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Being a Golden Hawk means more than just cheering on our (really good) varsity teams – it means being a student who cares about your community, who works hard in the classroom, and who takes advantage of all the learning opportunities that can happen outside the classroom, too.

Our Master of Science (MSc) in Management degree program with a concentration in Organizational Behaviour (OB) and Human Resource Management (HRM) is a 12-month program that combines course work with the opportunity to work on your own independent research project with the guidance of a faculty supervisor. Your supervisors are committed to providing exceptional mentoring by working with you one-on-one to develop your research skills.

This program is designed for students who want to pursue a PhD with the ultimate goal of being an academic (e.g. professor) or having a research-based career (e.g. consultant or research analyst). Students who wish to become HR practitioners should consider our Canadian Human Resource Professionals (CHRP) designation or MBA program.

Why choose OB/HRM at Laurier?

  • You will have the opportunity to work closely with leading scholars in the field of OB/HRM and be involved with cutting-edge research throughout your studies. Building a strong research foundation (including exposure to different theories and methodologies) is important for success in your future career.
  • We only admit a small number of students each year to ensure that our students can receive the mentoring that they need to succeed in an academic career. You will receive personalized guidance and individualized attention as you develop your own research and prepare for your career.
  • Our faculty members devote an extensive amount of time and energy into developing our students’ research capabilities and skillsets. You will be encouraged to join projects that can build this foundation and provide you with opportunities to start building your résumé with conference presentations and publications.

Program Overview

This full-time, 12-month program starts in September each year. You will complete a minimum of six courses and an independent research project known as a "Master's Research Project" (MRP), which is conducted under the supervision of one of our faculty supervisors.

You’ll be trained in research methods, design and quantitative analysis, and receive an introduction to theory and research in the broad areas of OB and HRM. In preparation for your major research paper, which serves as the capstone project of the program, you’ll complete courses and seminars in research methods and statistics, in addition to content-based courses in OB and HRM.

Required Courses

  • MS700: Univariate and Multivariate Statistics
  • BU800: Fundamentals of Behavioural Research
  • BU804: Organizational Behaviour
  • BU814: Human Resource Management
  • two electives

Learning Outcomes

If you enrol in our MSc in Management: OB/HRM program, you can expect:

  • A solid foundation in theoretical perspectives relevant to OB and HRM.
  • Exceptional statistical and methodological training including research methods, research design and quantitative analyses.
  • The opportunity to conduct your own research under the guidance of one of our faculty supervisors.

Meet our Outstanding Faculty and Research Community

Our OB/HRM faculty supervisors are leading scholars with exceptional research and teaching records. They publish in the leading journals in the field and are nationally/internationally recognized for their research expertise. They are active in the top conferences in the field; this involvement in the larger research community provides you with remarkable networking opportunities.

Faculty with Supervisory Status

Laurie Barclay
Associate Professor

  • fairness in the workplace
  • emotions
  • aggression

"My research interests focus on fairness in the workplace. I am particularly interested in what makes people feel unfairly treated and how to help employees recover from unfair experiences. I also examine emotions and aggression in the workplace. Some examples of the research questions that I investigate in those areas include what makes some emotions 'toxic,' how can people’s emotions impact the way that they respond to fairness issues, what makes some people more likely to be the recipient of aggression, and when is it functional or 'moral' to engage in revenge?"

Amy Christie
Associate Professor

  • status and power in organizations

"My research is centered on status and power in organizations. I explore how positions or feelings of power and status relate to attitudes, behavior, and well-being. For example, I have asked whether power corrupts, if powerful individuals become 'power-hungry,' how status differentials affect relationships in teams, why those with high status enjoy better health, and if the stigma of following is self-reinforcing."

Ivona Hideg
Assistant Professor

  • gender and cultural diversity in the workplace
  • diversity in teams
  • social effects of emotions
  • emotional regulation   

"My research program encompasses two lines of research: research on gender and cultural diversity in the workplace, and research on emotions and emotion regulation in the workplace. In my first line of research, I examine issues of diversity in the workplace in two ways: by examining reactions and support for gender- and race-based employment equity (EE) policies, and by examining diversity in teams. For example, I have been examining how different types of sexism (hostile and benevolent) influence reactions to diversity policies in the workplace. In my second line of research, I examine the effects of emotions and emotion regulation on the individuals who experience and regulate emotions (intrapersonal effects of emotions) and individuals who observe emotions in others (social effects of emotions). In particular, I have been examining cultural influences on the social effects of emotions such as the effects of culturally different thinking styles."

Greg Irving

  • employee attitudes
  • employee psychological contracts
  • organizational socialization   

"My research interests center on the processes by which individuals move from being organizational outsiders to insiders. To that end, I examine the role of factors such as the impact of Realistic Job Previews (RJPs) and applicants’ pre-entry expectations on their post-entry adjustment. Although post-entry adjustment can mean many things, my interests focus primarily on employee attitudes toward the organization (e.g. organizational commitment) and behaviours (e.g. turnover). I am also interested in the ways that organizations can facilitate the transition from outsider to insider via activities such as organizational socialization and the development of psychological contracts."

Lisa Keeping

  • processes and outcomes of performance evaluations
  • employee selection
  • leadership   

"Employee performance reviews are conducted by most organizations on an annual or semi-annual basis, often at great time and expense. Interestingly, research indicates that managers and employees alike find performance evaluations to be among the most disliked aspects of their jobs. My research examines the process and outcomes of performance evaluations from the perspective of both managers conducting the evaluations and employees being evaluated. Some of the issues I examine are why managers deliberately provide evaluations of employees that they know to be inaccurate as well as the reactions employees have to receiving performance feedback. The approach I like to take to research is to examine what are largely considered to be human resource issues by applying theories and concepts from organizational behaviour. Secondary areas of interest to me are leadership and employee selection."

Chet Robie


  • personality
  • testing
  • faking   

"My research interests focus on the use of personality variables in the workplace. I am interested in questions such as, 'What personality variables predict important individual and organizational outcomes such as performance and retention?' and 'What is the best way to measure personality variables in the face of such threats as applicant faking?'"

Yujie (Jessie) Zhan
Assistant Professor

  • emotional regulation
  • work stress and well-being
  • employee retirement

"My research interests include two streams: emotion regulation and retirement. My research on emotion regulation mainly concerns service employees who are required to express a cheerful emotion when they are interacting with clients or customers. I am particularly interested in how service employees react to difficult customers and why they use different strategies to regulate their emotions. My interest in retirement research is stimulated by the aging trend of population. My research aims to explore factors that impact older employees’ retirement decision and retirement adjustment process."

Applying to the PhD Program from the MSc Program

If you are admitted into the PhD in Management program with a concentration in the OB/HRM field, you will be given course credit for successfully completed courses cross-listed in both the master's and PhD programs.

Contact Us:

For more information about the OB/HRM MSc and PhD program, email our OB/HRM graduate field coordinator at

For admissions-related inquiries, email


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