Matthew Diabes is a PhD Candidate in Organizational Behavior and Theory at the Tepper School of Business at Carnegie Mellon University. Previously, Diabes received an MS in Industrial Administration from Tepper and a BS in Psychology and Philosophy and a certificate of Public and Professional Writing from the Kenneth P. Dietrich School of Arts and Sciences at the University of Pittsburgh.


His research is motivated by the central question, "What conditions enable positive, productive collaborative relationships to emerge, and how are they maintained?" Specifically, his research interests include communication and coordination processes, interpersonal trust and knowledge-sharing on teams, and the organizational value of well-being (e.g. psychological health, happiness, fulfillment). He has conducted research in laboratory environments with the Collaboration and Conflict Research Lab (Carnegie Mellon), the Center for Behavioral and Decision Research (Carnegie Mellon), and at the University of Pittsburgh as well as in field settings in the financial and health care sectors.


His current projects address research questions about:

  • The impact of individual well-being on the emergence of trust, knowledge-sharing, and coordination processes on teams

  • The effects of team dynamics on the performance of high-stakes teams

  • The processes that enable dynamic, rapidly-changing teams to maintain knowledge-sharing relationships

  • Strategies to repair intra-team relationships following transgressions


Diabes was a 2019 recipient of the NTR-Peterson Research Grant from the Negotiation & Team Resources Institute (proposal ranked 1st of 20 proposals, 2019) and has presented his work at a variety of conferences, including the annual meetings of the Academy of Management, the Interdisciplinary Network for Group Research (INGRoup), and the Association for Psychological Science.

His research is supported by his collaborations with the Collaboration and Conflict Research Lab, Center for Behavioral and Decision Research (CBDR), and the Center for Organizational Learning, Innovation, and Knowledge at Carnegie Mellon University, and the Conflict Resolution (CORE) Lab at the University of Pittsburgh.