Vijaya Venkataramani is an Assistant Professor of Management & Organization at the R.H. Smith School of Business at the University of Maryland. Professor Venkataramani’s primary research focuses on how employees form social networks in their organizations and how these networks exert social influence on employee attitudes and behaviors. As a specific area of interest, her recent research aims at understanding how such social influences can introduce biases in employees’ cognitive processes in making evaluations about the organization. She is also interested in studying how leaders can use their network connections in benefiting their employees.
Vijaya received her Ph.D. in organizational behavior and human resources from Purdue University. Prior to her doctoral studies, she worked in India as a human resources manager.
Venkataramani, V.*, & Richter, A. & Clarke, R. (2014). Creative Benefits from Well-Connected Leaders? Leader Social Network Ties as Facilitators of Employee Radical Creativity. In Press at the Journal of Applied Psychology.
- Recipient of the 2013 Best Paper Award from the OB Division of the Academy of Management.
Venkataramani, V.*, Labianca, G, L., & Grosser, T (2013). Positive and Negative Workplace Relationships, Social Satisfaction, and Organizational Attachment. Journal of Applied Psychology, 98(6), 1028-1039.
Tangirala, S.*, Kamdar, D., Venkataramani, V., & Parke, M. (2013). Doing Right versus Getting Ahead: The Effects of Duty and Achievement Dimensions of Conscientiousness on Change-oriented Behaviors. Journal of Applied Psychology, 98(6), 1040-1050.
Venkataramani, V.*, Green, S.G., & Schleicher, D.J. (2010). Well-Connected Leaders: The impact of the leader’s social network ties on LMX and Member Attitudes. Journal of Applied Psychology, 95(6), 1071-1084.
Venkataramani, V.*, & Tangirala, S. (2010). When and Why Do Central Employees Speak Up? An Examination of Mediating and Moderating Variables. Journal of Applied Psychology, 95, 582-591.
Venkataramani, V.* & Dalal, R.S. (2007). Who Helps and Harms Whom? Relational antecedents of interpersonal helping and harming in organizations. Journal of Applied Psychology, 92, 952-966.
Schleicher, D.J.*, Venkataramani, V., Morgeson, F., & Campion, M.A. (2006). So you didn’t get the job: Now what do you think? Examining opportunity-to-perform fairness perceptions. Personnel Psychology, 59, 559-590.
Recipient of the 2013 Best Paper Award from the OB Division of the Academy of Management.
Primary Research Areas
- Social Influence
- Social Networks
- Organizational Fairness