Master Collaboration: Three Successful Academic-Practitioner Collaborations
Saturday, April 13, 2013
Participants who attend the Master Collaboration session are eligible for 1.5 CE credits for psychology purposes. This session will appeal to practitioners and academics at all levels. There is no additional cost to attend beyond the cost of basic conference registration. SIOP is approved by the American Psychological Association to sponsor continuing education for psychologists. SIOP maintains responsibility for this program and its content.
Abstract: The Master Collaboration provides attendees with strategies for developing, implementing and sustaining successful academic-practitioner collaborations. Presentations include "I-O Research and Practice: Why Can't We Be Friends?," "The Role of University Affiliated Research Centers in Government Research," and "A (Somewhat) Serendipitous Approach Developing and Maintaining Scholar-Practitioner Collaborations." In addition, two discussants - one academic and one practitioner - will offer their thoughts about why these strategies are successful.
- Describe different types of academic-practioner collaborations and their associated benefits or contributions to science or practice.
- Summarize and evaluate different strategies for developing successful research collaborations between academics and practitioners.
- Summarize strategies for influencing organizational leadership to participate in research collaborations.
Collaboration 1: I-O Research and Practice: Why Can't We be Friends?
The speakers will describe how they started and have maintained an effective partnership since meeting in graduate school and how this has resulted in a) multiple strong, evidence-based research collaborations and b) a mutual sharing of expertise that has made them both more effective scientist-practitioners overall.
Dr. Brian Frost is a Senior Consultant at Kenexa, an IBM Company. He received his Ph.D. from the Business School at The University of Tennessee and has spent the past twelve years working in internal and external consulting roles for the Tennessee Assessment Center, The Home Depot, Corvirtus, and now Kenexa. He specializes in driving strategic talent management through custom assessment solutions, engagement surveys, individual assessment, and leadership development. Brian also teaches as an adjunct faculty member at The University of the Rockies, and his work has been published in Organizational Research Methods, International Journal of Manpower, and the Journal of Applied Psychology.
Brian J. Hoffman, PhD is an Associate Professor of Psychology at the University of Georgia. He received his doctorate from the University of Tennessee in 2006. His research focuses on criterion development, leadership selection and assessment, and the application of management principles to sports settings. His research has been published in journals such as Psychological Bulletin, Journal of Applied Psychology, and Journal of Management, Personnel Psychology, and Academy of Management Journal and has been featured in the Washington Post and on CBS Sports Network and ESPN's SportsCenter.
Collaboration 2: The Role of University Affiliated Research Centers in Government Research
The U.S. Department of Defense established University Affiliated Research Centers to maintain its critical capabilities. Researchers from University of Maryland's Center for Advanced Language Study and the National Security Agency (NSA) discuss a collaborative effort to develop and validate assessments identifying highly qualified candidates for mission-critical jobs at the NSA.
Dr. Nicholas Vasilopoulos has twenty years of experience developing, validating, and implementing personnel selection systems in the Federal government. He currently serves as the Chief of the Personnel Assessment Research and Development Division at the National Security Agency. He has also worked as a Personnel Research Psychologist at the Immigration and Naturalization Service and Customs and Border Protection. In addition to his work in the Federal government, Dr. Vasilopoulos spent nine years on the faculty of the I/O Psychology Doctoral Program at the George Washington University, serving as Program Director from 2005 to 2008.
Dr. Sharon Glazeris a Research Professor at the University of Maryland Center for Advanced Study of Language (CASL). She is also the Editor of the International Journal of Stress Management, Treasurer of the International Association for Cross-Cultural Psychology, and a member of the Advisory Board of the Institute for Cross-Cultural Management at Florida Institute of Technology. Prior to joining CASL, Dr. Glazer was a Full Professor at San Jose State University and a visiting scholar throughout Central, Western, and Latin Europe and New Zealand. She held the first Erasmus Mundus 3rd country scholar award in 2007 and a Fulbright grant in 1997. Dr. Glazer’s research revolves primarily around cross-cultural issues in organizational behavior.
