Below are the PhD courses offered by faculty at the School of Management and Labor Relations, with links to sample course syllabi. Students often take PhD courses relevant to their interests in other schools and departments at Rutgers. The SMLR Graduate Catalog can assist you.
Students can also take doctoral courses at Princeton, Columbia, NYU, CUNY, Fordham, New School, or Stony Brook as part of their studies, through the Inter-University Consortium in which Rutgers participates.
Seminar in Industrial Relations: A Survey of the Scholarly Literature
(16:545:611, 3 credits)
Industrial relations systems theory. Analysis of managerial capitalism and the diffusion of systematic management techniques; the development of modern craft, industrial, and professional labor organizations; and the emergence of the regulatory state and the role of law and specialized government agencies in regulating industrial conflict. Conceptual framework to assess bargaining power, negotiations processes, grievance procedures, and conflict resolution.
Seminar in Human Resources: Macro Foundations
(16:545:612, 3 credits)
Analysis of how firms can use human resource management practices to enhance individual and organizational performance. Examines emerging theoretical perspectives, contextual factors, intellectual capital, and other factors that influence the linkages between human resources and performance.
Seminar in Human Resources: Micro Foundations
(16:545:616, 3 credits)
Critical review of theory and research on specific HR practices and functional areas. Includes research on recruitment, selection, performance management, compensation, and training and development. Emphasizes importance of integrating HRM practices with other functional areas and with business strategy. Also examines contextual influences on implementation and outcomes.
Economics for Industrial Relations and Human Resources
(16:545:615, 3 credits)
Alternative theories of the firm and labor markets explored, with focus on competing hypotheses and research evidence about wage and benefit determination, internal labor markets, discrimination, unions, and employee incentive systems.
Organizational Behavior (16:545:618, 3 credits)
A critical analysis of some of the major topics in OB that influence the study of employment relations and human resource management. Topics include personality, attitudes, group dynamics, leadership, motivation, negotiation, and culture.
Multilevel Theory and Research (16:545:617, 3 credits)
Critical analysis of the theoretical and statistical foundations of multilevel research in a human resource management context. Focuses on processes and outcomes across different levels.
Multivariate Analysis for Industrial Relations and Human Resources (16:545:614, 3 credits)
Multiple regression, analysis of variance, analysis of covariance, factor analysis, canonical correlation, and cluster analysis. Prerequisites: One PhD-level course in regression and one additional PhD-level measurement or statistics course.
Research Methods for Industrial Relations and Human Resources (16:545:613, 3 credits)
Problems of research design, data collection, data management, and the selection of analytical techniques
Proseminar in Industrial Relations and Human Resources (16:545:610, 0.5 credits)
Research, theoretical, or pedagogical presentation by SMLR faculty, outside scholars, and advanced PhD students. Students must enroll for at least 3 years, for a total of 3 credits (0.5 credits are given for each proseminar).
Research in Industrial Relations and Human Resources (16:545:701,702, 3 credits)
Independent Study in Industrial Relations and Human Resources (16:545:601,602, 3 credits)
Directed study under the supervision of a faculty member.
Selected Problems in Industrial Relations and Human Resources (16:545:620, 621, 3 credits)
Special topics in industrial relations and human resources of current interest.