David Waldman
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BA 352B PO Box 874006 Tempe, AZ 85287-4006
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Mail code: 4006Campus: Tempe
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David A. Waldman (waldman@asu.edu) is a Dean's Council Distinguished Professor of Management in the W. P. Carey School of Business at Arizona State University, and Co-Executive Director of the Global Center for Technology Transfer. His research interests focus largely on leadership and influence processes, and he is heralded as being one of the top ten leadership researchers in the world according to the Web of Science (based on most publications with “leader” or “leadership” in article titles). He was the recipient of the 2020 Network of Leadership Scholars’ Eminent Leadership Scholar award. He is ranked 46th of all business and management professors in the U.S. and 80th in the world: https://research.com/scientists-rankings/business-and-management/us. More specifically, he is ranked 2nd among business and management professors at ASU (https://research.com/university/business-and-management/arizona-state-university).
Much of his research has been interdisciplinary in nature. For example, his recent work in the area of organizational neuroscience have gained notoriety in both academic and practitioner circles, including publications in the Academy of Management Journal, the Journal of Applied Psychology, and Personnel Psychology, as well as write-ups in the Wall Street Journal, Inc. Magazine, and the Financial Times. With regard to those efforts, he is the recipient of the 2021 Lifetime Achievement Award of the Organizational Neuroscience interest group of the Academy of Management. Further, he is recognized as largely originating the concept of responsible leadership, which involves understanding leadership processes in the domain of corporate social responsibility. Finally, he has pioneered research to address organizational behavior issues that are relevant to technology transfer efforts, including leadership; organizational justice; prosocial motivation; entrepreneurial identity; and diversity, equity, and inclusion.
In addition to the journals mentioned above, Professor Waldman’s accomplishments include over 140 articles in such other journals as the Academy of Management Review, Academy of Management Perspectives, Administrative Science Quarterly, Organization Science, Journal of Management, Organizational Research Methods, and The Leadership Quarterly. According to Google Scholar, his work has been cited over 44,000 times, and he is among the top 2% of scientists in the world in terms of citation impact (https://news.asu.edu/20210512-16-w-p-carey-professors-named-among-top-2-worldwide ). He has also published 5 books on 360-degree feedback, leadership and open communication, organizational neuroscience, corporate social responsibility, and leadership for organizations, respectively. He has been a principal investigator on grants approximating $3 million from such agencies as NSF, DARPA, and the Kauffman Foundation. Among other purposes, money from these grants has been used over the past several years to support his doctoral students during the summer months, oftentimes facilitating their research efforts (e.g., providing data sources for dissertations and articles). 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; and he is an associate Editor for the Academy of Management Collections. He is a Fellow of the Academy of Management, American Psychological Association, and the Society for Industrial and Organizational Psychology.
Professor Waldman has consulted for, and made presentations at, a number of companies and governmental agencies in the United States, Canada, and Mexico. They include such firms as IBM, Nortel, Goodyear-Mexico, Homestake Mining Organization, the Arizona Department of Public Safety, and the Information Technology Alliance. His primary emphasis in these activities include: (1) helping leaders to better understand and navigate the paradoxes that they increasingly face, and (2) realize and act upon the neurological bases of their leadership abilities.
- Ph.D Industrial/Organizational Psychology, Colorado State University 1982
- M.S. Industrial/Organizational Psychology, Colorado State University 1979
- B.A. Psychology, University of Kentucky 1977
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 how managerial and organizational issues pertain to effective technology transfer processes. In addition, I have interests in how these three interests exist in global or cross-cultural contexts.
My ultimate goal is to use the Global Center for Technology Transfer to address my research interests, while simultaneously benefiting practitioners.
