Education and career
She received an A.A. degree from Santa Rosa Junior College and undergraduate degrees with honors in Psychology and Anthropology from the University of California at Berkeley. She obtained her Ph.D. in psychology at the University of California at Berkeley and holds several honorary doctorates. [5]
In 2007, she founded the Evidence-Based Management Collaborative to promote the development and dissemination of Evidence-based Management teaching and practice. [4] Operating as the Center for Evidence-Based Management (Eric Barends, managing director), this Collaborative helps educators and practitioners make better use of evidence from science, data, stakeholders and experience in organizational decisions. [6] Rousseau serves as CEBMa's Academic Chair. Barends and Rousseau are co-convenors of the Business and Management Group of the Campbell Library of Systematic Reviews. [5]
Previously, Rousseau worked on the faculties of the University of Michigan in Psychology and Institute for Social Research, Naval Postgraduate School at Monterey, and Kellogg School of Management at Northwestern University. Rousseau also has held visiting appointments at Nanyang Technological University, Singapore; Leeds University, UK, Dublin City University, Ireland, and the University of New South Wales, Australia. [7]
Rousseau's influences include Herb Simon and Stephen Laner. [8]
Former Students include: Karl Aquino, Eric Barends, Guillermo Dabos, Violet Ho, Byeong Jo Kim [9] , Lai Lei, Laurie Levesque, Gerard Beenen, Ranga Ranganujam, and Sandra Robinson. [5]
She is a Fellow of the American Psychological Association, Society of Industrial-Organizational Psychology, Academy of Management, and British Academy of Management and an Academician of the Academy of Social Sciences. [1]
Work
Psychological contract theory
Rousseau developed the concept of a psychological contract in order to better specify how employers and employees understand the employment relationship. Psychological Contract Theory (PCT) also provides a basis for developing shared understandings in employment. It also addresses how to more effectively change the nature and terms of psychological contracts. [10]
Rousseau's 1995 book Psychological Contract in Organizations: Understanding Written and Unwritten Agreements won the George Terry Book Award for best book in management from the Academy of Management. [11]
Idiosyncratic deals
Rousseau's research identified the often hidden but widespread phenomenon of idiosyncratic deals, whereby individual employees bargain for employment arrangements different from their peers. [12] Early research on the psychological contract identified an anomaly, the repeated observation that people working for the same firm and same boss can have distinctly different psychological contracts. [13] Her 2005 book I-deals: Idiosyncratic Deals Employees Bargain for Themselves also won the George Terry Book Award for best book in management from the Academy of Management. [14]
Evidence-Based Management
Rousseau is a proponent of Evidence-Based Management (EBM), a decision-making approach that emphasizes the use of the available evidence from multiple sources. [4]
Rousseau defines EBM as the conscientious, explicit, and judicious use of evidence in making decisions about the management of organizations. [6]
Rousseau is the founder of the Evidence-Based Management Collaborative, a network of scholars, consultants, and practitioners committed to promoting evidence-informed organizational decision-making. [4]
Her influential book, Evidence-Based Management: How to Use Evidence to Make Better Organizational Decisions (co-authored with Eric Barends), has been widely adopted by over 80 universities. [15]
This page is based on this
Wikipedia article Text is available under the
CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.
