Greg Reilly

Professor

Department Head

Management &

Entrepreneurship

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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 Department Head at the UConn School of Business where he teaches integrative strategy classes.  He was Academic Director for the School’s Graduate Programs in Human Resource Management from 2014-2019.  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.

Featured Publications

18. Abdulsalam, D., M. Maltarich, A. Nyberg, G. Reilly & M. Martin (in press). Individualized Pay-for-Performance Arrangements: Peer Reactions and Consequences. Journal of Applied Psychology.

 

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.

 

16. Nyberg, A., G. Reilly, S. Essman & J. Rodrigues. (2018) Human Capital Resources: A call to retire settled debates and to start a few new debates. International Journal of Human Resource Management, 29(1), 68-86.

 

15. Maltarich, M., M. Kukenberger, G. Reilly & J. Mathieu. (2018) Conflict in Teams: Modeling Early and Late Conflict States and the Interactive Effects of Conflict Processes. Group & Organization Management, 43(1), 6-37.

 

14. Maltarich, M., G. Reilly, A. Nyberg, D. Abdulsalam & M. Martin (2017). Pay-For-Performance, Sometimes: An Interdisciplinary Approach to Integrating Economic Rationality with Psychological Emotion to Predict Individual Performance. Academy of Management Journal, 60(6), 2155-2174.

 

13. Souder, D., G. Reilly, P. Bromiley & S. Mitchell. (2016) A behavioral understanding of investment horizon and firm performance. Organization Science, 27(5), 1202-1218.

 

12. Reilly, G., D. Souder, R. Ranucci. (2016) Time Horizon of Investments in the Resource Allocation Process: Review and Framework for Next Steps. Journal of Management, 42(5), 1169-1194

 

11. Maltarich, M., J. Greenwald, & G. Reilly. (2016) Team-level goal orientation: An emergent state and its relationships with team inputs, process, and outcomes. European Journal of Work and Organizational Psychology, 25(1), 68-88.

 

10. 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.

 

9. 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.

 

8. 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.

 

7. 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

 

5. 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.

 

4. 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

 

                                    

PEER-REVIEWED PROCEEDINGS & BOOK CHAPTERS

 

3. Nyberg A, and Reilly G, (2018) A Pay System Model for Turning Human Capital into Action. In Strategic Human Capital Resources, Nyberg A, and Moliterno T (editors).

 

2. Young, N. J., & G. Reilly, (2016) The Impact of Social Class in the Hiring Process. Proceedings of the 2016 Academy of Management Meeting.

 

1. Carpenter, M.A., & G. 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.