Ritu Agarwal, professor and the Robert H. Smith Dean’s Chair of Information Systems, received her PhD from Syracuse University. Her current research is focused on the use of IT in health care settings, technology-enabled strategic transformations in various industrial sectors, and consumer behavior in technology-mediated settings.
Kathryn Bartol, Robert H. Smith Professor of Management and Organization, received her PhD from Michigan State University. Her articles have appeared in such leading journals as the Academy of Management Journal, the Journal of Applied Psychology, the Academy of Management Review, Personnel Psychology, the Journal of Personality and Social Psychology, the Journal of Organizational Behavior, Human Resource Management Review, MIS Quarterly, and Industrial and Labor Relations Review.
Margrét Bjarnadóttir, assistant professor of management science and statistics, received her PhD from MIT. Her work spans applications ranging from analyzing nation-wide cross-ownership patterns and systemic risk in finance to drug surveillance and practice patterns in health care.
Michael Faulkender, associate professor, received his PhD from Northwestern University. His research focuses on empirical corporate finance in the areas of capital structure, risk management, corporate liquidity, and executive compensation.
Guodong (Gordon) Gao, associate professor in the Decision, Operations and Information Technologies Department, received his PhD from the University of Pennsylvania. His research interests include IT’s impact on health care and innovation, and the transparency in service quality.
Bruce Golden, the France-Merrick Chair in Management Science, received his PhD from the Massachusetts Institute of Technology. His research interests include heuristic search, combinatorial optimization, networks, and applied operations research.
Susan Taylor, Smith Chair of Human Resource Management & Organizational Change, received her PhD from Purdue University. Her research examines the nature of change leadership and its effects on employee reactions and team performance and cross-cultural differences in the nature of the organizational innovation process.
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