Bård Kuvaas, Dr. Oecon/PhD

Bård Kuvaas, Dr. Oecon/PhD

Professor of Organizational Psychology at BI Norwegian Business School, Department of Leadership and Organization Management, Nydalsveien 37, 0484 Oslo, Norway

[email protected]

Web: http://www.bi.edu/research/employees/?ansattid=fgl90032 EDUCATION

Norwegian School of Economics and Business Administration/NHH

Dr. Oecon/PhD 1998

Dissertation: ‘Strategic issue diagnosis: The roles of organizational scanning, information processing structure of top management teams, and managers' cognitive complexity.’ BI Norwegian Business School

Master of Business and Economics 1991

ACADEMIC POSITIONS

BI Norwegian Business School, Department of Leadership and Organization Management

Associate Dean of the Doctoral Program 2007 -

Professor of Organizational Psychology 2006 -

Associate Professor 1998 – 2006

Head of Department of Leadership and Organization Management 2002 – 2004

Member of the Doctoral Program Committee 2001 – 2004

Member (faculty representative) of KL (the top academic committee at

BI Norwegian Business School) 2000 – 2002

Coordinator of the graduate specialization in Organizational Psychology

(now entitled Leadership and Organizational Psychology) 1998 – 2002

Assistant Professor and Doctoral Fellow 1991 – 1998

Adminstrative Assistant (Siviltjenste) 1990 – 1991

PUBLICATIONS

International Peer Reviewed Journals for the last five years

 Kuvaas, B., Buch, R., and Dysvik, A. (in press). 'Antecedents and employee outcomes of line managers’ perceptions of enabling HR practices'. Journal of Management Studies.

 Kuvaas, B., Buch, R., & Dysvik, A. (In press). Performance management: Perceiving goals as invariable and implications for perceived job autonomy and work

performance. Human Resource Management.

 He, W., Long, L. R., & Kuvaas, B. (In press). Salary dispersion and turnover intention in China: A contingent examination of individual differences and the dual deprivation path explanation. Human Resource Management.

 Buch, R., Martinsen, Ø. L., & Kuvaas, B. (In press). The Destructiveness of Laissez-Faire Leadership Behavior: The Mediating Role of Economic Leader-Member Exchange Relationships. Journal of Leadership and Organizational Studies.

 Buch, R., Kuvaas, B., Shore, L. M., & Dysvik, A. (In press). Once bitten, twice shy? Past breach and present exchange relationships. Journal of Managerial Psychology.

 Buch, R., Dysvik, A., Kuvaas, B., Nerstad, C.G.L. (In press). It takes three to tango:

Exploring the interplay between training intensity, job autonomy, and supervisor support in predicting knowledge sharing. Human Resource Management.

 Dysvik, A., Buch, R., and Kuvaas, B. (In press). Knowledge donating and knowledge collecting: The moderating roles of social and economic LMX. Leadership & Organization Development Journal.

 Buch, R., Kuvaas, B., Dysvik, A., and Schyns, B. (In press). If and when social and economic leader-member exchange relationships predict follower performance. Leadership & Organization Development Journal.

 Dysvik, A., Kuvaas, B., & Buch, R. (in press). Perceived training intensity and work

performance: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology.

 Dysvik, A., & Kuvaas, B. (2013). Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology, 22: 563-573.

 Dysvik, A., Kuvaas, B., and Gagné, M. (2013). An investigation of the unique, synergistic, and balanced relationships between basic psychological needs and intrinsic motivation. Journal of Applied Social Psychology, 43, 1050-1064.

 Humborstad, S. I. W., & Kuvaas, B. (2013). Mutuality in leader-subordinate

empowerment expectation: Its impact on role ambiguity and intrinsic motivation. The Leadership Quarterly, 24(2), 363-377.

 Kuvaas, B., Buch, R., and Dysvik, A. (2013). Happy together or not? Balanced perceived investment in standard and nonstandard employees. International Journal of Human Resource Management. 24(1): 94-109.

 Dysvik, A., & Kuvaas, B. (2012). Perceived supervisor support climate, perceived

investment in employee development climate, and business unit performance. Human Resource Management. 51(5): 651–664.

 Kuvaas, B., Buch, R., Dysvik, A., & Haerem, T. (2012). Economic and social

leader-member exchange relationships and follower performance. The Leadership Quarterly. 23: 756-765.

 Dysvik, A., & Kuvaas, B. (2012). Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals. British Journal of Social Psychology.

