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Wilfrid Laurier University Lazaridis School of Business & Economics
March 27, 2017
Canadian Excellence
Simon Taggar

Dr. Simon Taggar

Professor (OB/HRM)

Contact Information
Phone: 519.884.0710 ext.2614
Fax: 519.884.0201
Office Location: SBE3260
Office Hours: By appointment
Academic Background
BSc (University of Toronto), MBA (University of Windsor), PhD (McMaster University)
Dr. Simon Taggar is Director for Strategic Leadership and an Associate Professor of Human Resources Management at Wilfrid Laurier University. He completed his doctoral studies in 1998 at McMaster University. He is a recipient of various research related awards, including the Human Resources Research Institute’s Best Dissertation Award, and grants totaling more than $600,000. His research interests lie in the areas of creativity, teams, leadership and the impact of aligning human resources management policies and practices with organizational strategy. His research has been published in numerous academic journals including the Academy of Management Journal, Personnel Psychology, Leadership Quarterly, Human Performance, Journal of Creative Behavior and Small Group Research. In addition to his research, Dr. Taggar’s experience includes acting as a consultant for three international human resource consulting firms – Human Resource Solutions Inc. (where he was Vice President), Hay Management Consultants and Organizational Studies International, Inc. However, prior to specializing in Human Resources, Simon specialized in finance and accounting and worked as a Commercial Account Manager for The Toronto-Dominion Bank.


Creativity and Innovation in Groups; Group Leadership; Aligniing HR with Strategy to Predict Firm Performance
Additional Information

Selected Publications

  Taggar, S., & Neubert, M. (2008). A cognitive (attributions)-emotion model of observer reactions to free-riding poor performers. Journal of Business & Psychology, 22, 167-177.

  Taggar, S., Sulsky, L. & MacDonald, H. (2008). Sub-system configuration: A model of strategy, context, and human resource management alignment. In M. D. Mumford, S. T. Hunter, K. E. Bedell-Avers (Eds.), Multi-level issues in creativity and innovation (pp. 317-376). Elsevier.

  Tasa, K., Taggar, S., & Seijts, G. H., (2007). The development of collective efficacy in teams: A multilevel and longitudinal perspective. Journal of Applied Psychology, 92, 17-27.

  Taggar, S., & Ellis, R. (2007). The role of leaders in shaping formal team norms. The Leadership Quarterly, 18, 105-120.

  Taggar, S., & Brown, T. (2006). Interpersonal affect and peer rating bias in teams. Small Group Research, 37, 86-111.

  Taggar, S. & Neubert, M. J. (2004). The impact of poor performers on team outcomes: An empirical examination of Attribution Theory. Personnel Psychology, 57, 935-968.

  Taggar, S., & Seijts G. H. (2003) Leader and staff role-efficacy as antecedents of collective-efficacy and team performance. Human Performance, 16, 131-156.

  Taggar, S. (2002). A multi-level model of creativity in intact workgroups. Academy of Management Journal, 45, 315-331.

  Taggar, S. (2001). Group composition, creative synergy, and group performance. Journal of Creative Behavior, 35, 261-286.

  Taggar, S., Hackett, R., & Saha. S. (1999). Leadership emergence in autonomous work teams: Antecedents and outcomes. Personnel Psychology, 52, 899-926.

Selected Grants and Awards

2003/2004/2006/2007: Dean’s Commendation for Teaching Excellence, Wilfrid Laurier University.

2007: Emerald Literati Network Award for Excellence 2007

  2001/2003/2007: Standard Research Grants, Social Sciences and Humanities Council of Canada 

  2006: Glenn-Carroll Grant, Wilfrid Laurier University