W. Warner Burke
- Ph.D., University of Texas
- M.A., University of Texas
- B.A., Furman University
- Learning agility.
- Behavioral practices associated with superior leaders and managers and their performance.
- Multi-rater feedback.
- Organizational culture.
- Inter-organizational relations.
- Leading and managing organization change.
- Organizational diagnosis and change.
Burke, W.W. (2011). A perspective on the field of organization development and change: The Zeigarnik effect. Journal of Applied Behavioral Science, 47, 143-167.
Burke, W. W. (2004). Organization development. In C. Spielberger (Editor in Chief), Encyclopedia of Applied Psychology (pp. 755-772). Oxford, U.K.: Elsevier Ltd.
Burke, W.W. (2004) Contributor for N. Nicholson, P. Audia, & M. Pilluta (Eds.) Encyclopedic Dictionary of Management: Organizational Behavior, 2nd Ed. Oxford, U.K.: Blackwell Publishers.
Burke, W. W., & Trahant, B. with Koonce, R. (2000). Business climate shifts: Profiles of change makers. Boston, MA: Butterworth Heineman.
Burke, W. W. (1998). Contributor for C. L. Cooper & C. Argyris (Eds.), Encyclopedia of management (pp. 432-433). Oxford, UK: Blackwell.
Burke, W. W., Coruzzi, C. A., & Church, A. H. (1996). The organizational survey as an intervention for change. In A. I. Kraut (Ed.), Organizational surveys: Tools for assessment and change (pp. 41-66). San Francisco, CA: Jossey-Bass.
Burke, W. W. (Ed.). (1995). Managing organizational change. New York, NY: American Management Association.
Waclawski, J., Church, A. H., & Burke, W. W. (1995). Women and men OD practitioners: An analysis of differences and similarities. Consulting Psychology Journal: Practice and Research, 47(2), 89-107.
Burke, W. W. (1994). Organization development: A process of learning and changing (2 ed.). Reading, MA: Addison-Wesley.
Warner Burke's Workgroup
This workgroup is interested in various areas of organizational behavior, particularly leadership, culture and climate, managing change, and multi-rater feedback in the workplace. Recently, the workgroup has been focusing on the relationship of leader/manager self-awareness and individual performance in organizations, and on union awareness in large corporations.
Of particular interest has been a series of studies testing the validity of the Burke-Litwin model of organizational performance and change. These studies have addressed the relationships of culture to climate, leadership behavior and management practices to climate, and leadership behavior to organizational performance. Using multivariate statistics such as regression, linear (and some nonlinear) relationships, and how certain dimensions of the model influence other dimensions are being measured and analyzed.
Students in the workgroup are also working on organizational survey projects, creating new measures of executive leadership, and databases from a large retail business that is nationwide.
ORLJ 8900: Dissertation advisement in social-organizational psychology
Fee to equal 3 points at current tuition rate for each term. For requirements, see section on Continuous Registration for Ed.D./Ph.D. degrees.
Centers and Projects
The Center on Chinese Education, Teachers College Columbia University (CoCE) is aimed at contributing to a better understanding of education in China and to educational exchange between the United States and China. It seeks to achieve this mission through three categories of activities: research and development, education and training, as well as outreach and exchange. These activities will draw upon the historically special relationship between Chinese education and Teachers College, the interests and expertise of the faculty at Teachers College, as well as expertise and resources outside of Teachers College. Major funding for the Center's activities is provided by the Henry Luce Foundation and the Ford Foundation.