David R. Hekman

David Hekman

David R. Hekman (born 1978) is an assistant professor of management at the University of Wisconsin–Milwaukee.

Early life and education

A Michigan native, Hekman received his Bachelor of Business Administration in 2000 at Grand Valley State University, where he was voted "Outstanding Finance Student of the Year" by the faculty, and his professor encouraged him to get a business Ph.D. at the University of Washington. He started there in 2002, and received the Ph.D. in Management from Washington in 2007.

Professional career

In 2000, was hired by aerospace manufacturing company Goodrich Corporation. In 2002, Hekman began teaching undergraduate and MBA business courses at the University of Washington. ^[1] In 2005, Hekman was hired as a consultant to Mark Emmert, University of Washington president.^[2]

In 2007, Hekman was hired as a research faculty in the University of Washington School of Public Health ^[3] Hekman teaches MBA courses in healthcare management and undergraduate courses in strategic management at the University of Wisconsin–Milwaukee.^[4]

Hekman's research focuses on improving organizational health by minimizing organizational problems and dysfunctions. One workplace problem Hekman helped solve is why white men continue to earn 25 percent more than equally-well performing women and minorities.^[5] A 2009 study conducted by Hekman and colleagues found that customers who viewed videos featuring a black male, a white female, or a white male actor playing the role of an employee helping a customer were 19 percent more satisfied with the white male employee's performance, suggesting customer bias as a reason why white men continue to earn 25 percent more than equally-well performing women and minorities.^[6] Forty five percent of the customers were women and 41 percent were non-white, indicating to the researchers that even women and minority customers prefer white men. In a second study, they found that white male doctors were rated as more approachable and competent than equally-well performing women or minority doctors. They interpret their findings to suggest that employers are willing to pay more for white male employees because employers are customer driven and customers are happier with white male employees. They also suggest that what is required to solve the problem of wage inequality is to change customer biases, not necessarily to pay women and minorities more.^{[7][8][9][10]}

In addition to helping identify one source of persistent workplace inequality, Hekman also identified weak physician attachment with the physician's employing organization as a source of physician technology resistance and reduced healthcare quality.^[11][12] Hekman has also found that an employee's weak attachment is contagious and spreads like a disease to their coworkers—ultimately leading coworkers to leave the organization. ^[13] Hekman's research on contagious employee behaviors was featured on This American Life. ^[14]

Publications

• Hekman, D.R., Aquino, K.A., Owens, B., Mitchell, T.R., Schilpzand, P., Leavitt, K., (2010) “An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction.” Academy of Management Journal.
• Hekman, D.R., Steensma, H.K., Bigley, G.A., Hereford, J.F. "Effects of Organizational and Professional Identification on the Relationship Between Administrators' Social Influence and Professional Employees' Adoption of New Work Behavior" (2009) Journal of Applied Psychology, 94 (5), pp. 1325-1335.
• Hekman, D., Bigley, G., Steensma, H., Hereford, J. "Combined effects of organizational and professional identification on the reciprocity dynamic for professional employees" (2009) Academy of Management Journal, 52 (3), pp. 506-526.
• Felps, W., Mitchell, T., Hekman, D., Lee, T., Holtom, B., Harman, W. "Turnover contagion: How coworkers' job embeddedness and job search behaviors influence quitting" (2009) Academy of Management Journal, 52 (3), pp. 545-561.
• Reynolds, S.J., Schultz, F.C., Hekman, D.R. "Stakeholder theory and managerial decision-making: Constraints and implications of balancing stakeholder interests. (2006) Journal of Business Ethics, 64 (3), pp. 285-301.

References

1. ^ University of Washington Course Catalog (2002) http://www.washington.edu/students/timeschd/AUT2003/mgmt.html
2. ^ Roseth, Robert. (2005) "Emmert launches leadership initiative." University Week. April 7, 2005. http://www.uwnews.org/uweek/uweekarticle.asp?articleID=20944&Search=diversity
3. ^ University of Washington Faculty Personnel Status Report for January 17, 2008 https://www.washington.edu/admin/acadpers/reports/2008/January_2008_provost_report.pdf
4. ^ UWM online schedule of classes. Hekman listed as BUS ADM 600 and BUS ADM 720 instructor. http://www4.uwm.edu/schedule/index.cfm?a1=subject_details&subject=BUS%20ADM&strm=1084
5. ^ Hekman, David R.; Aquino, Karl; Owens, Brad P.; Mitchell, Terence R.; Schilpzand, Pauline; Leavitt, Keith. (2009) An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction. Academy of Management Journal. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=610&p_id=1&p_short=AMJ
6. ^ Hekman, David R.; Aquino, Karl; Owens, Brad P.; Mitchell, Terence R.; Schilpzand, Pauline; Leavitt, Keith. (2009) An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction. Academy of Management Journal. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=610&p_id=1&p_short=AMJ
7. ^ Bakalar, Nicholas (2009) “A Customer Bias in Favor of White Men.” New York Times. June 23, 2009, page D6. http://www.nytimes.com/2009/06/23/health/research/23perc.html?ref=science
8. ^ Vedantam, Shankar (2009) “Caveat for Employers.” Washington Post, June 1, 2009, page A8 http://www.washingtonpost.com/wp-dyn/content/article/2009/05/31/AR2009053102081.html
9. ^ Jackson, Derrick (2009) “Subtle, and stubborn, race bias.” Boston Globe, July 6, 2009, page A10 http://www.boston.com/bostonglobe/editorial_opinion/editorials/articles/2009/07/06/subtle_and_stubborn_race_bias/
10. ^ National Public Radio, Lake Effect, http://www.wuwm.com/programs/lake_effect/view_le.php?articleid=754
11. ^ Hekman, D.R., Steensma, H.K., Bigley, G.A., Hereford, J.F., (2009) “Combined Effects of Organizational and Professional Identification on the Reciprocity Dynamic for Professional Employees.” Academy of Management Journal. Volume 52, Number 3. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=473&p_id=1&p_short=AMJ
12. ^ Hekman, D.R., Steensma, H.K., Bigley, G.A., Hereford, J.F., (2009) “Effects of Organizational and Professional Identification on the Relationship Between Administrators’ Social Influence and Professional Employees' Adoption of New Work Behavior.” Journal of Applied Psychology.
13. ^ Felps, W., Mitchell, T.R., Hekman, D.R., Lee, T.M, Harman, W., Holtom, B. (2009) “Turnover Contagion: How Coworkers’ Job Embeddedness and Coworkers’ Job Search Behaviors Influence Quitting.” Academy of Management Journal. Volume 52, Number 3. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=452&p_id=1&p_short=AMJ
14. ^ Glass, Ira. (2008) "Ruining It for the Rest of Us" Episode 370. Original Air Date December 18, 2008 http://www.thisamericanlife.org/radio_episode.aspx?sched=1275

External links

• David R. Hekman UWM page
• David R. Hekman CV

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Name	Hekman, David R.
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Date of birth	1978
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