1. Specialisation Objectives
This four-year doctoral specialisation in Leadership and Organisation is designed to fproduce graduates that are able to contribute to the advancement of research and practice within the fields of human resource management, organisational behaviour, and organisation science. The programme focuses on developing the doctoral candidates’ theoretical knowledge and methodological skills required to become successful researchers. The programme adheres to an open and diverse view of research, and welcomes both quantitative and qualitative research.
The department seeks candidates with a strong background in disciplines that are relevant to the subfields described above, who are intellectually curious, interested in an academic career in research and teaching, and who possess strong communication and analytical skills.
The doctoral programme is an important element of the Department of Leadership and Organisational Management’s research agenda and of BI Norwegian Business School's vision to become a leading research-based business school in Europe.
2. The Department
The Department of Leadership and Organisational Management consists of 66 faculty members, including 13 professors and 16 doctoral candidates.
The department provides teaching and conducts research on a range of topics including human resource management, organisational behaviour, organisational psychology, organisation science, change management, project management, knowledge management, and information management. It also includes several research centres such as the Norwegian Centre for Project Management, Centre for Energy and Environment, Centre for Organisational Learning, Centre for Education Management and Research (CEM), and Centre for Development Studies and Microfinance (MICRO).
The department has a good publication record and is a most productive research department at BI Norwegian Business School regarding the production of publication points per faculty member. In addition, several faculty members serve as board members of prestigious international journals and academic societies. The department also has a strong track record of publications in top journals such as Journal of Applied Psychology, Strategic Management Journal, Journal of Organisational Behavior, Organisational Behavior and Human Decision Processes, Journal of Management Studies, and Information Systems Journal.
3. Areas of Research
The department seeks candidates interested in areas such as human resource management, organisational behaviour, organisational psychology and organisation science.
4. Distinguishing Features of the Specialisation
We want the candidates to be active partners of the research and teaching conducted by the department. We require that the candidates regularly attend the department seminar series and the PhD seminar series (arranged four times a year). These seminar series have contributed to a friendly and productive work environment among our candidates and a learning environment that builds bridges between candidates with research interests from different subfields. We also encourage and assist our candidates in developing an international academic network by way of our faculty’s network with distinguished scholars and through attendance at major international conferences such as the annual meeting of the Academy of Management.
5. Current Doctoral Projects
Below is sample of short titles for ongoing doctoral projects:
- A positive route towards success at work: on optimal motivational processes, well-being, and excellent performance
- A theoretical and empirical extension of social exchange theory
- Entrepreneurship and company growth
- Intuition and analysis in complex decision making tasks: The influence of cognitive style and expertise on task performance under time pressure
- Passion for work, intrinsic and extrinsic motivation, employee well being and burnout
- The predictive validity of psychological selection tests used in military settings
- Well-being at work: On processes, mechanisms, and outcomes
- Workplace training and development and employee outcomes: The mediating and moderating role of intrinsic motivation
