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Pepperdine | Graziadio Business School
Kevin Groves Associate Professor of Organizational Theory and Management

Kevin Groves, PhD

Professor of Organizational Theory and Management
Graziadio Business School
310.568.5729
Curriculum Vitae

Biography

Kevin S. Groves, Ph.D., is professor of Organization Theory and Management at Pepperdine Graziadio Business School, and president of Groves Consulting Group, LLC. Dr. Groves teaches master’s and doctoral graduate courses on organization design and strategic alignment, executive leadership, and talent management across the Graziadio School’s Executive DBA, MBA, MS in Human Resources programs. Prior to his academic career, Dr. Groves was a management consultant in the Strategy and Organization practice at Towers Perrin (now Willis Towers Watson). Supporting organizations across industries, Groves Consulting Group develops evidence-based succession planning, talent management, and leadership development solutions anchored by rigorous research.

An active leadership and succession management scholar, Dr. Groves’ research focuses on executive succession, talent management, and leadership development practices. He conducts national benchmarking surveys, 360-degree leadership assessment studies, intensive case studies, and client-based research projects. His research has been published in leading journals such as the Journal of Management, Academy of Management Learning & Education, Academy of Management Annals, Group & Organization Management, Organizational Dynamics, and Journal of Business Ethics. Dr. Groves’ recently published book (Winning Strategies: Building a Sustainable Leadership Pipeline through Talent Management & Succession Planning) offers executive teams, boards, consultants, and HR/OD professionals a practical framework and set of succession planning and talent management best practices.

Education

  • PhD, Claremont Graduate University, 2002
    Major: Organizational Behavior
    Doctoral Dissertation: An Examination of Leader Social Intelligence and Follower
    Openness to Organizational Change as Key Components of Charismatic Leadership
  • MA, Claremont Graduate University, 1999
    Major: Organizational Behavior
    Master's Thesis: Multiple Intelligences and Leadership Performance
  • BA, Eastern Washington University, 1997
    Major: Psychology (Summa Cum Laude)
    Minor: Business Administration

 

Research

Authored Books

  • Groves, K. (2017). Winning Strategies: Building a Sustainable Leadership Pipeline through Talent Management and Succession Planning. Bozeman, MT: Second River Healthcare Press.

