Sameer B. Srivastava in lecture setting

Research Bio

Sameer Srivastava is a sociologist and organizational scholar whose research explores culture, networks, and organizational behavior. He is best known for developing computational and network-based methods to measure organizational culture and its effects on performance, mobility, and inequality. Srivastava’s work integrates sociology, computational social science, and management studies to analyze how culture is produced, transmitted, and transformed within organizations and to understand how it shapes individual careers and organizational performance.

Srivastava is Ewald T. Grether Professor of Business Administration at UC Berkeley’s Haas School of Business, Chair of the Management of Organizations group at Berkeley Haas, Co-Founder and Co-Faculty Director of the Computational Culture Lab, and Co-Founder and Faculty Director of the Berkeley Center for Workplace Culture and Innovation. His research has been published in American Journal of Sociology, American Sociological Review, Administrative Science Quarterly, and Management Science. Several of Srivastava's papers on culture and organizations have received awards. At Berkeley, he teaches courses of organizational behavior, power and influence, and computational social science. 

Research Expertise and Interest

culture, cognition, social networks, social capital, organizational sociology, formal organizations, social influence

In the News

Featured in the Media

Please note: The views and opinions expressed in these articles are those of the authors and do not necessarily reflect the official policy or positions of UC Berkeley.
January 27, 2020

HBR: The new analytics of culture

San Francisco Business Times
Matthew Corritore, Amir Goldberg and Sameer B. Srivastava, Harvard Business Review
Presenting a new big-data method of measuring organizational culture, associate business professor Sameer Srivastava, co-director of the Berkeley-Stanford Computational Culture Lab, and his co-authors write: "Our recent studies have focused on cultural fit versus adaptability, cognitive diversity and the effects of diversity on organizational performance." Discussing the details and implications of their method, they conclude that the strategy could help employers in three distinct ways. First, it will help them hire candidates who demonstrate cultural adaptability. Second, it would help leadership understand how to encourage and manage diverse perspectives. And third, it could help leadership foster an agreed-upon culture that's both diverse and consensual.
FullStory (*requires registration)


Loading Class list ...