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Greg R. Oldham
C. Clinton Spivey Distinguished Professor of Business Administration and Associate Dean of Faculty

Educational Background

Ph.D., Yale University, 1974
B.A., University of California-Irvine, 1969

Positions Held

At the University of Illinois since 1973. Currently C. Clinton Spivey Distinguished Professor of Business Administration, Professor of Labor and Industrial Relations, and Associate Dean of Faculty.  

Recent Publications

Madjar, N., & Oldham, G. R. Task rotation and polychronicity: Effects on individuals’ creativity. Human Performance, forthcoming.

Baer, M., & Oldham, G. R. The curvilinear relation between experienced creative time pressure and creativity: Moderating effects of openness to experience and support for creativity. Journal of Applied Psychology, forthcoming.

Oldham, G. R., & Hackman, J. R. How job characteristics theory happened. In K. Smith & M. Hitt (Eds.), Great minds in management: The process of theory development. New York: Oxford University Press.

Oldham, G. R., & Jimeno-Ingrum, D. 2005. Job rotation. In N. Nicholson, P. Audia, & M. Pilluta, (Eds.), The Blackwell encyclopedia of management: The process of theory development. Oxford, U. K.: Blackwell.

Oldham, G. R., & Baer, M. 2005. Job enrichment. In N. Nicholson, P. Audia, & M. Pillutla, (Eds.), The Blackwell encyclopedia of management: The process of theory development. Oxford, U. K.: Blackwell.

Baer, M., Oldham, G. R., & Hollingshead, A. B., & Jacobsohn, G. 2005. Revisiting the birth order-creativity connection: The role of sibling constellation. Creativity Research Journal, 17: 67-77.

Shalley, C. E., Zhou, J., & Oldham, G. R. 2004. The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30: 933-958.

May, D. R., Oldham, G. R., & Rathert, C. 2005. Employee affective and behavioral reactions to the spatial density of physical work environments. Human Resource Management, 44: 21-33.

Baer, M., Oldham, G., & Cummings, A. 2003. Rewarding creativity: When does it really matter? Leadership Quarterly, 14: 569-586.

Kulik, C. T., & Oldham, G. R. 2004. Work design. In Gaugler, W. Oechsler, & W. Weber (Eds.), Handbook of human resource management (3rd Edition), 2043-2052. Stuttgart, Germany: Poeschel Verlag.

Madjar, N., & Oldham, G. 2002. Preliminary tasks and creative performance on a subsequent task: Effects of time on preliminary tasks and amount of information about the subsequent task. Creativity Research Journal, 14: 239-251.

Madjar, N., Oldham, G., & Pratt, M. 2002. There's no place like home? The contributions of work and non-work sources of creativity support to employees' creative performance. Academy of Management Journal, 4: 757-767.

Oldham, G. 2002. Stimulating and supporting creativity in organizations. In S. Jackson, M. Hitt, & A. DeNisi (Eds.), Managing knowledge for sustained competitive advantage: 243-273. San Francisco, CA: Jossey-Bass.

Oldham, G. 2002. Stumbling into organizational behavior. In A. Bedeian (Ed.), Management laureates: A collection of autobiographical essays: Vol. 6, 269-302. Kidlington, UK: Elsevier.

Zhou, J., & Oldham, G. 2001. Enhancing creative performance: Effects of expected developmental assessment strategies and creative personality. Journal of Creative Behavior, 35: 151-167.

Fried, Y., Oldham, G. R., & Cummings, A. 2001. Job design. In M. Warner (Ed.), The international encyclopedia of business and management: 2nd ed., Vol. 4, 3553-3564). London: Thomson Learning.
 

Honors and Awards

Distinguished Educator Award, Academy of Management, 2004. President, Academy of Management, 1993-1994. Fellow of the Academy of Management, 1993. Fellow of the American Psychological Association, 1986.

Academic Service

Editorial Boards: Academy of Management Journal, 2004-2005; Organizational Behavior and Human Decision Processes, 2001-2005; Journal of Management, 2002-2005; Journal of Organizational Behavior, 2002-2005; International Journal of Organization Theory and Behavior, 1997-2002.

Teaching and Research

Teaches courses in organizational behavior and human resource management. Research focuses on the effects of work and organizational context on employees' responses, in particular, the study of how the structure of jobs and the work unit's physical configuration (or setting) influence the performance, creativity, and psychological well-being of employees. Has served as a consultant to several organizations on these and related topics. 

Contact Information:
270 Wohlers Hall
1206 South Sixth Street
Champaign, IL 61820
(217) 244-3100
g-oldham@uiuc.edu



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