Refereed Journal Publications and Book Chapters

  • LaRocca, M., Marshall, D., & Groves, K. Exploring the motivation to lead in a demanding environment: The role of achievement values, grit, and psychological capital. Accepted for publication at Psychological Reports.
  • Gibson, C., Thomason, B., Margolis, J., Groves, K., Gibson, S., & Franczak, J. (2023). Dignity inherent and earned: The experience of dignity at work. Academy of Management Annals, 17 (1): 218-267.
  • Groves, K., Feyerherm, A., & Sumpter, D. (2023). Cultural intelligence as a global leadership competency in disruptive contexts. Handbook of Cultural Intelligence Research (Eds. David Thomas & Yuan Liao). Routledge Taylor & Francis Group.
  • LaRocca, M., & Groves, K. (2022). Transformational leadership in extreme contexts: Associations with posttraumatic growth and self-efficacy among combat veterans. Armed Forces & Society, 48 (4): 849-871. Paper awarded the Jackson-Hope Prize for Excellence in Published Scholarly Work, Virginia Military Institute.
  • Groves, K., & Feyerherm, A. (2022). Developing an executive potential model for the new era of work and organizations. Leadership & Organization Development Journal, 43 (6): 978-998.
  • Lee, J., Paik, Y., Vance, C., Li, D., & Groves, K. (2022). The evolution of business ethics in China and the United States: Convergence, Divergence, or Crossvergence? Management and Organization Review, First View, pp. 1-28. DOI: https://doi.org/10.1017/mor.2021.68
  • Nakashima, S., & Groves, K. (2022). Psychological safety training: winning the minds and hearts of employees. Employee Learning & Development Excellence, 9 (4): 64-66.
  • Lacey, M., & Groves, K. (2021). Approaches to developing high potential talent: Intended and unintended consequences (pp. 457-470). The Routledge Companion to Talent Management (Ed. Ibraiz Tarique). New York: Taylor & Francis Group.
  • Groves, K. (2020). Testing a moderated mediation model of transformational leadership, values, and organization change. Journal of Leadership & Organizational Studies, 27 (1): 35-48.
  • Groves, K. (2020). Are you ready to lead Generation Z?: Core competencies for 21st century business leaders. Leadership Excellence (HR.com). 37 (3): 1-7. https://www.hr.com/en/magazines/leadership_excellence_essentials/march_2020_leadership/are-you-ready-to-lead-gen-z_k7esvmpr.html?s=8PqnELoBZlkeT8dr
  • Groves, K. (2019). Confronting an inconvenient truth: Developing succession management capabilities for the inevitable loss of executive talent. Organizational Dynamics, 48 (4): 1-12.  (https://doi.org/10.1016/j.orgdyn.2018.07.001).
  • Groves, K. (2019). #MeToo movement exposes lack of succession planning. Chief Executive (January 9, 2019). https://chiefexecutive.net/metoo-movement-exposes-succession-planning/
  • Groves, K. (2019). Examining the impact of succession management practices on organizational performance: A national study of U.S. hospitals. Health Care Management Review, October-December: 356-365. https://journals.lww.com/hcmrjournal/Abstract/publishahead/Examining_the_impact_of_succession_management.99734.aspx.
  • Groves, K. (2018). Three ways Snap Inc. can weather its internal storm. Chief Executive (September 25, 2018). https://chiefexecutive.net/three-ways-snap-inc-weather-storm/
  • Groves, K. (2017). The business case for succession management capabilities: Evidence-based strategies for developing talent and sustaining leadership continuity. Graziadio Business Review, Volume 20, Issue 1. Available at http://gbr.pepperdine.edu/2017/04/the-business-case-for-succession-management-capabilities/. 
  • Vance, C., White, J., Groves, K., Paik, Y., & Guo, L. (2016). Comparing thinking style and ethical decision-making between Chinese and U.S. students: Potential for future clash? Journal of Business Ethics Education, 13: 117-146.
  • Groves, K., & Vance, C. (2015). Linear and nonlinear thinking: A multidimensional model and measure. Journal of Creative Behavior, 49 (2): 111-136.
  • Groves, K., Feyerherm, A., & Gu, M. (2015). Examining cultural intelligence and cross-cultural negotiation effectiveness. Journal of Management Education, 39 (2): 209-243.
  • Groves, K. (2014). Identifying high-potential healthcare leaders: Key findings from a qualitative study of exemplary health systems. Healthcare Workforce Advisor (HealthStream, Inc.), Summer: 10-15.
  • Ettlie, J., Groves, K., Vance. C., & Hess, G. (2014). Cognitive style and innovation in organizations. European Journal of Innovation Management, 17 (3): 311-326.
  • Groves, K. (2014). Examining leader-follower congruence of social responsibility values in transformational leadership. Journal of Leadership and Organizational Studies, 21 (3): 227-243.
  • Lacey, M., & Groves, K. (2014). Talent management collides with corporate social responsibility: Creation of inadvertent hypocrisy. Journal of Management Development, 33 (4): 399-409.
  • Vance, C., Groves, K., Hess, G., & White, J. (2013). The rational side of EQ: Illuminating emotional intelligence through the lens of linear/non-linear thinking style. International Journal of Social Science Research, 2: 16-25.
  • Groves, K. (2013). Talent management success factors: Evidence-based strategies for driving hospital performance outcomes. HR Pulse (American Society for Health Care Human Resources Administration), Summer: 34-36.
  • Groves, K., & LaRocca, M. (2012). Does transformational leadership facilitate follower beliefs in corporate social responsibility? A field study of leader personal values and follower outcomes. Journal of Leadership and Organizational Studies, 19 (2): 215-229.
