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2016 Master Tutorials

These sessions offer 1.5 continuing education (CE) credits for psychology purposes per session attended and are designed to appeal to practitioners and academics at a post-graduate level. There is no additional cost to attend any Master Tutorial beyond the cost of basic conference registration.

The Master Tutorials are sponsored by the Society for Industrial and Organizational Psychology, Inc. (SIOP) and presented as part of the 31st Annual Conference. SIOP is approved by the American Psychological Association to sponsor continuing education for psychologists. SIOP maintains responsibility for this program and its content. SIOP is also an HR Certification Institute Approved Provider for PHR, SPHR, and GPHR recertification credit and a SHRM Recertification Provider. There are no known conflicts of interest or commercial support regarding these sessions and their presenters.

Handling Big(gish) Data in R: An Introductory and Interactive Tutorial

Thursday, April 14, 2016, 1:30 PM - 2:50 PM, Room 204 B

Presented by:
Allen Goebl, University of Minnesota
Jeff Jones, Korn Ferry
Sarah Semmel, Pro Unlimited at Facebook

R is one of the most popular and powerful statistical tools currently available. Because of its open-source nature, several packages exist that allow the user to process ‘big’ data. This interactive tutorial will introduce several of these features. The R materials will be made available on the mySIOP.org file repository.

Full Description:
R is one of the most popular and powerful statistical tools currently available. Because of its open-source nature, several packages exist that allow the user to process and analyze ‘big’ data.  This interactive tutorial will introduce several of these features such as computationally efficient coding, creating databases, and data visualization. The R Code will be made available on the mySIOP.org file repository. The targeted audience members for this tutorial are intermediate R users who are familiar analyzing data, writing R functions, and with debugging R code.

Learning Objectives:

  • Describe the structure of R software and the advantages and disadvantages of using an open-source statistical software package.
  • Explain how to use R with Big Data in an efficient manner to process the data and analyze it.
  • Apply the features of R software to planning data collection, coding, and creating databases.
  • Describe how to use R software for data visualization.

Presenter Biographies:
Coming soon!

This is Your Captain Speaking: I-O’s Role in Aviation Safety

Thursday, April 14, 2016, 1:30 PM - 2:50 PM, Room 207 D

Presented by:
Erin E. Bowen, Embry-Riddle Aeronautical University
Edward J. Sabin, Saint Louis University

This interactive session addresses the growing, essential need for I-O expertise in the high-consequence realm of global aviation safety. Using case examples and current practice, participants will discuss relevant KSAs needed to research or consult with aviation industry partners. Challenges facing I-O specialists working in aviation will be covered.

Full Description:
Case studies of large- and small-scale aviation accidents attributable to ‘human’ or ‘organizational’ error provide context for the significant need for I-O expertise within aviation. We address the possibilities and pitfalls facing I-O specialists as they approach consultation or research within the high-consequence field of aviation safety. Participants analyze the current state of aviation safety across operations (e.g., flight, maintenance, ground ops, airport), challenges for I-O specialists entering aviation, and explore ways in which I-O strengths in areas such as personnel assessment, organizational culture and change management can be deployed in this very public industry.

Learning Objectives:

  • Familiarize attendees with the foundational case history, regulatory environment and global public concerns driving the need for I-O psychology skills in aviation
  • Engage attendees in a back-and-forth dialogue that assists those unfamiliar with aviation in understanding how terminology used within aviation safety has multiple overlapping links with existing research and practice in I-O, and the pressing need for I-O’s assistance within aviation
  • Generate strategies for the I-O scientist-practitioner wishing to enter into partnership with an aviation organization, including best practices and common mistakes as well as the public impact of this need

Presenter Biographies:

Erin Bowen is Chair of the Department of Behavioral & Safety Sciences at Embry-Riddle Aeronautical University (ERAU) in Prescott, AZ, as well as Director of the Robertson Safety Institute, a professional training and consulting organization within the department. Prior to coming to Embry-Riddle, Dr. Bowen was on the faculty at Purdue University; she has also held positions as Assistant Director for the Center for Aviation Safety Research at Saint Louis University and as a training coordinator in industry. Dr. Bowen also currently serves on the university’s Institutional Review Board as the member and representative of the Arizona ERAU campus. Dr. Bowen's research and educational expertise focuses on aviation psychology, aviation safety, training in aviation, and research methods for aviation settings. She also provides training in the application of advanced statistical techniques to organizational datasets, particularly survey design/analysis, advanced confirmatory factor analytic and structural equation modeling techniques, and SPSS and LISREL use with applied data. She holds a Ph.D. in Industrial/Organizational Psychology from Saint Louis University with a graduate minor in Research Methodology.

