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David Waldman

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Professor
Faculty, TEMPE Campus, Mailcode 4006
Professor
Faculty, TEMPE Campus, Mailcode 4006
Biography

David A. Waldman (waldman@asu.edu) is a professor of management in the W. P. Carey School of Business. His research interests focus largely on leadership processes, especially at the upper levels of organizations and in a global context. Many of his research efforts have been interdisciplinary in nature. For example, his recent activities in the area of organizational neuroscience have gained notoriety in both academic and practitioner circles, including publications in the Academy of Management Journal and the Journal of Applied Psychology, as well as write-ups in the Wall Street Journal, Inc. Magazine, and the Financial Times. Further, he is recognized as largely originating the concept of responsible leadership, which involves understanding leadership processes in the realm of corporate social responsibility.

In addition to the journals mentioned above, Professor Waldman’s accomplishments include over 115 articles in such journals as the Academy of Management Review, Academy of Management Perspectives, Personnel Psychology, Administrative Science Quarterly, Organization Science, Journal of Management, Organizational Research Methods, and The Leadership Quarterly. According to Google Scholar, his work has been cited approximately 16,400 times. He has also published 3 books on 360-degree feedback, leadership and open communication, and organizational neuroscience, respectively. He has been a principal investigator on grants and research contracts approximating $1.6 million, including a current grant of approximately $263,000 with the National Science Foundation examining academic entrepreneurship.

Professor Waldman is on the editorial review boards of the Academy of Management Journal, Academy of Management Review, Academy of Management Perspectives, Journal of Applied Psychology, Personnel Psychology, and The Leadership Quarterly. He is a Fellow of the American Psychological Association, as well as the Society for Industrial and Organizational Psychology.

Honors, External Activities, and Impact
• Fellow of the Society for Industrial and Organizational Psychology, and the American Psychological Association

• Member of the editorial review boards for the Academy of Management Journal, Academy of Management Review, Academy of Management Perspectives, Journal of Applied Psychology, Personnel Psychology, and The Leadership Quarterly

• Recent mentions in the Wall Street Journal http://online.wsj.com/news/articles/SB1000142405270230372540457946172215... (or Google “WSJ Inner Workings”); and Inc. Magazine (http://www.inc.com/magazine/201306/eric-markowitz/brain-leadership-insid...)

• TED-style talk delivered in May 2014 at the meeting of the Society for Industrial and Organizational Psychology, Honolulu (http://youtu.be/aZuEr_JoyYk).

• Approximately 19,000 cites on Google Scholar

Education
  • PhD — Colorado State University, 1982
  • MS — Colorado State University, 1979
  • BA — University of Kentucky, 1977
Videos
TED-style talk on the neuroscience of leadership
Research Interests

My research focuses on leadership processes at individual, team, and organizational levels of analysis. At these various levels, my research deals with singular leaders (e.g., CEOs), as well as more plural forms of leadership (e.g., shared leadership in teams). Currently, I focus on three streams of research in the leadership area. First, I do work connecting effective leadership behavior/characteristics with neuroscience theory and methodology. Second, I do research on the topic of responsible leadership. This interest lies at the intersection of leadership, ethics, and corporate social responsibility. Third, my work includes global and cross-cultural issues in leadership.  In addition, I have interests in the area of academic entrepreneurship, and especially how factors like leadership, organizational justice, and balancing multiple identities come into play.

My ultimate goal is to establish a center or institute on neuroscience applications to organizational and management issues, or alternatively, integrate such applications within an existing center or institute.

Publications

Representative Articles:

Waldman, D. A., Wang, D., Hannah, S. T., & Balthazard, P. A. in press. A neurological and ideological perspective of ethical leadership. Academy of Management Journal, DOI: 10.5465/amj.2014.0644.

Waldman, D. A., & Bowen, D. E. in press. Learning to be a paradox-savvy leader. Academy of Management Perspectives.

Waldman, D. A., Wang, D., & Fenters, V. W. 2016. The added value of neuroscience methods in organizational research. Organizational Research Methods. DOI: 10.1177/1094428116642013. http://orm.sagepub.com/cgi/reprint/1094428116642013v1.pdf?ijkey=pCxxUseJzEjTb0A&keytype=finite

Ou, A. Y., Waldman, D. A., & Peterson, S. 2015. Do humble CEOs matter? An examination of CEO humility and firm outcomes. Journal of Management, http://jom.sagepub.com/cgi/reprint/0149206315604187v1.pdf?ijkey=8gIqRROg8yCZn7E&keytype=finite

Waldman, D. A., Carter, M., & Hom, P. 2015. A multilevel investigation of leadership and turnover behavior. Journal of Management, 41: 1724-1744. doi: 10.1177/0149206312460679.

Owens, B. P., Wallace, A. S., & Waldman, D. A. 2015. Leader narcissism and follower outcomes: The counterbalancing effect of leader humility. Journal of Applied Psychology, 100: 1203-1213. doi: 10.1037/a0038698.