  • Vance, C., Groves, K., Gale, J., & Hess, G. (2012). Would future entrepreneurs be better served by avoiding university business education? Examining the effect of higher education on business student thinking style. Journal of Entrepreneurship Education, 15: 127-141.
  • Groves, K., & LaRocca, M. (2011). Responsible leadership outcomes via stakeholder CSR values: Testing a values-centered model of transformational leadership. Journal of Business Ethics, 98 (1): 37-55.
  • Groves, K., & LaRocca, M. (2011). An empirical study of leader ethical values, transformational and transactional leadership, and follower attitudes toward corporate social responsibility. Journal of Business Ethics, 103 (4): 511-528.
  • Monson, J., & Groves, K. (2011). Leveraging action learning as a talent management strategy during economic uncertainty. Graziadio Business Review, 14 (3): 1-6.
  • Groves, K., & Feyerherm, A. (2011). Leader cultural intelligence in context: Testing the moderating effects of team cultural diversity on leader and team performance. Group & Organization Management, 36 (5): 535-566.
  • Groves, K., Vance, C., & Choi, D. (2011). Entrepreneurial cognition: Examining the thinking style differences between entrepreneurs and business managers, accountants, and actors. Journal of Small Business Management, 49 (3): 438-466.
  • Groves, K. (2011). Talent management best practices: How exemplary health care organizations create value in a down economy. Health Care Management Review, 36 (3): 227-240.
  • Paik, Y., Groves, K., Vance, C., & Li, D. (2011). Linear/nonlinear thinking style and ethical decision-making: U.S. versus Chinese Managers. Academy of Management Best Paper Proceedings, IM: 1-6.
  • Groves, K. (2010). Talent management best practices: How exemplary organizations confront the emerging leadership crisis. Graziadio Business Report, 13 (1): 1-6.
  • McEnrue, M.P., Groves, K., & Shen, W. (2010). Emotional intelligence training: Evidence regarding its efficacy for developing leaders. Leadership Review, 10 (Winter): 3-26.
  • Groves, K., & Vance, C. (2009). Examining thinking style, EQ, and organizational commitment. Journal of Managerial Issues, 21 (3): 344-366.
  • McEnrue, M.P., Groves, K., & Shen, W. (2009). Emotional intelligence training: The role of openness to experience, self-efficacy, and receptivity to feedback in enhancing gains achieved. Journal of Management Development, 28 (2): 150-174.
  • Vance, C., Zell, D., & Groves, K. (2008). Considering Individual Linear/Nonlinear Thinking Style and Innovative Corporate Culture. International Journal of Organizational Analysis. 16 (4): 232-248.
  • Groves, K., & Paunescu, C. (2008). Examining the antecedents and outcomes of Romanian entrepreneurial orientation. Management & Marketing Journal, 3 (3): 3-18.
  • Groves, K., Vance, C., & Choi, D. (2008). An examination of the nonlinear thinking style profile stereotype of successful entrepreneurs. Journal of Enterprising Culture, 16 (2): 133-159.
  • Groves, K., McEnrue, M. P., & Shen, W. (2008). Measuring and developing the emotional intelligence of leaders. Journal of Management Development, 27 (2): 225-244.
  • Groves, K., Vance, C., & Paik, Y. (2008). Linking linear/nonlinear thinking style balance and managerial ethical decision-making. Journal of Business Ethics, 80 (2): 305-325.
  • Groves, K., & Vance, C. (2007). Examining the affective commitment outcomes of managerial balanced thinking and emotional intelligence in high emotional labor contexts. Academy of Management Best Paper Proceedings, MOC: 1-6.
  • Vance, C., Groves, K., Paik, Y., & Kindler, H. (2007). Understanding and measuring linear/nonlinear thinking style for enhanced management education and professional practice. Academy of Management Learning & Education, 6 (2): 167-185.
  • Groves, K. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26 (3): 239-252.
  • Vance, C., Groves, K., & Guo, L. (2006). Mainland Chinese—US entrepreneur comparison of linear/nonlinear thinking style profiles: Implications for national entrepreneurial success. International Journal of Business Research, 6 (3): 26-34.
  • Groves, K. (2006). Leader emotional expressivity, visionary leadership, and organizational change. Leadership and Organization Development Journal, 27 (7): 565-582.
  • Groves, K. (2006). View from the top: CEO perspectives on executive development and succession planning practices in healthcare organizations. The Journal of Health Administration Education, 23 (1): 93-110.
  • McEnrue, M.P., & Groves, K. (2006). Choosing among tests of emotional intelligence: What’s the evidence? Human Resource Development Quarterly, 17 (1): 9-42.
  • Groves, K. (2005). Linking leader skills, follower attitudes, and contextual variables via an integrated model of charismatic leadership. Journal of Management, 31 (2): 255-277.
  • Groves, K. (2005). Gender differences in social and emotional skills and charismatic leadership. Journal of Leadership & Organizational Studies, 11 (3): 30-46.
  • Vance, C., Groves, K., & Paik, Y. (2004). Measuring and building linear/nonlinear thinking style balance for enhanced performance. Academy of Management Best Paper Proceedings, MOC: F1-F6.
  • Groves, K. (2003). The contribution of leader social and emotional skills to leadership effectiveness during strategic organizational change. Leadership Review, 3 (Winter): 75-90.

