Greg Reilly

Interim Dean, School of Business

Office of the Dean

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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 is Professor of Management and Interim Dean at the UConn School of Business.  He was previously Department Head of the Boucher Management and Entrepreneurship area and 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, HR metrics, strategic human resources and strategic financial management around the world.  He has led executive classes for managers

Greg’s research activities are focused on compensation, employee turnover, human capital, and the role of time in strategic management research. His work is regularly published in top tier academic journals.

Greg teaches and advises leaders from manufacturing, services, healthcare, government professional services and non-profit arts organizations. He most has most recently worked with executives from Precision Castparts Co., BrightView, Travelers, Paradigm Precision, General Dynamics Electric Boat, and COMEX/PPG. He earned his Ph.D. from the University of Wisconsin at Madison.

Recent Publications

21. Ray, C., M. Maltarich, A. Nyberg & G. Reilly. (Accepted) On the move: The impact of internal mobility and internal comobility on unit- and organization-level outcomes. Academy of Management Journal.

 

20. Gallagher, P., J. Mathieu, & G. Reilly. (2023) Deploying to Develop Unit Human Capital Resources. Journal of Management, 49(8), 2805-2830.

 

19. Pieper, J., M. Maltarich, A. Nyberg, G. Reilly, & C. Ray. (2023) Collective Turnover Response Over Time to a Unit-Level Shock. Journal of Applied Psychology. 108(6), 1001-1028.

 

18. Abdulsalam, D., M. Maltarich, A. Nyberg, G. Reilly & M. Martin. (2021) Individualized Pay-for-Performance Arrangements: Peer Reactions and Consequences. Journal of Applied Psychology, 106(8), 1202–1223.

 

17. Maltarich, M., G. Reilly & C. Derose. (2020) A theoretical assessment of dismissal rates and unit performance, with empirical evidence. Journal of Applied Psychology, 105(5), 527–537.