2011 TC Research
Teachers College, Columbia University
Teachers College Columbia University

Research

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W. Warner Burke

Professional Background

Educational Background

  • Ph.D., University of Texas
  • M.A., University of Texas
  • B.A., Furman University

Scholarly Interests

  • 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.

Selected Publications

Burke, W. W. (2011). Organization change: Theory and practice, 3rd Edition. Thousand Oaks, CA: Sage.

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.

biographical information

Professor Burke is professor of psychology and education and coordinator for the graduate programs in social-organizational psychology. He is also Associate Editor of the Journal of Applied Behavioral Science. Professor Burke earned his B.A. from Furman University and his M.A. and Ph.D. from the University of Texas, Austin. Prior to coming to TC in 1979, he served in senior positions at Clark University, the NTL Institute, and as executive director of the OD Network. Professor Burke's consulting experience has been with a variety of organizations in business-industry, education, government, religious, and medical systems. A Diplomate in I/O psychology through the American Board of Professional Psychology, he is also a fellow of the Academy of Management, the American Psychological Society, the Society of Industrial and Organizational Psychology, and past editor of both Organizational Dynamics and The Academy of Management Executive. He has authored over 100 articles and book chapters in organizational psychology and authored, co-authored, or edited 14 books. He has received numerous awards, including in 1989 the Public Service Medal from the National Aeronautics and Space Administration, in 1990 the Distinguished Contribution to Human Resource Development Award, in 1993 the Organization Development Professional Practice Area Award for Excellence-The Lippitt Memorial Award-from the American Society for Training Society and Development, and in 2003 both the Distinguished Scholar-Practitioner Award from the Academy of Management and the Lifetime Achievement Award from the OD Network.
 

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 data bases from a large retail business that is nationwide.

Representative:

Rob Morris                 (rbm2123@columbia.edu)

 

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

Center on Chinese Education
Website: http://www.tc.columbia.edu/centers/coce/

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.

Contact: Mun C. Tsang
E-mail: mct27@columbia.edu