ד"ר ליאת אלדור

ד"ר ליאת אלדור היא מרצה בכירה בתחום ההתנהגות הארגונית בפקולטה בפקולטה לניהול ע"ש קולר, אוניברסיטת תל- אביב. את לימודי הדוקטורט בניהול והתנהגות ארגונית היא סיימה באוינברסיטת חיפה בתחום  Employee Engagement . עבודת הדוקטורט שלה שזיכתה אותה במלגה לפוסט דוקטורט ובפרס המאמר הנבחר לתלמידי PhD  ב , Academy of Management Conference-עוסקת בהעלאת הפרודקטיביות וביצועי חדשנות של עובדים באמצעות Employee Engagement. במחקריה היא עושה שימוש בניתוחים כמותיים מרובי רמות: העובד, הקבוצה, והארגון ובניסויי שדה בארגונים, תוך שילוב ניתוח איכותני כגון ראיונות, קבוצות מיקוד, ניתוח טקסטים וסיפורים.

את לימודי הפוסט דוקטורט היא עשתה ב University of Pennsylvania  בבית הספר  Whartonלמנהל עסקים שם התמחתה בתחום מאקרו-משאבי אנוש ו- Gig Economy and Nonstandard Work Arrangements.

מחקריה פורסמו בכתבי עת מובילים בתחום הניהול והפסיכולוגיה הארגונית כגון: Academy of Management Journal,  Journal of Management Studies, Review Harvard  Business ,Journal of Organizational Behavior,

קורות חיים >>

Employee engagement, gig economy , employee motivation, nonstandard work arrangements  (remote work,  gig work, flexible and agency work contracting),  contemporary leadership styles effective for uncertain and competitive environments  including paradoxical leadership, authentict leadership, humble leadership, and creating firms competitive advantage by cultivating employee collective engagement and HR intangible practice.

Eldor, L. (In press). The Relationship Between Organizational Authenticity Perceptions and Employees’ Work Performance: Evidence from a Field Experiment. Journal of Management, Forthcoming.

Cappelli, P. & Eldor, L. (2024). Can Workplaces Have Too Much Psychological Safety? Harvard Business Review, Leadership and Managing People, January, Volume, 2024.

Eldor*, L., & Hodor, M. L., & Cappelli, P. (2023). The Limits of Psychological safety. Nonlinear Effect on Work Performance. Organizational Behavior and Human Decision Processes, 177,

Its core insights have been published at:

• Human Resources Executive, entitled as “Trying to drive psychological safety higher? Why it may backfire for HR”, October 2, 2023.
• Knowledge at Wharton, entitled as:” The Downside of Psychological Safety in the Workplace”, November 21, 2023.
• Fortune, entitled as:” If you make your employees feel too comfortable, they just won’t work as hard, study suggests”, October 19, 2023.

Cappelli, P. & Eldor, L. (2022). The use of contracts on employees: Their widespread use, and the implications for management. Academy of Management Annals. In Press.

Published online on Jan 24th: https://journals.aom.org/doi/10.5465/annals.2021.0034

Cappelli, P., and Eldor, L. (2022). Treating employees like contractors is on the rise—and will likely backfire. Wall Street Journal, November 8th, 2023: https://www.wsj.com/articles/employees-contractors-productivity-duties-11667597666

Eldor*, L., & Hodor, M. L., & Cappelli, P. (Accepted, 2023). The Limits of Psychological safety.  Nonlinear Effect on Work Performance. Organizational Behavior and Human Decision Processes.

Eldor, L. (2021). Leading by doing: Does leading by example impact productivity and service quality? Academy of Management Journal, 64(2), 458-481.

 Link to the publication: https://journals.aom.org/doi/abs/10.5465/amj.2018.0706?af=R

*Eldor, L., & Cappelli, P. (2021). The use of agency workers hurts business performance: An integrated indirect model. Academy of Management Journal, 64(3), 824-850.

Link to the publication: https://journals.aom.org/doi/abs/10.5465/amj.2019.0392

Eldor, L. (2020). How collective engagement creates competitive advantage for organizations: A Business‐Level model of shared vision, competitive intensity, and service performance. Journal of Management Studies, 57(2), 177-209.

Link to the publication: https://onlinelibrary.wiley.com/doi/abs/10.1111/joms.12438

Cappelli, P. & Eldor, L. (2019). Where Measuring Engagement goes wrong. Harvard Business Review, July Volume, 2019.

Link to the publication: https://hbr.org/2019/05/where-measuring-engagement-goes-wrong

Eldor, L. (2018). Public service sector: The compassionate workplace - The effect of compassion and stress on employee engagement, burnout, and performance. Journal of Public Administration Research and Theory, 28(1), 86-103.

Link to the publication: https://academic.oup.com/jpart/article/28/1/86/4237575

*Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra-role performance behaviors. Journal of Organizational Behavior, 37(2), 213-235.

Link to the publication: https://onlinelibrary.wiley.com/doi/abs/10.1002/job.2037

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