PhD Position in Organisational Behaviour/Human Resource Management

RSM; Rotterdam; Hybrid; EUR 35,000 - 42,000; Full time

Job summary

Rotterdam School of Management (RSM), Erasmus University, invites applications for an open PhD position in Organisational Behaviour/Human Resource Management. This four-year funded PhD offers the opportunity to define a research agenda in collaboration with supervisors from the OB/HRM group, with strong emphasis on teamwork, leadership and social networks in organisations.

The successful candidate will join a vibrant research environment at ERIM and RSM, contributing to high-quality research,

Qualifications

• Master's degree with thesis in management, organizational psychology, social sciences, or related area.
• Strong background in behavioural research and quantitative methods.
• Excellent English communication skills in oral and written form.

Responsibilities

• Develop and refine a personal research agenda aligned with OB/HRM themes.
• Conduct empirical studies using quantitative and/or qualitative methods.
• Publish findings in top journals and present at international conferences.

Skills

Behavioral research

Quantitative methods

English proficiency

Education

Master's degree (nearly completed)

Job description

• PhD Position in Organisational Behaviour/Human Resource Management

PhD Position in Organisational Behaviour/Human Resource Management

Position

ERIM FT PhD vacancy form

Visible since

Monday, 2 November 2026

Deadline

Friday, 15 January 2027

FTE

1 fte

Reference

5986

Abstract

The core focus of our OB/HRM research group is studying people—and how they lead, collaborate, and organize—at work. We are looking for a committed and enthusiastic PhD student to further strengthen our group. We are particularly interested in recruiting a PhD candidate with an interest in studying one or more of the following research area’s: team structures, dynamics, and processes; social networks; (neuro)diversity; strategic people management; and/or strategic (HR) leadership. The ideal candidate has a demonstrated passion for and experience in academic research, along with a learning orientation, perseverance, and a collaborative attitude.

We offer an inspiring and supportive research environment, where faculty members in the department bring diverse expertise in areas such as teamwork, team cognition, social hierarchy, conflict, diversity, goal orientation, social networks, HRM, leadership, top management teams, creativity, motivation, and performance. The department has expertise in both quantitative and qualitative research methods. Faculty members currently available to serve as daily supervisors have a quantitative focus. Our faculty, lecturers, and postdocs work closely with PhD students across research, teaching, and impact activities, fostering a strong sense of a collaborative community. Our doctoral program is designed to equip our PhD students with all the necessary knowledge and skills for both academic achievement and successful careers in academia and beyond.

Keywords

Organisational Behavior, Human Resource Management, Teams, Leadership, Behavioural Research

Topic

Rotterdam School of Management (RSM) and our group comprises some of the most internationally recognised, influential academics in their respective fields. This is evidenced not only by external metrics such as RSM’s high ranking but also by our numerous publications in top-tier journals, our members’ roles as associate editors for leading academic outlets, as well as their receipt of prestigious international awards. Beyond our quantifiable achievements, we foster a strong culture of support, collaboration, inclusivity, and fairness, which we believe makes us better academics and a true community. Further, we are deeply committed to open science practices and adhere to the FAIR principles, ensuring that our research is accessible, transparent, and ethically conducted.

This PhD position fits broadly into our research themes of: (1) Organizational Behavior (OB) – the study of individuals and groups at work, and/or (2) Human Resource Management (HRM) –the study of workplace practices, structures, and processes that empower individuals to perform at their best while fostering positive and fulfilling work experiences.We are particularly interested in recruiting a PhD candidate with an interest in studying one or more of the following research area’s: team structures, dynamics, and processes; social networks; (neuro)diversity; strategic people management, and/or strategic (HR) leadership.

This is an “open” PhD position, meaning that the accepted student has the opportunity to define and carry out their own projects in alignment with the research expertise of one or more of the faculty members available for supervision. The student will develop a research agenda centred on a topic of their choice, informed by their skills and interests. While projects are developed in consultation with specific advisors, candidates are encouraged to collaborate with other faculty members, including those from external institutions.

Currently our faculty and PhD students focus on themes such as:

• Teams (e.g., teamwork and performance, conflict, creativity in teams, diversity in teams, multiple team membership, global teams, team information elaboration, membership change)
• People management/HRM (e.g., HR systems and performance, the role of (top) managers in HRM, HR in times of change, employee-centric work organisations, the role of HRM in society)
• Social networks (e.g., knowledge sharing and advice networks in organisations, boundary spanning, expertise evaluation)
• Leadership (e.g., authentic leadership, servant leadership, CEO and top management team personality & values, CEO activism, leadership development)
• Management and hierarchy (e.g., power and status, social hierarchy in teams, decentralised organising, self-management and self-organising, voice)
• Organisational change (e.g., change management, resistance to change, change interventions, leading and designing change initiatives, digitisation and change)
• Diversity, Equity and Inclusion (DEI) in the workplace (e.g., diversity management, employee responses to DEI programs and policies, bias and discrimination, inclusive academia, intersections of DEI and leadership)

Estimated timeline:

