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Professor

Dianne P. Ford

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Areas of Expertise

Information Systems, Organizational Behaviour

Personal Profile

Dr. Dianne Ford holds a BA honours degree in psychology and a MBA degree from the University of Saskatchewan. She also holds a PhD degree in management (organizational behaviour and management information systems) from Queen’s School of Business, Queen’s University.

Dr. Ford taught a variety of undergraduate and graduate courses in organizational behavior (OB), human resource management (HRM), statistical, international business (mostly Japan), and management information systems (MIS) at the University of Saskatchewan, Queen's University and Nipissing University before coming to ������Ƶ, where she now teaches undergraduate and graduate OB and HRM classes.

Dr. Ford has experience as a private consultant in health care and education services in Saskatchewan and Ontario, various non-profit organizations in Ontario, and has served as president and vice-president (finance) for not-for-profit volunteer organizations in Saskatchewan and Newfoundland and Labrador. She has spent time consulting and researching in the manufacturing industry (from power industry to consumer products).

Honours/Awards/Accreditations

2020

• Social Science and Humanities Research Council Research Insight Grant: Holmvall, C. M., Ford, D. P., Kelloway, K. E. & Arnold, K. A. “Examining how workplace incivility impacts leader well-being: The moderating role of leader gender” awarded $102,086 over 5 years.

2018

• Dean’s Research Award, Faculty of Business Administration, ������Ƶ University of Newfoundland

2016

• ������Ƶ University of Newfoundland SSHRC 4A Seed Grant (sole investigator): “Study 1 of Virtual Workplace Aggression: How Media Characteristics and Context Impacts Targets.”

2015

• Social Science and Humanities Research Council Research Insight Grant Decision 4A (sole investigator research insight grant application). Research project title: “Virtual Workplace Aggression: How Media Characteristics and Context Impacts Targets.”

• Social Science and Humanities Research Council Travel Grant (sole investigator): “The Relevance of Media Characteristics for Targets’ Experience of Workplace Aggression.” Platform paper presented at Work, Stress and Health Conference, May 6-9, 2015, Atlanta, GA, USA.

2011

• SSHRC/Vice-President’s Research Grant (sole investigator): “Workplace Harassment: The Role of Media Characteristics and Policies on Outcomes.”

2009

• Faculty of Business Administration Research Grant Competition (sole investigator): “Virtual Harassment and Victims: The Role of Media Richness, Anonymity and Location Play in Psychological Health and Disengagement.”

• ������Ƶ University of Newfoundland SSRHC 4A Seed Grant (sole investigator): “Failures in Knowledge Sharing: Disengagement, Hiding and Ineffectual Sharing.”

• Social Science and Humanities Research Council Research Grant Decision 4A (sole investigator): “Failures in Knowledge Sharing: Disengagement, Hiding and Ineffectual Sharing.”

• Social Science and Humanities Research Council Travel Grant: “The Effects of Competition and Time Constraints on Knowledge Transfer: Exploratory Findings from Two Experiments.” Hawaii International Conference on System Sciences, Waikoloa, Hawaii, USA, January 5-8, 2009.

2007

• ������Ƶ University of Newfoundland SSHRC 4A Seed Grant (sole investigator): “Knowledge Sharing, Knowledge Hiding and the Disengaged in Canadian Knowledge-Based Organizations.”

2006

• Social Science and Humanities Research Council Research Grant Decision 4A (sole investigator): “Knowledge Sharing, Knowledge Hiding and the Disengaged in Canadian Knowledge-Based Organizations.”

2005

• Best Paper Award for the Organizational Systems and Technology: Knowledge Management Track at the 38th Annual Hawaii International Conference for Systems Sciences (HICSS-38).

2004

• Nipissing University Research Grant

• Dissertation was nominated for Best Dissertation Award for International Conference for Information Systems.

2003

• R.S. McLaughlin Fellowship

2002

• D.D. Monieson Doctoral Fellowship

Research Highlights

Dr. Ford's research interests focus on areas that utilize her double major in MIS/OB and include: workplace aggression (traditional and virtual), job engagement, knowledge management, social media, perceived value of knowledge, cross-cultural issues in management, organizational culture, psychological health and trust.