Edward Sabin is a tenured faculty member in the Department of Psychology at Saint Louis University, where he also serves as Director of the doctoral program in Industrial/Organizational Psychology as well as Director of the Center for the Application of Behavioral Sciences. He holds a secondary appointment in the Department of Aviation Science and is a member of the Center for Aviation Safety Research. Dr. Sabin’s research and consultation interests include organizational assessment, change and development, organizational learning, and communication processes with a special focus on safety culture in high-consequence industries. He has consulted for numerous aviation organizations with regard to assessment and implementation of safety behaviors and culture, publishing technical reports for the Federal Aviation Administration and other agencies. In addition, he is co-author on the recently published book, “Safety Culture: Building and Sustaining a Cultural Change in Aviation and Healthcare.” He holds a Ph.D. in Applied Experimental Psychology from Saint Louis University.

Functional Job Architecture: Practical Solutions for Large-scale Job Analysis

Friday, April 15, 2016, 10:30 AM - 11:50 AM, Room 201 A

Presented by:
David R. Coole, APTMetrics
Monica Schultz Wock, Cox Communications
Kristina Loignon, Lowe’s Companies, Inc.
Toni S. Locklear, APTMetrics

This interactive session builds participant knowledge for conducting large-scale, functionally driven job architecture and analysis. The presenters detail process steps, tools, lessons learned, and best practices for full cycle design, validation, and implementation of enterprise job family taxonomies, competency models, role profiles, and job descriptions.

Full Description:
Job analysis is foundational for Talent Management initiatives, including legally defensible assessment and selection, fair compensation practices, clear and consistent career mapping, and succession planning efforts. Still, few organizations have been able to deliver a structured framework for defining, maintaining, tracking, and reporting job analysis data to support these initiatives. Job analysis efforts are often disjointed, failing to provide an integrated, sustainable approach for enterprise-wide job design and analysis. In this Master Tutorial, presenters will detail a comprehensive process for delivering Functional Job Architecture (FJA), providing a full life-cycle perspective throughout job design, analysis, implementation, and maintenance.

Learning Objectives:

  • Define and describe the various components of the Functional Job Architecture method.
  • Plan and organize a large Job Analysis and Functional Job Architecture project.
  • Explain how to select among the various methods appropriate for the FJA project to conduct the job analysis.
  • Explain how to maintain the information and data generated from a Functional Job Architecture job analysis.

Presenter Biographies:

David Coole, Ph.D., is an Associate Director with APTMetrics and oversees consulting projects in areas of job design and analysis, competency modeling, selection and assessment, integrated performance management, and the design and administration of 360-degree feedback and organizational surveys for clients ranging from Fortune® 100 companies to public sector employers across a broad range of industries, including, retail, financial, manufacturing, hospitality, health care, and pharmaceuticals. Dr. Coole also provides litigation support services, including supporting clients through OFCCP compliance audits and serving as a consulting expert to counsel in employment discrimination, harassment, and wage-hour cases. He holds a Ph.D. in Industrial-Organizational Psychology from the University of South Florida.

Monica Schultz Wock, Ph.D., is a Senior Consultant at Cox Communications. Monica has experience working as both an internal and external consultant across multiple industries. In her current role, Monica specializes in job analysis, design and documentation as well as human capital analytics. Dr. Wock will share her recent experiences managing large-scale job design projects to support major business transformation initiatives. She will discuss best practices in partnering with clients to ensure that the job analysis process supports organizational goals. Dr. Wock will also speak to the evolution of the Cox Career Framework over the last decade and how various tools, partnerships, and technology have helped it to continue to change to meet the needs of the business. Monica earned her Ph.D. in Industrial-Organizational Psychology from Kansas State University.

Kristina Loignon applies her knowledge of I-O Psychology to the development and implementation of human capital solutions for both public and private sector organizations, and is currently a Talent Management Consultant at Lowe’s Companies, Inc. In her current role, Kristina specializes in job analysis, selection assessment development, organizational restructuring, and workforce analytics. She has worked as both an internal and external consultant, focusing on competency modeling, job analysis, training needs analysis and evaluation, training sequence development, survey development and administration, and data management and analysis. Kristina will discuss Lowe’s recent large-scale job analytic efforts, including building job family matrices, a process of Job Role Architecture. Kristina earned her M.S. in Industrial-Organizational Psychology from the University of Baltimore.

Toni S. Locklear, Ph.D., is managing director and the litigation practice leader for APTMetrics, Inc. Dr. Locklear works with organizations to design and implement fair, valid, and legally defensible HR processes. She also serves as an expert witness and consultant to counsel in employment discrimination, harassment and wage-hour cases for both defendants and plaintiffs. As part of her consultant role, Toni works with organizations in a proactive capacity to help them avoid litigation, conducting HR process audits to identify gaps between a clients’ current practices and industry best practices. Dr. Locklear provides consultation in the areas of job analysis, test validation, employee selection procedures, performance management, 360-degree feedback, measurement, and HR policies and procedures. Her clients range from Fortune® 100 companies to public sector employers and nonprofit organizations across a broad range of industries, including manufacturing, retail, pharmaceuticals, consumer products, hospitality and aerospace. Toni received her doctorate in Industrial-Organizational Psychology from Auburn University.