Zhang, Y., Waldman, D. A., Han, Y., & Li, X. 2015. Paradoxical leader behaviors in people management: Antecedents and consequences. Academy of Management Journal, 58: 538-566. DOI: 10.5465/amj.2012.0995. Winner of the best paper in organizational behavior for 2015, awarded by the Organizational Behavior division of the Academy of Management.

Waldman, D. A., & Balven, R. 2014. Responsible leadership: Theoretical issues and research directions. Academy of Management Perspectives, 28: 224-234, DOI:10.5465/amp.2014.0016.

Berson, Y., Da’as, R., & Waldman, D. A. 2014. How do leaders and their teams bring about organizational learning and outcomes? Personnel Psychology, DOI: 10.1111/peps.12071.

Ou, A. Y., Tsui, A. S., Kinicki, A. J., Waldman, D. A., Xiao, Z., & Song, L. J. 2014. Humble chief executive officers’ connections to top management team integration and middle managers’ responses. Administrative Science Quarterly, 59: 34-72. DOI 10.1177/0001839213520131
http://asq.sagepub.com/cgi/content/abstract/0001839213520131v1

Wang, D., Waldman, D. A., & Zhang, Z. 2014. A meta-analysis of shared leadership and team effectiveness. Journal of Applied Psychology, 99: 181-198, DOI: 10.1037/a0034531.

Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66: 805-824.

Hannah, S. T., Balthazard, P. A., Waldman, D. A., Jennings, P., & Thatcher, R. 2013. The psychological and neurological bases of leader self-complexity and effects on adaptive decision-making. Journal of Applied Psychology, 98: 393-411.

Varella, P., Javidan, M., & Waldman, D. A.  2012.  A model of instrumental networks: The roles of socialized charismatic leadership and group behavior. Organization Science, 23: 582-595.

Balthazard, P., Waldman, D. A., Thatcher, R. W., & Hannah, S. T. 2012. Differentiating transformational and non-transformational leaders on the basis of neurological imaging. The Leadership Quarterly, 23: 244-258. (Best paper award for The Leadership Quarterly in 2012)

Waldman, D. A., Balthazard, P. A., & Peterson, S. 2011. Social cognitive neuroscience and leadership. The Leadership Quarterly, 22: 1092–1106.

Waldman, D. A., Balthazard, P. A., & Peterson, S. 2011. The neuroscience of leadership: Can we revolutionize the way that leaders are identified and developed? Academy of Management Perspectives, 25(1): 60-74.

Books:

McWilliams, A., Rupp, D. E., Siegel, D. S., Stahl, G., & Waldman, D. A. (Eds.). in progress. The Oxford handbook of corporate social responsibility: Psychological and organizational perspectives.  London: Oxford University Press.

Waldman, D. A., & Balthazard, P. A. (Eds.) 2015. Organizational neuroscience. London: Emerald Books.

Atwater, L. E, & Waldman, D. A. 2008. Leadership, feedback and the open communication gap.  New York: Lawrence Erlbaum Associates.

Waldman, D. A, & Atwater, L. E. 1998. The power of 3600 feedback: How to leverage performance evaluations for top productivity. Houston, TX: Gulf Publishing Company.

Summer 2017
Course NumberCourse Title
MGT 792Research
Spring 2017
Course NumberCourse Title
MGT 792Research
MGT 799Dissertation
Fall 2016
Course NumberCourse Title
MGT 411Leading Organizations
MGT 792Research
MGT 799Dissertation
Spring 2016
Course NumberCourse Title
MGT 792Research
MGT 799Dissertation
Fall 2015
Course NumberCourse Title
MGT 411Leading Organizations
MGT 792Research
MGT 799Dissertation
Spring 2015
Course NumberCourse Title
MGT 792Research
MGT 799Dissertation
Fall 2014
Course NumberCourse Title
MGT 411Leading Organizations
MGT 792Research
MGT 799Dissertation
Spring 2014
Course NumberCourse Title
MGT 792Research
MGT 799Dissertation
Fall 2013
Course NumberCourse Title
MGT 411Leading Organizations
MGT 791Seminar
MGT 792Research
MGT 799Dissertation
Summer 2013
Course NumberCourse Title
MGT 792Research
Spring 2013
Course NumberCourse Title
MGT 499Individualized Instruction
MGT 790Reading and Conference
MGT 791Seminar
MGT 792Research
MGT 799Dissertation
Fall 2012
Course NumberCourse Title
MGT 411Leading Organizations
MGT 791Seminar
MGT 792Research
MGT 799Dissertation
Work History
Arizona State University: Full Professor, 2008-present, Associate, Full Professor, 1995-2008; Concordia University: Associate Professor, 1991-1994; SUNY-Binghamton: Assistant, Associate Professor, 1982-1991
Consulting

Professor Waldman has consulted for a number of companies and governmental agencies in the United States, Canada, and Mexico, including IBM, Nortel, Goodyear-Mexico, Homestake Mining Organization, the Arizona Department of Public Safety, and the Information Technology Alliance.