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Kyle Emich - University of Delaware. Newark, DE, US

Kyle Emich

Associate Professor, Management | University of Delaware


Prof. Emich's research explores the role of individual attributes in team dynamics and other collective environments.







AOM Scholars On... The Remote Disconnect: Challenges and Opportunities within the Future or Work




Kyle Emich earned his Ph.D. in Organizational Behavior at Cornell University and is currently an associate professor of management at the Alfred Lerner College of Business and Economics at the University of Delaware.

His research explores the role of individual attributes, particularly perceptions and emotions, in team dynamics and other collective environments. This has particular implications for leadership, responding to disasters such as the COVID-19 pandemic, and race, equality, and ethics.

Kyle has published in a number of management and psychology journals including the Academy of Management Journal, Organizational Behavior and Human Decision Processes, Organizational Research Methods and Psychological Science. His work has also been cited in media outlets such as TIME Magazine, The New York Times, The Wall Street Journal and Scientific American.

Kyle has taught both undergraduate and MBA students at Cornell University, Fordham University and the University of Delaware. He currently offers courses in organizational behavior and groups, teams and leadership.

Industry Expertise (2)



Areas of Expertise (5)

Cognitive Processing


Organizational Behavior

Team Dynamics

Group Dynamics

Media Appearances (5)

Paradox Mindset: The Source of Remarkable Creativity in Teams

INSEAD Knowledge  online


Teams are more successful if they embrace internal differences and explore conflicting ideas instead of glossing over them. “The experience was magical. I had enjoyed collaborative work before, but this was something different,” said Daniel Kahneman of the beginnings of his years-long partnership with fellow psychologist Amos Tversky that culminated in a Nobel Prize in economic sciences three decades later.

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Women less likely to get their ideas endorsed at work than men

Yahoo News  online


You’re having a conversation with your boss and you put forward an idea for a new project. You’ve thought it through thoroughly and considered what challenges might crop up, and how you would overcome them.

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Ethical leadership is key to surviving a crisis

Newswise  online


You don’t have to be an ethical leader to win a Super Bowl or an election or rise to the level of CEO of a Fortune 500 company. But according to a new study co-written by Kyle Emich, associate professor of management in the University of Delaware’s Alfred Lerner College of Business and Economics, possessing the characteristics of “ethical leadership” is absolutely essential in order to steer an organization through a crisis.

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Doing business without a personal touch

Delaware Public Media  online


Delaware Public Media’s Nick Ciolino recently spoke with University of Delaware Associate Professor of Management Kyle Emich about how some Delaware sectors are dealing with those challenges.

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How to handle the 3 most annoying types of coworkers

Fast Company  online


One tendency people can have when they have a troubling coworker is focusing on the area you dislike and applying it to their entire persona. This is called the “halo effect,” says Kyle Emich, associate professor of management at University of Delaware.

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Articles (5)

When Majority Men Respect Minority Women, Groups Communicate Better: A Neurological Exploration

Small Group Research

2023 Groups must leverage their members’ diverse knowledge to make optimal decisions. However, the gender composition of a group may affect this ability, particularly because solo status female members (one female grouped with males) are generally allocated lower status than their male counterparts, so their knowledge is more likely to be ignored.

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Better Together: Member Proactivity Is Better for Team Performance When Aligned with Conscientiousness

Academy of Management Discoveries

2023 Proactivity, the tendency to create change in the work environment, typically improves team performance. This relationship is far from perfect, however. We explore inconsistencies in the team proactivity literature to shed light on an important question – when is member proactivity beneficial or dysfunctional for teams? First, we consider the composition of member proactivity at the team level and whether a simple ‘more is better’ heuristic neglects a more complex relationship linking member proactivity to team coordination and performance.

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Team Composition Revisited: Expanding the Team Member Attribute Alignment Approach to Consider Patterns of More Than Two Attributes

Organizational Research Methods

2023 The attribute alignment approach to team composition allows researchers to assess variation in team member attributes, which occurs simultaneously within and across individual team members. This approach facilitates the development of theory testing the proposition that individual members are themselves complex systems comprised of multiple attributes and that the configuration of those attributes affects team-level processes and outcomes.

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Setting the programmatic agenda: A comprehensive bibliometric overview of team mechanism research

Journal of Business Research

2023 Team mediating mechanisms are vital to team functioning as they explain how member attributes transform into collective outcomes. Yet, the field exploring them has grown vast and fragmented. This disunity indicates a lack of intellectual structure, preventing the development of general knowledge. We suggest that two aspects of this literature may contribute to this issue: its content division into affective, behavioral, cognitive, motivational, and perceptual categories, and its division into distinct scholarly communities.

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A house divided: A multilevel bibliometric review of the job search literature 1973–2020

Journal of Business Research

2022 A growing body of research across multiple disciplines has aimed to better understand the phenomenon of job search. However, little empirical research has examined the combined content and structure of the job search literature to accumulate programmatic knowledge. Unfortunately, this has resulted in redundancies and isolated advances that harm our ability to make concrete practical recommendations to aid policy makers, organizations, and broader society.

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Accomplishments (5)

UD Women’s Leadership Institute Fellow (professional)


SWUFE-UD Joint Institute Fellow (professional)


Small Group Research Reviewer of the Year (professional)


Lerner Department of Business Administration Outstanding Researcher (professional)


Academy of Management Best Paper Award - OB Division (professional)


Education (3)

Cornell University: PhD, Organizational Behavior 2012

Cornell University: MS, Organizational Behavior 2009

State University of New York at Oswego: BA, Psychology 2006

Affiliations (7)

  • Small Group Research : Editorial Board
  • Journal of Management Inquiry : Editorial Board
  • Organizational Behavior and Human Decision Processes : Editorial Board
  • Academy of Management : Member
  • American Psychological Association : Member
  • Society for Personality and Social Psychology : Member
  • INGRoup : Member

Event Appearances (5)

Configurational Research in Teams

The Academy of Management Meetings  Seattle, WA

Team Composition Revisited: Expanding the Team Member Attribute Alignment Approach to Consider Patterns of More than Two Attributes

17th Interdisciplinary Network for Group Research (INGRoup) Conference  Hamburg, Germany

Control and Change Together: Conscientiousness and Proactivity Alignment Improves Team Performance

Western Academy of Management  Kona, HI

Enacting Metaknowledge: Teams Make Better Decisions When Metaknowledge and Social Perceptiveness Align

National Communication Association Annual Convention  Seattle, WA

Paradox and Well-being: A Multilevel Perspective on Cognitive and Emotional Responses to Paradoxes.

The Academy of Management Meetings  online