Using metaBUS for Literature Searches and Generating Instant Meta-Analyses

Saturday, April 16, 2016, 8:30 AM - 9:50 AM, Room 207 B

Presented by:
Krista L. Uggerslev, Northern Alberta Institute of Technology
Frank A. Bosco, Virginia Commonwealth University
Piers Steel, University of Calgary
James G. Field, Virginia Commonwealth University

The metaBUS project provides tools for finding, curating, synthesizing, and disseminating research findings. We demonstrate an updated interface for conducting rapid literature searches and meta-analyses based on a corpus of nearly 1,000,000 correlations reported from 1990-2014 in 25 I-O psychology journals. We discuss implications for science and practice.

Full Description:
We demonstrate the metaBUS tools for finding, curating, synthesizing, and disseminating research findings designed to change the speed of scientific progress and enhance collaboration. metaBUS enables researchers and practitioners to select concepts of interest from a hierarchical taxonomic map of the field. Searching tools reveal the corpus of research with correlational data on the concept, frequency of related concept co-occurrences, reference list generation, and links to publications. Synthesis tools enable instant meta-analyses between combinations of over 4,900 concepts and approximately 1,000,000 correlations from 1990-2014 in 25 I-O psychology journals.

Learning Objectives:

  • Describe the metaBUS database structure and protocols
  • Explain the hierarchical taxonomy of constructs
  • Demonstrate literature search capabilities using metaBUS
  • Demonstrate how to conduct an instant meta-analysis using metaBUS
  • Discuss limitations of the metaBUS approach.

Presenter Biographies:

Dr. Krista Uggerslev is the Applied Research Chair in Leadership and Talent at the Northern Alberta Institute of Technology. Krista holds Ph.D. and M.Sc. degrees in Industrial and Organizational Psychology from the University of Calgary, and was a tenured Associate Professor in the Asper School of Business at the University of Manitoba. In her research, Krista is a co-founder of metaBUS, creating Big Data tools for locating, curating, and synthesizing scientific research to propel the speed of science and disseminate information for evidence-based practice. Krista explores: (a) demographic and economic changes in Canada and ways of addressing Canada’s impending war for talent, (b) talent management and leadership pipelines, and (c) the impact of recruitment practices on applicant attraction to organizations. Krista’s research has appeared and continues to appear in the world’s top academic journals in applied psychology and business, and has been presented to national and international audiences including NATO. In her consulting work, Krista provides guest lectures on topics related to leadership, talent management, and demographic and economic changes in Canada, and has developed and validated employee selection and performance appraisal systems for private, public, and non-profit organizations.

Dr. Piers Steel is a Distinguish Research Chair and professor at the Haskayne School of Business. Piers holds a Ph.D. in Industrial-Organizational Psychology from the University of Minnesota and now works with selection, motivational and meta-analytic issues. He has authored over twenty meta-analytic papers, included several that advance meta-analytic methodology. This work has been bestowed numerous awards, such as monograph status from the Journal of Applied Psychology and APA’s George A. Miller Award, given to the best psychological research published in the last five years. His research has been reported in hundreds of media outlets around the world including the Globe and Mail, the New York Times, CNN, USA Today, LA Times, Scientific American, and The New Yorker. As a receiver of SIOP’s Raymond A. Katzell Award in I-O Psychology (given to a member whose has been instrumental in demonstrating the importance of I-O related work to the general public), Piers shares the vision with his fellow co-founders that metaBUS can be a key gateway through which scientific research reaches the world.

Dr. Frank Bosco has a PhD in Business Administration from the University of Memphis. He is a member of the Department of Management at Virginia Commonwealth University. His research spans the areas of human resource management, organizational behavior, and organizational research methods. Dr. Bosco is especially interested in employee staffing (e.g., employee selection), cognitive ability testing, meta-analysis, big data, open science, and approaches for summarizing entire scientific literatures. His research appears in outlets such as Journal of Applied Psychology, Journal of ManagementOrganizational Research Methods, and Personnel Psychology. Dr. Bosco is co-Founder of metaBUS.org, a winner of the 2013 National Endowment for the Humanities' Digging into Data Challenge and currently funded by the National Science Foundation, SHRM Foundation, Social Sciences and Humanities Research Council, Canadian Centre for Advanced Leadership, and the VCU Presidential Research Quest Fund. When launched, the project will enable researchers and practitioners to make sense of more than 1,000,000 research findings by navigating an easy-to-understand "map" of constructs that conducts instant meta-analyses on virtually any topic in the scientific space.

