Management - Organisational Behaviour,MRes

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Management - Organisational Behaviour,MRes

London School of Economics and Political Science

United Kingdom, London

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Home/United Kingdom/London /London School of Economics and Political Science/Management - Organisational Behaviour,MRes

London School of Economics and Political Science

United Kingdom , London

Key Facts

Program Level

Master by Research

Study Type

Full Time

Delivery

On Campus

Course Code

N2Z3

Campuses

Houghton Street

Program Language

English

Start & Deadlines

Next Intake Deadlines28-Sep-2026

Apply to this program

Go to the official application for the university

Duration 2 year(s)

Tuition Fee

GBP 24,400 / year

Next Intake 28-Sep-2026

Management - Organisational Behaviour,MRes

About

Introduction

You’ll study behavioural phenomena in various ways and settings, examining different organisations and the people who work in those organisations.

As you progress through the programme, you’ll develop the analytical skills to perform robust field studies, randomised lab experiments, and quantitative research. The programme also includes comprehensive methodological training, with the opportunity to specialise in your chosen field.

You’ll begin on the master of research degree and move on to the PhD (subject to satisfactory progress). The programme gives you the chance to complete work that makes an original contribution to the field of organisational behaviour.

LSE is ranked sixth in the world for social sciences and management. Our academics have multidisciplinary expertise in management, economics, psychology and sociology. You’ll benefit from this cross-cutting expertise and interdisciplinary learning.

We're also ranked second in the UK by percentage of overall four and three stars in the most recent Research Excellence Framework (REF 2021).

Our world-class academics work closely with colleagues from across the School on initiatives like the LSE Behavioural Lab, co-directed by the Department of Management and the Department of Psychological and Behavioural Science.

We actively engage with practitioners, policymakers, LSE students and alumni to enhance the quality of working life and change organisational and economic practices worldwide.

Download the programme brochure

Preliminary readings

Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 34: 521-539.
Galinsky, A. D., Gruenfeld, D. H., & Magee, J. C. (2003). From power to action. Journal of Personality and Social Psychology, 85: 453-466.
Colquitt, J. A., & Rodell, J. B. 2011. Justice, trust, and trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54: 1183-1206.
Sutton, R. I., & Rafaeli, A. (1988). Untangling the relationship between displayed emotions and organizational sales: The case of convenience stores. Academy of Management Journal, 31: 461- 487.
Barnes, C. M., Lucianetti, L., Bhave, D. P., & Christian, M. S. (2015). “You wouldn’t like me when I’m sleepy”: Leaders’ sleep, daily abusive supervision, and work unit engagement. Academy of Management Journal, 58(5), 1419-1437.
Dutton, J. E., & Dukerich, J. M. (1991). Keeping an eye on the mirror: Image and identity in organizational adaptation. Academy of Management Journal, 34(3), 517-554.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and the effect of surface- versus deep-level diversity on group cohesiveness. Academy of Management Journal, 41: 96- 107.
Gersick, C. J. G. (1988). Time and transition in work teams: Toward a new model of group development. Academy of Management Journal, 31: 9-41.
Chen, G., Kirkman, B. L., Kanfer, R., Allen, D., & Rosen, B. (2007). A multilevel study of leadership, empowerment, and performance in teams. Journal of Applied Psychology, 92(2), 331.
To Hive or to Hold? Producing Professional Authority through Scut Work Abstract - Ruthanne Huising, 2015.
The SAGE handbook of social network analysis - Peter J. Carrington, John Scott, 2011| Essential | Borgatti, S.P., & Lopez-Kidwell V. (2016). Chapter 4: Network Theory. In J. Scott, P.J. Carrington, eds. The SAGE Handbook of Social Network Analysis (SAGE Publications Ltd. London).
Firm Resources and Sustained Competitive Advantage - Jay Barney, 1991-03.
The Categorical Imperative: Securities Analysts and the Illegitimacy Discount - Ezra W. Zuckerman, 1999.
A Status-Based Model of Market Competition Abstract - Joel M. Podolny, 1993
Four formal(izable) theories of the firm? Gibbons, Robert, Journal of Economic Behavior & Organization, 58(2), 2005-10.
Labor Pains: Change in Organizational Models and Employee Turnover in Young, High‐Tech Firms James N. Baron, Michael T. Hannan and M. Diane Burton, American Journal of Sociology, 106(4), 2001.
Why Do Liberals Drink Lattes? Daniel DellaPosta, Yongren Shi and Michael Macy, American Journal of Sociology, 120(5), 2015.
Patterns of Industrial Innovation Abernathy, W.J., & Utterback, J.M., Technology Review, 80(7), 1978.

Requirements

Entry Requirements

Graduate entry requirements for applicants from Saudi Arabia Taught master's programmes To be considered for admission to a taught master's programme (upper second class equivalent), we would normally require a bachelor's degree after at least four years of study with grades of 80 per cent, 3.3/4, 4.0/5, or an overall B, if awarded since 2004. If awarded prior to 2004, we require the master's with similar grades. To be considered for admission to a taught master's programme (first-class equivalent), we would normally require a bachelor's degree after at least four years of study with grades of 90 per cent, 3.75/4, 4.7/5, A or very good, if awarded since 2004. If awarded prior to 2004, we require the master's with similar grades. Research programmes (MPhil/MRes/PhD) To be considered for admission to a research programme, we would normally require a master’s degree if awarded after 2004 and expect grades of 85 per cent.

English Program Requirements

English language requirements

The English language requirement for this programme is Higher. Read more about our English language requirements.

Competition for places at LSE is strong. So, even if you meet the minimum entry requirements, this does not guarantee you an offer of a place.

However, please don’t feel deterred from applying – we want to hear from all suitably qualified students. Think carefully about how you can put together the strongest possible application to help you stand out from other students.

Career

Throughout the programme, you're expected to participate in Organisational Behaviour Faculty Research Group research workshops, enabling you to grow familiar with the process of presenting and discussing academic papers with experienced faculty, and provide opportunities for networking. Funding is also available for you to attend and present papers at academic conferences.

LSE Careers has a team dedicated to PhD students offering a wide range of resources and advice. You'll receive regular updates on career events and workshops offered by LSE Careers and the LSE’s PhD Academy. Research based employment opportunities are communicated to students in our newsletters and email updates.

All career services are available to PhD students, and PhD alumni for up to five years after completing your PhD.

Browse LSE’s wide range of services for PhD students and research staff

Fee Information

At LSE, your tuition fees, and eligibility for any financial support, will depend on whether you’re classified as a home or overseas student (known as your fee status). We assess your fee status based on guidelines provided by the Department for Education.

Further information about fee status classification.

Tuition Fee

GBP 24,400

Application Fee

GBP