Headshot of Amy E. Randel, Ph.D.

Amy E. Randel, Ph.D.


Management Department,Online Degree Completion (BSBA),Sports MBA Program


Amy E. Randel is a Professor of Management, specializing in Organizational Behavior. She received her B.A. in Psychology from Brown University and her Ph.D. in Management from the University of California, Irvine. Prior to joining the faculty at SDSU, she was on the faculty at Wake Forest University and worked in consulting. Amy teaches classes in organizational behavior and creativity/innovation in organizations. She is on the editorial board of Academy of Management Review.

Interests: Organizations (Behavior)  Innovation 

  • Outstanding Reviewer, Academy of Management Review (August 2019).
  • Fowler College of Business Teaching Excellence Award (December 2018).
  • Fowler Faculty Research Excellence Award (May 2018).
  • SDSU Senate Excellence in Teaching Award (April 2018).
  • Favorite Professor (SDSU’s Women’s Lacrosse Team), Invitee to Faculty Appreciation Game, March 2017.
  • Outstanding Faculty Contribution Award (for research) (2016), College of Business Administration.
  • Excellent Reviewer (2011, 2012, 2014, 2015, and 2017), Journal of Organizational Behavior.
  • Excellent Reviewer (2011), Academy of Management’s Gender & Diversity in Organizations Division.
  • Outstanding Faculty Award (2010), Associated Student University Affairs Board, San Diego State University.
  • Outstanding Reviewer (2006 and 2007), Organizational Behavior division of the Academy of Management.
  • Faculty Research Scholarship Award (2005) from the Calloway School of Business & Accountancy, Wake Forest University.
  • Faculty Research Scholarship Award (2003) from the Calloway School of Business & Accountancy, Wake Forest University.
  • TB Rose Teaching Award (2002) for innovation in teaching from the Calloway School of Business & Accountancy, Wake Forest University.
  • “Best Paper Based on a Dissertation” Award (2000) by the Gender and Diversity in Organizations division of the Academy of Management for a paper entitled, “How do members of groups diverse on multiple dimensions conceptualize one another? Social contextual triggers and consequences of identity salience.”
  • Ph.D., University of California at Irvine, Management with a concentration in Organizational Behavior
  • B.A., Brown University, Psychology.
  • Chung, B. G., Ehrhart, K., Shore, L. M., Randel, A. E., Dean, M., & Kedharnath, U. (2020). Work group inclusion: Test of a scale and model. Group and Organization Management, 45(1), 75-102.
  • Randel, A. E., Jaussi, K. S., & Wu, A. (2019). Observed issue selling: The effects of role models, willingness to issue sell, and inclusion in decision making. Journal of Applied Behavioral Science, 55(3), 352-368.
  • Randel, A. E. & Jaussi, K. S. (2019). Giving rise to creative leadership: Contextual enablers and redundancies. Group and Organization Management, 44(2), 288-319.
  • Galvin, B., Randel, A.E., Johnson, R.E. & Collins, B.J. (2018). Changing the focus of locus (of control): A targeted review of the literature and agenda for future research. Journal of Organizational Behavior, 39(7), 820-833.
  • Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung-Herrera, B. G., Dean, M. A., Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review 28(2), 190-203.
  • Randel, A. E. (2017). Optimal distinctiveness theory. The SAGE Encyclopedia of Political Behavior.
  • Randel, A. E., S, J. K. (2017). Leading for uniqueness: The role of uniqueness in facilitating creativity in employees’ self-concepts. Creativity and the Self. Academic Press.
  • Nelson, M. W., Proell, C., Randel, A. E. (2016). Team-oriented leadership and auditors' willingness to raise audit issues. The Accounting Review, Vol. 91 (6), 1781-1805.
  • Randel, A. E., Dean, M. A., Ehrhart, K. H., Chung-Herrera, B. G., Shore, L. M. (2016). Leader Inclusiveness, Psychological Diversity Climate, and Helping Behaviors. Journal of Managerial Psychology, Vol. 31 (1), 216-234.
  • Jaussi, K. S., Randel, A. E. (2014). Where to look? Creative self-efficacy, knowledge retrieval, and incremental and radical creativity. Creativity Research Journal, Vol. 26 (4).
  • Hu, L., Randel, A. E. (2014). Knowledge Sharing in Teams: Social Capital, Extrinsic Incentives, and Team Innovation. Group & Organization Management.
  • Ehrhart, K. H., Chung-Herrera, B. G., Randel, A. E., Dean, M. A., Shore, L. M. (2014) Inclusion and health moderated by demographic status as numerical majority/minority, Society for Industrial and Organizational Psychology Conference, Honolulu, HI
  • Sundaramurthy, C., Musteen, M., Randel, A. E. (2013). Social Value Creation: A Qualitative Study of Social Entrepreneurs in India. Journal of Developmental Entrepreneurship, Vol. 18 (2), 1350011-20. http://www.worldscientific.com/worldscinet/jde
  • Shore, L. M., Randel, A. E., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Singh, G. (2011). Inclusion in organizations: A review and model for future research. Journal of Management, Vol. 37, 1262-1289.
  • Randel, A. E., Wu, A. (2011). Collective and relational identities: The moderating effects of number of coworkers and power distance. Identity, Vol. 11 (3), 247-265.
  • Randel, A. E., Jaussi, K. S., Wu, A. (2011). When does being creative lead to being rated as creative? The moderating role of perceived probability of successfully bringing ideas to a supervisor's attention. Creativity Research Journal, Vol. 23 (1), 1-8.
  • Randel, A. E., Wu, A. (2010). Need for power, collective identity, and political skill: An investigation in Taiwan. Journal of Social Psychology.
  • Randel, A. E., Jaussi, K. S., Standifird, S. S. (2009). Organizational responses to negative evaluation by external stakeholders: The role of organizational identity characteristics in organizational response formulation. Business & Society, Vol. 48 (4), 438-466.
  • Randel, A. E., Earley, P. C. (2009). Organizational culture and similarity among team members’ salience of multiple diversity characteristics. Journal of Applied Social Psychology, Vol. 39 (4), 804-833.
  • Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D., Randel, A. E., Singh, G. (2009). Diversity in organizations: Where are we now and where are we going?. Human Resource Management Review, Vol. 19, 117-133.
  • Randel, A. E., Jaussi, K. S. (2008). Gender personal and social identity, sex dissimilarity, relationship conflict, and asymmetrical effects. Small Group Research, Vol. 39 (4), 468-491.
  • Randel, A. E., Jaussi, K. S., Dionne, S. D. (2007). I am, I think I can, and I do: The role of personal identity, self-efficacy, and cross-application of experiences in creativity at work. Creativity Research Journal, Vol. 19 (3-Feb), 247-258.
  • Randel, A. E., Ranft, A. L. (2007). Motivations to maintain social ties with coworkers: The moderating role of turnover intentions on information exchange with others outside the firm. Group & Organization Management.

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