Research Webinars

RCRC Research Webinars are held monthly throughout the academic year. Each webinar features a partner who is at the early, middle, late or completed stage of his or her research. All RCRC partners are invited to attend to ask questions, provide feedback and gain insight into their own research. Each webinar will have an invited discussant, with RCRC Director Jody Hoffer Gittell serving as the facilitator.

Webinars are held for 90 minutes via Zoom, with check-in and greetings led by the RCRC team.

If you are not already a partner and wish to be, we invite you to sign up now. All RCRC partners will receive invitations to register and will have access to recordings of past webinars. 

Propose a Webinar

If you are an RCRC partner and would like to present your work and receive feedback from the RCRC community, please email

The Agenda

A typical Research Webinar follows the below agenda:

10 minutes: Welcome 

10 minutes: Participant Introductions

20 minutes: Presentation 

15 minutes: Discussant Questions and Feedback

30 minutes: Participant Discussion

5 minutes: Wrap-up

How to Join

Tanya Allain will send calendar invitations to all partners. All partners who wish to participate will need to register for the webinar. If you are not a partner but would like to join, please contact us, we are happy to allow you to join one webinar as a trial.

If you are not receiving the invitations and should be, please contact us at

Fall 2018 Webinar Schedule

If you are an RCRC partner, view recordings of past webinars here.

Diversity and Firm Performance: Relational Coordination as a Mediator and HR Practices as Moderators

Tuesday, September 11 at 4:00 pm ET

Presenters: Hun Whee Lee (Michigan State University) and Eunhee Kim (Cornell University)

Discussant: Michele Williams (University of Iowa)

Organizations have become increasingly diverse in the composition of their workforce, but we still have a limited understanding of the effects of workforce diversity such as differences in age and education on firm performance, and of the HR practices that firms can employ to manage workforce diversity. As an important step in revealing the underlying processes and moderators for the effects of diversity, relational coordination is proposed as an intervening process at the firm level through which diversity in age and education indirectly affects firm performance. Importantly, we highlight two HR practices, structural empowerment, and multisource feedback, as critical contingencies that moderate the effects of diversity on relational coordination and firm performance. We ran hierarchical multiple regression analyses to test our hypotheses. Multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector provided general support for our hypotheses. The findings offer novel theoretical and practical insights into the effective management of workforce diversity.


An Interprofessional Team Effectiveness Intervention for a Home Care Agency

Thursday, October 4 at 10:00 am ET

Presenter: Denise Burgen (University of Rochester)

Discussant: Christine Bishop (Heller School, Brandeis University)

It is essential to have effective interprofessional home care teams to meet the complex needs of the increasing numbers of vulnerable patients who require home care services. Historically, home care teams have practiced in professional silos, often without specific attention to interprofessional communication and collaboration. We now know that effective communication skills and ongoing attention to collaborative interprofessional relationships are necessary components of effective home care teams caring for the vulnerable population. A team effectiveness intervention that builds Relational Coordination among the team members can assist in increasing the communication skills and relationships of the team as they provide interprofessional collaborative care.


Leveraging Strategic Human Capital to Improve Service Performance: The Role of Coordination Networks among Frontline Employees

Tuesday, November 26 at 10:00 am ET 

Presenters: Bulin Zhang and Helen Liu (Rutgers University)

Discussant: Barbara Belk (Kaiser Permanente Northwest) and Na Fu (Trinity College Dublin)

Previous research has investigated how human capital is leveraged to affect performance from both macro- and micro-level. However, not so much attention has been paid to how human capital is created and transformed within organizations, and scholars have increasingly argued that strategic human capital is not simply an additive aggregation of individual KSAs; Instead, it involves the emergence of unit-level human capital resources (Ployhart & Moliterno, 2011). To extend current discussions on strategic human capital and organizational performance, in this study, by drawing upon the relational coordination literature (Gittell et al., 2010), we developed a multi-level theoretical framework. Specifically, we suggest that the coordination network among frontline employees could not only enhance employee proactivity at work, but also facilitate the emergence of unit-level human resources. We draw upon survey data collected from employees and managers, as well as objective performance data, from a large bank in China, and find support for all of our hypotheses.


The Impact of Relational Coordination on E-Learning Systems

Thursday, December 13 at 10:00 am ET 

Presenter: Carmen De Pablos Heredero (King Juan Carlos University)

Discussant: TBD

E-learning is often applied to university education. This methodology of education offers additional flexibility to the learning process. Relational coordination is a validated tool for measuring and analyzing the quality of communication and relationships amongst participants by considering functional organizational boundaries. The application of Information and Communication Technologies in e-learning systems provides higher degrees of coordination and integration of processes by improving results of these institutions. The goal of this study is the analysis of the relationship between the relational coordination and the quality of elearning education systems at universities. Data are collected from two Spanish universities and one American. Collected data are analyzed by applying structural equations model with EQS. Results show the relevance of relational coordination in the final results of online education: higher levels of relational coordination at university leads to higher levels of the quality of education. Focusing efforts on improving relational coordination can be a good way to reach higher levels of online education quality.