Dr. Ellen Ernst Kossek (Ph.D., Yale) is Basil S. Turner Professor of Management at
Purdue University's Krannert School of Management & Research Director of the
Susan Bulkeley Butler Center for Leadership Excellence. She was President of the
Work and Family Researchers Network and Associate Director of the Center for Work-Family Stress, Safety & Health of the Work Family Health Network
http://projects.iq.harvard.edu/wfhn/home. Elected a Fellow in the American Psychological Association & the Society of Industrial and Organizational Psychology, to the Academy of Management's Board of
Governors, and Chair of the Gender and Diversity Division, Dr. Kossek's research has won awards for advancing gender, work-life and diversity in organizations including the Sage scholarly achievement award of the Gender and Diversity division of the Academy
of Management and most recently the Families and Work Institute's Work Life Legacy award for helping to build or advance the work life movement
Her research focuses on implementation of new ways of working, technology and eworking, flexibility, workforce resiliency and sustainability, leadership and organizational change management and workplace interventions, workplace inclusion and talent management
of gender and diversity. Dr. Kossek was recently featured in the Financial Times
http://www.ft.com/intl/cms/s/2/350fce70-8913-11e3-9f48-00144feab7de.html#axzz2zFPM0yKV. She has been invited to give keynote speeches to managers, students and researchers in over a dozen countries. Prior to becoming a professor, she worked in Human Resources
in Asia, Europe and the U.S. for Hitachi, IBM & GTE and other employers.
Regarding leadership development. I conduct training and research on the design and effectiveness of leadership training in the areas of leader social support and 24-7 eworking in the always on workplace and how leader behaviors shape the culture and quality
of the organizational work environment towards a results oriented positive workplace.I also conduct research on how organizations can create inclusive and supportive climates to support women's leadership and diversity both in U.S. and globally. Specifically
I study how leadership development can be used to increase to a) leader support for work and family and performance roles as a pathway to employee engagement and well-being; and b) the effectiveness of leader self and team regulation of technology and electronic
communication in the virtual workplace as well as managing cell phone use for lower level workers; c) organizational change to increase resilience and removal of low value work in an increasingly results oriented workplace.
Here are several links on these leader development projects.