission

more program information Email: [email protected] Phone: 800-721-8072

intelligent score 93.78

#2 Online School Center #3 Grad School Center #3 Online PhD Degrees #7 Academic Influence

Beverly, MA

Graduation Rate: 75%

Admission Rate: 70%

Urbanicity: Suburban

School Size: Medium

Required Credits to Graduate 60

Estimated Cost per Credit $960

accreditation New England Commission of Higher Education

more program information Email: [email protected] Phone: 978-232-2199

intelligent score 93.33

#4 Academic Influence #4 Grad School Center

Louisville, KY

Graduation Rate: 22%

Admission Rate: 58%

Required Credits to Graduate 48

Estimated Cost per Credit $1,125

more program information Email: [email protected] Phone: 617-521-2000

intelligent score 90.39

#1 Grad School Center

Graduation Rate: 51%

Admission Rate: 100%

Delivery Format Hybrid

Estimated Cost per Credit $1,076

more program information Email: [email protected] Phone: 800-877-4723

Discover More Options

How we rank schools.

This list features some of the best online PhD in applied behavior analysis programs at top colleges nationwide. Each school featured is a nonprofit, accredited institution — either public or private — with a high standard of academic quality for postsecondary education.

We evaluated each school’s program on admission, retention, and graduation rates as well as tuition costs, faculty, reputation, and the resources provided for online students. Then, we calculated the Intelligent Score on a scale of 0 to 100. Read more about our ranking methodology .

Next, we compared this comprehensive list of online PhD in applied behavior analysis programs to a list of aggregated college rankings from reputable publications like U.S. News & World Report, among others, to simplify a student’s college search. We pored through these rankings so students don’t have to.

What Can You Expect From an Online PhD Program in Applied Behavior Analysis?

By enrolling in an online PhD program in applied behavior analysis, you can expect an in-depth exploration of behavioral theories, research methods, and intervention techniques. Curriculums typically include coursework in behavioral assessment, ethics, and experimental design, followed by comprehensive exams.

After completing approximately two years of coursework, you’ll transition to the dissertation phase, which often takes at least three years. The dissertation requires original research that contributes to the field. While most students complete this degree in five years, some programs offer the flexibility to extend up to seven years to accommodate part-time learners or those needing more time for research.

Potential courses you’ll take in an online PhD program in applied behavior analysis

• Introduction to Applied Behavior Analysis: Often one of the first courses you’ll take, this class covers the principles and techniques of ABA – including reinforcement, punishment, and behavior modification strategies. Students will learn how to apply these concepts to different settings, from schools to clinical environments, to improve behavior outcomes.
• Ethics and Professionalism in ABA: Another core requirement, this course focuses on the ethical considerations and professional standards in the practice of ABA. Participants will explore real-world scenarios, learning to navigate ethical dilemmas while maintaining integrity and adhering to professional guidelines.
• Functional Behavioral Assessment: This course teaches students how to conduct functional behavioral assessments (FBA) to identify the causes of challenging behaviors. It emphasizes data collection, analysis, and the development of intervention plans based on behavior functions.
• Philosophy of Behaviorism: This upper-level course explores the theoretical foundation of behaviorism, examining critical figures like B.F. Skinner and the evolution of behaviorist thought. Students will gain an understanding of how behaviorism influences contemporary ABA practices.
• Advanced Research Methods in ABA: In this course, students will delve into sophisticated research methods specific to ABA. They will learn to design, conduct, and analyze research studies, preparing them to contribute original research to the field through their dissertation work.

Online PhD in Applied Behavior Analysis Frequently Asked Questions

How do i apply to an online phd program in applied behavior analysis.

While specific requirements can vary, many programs share the following standard criteria:

• A master’s degree in ABA or a related field
• Official transcripts from all previously attended institutions
• Letters of recommendation
• Personal statement
• Resume or CV

Before applying, it’s crucial to speak with an admissions counselor. They can provide additional guidance, clarify program specifics, and ensure you meet all the requirements, improving your chances of acceptance.

How much does an online PhD program in applied behavior analysis cost?

According to the National Center for Education Statistics, the average annual tuition for graduate programs is $20,513 . As an online student, you’ll also want to be prepared for additional expenses like technology fees, textbooks, and any required software. These expenses can add up over time, but it’s important to note that you’ll likely save on commuting, housing, and campus-related expenses — significantly reducing the overall cost of your education.

How long does it take to earn an online PhD program in applied behavior analysis?

Earning this degree takes about five years — two years for coursework and three years for the dissertation. However, some programs offer up to seven years to complete all requirements, providing flexibility for students needing more time for research or balancing their education with other commitments.

It’s important to note that completion timelines can vary depending on the program’s credit requirements, so double-check these details before enrolling.

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