Dr. Jaime E. Bochantin (Ph.D. Texas A&M University) is an Assistant Professor at the University of North Carolina, Charlotte. She teaches classes at the undergraduate and graduate level on topics including organizational communication, culture and communication, leadership communication, research methods, conflict management and negotiation, and the dark side of organizational communication.
Her research examines the social issues, member behavior and cultural landscape of organizations to provide managers and HR practitioners with strategies for the implementation of policies, practices and procedures to better the organization and relationships between employees and managers. Current research examines work-life/family, stress and well-being, organizational conflict and negotiation, leadership communication, and workplace mistreatment including incivility and bullying. Most recently, she has begun work on an occupational health study that examines police officers over the career length. Variables include stress, emotion, work-life, burnout, job and life satisfaction, work meaning, and physiological changes like general health, alcohol and drug use, depression, etc.
Additionally, Dr. Bochantin runs the HERO lab (High reliability, Emotion, and Risk in Organizations) along with Dr. Cliff Scott and Dr. Amy Canavello. Dr. Bochantin also regularly works with the local, national, and international business communities to provide assessments and interventions on a variety of topics related to her research.
Her research appears in top-tier journal outlets including: Academy of Management Journal,Communication Monographs, Communication Studies, International Journal of Business Communication,Qualitative Research Reports in Communication, Women and Language, and Negotiations and Conflict Management Research.
Ph.D. Texas A & M University, College Station
M.A. DePaul University, Chicago, IL
B.A. DePaul University, Chicago, IL
Corman, S. R., & Poole, M. S. (Eds.) (2000). Perspectives on Organizational Communication: Finding Common Ground. New York: Guilford Publications.
Mumby, D. K., and Putnam, L. L. (1992). "The Politics of Emotion: A Feminist Reading of Bounded Rationality," Academy of Management Review, 17, 465-486.
Kirby, E. L., Golden, A. G., Medved, C. E., Jorgenson, J., & Buzzanell, P. M. (2003). An organizational communication challenge to the discourse of work and family research: From problematics to empowerment. Communication Yearbook, 27, 1-44.
Mumby, D. K. (2005). Theorizing resistance in organization studies: A dialectical approach. Management Communication Quarterly, 19(1), 19-44.
Putnam, L. L., Phillips, N., and Chapman, P. (1996). Metaphors of Communication and Organization. In S. R. Clegg, C. Hardy, and W. Nord (Eds.), Handbook of Organizational Studies (pp. 375-408). London: Sage, Ltd.
Deetz, S. (1996). Crossroads-describing differences in approaches to organization science: Rethinking Burrell and Morgan and their legacy. Organization Science, 7(2), 191-207.
Cheney, G. (1983). On the various and changing meanings of organizational membership: A field study of organizational identification. Communications Monographs, 50(4), 342-362.
I pride myself as being a scholar and practitioner who examines the social issues, member behavior and cultural landscape of an organization in order to provide managers and HR practitioners with strategies for the implementation of policies, practices and procedures to better the organization and the relationships/communication between employees and managers. My current research examines work-life/family, organizational conflict and negotiation, workplace mistreatment including incivility, bullying and violence, and generational differences in the workplace.