Joel Brockner
Columbia Business School
Uris Hall
3022 Broadway
New York, New York 10027
U.S.A.
Home Page
Phone: (212) 854-4435
Fax: (212) 854-3778
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Within the broader field of organizational behavior, Professor Brockner is well known for his work in several areas, including the effects of organizational downsizing on the productivity and morale of the "survivors," management of organizational change, self processes in organizations and managerial judgment and decision making. He teaches the core course Leadership the elective Managerial Decision Making, and he is an active consultant and speaker to companies worldwide. |
 Books:
 Brockner, J. (1988). Self-esteem at work: Research, theory and practice. Lexington, MA: Lexington Books.
- Brockner, J., & Rubin, J. Z. (1985). Entrapment in escalating conflicts: A social psychological analysis. New York: Springer-Verlag.
Journal Articles:
- Brockner, J. (2006). Why it's so hard to be fair. Harvard Business Review, 84(3), 122-129.
- Brockner, J. (2002). Making sense of procedural fairness: How high procedural fairness can reduce or heighten the influence of outcome favorability. Academy of Management Review, 27, 58-76.
- Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M., Francesco, A. M., Chen, Z. X., Leung, K., Bierbrauer, G., Gomez, C., Kirkman, B., & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37, 300-315.
- Brockner, J., De Cremer, D., Fishman, A., & Spiegel, S. (in press). When does high procedural fairness reduce self-evaluations following unfavorable outcomes?: The moderating effect of prevention focus. Journal of Experimental Social Psychology.
- Brockner, J., Fishman, A.Y., Reb, J., Goldman, B., Spiegel, S., & Garden, C. (in press). Procedural fairness, outcome favorability, and judgments of an authority’s responsibility. Journal of Applied Psychology.
- Brockner, J., Heuer, L. B., Magner, N., Folger, R., Umphress, E., Van den Bos, K., Vermunt, R., Magner, M., & Siegel, P. A. (2003). High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis. Organizational Behavior and Human Decision Processes, 91, 51-68.
- Brockner, J., Heuer, L., Siegel, P., Wiesenfeld, B., Martin, C., Grover, S., Reed, T., & Bjorgvinsson, S. (1998). The moderating effect of self-esteem in reaction to voice: Converging evidence from four studies. Journal of Personality and Social Psychology, 75(2), 394-407.
- Brockner, J., & Higgins, E. T. (2001). Regulatory focus theory: Its implications for the study of emotions in the workplace. Organizational Behavior and Human Decision Processes, 86, 35-66.
- Brockner, J., Paruchuri, S., Idson, L. C., & Higgins, E. T. (2002). Regulatory focus and the probability estimates of conjunctive and disjunctive events. Organizational Behavior and Human Decision Processes, 87, 5-24.
- Brockner, J., Spreitzer, G., Mishra, A., Pepper, L., & Hochwarter, W. (2004). Perceived control as an antidote to the negative effects of layoffs on survivors' organizational commitment and job performance. Administrative Science Quarterly, 49, 76-100.
- Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: The interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189- 208.
- Siegel, P. A., Post, C., Brockner, J., Fishman, A., & Garden, C. (2005). The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment. Journal of Applied Psychology, 90(1), 13-24.
Other Publications:
- Wiesenfeld, B., Swann, W., Brockner, J., & Bartel, C. (2007). Is more fairness always preferred?: Self-esteem moderates reactions to procedural justice. Academy of Management Journal.
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