Jennifer Chatman

Education

• PhD, Business Administration, Haas School of Business, UC Berkeley
  
• BA, Psychology, UC Berkeley
  

Positions Held

• At Haas since 1993
  
• 2001 – present, Paul J. Cortese Distinguished Professor of Management
  
• 2001 – 2004, Director, Haas School of Business PhD Program
  
• 2001 – 2002, Marvin Bower Fellow, Harvard Business School
  
• 1997 – 2000, Harold Furst Professor in Management Philosophy and Values, Haas School of Business
  
• 1993 – 2001, Assistant and Associate Professor, Haas School of Business
  
• 1987 – 1993, Assistant and Associate Professor of Organization Behavior, Kellogg Graduate School of Management, Northwestern University
  
• 1991 – 1992, Visiting Associate Professor and Research Psychologist, Institute of Personality and Social Research and Visiting Professor, Haas School of Business
  

External Service and Assignments

• Boards: Simpson Manufacturing (Director), Ashesi University, Brassring, Center for the Development of Peace and Well Being, UC Berkeley
• Consulting: Advantage Sales & Marketing, ALZA, Boise-Cascade, Chiron, Cisco Systems, The Coca-Cola Company, ConocoPhillips, Fannie Mae, First Data, Franklin Templeton, Freddie Mac, Gallo Winery, Genentech, Intel, Kaiser-Permanente, Microsoft, New York Life, PG&E, PricewaterhouseCoopers, Qualcomm, Sandia National Laboratories, the US Postal Service, and the US Treasury
• Editorial Board: Academy of Management Review, California Management Review

Current Research and Interests

• Organizational culture and firm performance
• Group demography
• Norms in social groups

Selected Papers and Publications

• Chatman, J. & Caldwell, D. (2015). Leading organizations: The challenge of developing a strategically effective organizational culture without succumbing to the negative effects of power. M. Augier & D. Teece (Eds). Leadership. The Palgrave Encyclopedia of Strategic Management, Palgrave Macmilan.
• Goncalo, J., Chatman, J., Duguid, M., & Kennedy, J. (2015) Creativity from constraint: How the PC norm influences creativity in mixed-sex work groups. Administrative Science Quarterly, 60: 1-30.
• Chatman, J., Caldwell, D., O’Reilly, C., & Doerr, B. (2014). Parsing organizational culture: The joint influence of culture content and strength on performance in high-technology firms, Journal of Organizational Behavior, 35 (6): 785-808.
• O’Reilly, C., Caldwell, D., Chatman, J., & Doerr, B. (2014) The promise and problems of organizational culture: CEO personality, culture, and firm performance. Group and Organization Management, 39 (6): 595–625.
• Chatman, J. & Chang, V. (2014). Culture change at Genentech. California Management Review. 56 (2): 113-129.
• Chatman, J. & Caldwell, D. (in press). Leading organizations: The challenge of developing a strategically effective organizational culture without succumbing to the negative effects of power.To appear in D. Teece and M. Augier. Palgrave Encyclopaedia of Strategic Management.
• O’Reilly, C., Doerr, B., Caldwell, D., & Chatman, J. (2013) “Narcissistic CEOs and Executive Compensation.” The Leadership Quarterly.
• Sherman E. & Chatman J. (2011).  Socialization. In The Encyclopedia of Management.  E. H. Kessler (Ed.), Sage.
• Chatman, J., Goncalo, J., Kennedy, J., & Duguid, M.  (2011). Political correctness at work. In E. Mannix & M. Neale, Research on managing groups and teams.  Vol. 15, JAI Press, Elsevier Science: London.
• Chatman, J. (2010). Norms in mixed race and mixed sex work groups. In James P. Walsh and Arthur P. Brief (Eds.) Academy of Management Annals, Vol. 4 (1), 447-484.
• Chatman, J. A. (2010). Overcoming Prejudice in the Workplace. In J. Marsh, R. Mendoza-Denton & J. Smith (Eds.), Are We Born Racist?: New Insights from Neuroscience and Positive Psychology (pp. 75). Boston: Beacon.
• Chatman, J., & Kennedy, J. (2010). Psychological perspectives on leadership. In N. Norhia and R. Kurana (Eds.) Leadership: Advancing the discipline. PP 159-182.  Harvard Business Press, Boston.
• O’Reilly, C., Caldwell, D., Chatman, J., Lapiz, M., and Self, W. (2010). How Leadership matters: The effects of leadership alignment on strategic execution. The Leadership Quarterly.21 (1): 104-113.
• Self, W. & Chatman, J. (2009). Identification and commitment in groups. In  J. M. Levine and M.A. Hogg (Eds.), Encyclopedia of group processes and intergroup relations. Thousand Oaks, CA: Sage Publications.
• Caldwell, D., Chatman, J., O’Reilly, C., Ormiston, M. & Lapiz, M. (2008). Implementing Strategic Change in a Heath Care System: The Importance of Leadership and Change Readiness,” Health Care Management Review, 33 (2).
• Chatman, J. (2008). Integrating themes and future research opportunities in work group diversity.  Capstone chapter in Phillips, K., Mannix, E., and Neale, M. (Eds.) (pp. 295-308). Research on managing groups and teams.  Vol. 11, JAI Press, Elsevier Science: London.
• Chatman, J., Boisnier, A., Spataro, S., Anderson, C., & Berdahl, J. (2008). Being distinctive versus being conspicuous: The effects of numeric status and sex-stereotyped tasks on individual performance in groups. Organizational Behavior and Human Decision Processes, 107: 141-160.

