Noah Eisenkraft

Doctoral Candidate in Management (OB/HR)

The Wharton School at the University of Pennsylvania

nce@wharton.upenn.edu

Cell: 617.686.4891

Curriculum Vitae

Research Statement

SSRN (download select working papers and publications).

As a researcher, I am fascinated by the one-on-one interactions that are a fundamental building block of organizational life. When managers interview job applicants, negotiate contracts, evaluate their subordinates, or ask their colleagues for information or advice, these actions and perceptions are shaped by a set of common psychological mechanisms such as perceptual biases, relationship effects, and perceived reciprocity. My research program focuses on domain-specific dyad-level organizational phenomena like these and the domain-bridging psychological mechanisms that influence them.

In my dissertation, I try to reconcile the findings from the thin slices literature—which suggest that individuals’ snap judgments of others’ skills and character are remarkably accurate—with the findings from interview validity research—which suggest that individuals’ judgments of others’ skills and character are anything but.

In my job talk research, I show there is stability in the affective states that individuals bring out in their interaction partners, i.e., that trait affective presence leads people to consistently feel positively when they are interacting with some individuals and consistently feel negatively when they are interacting with others. This new perspective on individual differences and affect has implications for many aspects of organizational life.

Some of my other research projects focus on accuracy in social network perceptions, individual differences in negotiator performance, and emotional intelligence. I also write software that facilitates the collection and analysis of dyad-level data.