• In the first year, the PhD student begins with an orientation to identify a potential dissertation focus through discussions with faculty and a review of relevant literature. As a specific focus develops, the literature review will become more targeted, leading to the design of the initial study. The first year ends with the development of a research proposal for the rest of the PhD trajectory. Additionally, the student will take relevant PhD courses throughout the year on methods, theory and processes.
• In the following years, the student will focus on conducting the studies necessary for their dissertation, writing, and preparing papers for journal submission. They will also take more, advanced courses to support their individual research. During these years, the student will also have the opportunity to present their findings at international conferences and, may plan a research visit abroad.
• The PhD position is funded for four years, with a possibility to extend to a fifth year subject to available funding and progress in the PhD trajectory.
• The final format of the thesis will depend on the research methods employed, but an ERIM series thesis in our research group often comprises three empirical chapters, of publishable quality. Recent theses can be accessed via this repository: https://www.erim.eur.nl/research/publications/phd-series/

In addition to the research, the student will also have the opportunity to gain teaching experience for a small portion of their time (up to 20% of their time). They will participate in the department’s undergraduate and master's programs, acquiring valuable skills that will enhance their qualifications for an academic position upon completing their PhD.

The search committee consists of Drs. Madleen Meier-Barthold, Julija Mell, Anne Nederveen Pieterse, and Maartje Schouten (chair). For questions about this position, please contact Maartje Schouten ([e-mail]).

Approach

The methods employed in the PhD project are expected to align to the specialisms in our research group. Most scholars in our OB/HRM group have quantitative focus, primarily utilizing survey and/or experimental methodologies for data collection. In the People and Organisations department, we also include scholars specialising in qualitative approaches—such as ethnography, case studies, interviews, and empirical observation. Mixed-method approaches that integrate both qualitative and quantitative research can also be pursued. While the emphasis of the project will be quantitative, the broad conceptual and methodological foundation within the department ensures a robust framework for any project within the group’s area of study.

Required profile

We seek candidates who have:

• A (nearly) completed Masters’ degree (including a research thesis) in management, organizational psychology, social sciences, or a related area with a strong focus on behavioural research.
• Demonstrated experience of conducting behavioral research, with a preference for experience with quantitative methods (e.g., surveys, experiments, panel data).
• Strong interest in studyingOB/HRM, with a preference for studying team structures, dynamics, process; social networks; (neuro)diversity; strategic people management, and/or strategic (HR) leadership.
• High conscientiousness, flexibility, and a collaborative attitude;
• Willingness and ability to learn and grow in all areas of research;
• Strong methodological skills, commitment to methodological rigor and scientific integrity;
• Excellent oral and written communication skills in English and a genuine interest in writing academic papers.

Required by ERIM

All application documents required by ERIM can be found here . Please pay particular attention to the requirements for a (nearly) completed Master’s degree with a thesis and the required level of demonstrated English proficiency.

Expected output

• Scientific publications in top-tier peer-reviewed journals such asAcademy of Management Journal, Journal of Management, Journal of Applied Psychology, Journal of Management Studies, Organizational Behaviour and Human Decision Processes and Human Resource Management Review.
• Academic presentations at international conferences such as the annual meetings of Academy of Management.

Online materials on open science platforms (including anonymized data, code, preregistrations).

Cooperation

We promote (international) research cooperation in several ways. For example:

• We encourage PhD students to spend time visiting institutions abroad. Our faculty is happy to support PhD students seeking to visit institutions abroad by leveraging their strong international network. In the past our students visited institutions such asDuke University, Cornell University, London Business School, Pennsylvania State University, Northwestern University, Rice University, Stanford University, and University of British Colombia.
• We organize regular research seminars featuring some of the most prolific scholars in our field. These events provide PhD students with the opportunity to engage with distinguished speakers, interact with them directly, and explore potential collaboration opportunities.

We nurture a collaborative environment within our research group. This includes internal research seminars from faculty and PhD candidates, and an active environment of research sharing on a day-to-day basis. Our PhD candidates are active members of this community.

Societal relevance

In addition to scientific relevance, research should address practical problems and contribute to important societal and/or organisational issues. The Rotterdam School of Management actively supports the dissemination of research findings to the broader community through various initiatives (e.g., RSM Discovery ).

Scientific relevance

The PhD project will aim to significantly enhance our understanding of OB/HRM. Regardless of its specific focus, the expectation is that the project will contribute to theory development by emphasizing not only the outcomes but also the system, social, behavioural and psychological processes that lead to these outcomes.

Erasmus University Rotterdam aspires to be an equitable and inclusive community. We nurture an open culture, where everyone is supported to fulfil their full potential. We see inclusivity of talent as the basis of our successes, and the diversity of perspectives and people as a highly valued outcome. EUR provides equal opportunities to all employees and applicants regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, functional impairment, citizenship, or any other aspect which makes them unique. We look forward to welcoming you to our community.

Rotterdam School of Management, Erasmus University (RSM) is one of Europe’s top-ranked business schools. RSM provides ground-breaking research and education furthering excellence in all aspects of management and is based in the international port city of Rotterdam – a vital nexus of business, logistics and trade. RSM’s primary focus is on developing business leaders with international careers who can become a force for positive change by carrying their innovative mindset into a sustainable future. Our first-class range of bachelor, master, MBA, PhD and executive programmes encourage them to become critical, creative, caring and collaborative thinkers and doers.

RSM is an equal opportunity employer and explicitly encourages applications from candidates of all genders, ethnicities, and nationalities.