UCL Management Science and Innovation

Martin Kilduff

Director of Research
Head of S&O
Phone number
(0)20 7679 3258
(internal 32585)
Office location
Engineering Front Building
Rm 4.01


Martin Kilduff (PhD Cornell, 1988) is Professor of Organizational Behavior at University College London, former editor of Academy of Management Review (2006-08), and currently associate editor of Administrative Science Quarterly.  Prior to joining UCL he served as Diageo Professor of Management Studies at Cambridge University, and prior to that served on the faculties of University of Texas at Austin, Penn State, and Insead. 


Martin’s work focuses on social networks in organizations and includes the co-authored books Social Networks and Organizations (Sage: 2003); and Interpersonal networks in organizations: Cognition, personality, dynamics and culture (Cambridge University Press: 2008). His interests also include innovation, personality, cognition, and emotion.

Recently Martin co-authored “Emotion helping by managers: An emergent understanding of discrepant role expectations and outcomes” (Academy of Management Journal, 2013).  The results showed significant differences in how managers and their subordinates viewed emotion helping: managers saw themselves as going beyond the call of duty in helping people with their negative emotions, whereas subordinates saw managers as merely fulfilling their role responsibilities.

Another recent co-authored paper, “Centrality and charisma: Comparing how leader networks and attributions affect team performance” examined whether, for team leaders,  one of the benefits of being central in the team advice network included being seen by their subordinates as charismatic. The results showed that centrality in the advice network led to attributions of charisma, but that being charismatic did not translate into increased centrality (Published in Journal of Applied Psychology in 2011).

For more on Martin’s research see the departmental website:

Research projects

Personality and social networks

How different personality types create and benefit from social networks in organizations.

Cognition and social networks

People's perceptions of their organizationa social networks are systematically biased, and the bias affects their own and others'' outcomes.

Philosophy of science in new knowledge production

Different scientific frameworks engender different kinds of organizational innovations.

Emotion management in organizations

How do managers monitor and control emotions in organizations, and how do employees respond?

Diversity and performance

A focus on how different types of people combine to produce differential outputs in organizations
Selected publications
Kilduff, M. J., Mehra, A., & Dunn, M. (2011). From blue sky research to problem solving: A philosophy of science theory of new knowledge production. Academy of Management Review, 36, 297-317.
Kilduff, M., & Brass, D. J. (2010). Organizational social network research: Core ideas and key debates. Academy of Management Annals, 4 (1), 317-357. doi:10.1080/19416520.2010.494827 [link]
Kilduff, M. J., Crossland, C., Tsai, W., & Krackhardt, D. (2008). Organizational network perceptions versus reality: A small world after all?. Organizational Behavior and Human Decision Processes, 107, 15-28.
Oh, H., & Kilduff, M. (2008). The ripple effect of personality on social structure: Self-monitoring origins of network brokerage. Journal of Applied Psychology, 93, 1155-1164.
Toegel, G., Kilduff, M., & Anand, N. (n.d.). Emotion helping by managers: An emergent understanding of discrepant role expectations and outcomes. Academy of Management Journal, 2013.