 Kuvaas, B., Buch, R., and Dysvik, A. (2012). Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons. Human Resource Management. 51(2), 167-188.

 Haerem, T., Kuvaas, B., Karlsen, T., & Bakken, B. T. (2011). Do military decision makers behave as predicted by prospect theory? Journal of Behavioral Decision Making. 24, 482–497.

 Dysvik, A. & Kuvaas, B. (2011). Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance. European Journal of Work and Organizational Psychology, 20(3), 367-387.

 Kuvaas, B., and Dysvik, A. (2011). Permanent employee investment and social exchange and psychological cooperative climate among temporary employees. Economic and Industrial Democracy, 32(2), 261-284.

 Kuvaas, B. (2011). The interactive role of performance appraisal reactions and regular feedback. Journal of Managerial Psychology, 26(2), 123-137.

 Kuvaas, B. & Dysvik, A. (2010). Does best practice HRM only work for intrinsically motivated employees? International Journal of Human Resource Management, 21(13), 2339 – 2357.

 Dysvik, A., & Kuvaas, B. (2010). An exploration of the relative influence of mastery-approach goals and intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622-638.

 Dysvik, A., Kuvaas, B., & Buch, R. (2010). Training program reactions and work performance: The moderating role of intrinsic motivation. Human Resource Development International, 14(4).

 Buch, R., Kuvaas, B., & Dysvik, A. (2010). Dual support in contract workers' triangular employment relationships. Journal of Vocational Behavior, 77, 93-103.

 Kuvaas, B., & Dysvik, A. (2010). Exploring alternative relationships between perceived investment in employee development, perceived supervisor support and employee outcomes. Human Resource Management Journal, 2(20), 138-156.

 Kuvaas, B. & Dysvik, A. (2009). Investment in permanent employees and exchange perceptions among temporary employees. Journal of Applied Social Psychology, 39(10), 2499-2524.

 Kuvaas, B. & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation, and work performance. Human Resource Management Journal, 19(3), 217-236.

 Kuvaas, B. (2009). A field test of hypotheses derived from self-determination theory among public sector employees. Employee Relations, 31(1), 39-56.

 Hjertø, K. B. & Kuvaas, B. (2009). Development and empirical exploration of a new model of intragroup conflict. International Journal of Conflict Management, 20(1), 4-30.

 Dysvik, A. & Kuvaas, B. (2008). The Relationship between perceived training opportunities, work motivation and employee outcomes. International Journal of Training and development, 12(3), 138-157.

 Kuvaas, B. (2008). An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and

employee outcomes. Journal of Management Studies, 45, 1-25.

 Selar t, M., Nordström, Kuvaas, B. & Takemura, K. (2008). Effects of reward on self-regulation, intrinsic motivation and creativity. Scandinavian Journal of Educational Research, 52(5), 439-458.

PHD SUPERVISION, COMMITTEES AND EDITORIAL ROLES

PhD Supervision

 Co-supervisor for Bjørn T. Bakken (2013), Intuition and Analysis in Decision Making, BI Norwegian Business School.

 Main Supervisor for Sut I. W. Humborstad (2013), Congruence in Empowerment Expectations. On subordinates' responses to disconfirmed experiences and to leaders' unawareness of their empowerment expectations, BI Norwegian Business School.

 Main Supervisor for Robert Buch (2012), Interdependent Social Exchange Relationships. Exploring the socially embedded nature of social exchange in organizations, BI

Norwegian Business School.

 Main Supervisor for Anders Dysvik (2010), An inside story - is self determination the key? Intrinsic motivation as mediator and moderator between work and individual

motivational sources and employee outcomes, BI Norwegian Business School.

 Main Supervisor for Kjell B. Hjertø (2006), The Relationship Between Intragroup Conflict, Group Size and Work Effectiveness, BI Norwegian Business School.

Committees for Evaluation of Candidates for Professor Positions

 External Member for a Position in Health Care Management, Faculty of Medicine, Institute of Health and Society, University of Oslo (2014).

 Chair of Committee for a Position in Project Management, Dept. of Leadership and Organizational Behavior, BI Norwegian Business School (2011).

 External Member for a Position in Political Science, Faculty for Hum., Social Science, and Education, University of Tromsø (2011).

 External Member for a Position in HRM/OB, Dept. of Management, Aarhus School of Business, University of Aarhus (2007)

Editorial Roles

 A member of the review board at Journal of Organizational Behavior