约翰·奥斯汀博士.D.
Interim Dean, College of 业务
P.D. Merrill Endowed Chair of 业务
副教授
位置
Dr. Austin is the Interim Dean of the College of 业务 and P.D. Merrill Endowed Chair of 业务. Prior to joining University of New England, Dr. Austin was a professor in the School of Leadership Studies at Fielding Graduate University. He has also worked as a Principal at Decision Strategies International and a management professor at 宾夕法尼亚州立大学 and The University of Washington, 十分. He has taught executives at Duke CE, 乔治敦大学, 宾夕法尼亚州立大学, Thunderbird School of International Management, 北卡罗来纳大学, 和沃顿商学院.
John has worked with numerous 全球 Fortune 500 companies, 政府机构, non-profit organizations as an executive development resource and is a frequent conference speaker.
John is an experienced facilitator who has worked with practicing executives on six continents. He has developed leaders and led long-term projects in the areas of change management, 情景规划, 团队绩效, 战略决策, 战略执行. His experience with individuals at all levels of organizations enables him to translate broad strategies and concepts into actionable, 参与项目.
Dr. Austin’s research has been published in leading management and applied psychology journals such as Journal of Applied Behavioral 科学, Journal of Applied Psychology, 组织科学 as well as practice-oriented publications including 人力资源杂志, 快速公司, OD从业者. John’s work has been recognized with three Best Paper awards from the Academy of Management including the prestigious Newman Dissertation Award.
凭证
教育
专业知识
创业
领导力发展
组织行为
组织变革
战略规划
研究
选定的出版物
奥斯汀J. R. 2022. Situated expertise: The extra-team outcomes of a team transactive memory intervention. 在J. Dulebohn B. 穆雷 & D. 石(Eds.), Managing Team Centricity in Modern Organizations. IAP. A volume in the 研究 in Human Resource Management series.
奥斯汀J.R. 2021. Bartunek Jean, the Power of Working Across Boundaries: Dualities and the Missing Voice. In: Szabla D.B. (ed) The Palgrave Handbook of Organizational Change Thinkers, 2nd Edition. 帕尔格雷夫麦克米伦.
奥斯汀J. 2015. Leading Effective Change: A Primer for the HR Professional. A report for the SHRM Foundation’s Effective Practice Guidelines series, 人力资源管理协会基金会:亚历山大, VA.
奥斯汀J. 2015. Unquestioned Brilliance: Navigating a Fundamental Leadership Trap费舍尔·鲍德温出版社
奥斯汀J.R. 2013. Making knowledge actionable: Three key translation moments. Journal of Organization Design, 2(3): 29-37.
奥斯汀J. R., & Bartunek J. M. 2012. Organization Change and Development: In practice and in theory. In The Handbook of Psychology: Volume 12 Industrial and Organizational Psychology, (pp 390-411), New York: John Wiley & 儿子.
奥斯汀J.R. 2009. Initiating controversial strategic change in organizations. OD从业者, 41(3): 24-29.
奥斯汀J.R. 2009. Mapping out a game plan for change. 人力资源杂志, Society for Human Resource Management.
Bartunek J.M.奥斯汀，J。.R., & 搜索引擎优化,M. 2008. The conceptual underpinnings of intervening in organizations. 在T.G. 卡明斯(Ed.) Handbook of Organization Development, (pp 151-166) Thousand Oaks, CA: Sage.
奥斯汀J. R., & Bartunek J. M. 2003. Theories and practices of organization development. 在W. 博尔曼,D. Ilgen, & R. Klimoski Ed., The Handbook of Psychology: Volume 12 Industrial and Organizational Psychology, (pp 309-332), New York, NY: John Wiley &儿子.
*转载 Organization Development: A Jossey-Bass Reader, J. V. 盖洛(Ed.), 2006.
奥斯汀J. R. 2003. Transactive memory in organizational groups: The effects of content, 共识, 专业化, accuracy on group performance. Journal of Applied Psychology, 88(5): 866-878.
信条,W. E. D.史高丽，M., & 奥斯汀J. R. 2002. 人靠衣装? The tailoring of legitimating accounts and the social construction of identity. 组织科学, 13(5): 475-496.
奥斯汀J. R. 1997. A method for facilitating controversial social change in organizations: Branch Rickey and the Brooklyn Dodgers. The Journal of Applied Behavioral 科学, 33(1): 101-118.
奥斯汀J. R. 1997. A cognitive framework for understanding demographic influences in groups. The International Journal of Organizational Analysis, 5(4): 342-359.