Joerg Dietz
From Wikipedia, the free encyclopedia
Joerg Dietz | |
|---|---|
 | |
| Citizenship | German |
| Alma mater | Tulane University, Christian-Albrechts-Universität zu Kiel, Bankakademie Frankfurt |
| Known for | Research on workplace diversity, employee-customer linkages, workplace discrimination |
| Scientific career | |
| Fields | Organizational Behavior, Discrimination |
| Institutions | HEC Lausanne, Richard Ivey School of Business, University of Western Ontario |
| Doctoral advisor | Arthur P. Brief |
| Doctoral students | Thomas Fischer (academic) |
| Website | Joerg Dietz at HEC Lausanne |
Joerg Dietz is a German academic specializing in Organizational Behavior and a professor at HEC Lausanne. He is recognized for his research in leadership, contextual antecedents of organizational behavior, and diversity-related issues.[citation needed] Dietz has authored or co-authored many influential academic articles and won several academic awards. He has also published numerous teaching cases and received teaching awards.[citation needed]
Dietz received his Ph.D. in Organizational Behavior from Tulane University in 2000, where his dissertation focused on the effects of organizational climate on employee well-being and organizational effectiveness.[1]
Academic career
Dietz began his academic career as an assistant professor at the Richard Ivey School of Business at the University of Western Ontario in 1999. He later became associate professor and held the Donald F. Hunter Professorship in International Business.[2] In 2009, he joined HEC Lausanne as a full professor and was appointed head of the Department of Organizational Behavior.[3] From 2012 to 2018 he served as Vice Dean of Faculty and Research, and then again as department head from 2018 to 2021. He has been a visiting scholar at the Sauder School of Business at the University of British Columbia and an adjunct professor a Geneva Graduate Institute.[4]
Research
Dietz has pursued three primary research interests: leadership, contextual antecedents of organizational behavior, and diversity-related issues.[citation needed] Over the last ten years, he has investigated leadership styles and leadership processes, with a focus on improving causal inference[5]. His research on contextual antecedents has examined how communal factors, such as local crime rates, locational attributes (e.g., urban/rural), and community demographics affect intraorganizational outcomes, such as workplace aggression, customer satisfaction, and diversity climate perceptions.[6] Most of Dietz's research on diversity-related issues has examined how situational and person-related factors affect the treatment of minority and majority employees. For example, in one project, organizational pressures and decision-makers' organizational commitment led to preferences for minority employees over majority employees. is centered on diversity, prejudice, and discrimination in the workplace, especially in the context of immigrant employees. His research also covers the effects of organizational climate on employee performance, as well as employee-customer linkages in service organizations. [citation needed] Throughout his career, Dietz has also worked on theory- and methods-related themes, such as how to develop actionable theories.[citation needed]
His research contributions have been published in top-tier journals, including the Academy of Management Journal, Journal of Applied Psychology, and the Journal of Business Ethics.[citation needed]
