Federico Aime, Ph.D. Associate Professor, William S. Spears Chair of Business Administration Department of Management 205 Business Building Stillwater Campus 405-744-5108 (Phone) 405-744-5180 (Fax) Curriculum vitae / Résumé

Federico Aime is the Spears Chair of Business Administration at the Spears School of Business, at Oklahoma State University. Federico is the author of numerous articles and chapters on the social psychological drivers of organizational decision making and performance. His research has been published in numerous outlets, including the Academy of Management Journal, the Strategic Management journal, the Academy of Management Annals, and the Journal of Management where he serves on the editorial board. He is also an active leader in the development of international scholarly research and faculty capabilities leading programs with a focus on building capabilities in developing economies. He has also received an honorary doctorate from MOI University (Kenya). Before becoming an academic, Dr. Aime occupied several senior management positions in foreign and international organizations such as Citibank and Zurich.


Doctor Honoris Causa, Moi University, Kenya2014
Ph D, Michigan State UniversityManagement2006
MBA, University of North Carolina1995
BS, Universidad Catolica ArgentinaBusiness Administration1988


Aaron D. Hill, Federico Aime & Jason Ridge. "The Performance Implications of Resource and Pay Dispersion: The Case of Major League Baseball". Strategic Management Journal, (Forthcoming).

Oleg Petrenko, Federico Aime, Jason Ridge & Aaron D. Hill. (2016). "Corporate Social Responsibility or CEO Narcissism? CSR Motivations and Organizational Performance". Strategic Management Journal, 37 (2), 262-279.

Iana Pryor, Federico Aime & Humphrey E S. (2015). "New venture team flexibility and its influence on innovation and performance". Academy of Management Proceedings. 0065-0668.

Jason Ridge, Federico Aime & Margaret White. (2015). "When Much More of a Difference Makes a Difference: Social Comparison and Tournaments in CEO’s Top Teams ". Strategic Management Journal, 36 (4), 618-636.

D.K. Tarus & Federico Aime. (2014). "Board Demographic Diversity, Firm Performance and Strategic Change: A Test of Moderation". Management Research Review. 37

Jason Ridge, Aaron D. Hill & Federico Aime. (2014). "Implications of Multiple Concurrent Pay Comparisons for Top Team Turnover". Journal of Management,

S E Humphrey, Federico Aime, L Cushenberry, Aaron D. Hill & J Fairchild. (2014). "Team conflict dynamics: A multi-level longitudinal view of conflict for team performance". Academy of Management Proceedings. 0065-0668.

S.E. Humphrey & Federico Aime. (2014). "Team microdynamics: Towards an organizing approach to teamwork.". Academy of Management Annals. 8, 443-503.

Federico Aime, S.E. Humphrey, D.S. DeRue & J. Paul. (2014). "The riddle of heterarchy: Power transitions in cross-functional teams". Academy of Management Journal, 57 (2)

Oleg Petrenko, Federico Aime, Jason Ridge & Aaron D. Hill. (2013). "The hidden nature of corporate social responsbility: An inquiry into personal motivations". Academy of Management Proceedings. 0065-0668.

Robert Zinko, Gerald R Ferris, Stephen E Humphrey, Christopher J Meyer & Federico Aime. (2012). "Personal reputation in organizations: Two-study constructive replication and extension of antecedents and consequences". Journal of Occupational and Organizational Psychology.. 85 (1), 156-180.

Jason Ridge, Aaron D. Hill, Federico Aime & Oleg Petrenko. (2012). " Pay structure implications for turnover in the CEO’s top team.". Academy of Management Annual Meeting Proceedings.

T. DeGroot, Federico Aime, Scott Johnson & D. Kluemper. (2011). "Does talking the talk help walking the walk? An examination of the effect of vocal attractiveness in leader effectiveness". Leadership Quarterly. 22, 680-689.

Federico Aime, Lynn Van Dyne & Oleg Petrenko. (2011). "Role Innovation through Employee Social Networks: The Embedded Nature of Roles and Their Effect on Job Satisfaction and Career Success". Organizational Psychology Review. 4, 339-361.

Federico Aime & L. Van Dyne. (2010). "Bringing Social Structure to Both Sides of an Issue: How Proximal and Distal Ties Interact with Minority and Majority Positions to Affect Influence in Work Groups,” in R. Martin & M. Hewstone (eds.), Minority Influence and Innovation: Antecedents, Processes and Consequences". New York, NY: Psychological Press; in R. Martin & M. Hewstone (Eds.), Minority influence and innovation: Antecedents, processes, and consequences. , 312-340.

Federico Aime, Scott Johnson, Jason Ridge & Aaron D. Hill. (2010). "The Routine May be Stable But the Advantage is Not: Competitive Implications of Key Employee Mobility". Strategic Management Journal, 31 (1), 75-87.

Federico Aime, C.J. Meyer & S. Humphrey. (2010). "Legitimacy of Group Rewards: Analyzing Legitimacy as a Condition for the Effectiveness of Group Incentive Designs". Journal of Business Research. 63 (1), 60-66.

G. McNamara, Federico Aime & P. Vaaler. (2005). "Is Performance Driven by Industry- or Firm-Specific Factors? A Response to Hawawini, Subramanian, and Verdin". Strategic Management Journal, 26 (11), 1083-1086.