Representative Articles:
Waldman, D. A., & Sparr, J. 2022. Rethinking diversity strategies: An application of paradox and positive organization behavior theories. Academy of Management Perspectives. https://journals.aom.org/doi/10.5465/amp.2021.0183
Kim, J., Waldman, D. A., Balthazard, P. A., & Ames, J. 2022. Leader self-projection and collective role performance: A consideration of visionary leadership. The Leadership Quarterly https://www.sciencedirect.com/science/article/pii/S1048984322000261
Choi, H., Lee, H., Siegel, D. S., Waldman, D. A. & Mitchell, M. S. 2022. Assessing differences between university and federal laboratory postdoctoral scientists in technology transfer. Research Policy. https://www.sciencedirect.com/science/article/abs/pii/S0048733321002481
Volk, S., Waldman, D. A, & Barnes, C. A. 2022. A circadian theory of paradoxical leadership. Academy of Management Review https://journals.aom.org/doi/10.5465/amr.2020.0468
Aguilera, R. V., Waldman, D. A., & Siegel, D. S. 2022. Social responsibility and organization science: Bridging the micro-macro divide. Organization Science, 33: 483-494. https://doi.org/10.1287/orsc.2021.1518
Waldman, D. A., Vaulont, M. J., Balven, R. M., Siegel, D. S., & Rupp, D. E. 2022. The role of justice perceptions in formal and informal university technology transfer. Journal of Applied Psychology, 107: 1397–1413. https://doi.org/10.1037/apl0000944
Wang, D., Waldman, D. A., Stikic, M., Balthazard, P. A., Pless, N., Maak, T., Berka, C, & Richardson, T. 2021. Applying neuroscience to emergent processes in teams. Organizational Research Methods, 24: 595-615, https://doi.org/10.1177/1094428120915516
Wellman, N., Newton, D. W., Wang, D., Wei, W., Waldman, D. A., & LePine, J. A. 2019. Meeting the need or falling in line? The effect of laissez-faire formal leaders on informal leadership. Personnel Psychology, 72: 337-359. DOI:10.1111/peps.12308.
Waldman, D. A., Putnam, L. L., Miron-Spektor, E., & Siegel, D. S. 2019. The role of paradox theory in decision making and management research. Organizational Behavior and Human Decision Processes, 155: 1-6. https://www.sciencedirect.com/science/article/pii/S074959781930189X?via%3Dihub
Balven, R., Fenters, V., Siegel, D., & Waldman, D. A. 2018. Academic entrepreneurship: The roles of organizational justice, championing, education, work-life balance, identity, and motivation. Academy of Management Perspectives, 32: 1–22.
Waldman, D. A., Wang, D., Hannah, S. T., & Balthazard, P. A. 2017. A neurological and ideological perspective of ethical leadership. Academy of Management Journal, 60: 1285-1306. DOI: 10.5465/amj.2014.0644
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:
Waldman, D. A., & O’Reilly, C. in progress Developing leadership capabilities through video-based cases: A story-telling approach. Thousand Oaks, CA: Sage Publications.
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.
Courses
2025 Spring
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
2024 Fall
| Course Number | Course Title |
|---|---|
| MGT 411 | Leading Organizations |
2024 Summer
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
| MGT 792 | Research |
2024 Spring
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
2023 Fall
| Course Number | Course Title |
|---|---|
| MGT 411 | Leading Organizations |
2023 Summer
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
| MGT 792 | Research |
2023 Spring
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
2022 Fall
| Course Number | Course Title |
|---|---|
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
2022 Summer
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
| MGT 792 | Research |
2022 Spring
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
2021 Fall
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
2021 Summer
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
| MGT 792 | Research |
2021 Spring
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
2020 Fall
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 411 | Leading Organizations |
| MGT 792 | Research |
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
2020 Summer
| Course Number | Course Title |
|---|---|
| MGT 792 | Research |
| MGT 792 | Research |
2020 Spring
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
2019 Fall
| Course Number | Course Title |
|---|---|
| MGT 799 | Dissertation |
| MGT 792 | Research |
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
| MGT 411 | Leading Organizations |
- Fellow of the Society for Industrial and Organizational Psychology
- Fellow of the American Psychological Association
- Recent mentions in the Wall Street Journal http://online.wsj.com/news/articles/SB100014240527023037254045794617221… (or Google “WSJ Inner Workings”); and Inc. Magazine (http://www.inc.com/magazine/201306/eric-markowitz/brain-leadership-insi…)
- TED-style talk delivered in May 2014 at the meeting of the Society for Industrial and Organizational Psychology, Honolulu (http://youtu.be/aZuEr_JoyYk).
- Over 20,000 cites on Google Scholar
- Winner of the best paper in organizational behavior for 2015, awarded by the Organizational Behavior division of the Academy of Management.
Professor Waldman is on the editorial review boards of:
- Academy of Management Journal
- Academy of Management Review
- Academy of Management Perspectives
- Journal of Applied Psychology
- Personnel Psychology
- The Leadership Quarterly
Society for Industrial and Organizational Psychology
American Psychological Association
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
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.