Collaboration 3: A (Somewhat) Serendipitous Approach Developing and Maintaining Scholar-Practitioner Collaborations
To highlight strategies for developing and maintaining scholar-practitioner collaborations, speakers will discuss the importance of scholars approaching practitioners, linking domains of research interest, successfully pitching the contribution of scholarship to practitioners, building organizational trust, and realizing and leveraging practitioners' value-added, and emphasizing the practical relevance of scholarly work to organizations.
Dr. Mark Morris leads Talent Management and Organizational Effectiveness for Lockheed Martin Aeronautics. Mark has more than a decade of experience leading HR Research, Regional HR, OD, and Training functions. He and his teams have constructed corporate universities, created analytics and scorecards, designed organizations, and developed tests and surveys. Mark has authored articles in top research journals on topics including employee engagement, culture, assessment centers and training metrics and has taught courses on Tests and Measurement, Industrial/Organizational Psychology, Statistics, Organizational Culture, Strategy, Job Attitudes, and Organizational Behavior. Mark earned his B.A. in Psychology from the University of Texas and his PhD in I-O Psychology from the University of Houston. Mark's awards include the Macnaughton Award for Employment Interviewing, two JCPenney Chairman's Awards, and two Academy of Management Research Awards.
Dr. Patrick McKay is a Professor and Chair of the Human Resources Management Program at Rutgers University’s School of Management and Labor Relations. His research focuses on the influence of race-ethnicity and organizations' diversity climates on recruitment outcomes, employee job performance, work attitudes, and retention, as well as organizational-level performance. He has won several research awards including the Academy of Management’s 2009 Saroj Parasuraman Award, and the 2007 Dorothy Harlow Distinguished Paper Award. He has published articles publications such as the Journal of Applied Psychology, Organization Science, and Personnel Psychology, and sits on the editorial boards of Academy of Management Review, Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Processes, and Personnel Psychology. Dr. McKay received his Ph.D. in Industrial-Organizational Psychology from the University of Akron.
Dr. Derek Avery is a Professor of Human Resources Management at the Fox School of Business. His research examines how gender, race and ethnicity affect employee recruitment, retention, engagement, performance and absenteeism, among other issues. In 2006, he was named one of 35 inaugural Leaders in Diversity. Dr. Avery has published articles and served as an editorial board member for the Journal of Applied Psychology, Personnel Psychology, the Journal of Management and the Journal of Business and Psychology. Dr. Avery earned his bachelor’s degree in psychology from Tulane University, and his master’s degree and PhD in industrial/organizational psychology from Rice University.
Dr. Rich Cober is a Vice President responsible for HR Strategy and Support of Marriott’s Sales and Revenue Management disciplines. Before this position, Rich was responsible for Marriott’s Talent Management Analytics and Solutions (TMAS) Team where his responsibilities included development and implementation of global selection and performance management systems, job analytic work conducted to support Marriott’s businesses, HR analytics, and organizational surveys. Rich’s experience as a specialist and Center of Expertise leader and then transition to a broader HR strategy role allow him to provide some unique perspectives on both types of works and how to transition between these types of HR leadership roles.
Dr. Donald Truxillo’s research examines applicant perceptions of the selection process; worker age stereotypes; and workplace safety. He is a professor at Portland State University and a member of the editorial boards of Journal of Applied Psychology, Personnel Psychology, Journal of Business and Psychology, Journal of Management, and the European Journal of Work and Organizational Psychology, and is a past AE at JOM. He has served as External Relations officer on SIOP Executive Board and SIOP Program Chair and Conference Chair. He is chair of the SIOP International Affairs Committee. He is a Fellow of SIOP, APA, and APS, and recipient of SIOP's 2012 Distinguished Service Contributions Award.