Emilio J. Castilla is the NTU Professor of Management and Professor at the MIT Sloan School of Management. He is also the head of the Work and Organization Studies Group.
Castilla studies how social and organizational processes influence key employment outcomes over time. He tackles his research questions by examining different empirical settings with longitudinal datasets, both at the individual and organizational levels. His focus is on the screening, hiring, performance management, development, and job mobility of employees within and across organizations and locations, as well as on the impact of teamwork and social relations on employees’ careers. His research and teaching interests include organizational theory and behavior, talent management, human resources management, and people analytics. His work has been published in several top academic journals and edited volumes, including Administrative Science Quarterly, Organization Science, American Journal of Sociology, and American Sociological Review. He has also written a book on the use of longitudinal methods in social science research (Elsevier/Academic Press).
Castilla joined the MIT Sloan faculty in 2005, after being a faculty member for three years in the management department of the Wharton School at the University of Pennsylvania. He is a member of the Institute for Work and Employment Research at MIT, as well as a Research Fellow at the Wharton Financial Institutions Center and at the Center for Human Resources at the Wharton School.
Castilla holds a post-graduate degree in Business Analysis from the Management School in Lancaster University (UK); a BA in economics from Universitat de Barcelona; and his PhD and MA in Sociology from Stanford University.
This year's Richard Beckhard Memorial Prize goes to the summer 2016 MIT SMR article by Emilio J. Castilla, “Achieving Meritocracy in the Workplace.”
Emilio Castilla, a professor at MIT, urges executives to use data for decisions about employees, instead of relying on intuition, experience or advice.
Racial discrimination may be alive and well in the technology industry.
"Merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here’s how companies can use data, transparency, and accountability to prevent...
No business likes a high amount of turnover, so employers at call centers savor any tips on how to keep workers. One way to do so, according to Professor Emilio J. Castilla, may be to get current...
Formal policies can help equalize pay structures for men and women, but they are only part of the equation.
Consider this field study conducted by Emilio Castilla of MIT Sloan School of Management.
From founders to funders, Silicon Valley prides itself on its meritocratic ethos; however, new research from MIT finds that organizations with meritocratic values are often the worst offenders of...
“We’re all walking around an elephant in the room and measuring it differently.”
This effect is reminiscent of MIT Professor Emilio J. Castilla’s research, which shows that companies with policies designed to promote meritocratic advancement can actually exacerbate existing...
Leading Change in Complex Organizations
Leading People At Work: Strategies for Talent Analytics
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