Greg Reilly

Associate Professor

Ackerman Scholar

Academic Director, Graduate Programs in Human Resource Management

Management Department


Education

Ph.D. University of Wisconsin, Madison.
MBA. University of Michigan, Ann Arbor.
AB Mathematics. University of Michigan, Ann Arbor.

Areas of Expertise

Strategic Human Resource Management
Executive Compensation
Time Horizon in Strategic Management
Management Teams

Biography

Professor Reilly teaches integrative strategy classes at the UConn School of Business and is Academic Director for the School’s Graduate Programs in Human Resource Management.  Greg is active in executive training and has led courses on developing strategy, performance measurement, strategic human resources and strategic financial management throughout the United States and in Hong Kong and Riga, Latvia.  He has led executive classes for managers from manufacturing, services, healthcare, government professional services and non-profit arts organizations. Greg’s research activities are focused on human capital as firm resources, teams and the role of time in strategic management research. His work has been published in numerous top tier academic journals and highlighted in the Harvard Business Review.  Greg provides development and consulting services to a broad range of organizations.  Current and past clients include GE Energy, Caterpillar, Travelers, University of Michigan Cardiovascular Center, Kelly Services Inc., Electronic Data Systems, BHP Steel, Carhartt, Inc., Peterbilt Motors Co., and Ballantyne Strong Co.

Featured Publications

  1. Mathieu, J., M. Kukenberger, L. D’Innocenzo & G. Reilly. (2015) Modeling Reciprocal Team Cohesion-Performance Relationships, as Impacted by Shared Leadership and Members’ Competence. Journal of Applied Psychology, 100 (3), 713-734.
  2. Maltarich, M., J. Greenwald, & G. Reilly. (In press) Team-level goal orientation: An emergent state and its relationships with team inputs, process, and outcomes. European Journal of Work and Organizational Psychology.
  3. Reilly, G., A. Nyberg, M. Maltarich & I. Weller. (2014) Human Capital Flows: Using Context-Emergent Turnover (CET) Theory to explore the process by which turnover, hiring and job demands affects patient satisfaction. Academy of Management Journal, 57(3), 766-790.
  4. Ployhart, R., A. Nyberg, G. Reilly, & M. Maltarich. (2014) Human Capital is Dead:  Long Live Human Capital Resources! Journal of Management, 40(2), 371-398.
  5. Trevor, C. O., G. Reilly, & B. Gerhart. (2012). Reconsidering Pay Dispersion’s Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality. Academy of Management Journal, 55(3), 585-610.
  6. Maltarich, M., G. Reilly, & A. Nyberg (2011). Objective and subjective overqualification: Distinctions, relationships, and a place for each in the literature. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4(2), 236–239
  7. Maltarich, M., A. Nyberg, & G. Reilly. (2010) A Conceptual and Empirical Analysis of the Cognitive Ability – Voluntary Turnover Relationship.  Journal of Applied Psychology, 95(6), 1058-1070.
  8. Devers, C.E., A.A. Cannella Jr., G. Reilly & M. Yoder. (2007) Executive compensation: A multidisciplinary review of recent developments. Journal of Management, 33: 1016-1072
  9. Carpenter, M.A., & G.P. Reilly (2006), Constructs and Construct Measurement in Upper Echelons Research, In D. Ketchen & D. Bergh, (Eds.) Research Methodology in Strategy and Management. New York: Elsevier, Volume 3, pp. 17-35.
greilly
Contact Information
Emailgreilly@business.uconn.edu
Phone+1 (860) 486-6418
Mailing AddressUnit 1041-41mg
Office LocationBUSN 347
CampusStorrs
Download CV