Teaching

• Core Organizational Behavior, BA 205
• Leading Change and Leveraging Culture, BA 259 and E259
• Micro Organizational Behavior, BA 254

Executive Development Courses:

• Leading Change and Leveraging Culture
• Berkeley Executive Program
• Stanford AEA Executive Program
• Institute of Management Studies
• Custom courses for Cisco’s Business Leadership Program, Qualcomm, and Kaiser Permanente

Honors and Awards

Research Awards:

• 2015 “Best Paper of the Year, 2014” Group and Organization Management, for “The Promise and Problems of Organizational Culture: CEO Personality, Culture, and Firm Performance.”
• 2006 Inducted as a Fellow of the Academy of Management
• 2005 “Most Influential Paper Award,” 1997-2000, Academy of Management, Conflict Management Division for “Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes” published in Administrative Science Quarterly , 1998, 43 (4): 749-780
• 2004 Accenture Award_,_ for the article that “made the most important contribution to improving the practice of management,” in California Management Review for “Leading by Leveraging Culture”
• 1998 L.L. Cummings Scholar Award, Academy of Management Organizational Behavior Division, awarded for “outstanding achievement to one researcher in early mid-career.”
• 1997 Administrative Science Quarterly Award for Scholarly Contribution, for “the article that had the most impact on the field of organizational behavior over the past five years,” for Mixing and matching people and organizations: Selection and socialization in public accounting firms.
• 1996 Schwabacher Research Award, Haas School of Business
• 1994 Ascendant Scholar Award, Western Academy of Management
• 1991 Best Paper Award, Academy of Management Organization and Management Theory Division for “Assessing the relationship between industry characteristics and organizational culture: How different can you be?”
• 1989 Outstanding Paper Based on a Dissertation Award, Academy of Management Organizational Behavior Division for “Mixing and Matching People and Organizations: Selection and Socialization in Public Accounting Firms.”
• 1980 Phi Beta Kappa

Awards and Honors – Teaching:

• 2012 – Poets-and-Quants World’s Best Business School Professors
• 2007 Cheit Teaching Award for Teaching Excellence, Berkeley Columbia Executive MBA Program
• 2014, 2015,1998, 1997, 1996, 1994 Cheit Teaching Award Honorable Mention, Haas School of Business, Full time & Evening MBA, Executive MBA, and Ph.D. Programs
• 1991 Outstanding Teacher of the Year Award, Kellogg Graduate School of Management Evening MBA program