Refereed Conference Symposia

  • Maric, S., Milosevic, I., Bass, E., Uhl-bien, M., Groves, K., Feyerherm, A., Silvera, G., Clark, J., vogus, T., Lord, J., runk, R., Hollingsworth, J., Owen-Smith, J., Kim, K., & Twyman, M. (2020). Future of leadership in healthcare: Enabling complexity dynamics across levels. Accepted symposium presentation at the Academy of Management Annual Meeting, Vancouver, B.C.
  • Tompkins, T., Livingstone, L., Groves, K., Ledbetter, B., Kerns, C., Allen, M., Mallinger, M., Lacey, M., Feyerherm, A., & Mangiofico, G. (2013). A leadership salon: Reframing old concepts for a new age. Symposium presentation at the Western Academy of Management Annual Meeting, Santé Fe, NM.
  • Van Dyne, L., Ang, S., Groves, K., Ng, K., Gianasso, G., Fehr, R., Kuo, E., Moon, H., Choi, B., Jung, J., & Kim, Y. (2011). More complex models of cultural intelligence: Moderated and longitudinal relationships. Society of Industrial and Organizational Psychology Annual Conference, Chicago, IL.
  • Beenen, G., Muse, L., Pichler, S., Groves, K., Lopes, P., Mayes, B., Riggio, R., & Maellaro, R. (2010). Exploring managerial effectiveness through interpersonal skills. Academy of Management Annual Meeting, Montreal, Canada.
  • Drost, E., Williams, L., McGuire, S., Groves, K., & Prahbu, V. (2010). Types and antecedents of entrepreneurial intent: Evidence from the U.S. Western Academy of Management Annual Meeting, Kona, HI.
  • Ang, S., Van Dyne, L.V., Groves, K., Lee, Y., Masuda, A., Cardona, P., Kim, Y., Rockstuhl, T., Ng, K., & Lievens, F. (2010). Advancing cultural intelligence research: Moderating influences of person and context. Society of Industrial and Organizational Psychology Annual Conference, Atlanta, GA.
  • Cox, L., Groves, K., & Sommer, S. (2009). The psychological state of successful entrepreneurs. Western Academy of Management Annual Meeting, Midway, Utah.
  • Drost, E., Atkinson, D., Romero, P., Groves, K., McGuire, S., Kwong, K., & Prabhu, V. (2009). Variations of entrepreneurial intent across cultures: Emerging evidence from USA, China, Russia, Bulgaria, and Finland. Academy of International Business Annual Meeting, San Diego, CA.
  • Armstrong, S., Cols, E., Groves, K., Kozhevniknov, M., Sadler-Smith, E., & Vance, C. (2009). Thinking styles in managerial learning, cognition, and behavior: An integrative overview (Symposium). Academy of Management Annual Meeting, Chicago, Ill.

Manuscripts Under Review & Developing Papers

  • Mandel, K., & Groves, K. Future Scoping Group Dynamics among Change Leaders: Widen the Lens on Climate and Safety Risks for Organizational Change. Revise and resubmit at Journal of Applied Behavioral Science.
  • Groves, K. & Vance, C. Avoiding Critical Entrepreneurial Cognitive Errors Through Linear/Nonlinear Thinking Style Balance. Review and resubmit at Journal of Small Business Management.
  • Martin-Garrido, F., Morales-Fernandez, E., Vance, C., van Bakel, M., & Groves, K. An examination of the relationship between linear/nonlinear thinking style and expatriate adjustment. Paper under review at the Journal of International Business.
  • Groves, K., Margolis, J., & Gibson, C. Cultivating the experience of dignity at work: Protective and proactive strategies for leaders and organizations.  Paper under review at MIT Sloan Management Review.
  • Piecek, E., & Groves, K. Transparent leadership: Cultivating sustainable leader-follower relationships for the new era of work and organizations. Paper under preparation for submission to Organizational Dynamics.
  • Groves, K. Developing and validating a model of leadership potential for VUCA environments. Paper under preparation for submission to Journal of Management.
  • Lacey, M. & Groves, K. Inclusivity vs. elitism: The challenge of high potential programs for inclusive organizations. Paper under development for journal submission.   
  • Groves, K. Examining the sustained impact of succession management practices on business performance metrics (2014-2018). Target journal: Human Resource Management Journal.
  • Groves, K. Leader cultural intelligence and transformational leadership: Moderating effects of team diversity. Target journal: The Leadership Quarterly.     
  • Groves, K. Values-centered transformational leadership: Testing the impact of leader values and leadership style on follower outcomes. Target journal: Academy of Management Journal.

Areas of Expertise

  • Succession Planning
  • Leadership Assessment and Development
  • CEO Succession
  • Executive Talent Management