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 Gayle Porter, Ph.D.
Associate Professor of Management
Ph.D., Ohio State University
Research
Interests:
Developing Employee Performance Potential.
Specific sub-headings of research include: Workaholism and Work
Ethic; Teams and Team Leadership; Learning; Ethics and Social
Responsibility.
Courses
Frequently Taught:
Organization Change & Development; Social Responsibility of
Business; International Human Resource Management; Career Dynamics;
Organizational Behavior.
Professional
Activities & Honors: Member of Academy of Management, Board
position with Careers Division. Member of Society for Human Resource Management (SHRM) and
certified SPHR. Member
American Society for Training & Development (ASTD).
Ad hoc reviewer for a number of scholarly journals.
Received citations for quality research and recognition for
teaching excellence, including Lindback award for lifetime contributions
to teaching.
Representative
Prior Research:
Porter,
G. (2003). Balancing Skills for Collaboration with Individual Development.
In M. Beyerlein, C. McGee, G. D. Klein, J. E. Nemiro & L.
Broedling (Eds.) The Collaborative Work Systems Fieldbook,
pp.595-608. San Francisco:
Jossey-Bass/Pfeiffer.
O’Donnell,
D., Porter, G., McGuire, D., Garavan, T. N., Heffernan, M. & Cleary,
P. (2003). Intellectual
Capital Creation: A Habermasian Community of Practice Introduction. Journal of
European Industrial Training 27(2/3/4), 80-87.
Porter,
G. (2001). Workaholic Tendencies and the High Potential for Stress Among
Co-workers.
International
Journal of Stress Management, 8(2), 147-164.
Porter,
G. (2001). Employees’
Reactions to Cultural Diversity in the Management Team.
In J. A. Wagner, III, J. M. Bartunek & K. D. Elsbach (Eds.) Advances
in Qualitative Organizational Research. Amsterdam: Elsevier Science.
Porter,
G. (2001). Workaholics as High-Performance Employees: The Intersection of
Workplace and Family Relationship Problems.
In B. Robinson & N. Chase (Eds.)
High-Performing Families:
Causes, Consequences, and
Clinical Solutions, a monograph in the American Counseling
Association’s Family Psychology and Counseling Series, pp.43-69.
Alexandria, VA: American Counseling Association.
Porter,
G. & Beyerlein, M. (2000). Historic Roots of Team Theory and Practice.
In M. M. Beyerlein (Ed.) Work Teams: Past, Present and Future.
Dordrecht, The Netherlands: Kluwer.
Porter,
G. & Tansky, J. (1999).
Expatriate Managers: A “Learning Orientations” Approach to
Selection and Training. Human
Resource Management Journal, 38(1), 47-60.
Porter,
G. (1998). Will The Collapse of the American Dream Lead to a Decline in
Ethical
Business Behavior?
Journal of Business Ethics,17(15), 1669-1678.
Lippert,
R.L. & Porter, G. (1997).
The Relationship between CEO Tenure and Pay-Performance
Sensitivity. Journal of Business
Research, 39, 127-138.
Porter,
G. (1997) Trust in Teams:
Member Perceptions and the Added Concern of
Cross-cultural Interpretations.
Advances in Interdisciplinary
Studies of Work Teams, (Vol. 4),
45-77. Greenwich, CT: JAI Press.
Porter,
G. (1996). The Organizational Impact of Workaholism: Suggestions for
Researching the Negative Outcomes of Excessive Work. Journal of Occupational Health Psychology, 1(1), 70-84.
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Media Guide
Dr. Gayle Porter, associate professor of management at the
Rutgers School of Business—Camden; former research consultant
for several companies, including General Motors. She can
discuss:
+Business Ethics:
- Social responsibility without sacrificing profits
- Ethics and social responsibility of business
+Human Resources:
- Workaholism and its negative impact on the
organization
- Employee development issues Organizational
behavior
- Work team effectiveness and issues of trust and
cultural diversity
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+Career Issues:
- Workaholism and its negative impact on the organization
+Technology:
- Technology addiction
- Employer liability for technology addiction
- Workaholism and its negative impact on the
organization
- Employee development issues
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