The research of Assistant Professor Ifeoma Ajunwa, who earned a doctorate in sociology from Columbia University, is focused on job applicants and employees perceived as “risky,” how such risk is constructed and the organizational processes that private firms employ for risk reduction.
Her published research has illuminated work issues regarding three populations of “risky” workers/job applicants: the formerly incarcerated, carriers of genetic disease and workers with perceived unhealthy lifestyles.
Ajunwa, a Department of Organizational Behavior member, also holds a law degree and previously practiced business and intellectual property law. She taught at several law schools, most recently serving as a teaching fellow at Harvard Law School.
As an experimental psychologist, Assistant Professor Brian Lucas of the Department of Organizational Behavior publishes research on the topics of morality, ethics and creativity. In 2016, he received the Best Empirical/Theoretical Paper Award from the Conflict Management Division of the Academy of Management.
He has a doctorate in management and organizations from the Kellogg School of Management at Northwestern University, a master’s in social-organizational psychology from Columbia University and a bachelor’s in psychology from Bucknell University.
He was a lecturer at the Kellogg School of Management at Northwestern University and an adjunct assistant professor at the Booth School of Business at the University of Chicago.
Assistant Professor Devon Proudfoot of the Department of Human Resource Studies completed her doctoral work in management and organizations at Duke University.
She received a master’s of science in social psychology from the London School of Economics and a bachelor’s in psychology from McGill University. Her research examines stereotyping and inequality, creativity judgments and motivational underpinnings of organizational attitudes and behavior.
She has been the recipient of several awards and honors, including the Best Paper Award from the Academy of Management in 2015, Outstanding Reviewer Award 2014 and Graduate Merit Award 2007.
Assistant Professor Evan Riehl of the Department of Economics examines the consequences of reforms that reduce the influence of socioeconomic status in college admissions.
He demonstrates how reforms may lower market-wide graduation rates and earnings in the short run, but over time, how college responses can undo these negative effects while maintaining increased diversity.
More broadly, he studies how information on student ability affects the productivity of higher education systems.
Riehl's background is in labor economics, economics of education and developmental economics. He has a doctorate in economics from Columbia University and bachelor’s degrees in economics and political science from Washington University. He is also the recipient of the Adam Smith Prize for Excellence in Economics.