Joo Hun Han

PROFILE
Assistant Professor
Unit(s): 
Human Resource Management (HRM)
Education: 
Ph.D., Robert H. Smith School of Business, University of Maryland
CONTACT INFO
 848-445-9448
 94 Rockafeller Road, Room 210, Piscataway, NJ 08854
EXPERTISE
  • Strategic Human Resource Management
  • Compensation
  • Human capital
  • Leadership
  • Diversity

Joo Hun Han is an Assistant Professor in the Department of Human Resource Management. He received his Ph.D. from the Robert H. Smith School of Business at the University of Maryland and B.B.A. and B.A. (in Economics) from Seoul National University. His research examines the intersections among human resource practices, business strategy, and leadership, with a focus on their combined effects on employee and firm outcomes. Prior to his graduate work, he spent three years in a major IT company as a project manager.

Kehoe, R. R.*, & Han, J. H.* (in press) An Expanded Conceptualization of Line Managers’ Involvement in Human Resource Management. Journal of Applied Psychology.

 

Han, J. H., Kang, S., Oh, I.-S., Kehoe, R. R., & Lepak, D. P. (in press) The Goldilocks Effect of Strategic Human Resource Management? Optimizing the Benefits of a High Performance Work System Through the Dual Alignment of Vertical and Horizontal Fit. Academy of Management Journal.

 

Oh, I.-S.*, Han, J. H.*, Holtz, B., Kim, Y.-J., & Kim, S. (2018) Do Birds of a Feather Flock, Fly, and Continue to Fly Together? The Differential and Cumulative Effects of Attraction, Selection, and Attrition on Personality-Based Within-Organization Homogeneity and Between-Organization Heterogeneity Progression Over Time. Journal of Organizational Behavior, 39(10), 1347–1366.

 

Han, J. H., Liao, H., Taylor, M. S., & Kim, S. (2018) Effects of High-Performance Work Systems on Transformational Leadership and Team Performance: Investigating the Moderating Roles of Organizational Orientations. Human Resource Management, 57(5), 1065–1082.

 

Oh, I.-S., Blau, G. J., Han, J. H., & Kim, S. (2017) Human Capital Factors Affecting Human Resource (HR) Managers’ Commitment to HR and the Mediating Role of Perceived Organizational Value on HR. Human Resource Management, 56(2),353–368.

 

Hong, Y., Liao, H., Raub, S., & Han, J. H. (2016) What It Takes to Get Proactive: An Integrative Multilevel Model of the Antecedents of Personal Initiative. Journal of Applied Psychology, 101(5), 687–701.

 

Han, J. H., Bartol, K. M., & Kim, S. (2015) Tightening up the Performance–Pay Linkage: Roles of Contingent Reward Leadership and Profit-Sharing in the Cross-Level Influence of Individual Pay-for-Performance. Journal of Applied Psychology, 100(2), 417–430.

 

* denotes equal contributors;  denotes the coauthor as a doctoral student

Undergraduate Degree Program: Leadership Development
Master's Degree Program: Leadership, Managing Workforce Flow

Awards and Honors

 

Louis O. Kelso Fellowship (grant award of $12,500), Rutgers SMLR, 2018. 

 

Emerging Scholar in Employee Participation and Ownership Award, Human Resources Division, Academy of Management, 2017.

 

Morgan Stanley Fellowship in Equity Compensation (grant award of $8,000), Rutgers SMLR, 2015–2016. 

 

Alvah Chapman Jr. Outstanding Dissertation Award, Florida International University Center for Leadership and the Network of Leadership Scholars of the Academy of Management, 2015.

 

Finalist for the Ralph Alexander Best Dissertation Award, Human Resources Division, Academy of Management, 2015. 

 

Lee J. Hakel Top-Rated Graduate Student Scholarship, Society for Industrial and Organizational Psychology, 2013.

 

SHRM Foundation Dissertation Grant Award, Human Resources Division, Academy of Management, 2013.