• Ford, D.P., Garmsiri, M., Hancock, A.J., & Hickman, R.D. (2019). A Review and Extension of Cyber-Deviance Literature: Why It Likely Persists. Landers, R. N. (Editor), Technology in Motivation and Performance, Cambridge University Press: Cambridge, UK. [2nd to 4th authors are listed alphabetically.]
• Petersen, B.K. & Ford, D.P. (2019). Are business students prepared for the world of business? Self-interest, conformity and conflict styles. Canadian Journal of Administrative Sciences, 36(4), 498-513. (Funded by Grant from Faroese Islands)
• Clarke, H.M., Ford, D.P. & Sulsky, L. (2016). Moderating effects of harasser status and target gender on the relationship between unwanted sexual attention and overall job satisfaction. Journal of Applied Social Psychology,46(12), 701-717.
• Ford, D.P., Myrden, S.E. & Kelloway, K.E. (2016). Workplace aggression targets’ vulnerability factor: Job engagement. International Journal of Workplace Health Management, 9(2), 202-220.
• Ford, D.P., Myrden, S.E. & Jones, T.D. (2015). Understanding “Disengagement from Knowledge Sharing”: Engagement Theory versus Adaptive Cost Theory. Journal of Knowledge Management, 19(3), 476-496.
• Connelly, C.E., Ford, D.P., Turel, O., Gallupe, B. & Zweig, D. (2014) “I’m busy (and competitive)!” Antecedents of Knowledge Sharing under Pressure. Knowledge Management Research & Practice, 12, 74-85.
• Ford, D.P. & Mason, R.M. (2013). Knowledge Management and Social Media: The Challenges. Journal of Organizational Computing and Electronic Commerce, 23(1/2), 1-6.
• Ford, D.P. & Mason, R.M. (2013). A Multi-Level Perspective of Tensions between Knowledge Management and Social Media. Journal of Organizational Computing and Electronic Commerce, 23(1/2), 7-33.
• Ford, D.P. (2013). Virtual Harassment: Media Characteristics’ Role in Psychological Health. Journal of Managerial Psychology, 28(4), 408-427.
• Ford, D.P. & Staples, D.S. (2010). Are Full and Partial Knowledge Sharing the Same Thing? Journal of Knowledge Management,14(3), 394-409.
• Ford, D.P. & Staples, D.S. (2010). Operationalizing Knowledge Sharing for Informers in Jennex, M. (Ed) Ubiquitous Developments in Knowledge Management: Integrations and Trends (Advances in Knowledge Management series). IGI Global.
• Ford, D.P., Connelly, C.E. & Meister, D.M. (2009). Hofstede’s Culture’s Consequences and IS Research : Has Anything Changed ? In Dwivedi, Y.K., Lal, B., Williams, M.D., Schneberger, S.L., & Wade, M. (Eds) Handbook of Research on Contemporary Theoretical Models in Information Systems. IGI Global, p. 455-480.
• Ford, D.P. & Staples, D.S. (2008). What is Knowledge Sharing from the Informer’s Perspective?” International Journal of Knowledge Management, 4(4), 1-20.
• Ford, D.P. & Staples, D.S. (2006). Perceived Value of Knowledge: The Potential Informer’s Perception. Knowledge Management Research & Practice, 4(1), 3-16.
• Ford, D.P., Connelly, C.E. & Meister, D.B. (2003). Hofstede’s Culture Consequences and IS Research: An Incomplete and Uneasy Partnership. IEEE Transactions in Engineering, 50(1), 8-25.
• Ford, D.P. & Chan, Y.E. (2003) Knowledge Sharing in a Multi-Cultural Setting: A Case Study. Knowledge Management Research & Practice, 1(1), 11-26.
• Ford, D.P. (2003). Trust and Knowledge Management: The Seeds of Success. In Holsapple, C. (ed.) Handbook on Knowledge Management: Knowledge Matters, Volume 1, Springer-Verlag, Berlin, 553-576.