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Dean’s Distinguished Visiting Fellows Program
The Dean’s Distinguished Visiting Fellows Program was established to deepen our commitment to our scholars and their research. This innovative program reflects our efforts in promoting impactful scholarship from academics around the world, while fostering junior faculty and Ph.D. student development. It also builds on our success in attracting and hiring faculty.
During their week-long visit to Rice Business, the distinguished fellows share their strategies for building a systematic research program and the key decision-making points in their journey toward important discovery and influential careers.
The objectives of the Dean’s Distinguished Visiting Fellows Program are to:
- Promote high-quality and high-impact research
- Facilitate junior faculty’s development of their research program and external recognition
- Facilitate Ph.D. student training and placement
- Build new connections with leading scholars and expand JGSB faculty’s research network
- Communicate our aspirations and accomplishments with leading scholars
Eligibility
Scholars who meet the following criteria are eligible for appointment as Dean’s Distinguished Visiting Fellow for a given year. It’s an honorary title that doesn’t have any implication for compensation or full-time faculty appointment at Rice Business. Scholars must:
- Have conducted high-quality and high-impact research
- Have received significant recognition in their field
- Continue to be active in high-quality and high-impact research
- Are not yet closely affiliated with Rice Business (e.g., who are not former faculty, coauthors or prior students of current Rice Business faculty)
- Are committed to spending a week visiting Rice Business during the year that they hold this honorary title
Description
This is an optional program. Each faculty area decides whether they elect to participate in this program in a given year. At any time during the year, the area coordinator sends the area’s nomination(s) to the deputy dean of academic affairs, who will make appointment recommendations to the dean. The nomination should include the CV of the nominee and a brief justification. Each area may nominate and invite up to two fellows each year.
Each fellow visits the Rice Business for a week. During the visit, they are expected to run activities consistent with the objectives of this program (e.g., conducting research seminars and professional development workshops on how to build an impactful research program, navigate the review process at top journals, and other relevant topics for our faculty and Ph.D. students).
Meet Our Distinguished Visiting Fellows
The inaugural Dean’s Distinguished Visiting Fellow is Nancy Rothbard, David Pottruck Professor of Management and Deputy Dean at The Wharton School at the University of Pennsylvania.
Creating the Will Without the Way? How and When Employee Belonging Leads to Voice on DEI Issues
Abstract: A core belief in the diversity, equity, and inclusion (DEI) literature is that increasing employees’ sense of belonging can improve an organization’s DEI environment and outcomes. We directly examine this assumption and argue that employee belonging is a necessary but insufficient condition for enhancing employees’ voice on DEI issues that is, employees’ proactive expression of ideas, problems, and issues to improve DEI outcomes. We propose that employee belonging, which generates a strong motivational force in employees to benefit their group (i.e., the will), only leads to DEI voice when the organization has a high level of DEI practices that channel and structure such motivation toward improving DEI (i.e., the way).
Further, we theorize two mechanisms—identity manifestation and noticing DEI problems—that explain the interactive effects of belonging and DEI practices on DEI voice. We test our hypotheses across three studies—a large-scale field study, a survey using a generalizable sample of working professionals, and an online experiment that manipulates belonging—and we find that only when employees perceive a high level of DEI practices in their organization does their sense of belonging enhance DEI voice. This effect is consistently mediated by identity manifestation and noticing DEI problems. We discuss how our findings contribute to research on belonging, DEI, and allyship in organizations.
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Deputy Dean of Academic Affairs
Mary Gibbs Jones Professor of Management and Psychology – Organizational Behavior
Mary Gibbs Jones Professor of Management and Psychology – Organizational Behavior