James Field is a Ph. D. Candidate in his third year in the management program at Virginia Commonwealth University. James has been a part of metaBUS for more than four years. During this tenure he has served as a research assistant, coding team supervisor, contributor, and authored several conference presentations. In 2015, his examination of effect size benchmarks for I-O topics around the globe was awarded the SIOP Best International Poster award. In addition, he collaborated on metaBUS-related projects that have been published in the Journal of Applied Psychology, Personnel Psychology, and Personnel Assessment and Decisions. Currently, James is working on a dissertation in which he will take a metaBUS approach to the turnover literature and expects to graduate in May 2017.

Testing Mediation: The Endogeneity Problem and the Solution

Saturday, April 16, 2016, 10:30 AM - 11:50 AM, Room 201 A

Presented by:
John Antonakis, University of Lausanne

Endogeneity in mediation threatens the validity of research findings. It occurs when the mediator is not exogenous (i.e., not manipulated), which is usual in most I-O research settings. In such instances, using typical methods (e.g., Baron-Kenny, Preacher-Hayes) yields incorrect parameter estimates. I will show how instrumental-variable estimation recovers correct parameters.

Full Description:
A mediator is a dependent variable, m (e.g., charisma), that is thought to channel the effect of an independent variable, x (e.g., receiving training or not), on another dependent variable (e.g., subordinate satisfaction), y. In experimental settings x is manipulated—subjects are randomized to treatment—to isolate the causal effect of x on other variables. If m is not or cannot be manipulated, which is often the case, its causal effect on other variables cannot be determined; thus, standard mediation tests cannot inform policy or practice. I will show how an econometric procedure, called instrumental-variable estimation, can examine mediation in such cases.

Learning Objectives:

  • Identify sources of endogeneity.
  • Describe how endogeneity biases parameter estimates and why the “usual” estimators do not work.
  • Explain how instrumental-variable estimation provides a straightforward solution to the problem of endogeneity in mediation.
  • Demonstrate an empirical example of mediation using instrumental-variable estimation and the “wrong” estimators.

Presenter biography:

John Antonakis is Professor of Organizational Behavior in the Faculty of Business and Economics of the University of Lausanne, Switzerland, where he currently serves as Director of the Ph.D. Program in Management. He received his Ph.D. from Walden University in Applied Management and Decision Sciences. He was a postdoctoral fellow in the Department of Psychology at Yale University. His research is currently focused on leadership, power, personality, psychometrics, and research methods. He has published in prestigious academic journals such as Science, Psychological Science, Academy of Management Journal, Intelligence, Journal of Management, Organizational Research Methods, among others. Professor Antonakis is associate editor of The Leadership Quarterly (and incoming Senior Editor from 2017) and Organizational Research Methods, and is on the boards of several top academic journals including the Academy of Management Review, and the Journal of Management. His research is regularly quoted in the international media (press, and radio) and has been showcased on political and science-based TV shows. Professor Antonakis is very passionate about communicating science to a broader audience in easy-to-understand ways. To that end, he has featured in several highly-viewed podcasts on topics such as charisma (https://youtu.be/SEDvD1IICfE), and endogeneity (https://youtu.be/dLuTjoYmfXs), among many others.

Introduction to Reproducible Research using R, RStudio, and R Markdown

Saturday, April 16, 2016, 10:30 AM - 11:50 AM, Room 207 B

Presented by:
Frederick R. Stilson, FurstPerson

This interactive session will serve as an introduction to the process of creating Reproducible Research by embedding data, analysis code, output, and other details of a research study directly into the research document itself. We will use an example study to demonstrate how to create a Reproducible Research document.

Full Description:
This tutorial is an introduction to Reproducible Research, which involves making a researcher’s data and analyses completely transparent and open for others to access and scrutinize the information. As the trend towards Reproducible Research and Big Data continues, data and analyses become more laborious to conduct and to track; as a result, I-O psychologists must become familiar with the tools and techniques that will enable them to share their research more openly. This session provides a foundation for this concept and teaches some methods for creating Reproducible Research documents.

Learning Objectives:

  • Use R, RStudio, and R Markdown to setup a document for Reproducible Research
  • Publish a Reproducible Research document in HTML, Word, or PDF
  • Update the data used in your document
  • Publish findings on the web via RPubs

Presenter Biography:

Frederick (Rob) Stilson, Ph.D., is the Senior Manager, Research and Development at FurstPerson. Rob is responsible for designing, maintaining, and revising pre-hire assessments, structured interviews, and developmental reports for entry-level through management positions. Additionally, Rob promotes computer adaptive testing (CAT) and item-response-theory-driven initiatives across the organization and develops customized client solutions and content as needed. Rob received his doctorate in Industrial-Organizational Psychology from the University of South Florida.

Using Deep Learning to Predict Performance from Resumés

Saturday, April 16, 2016, 1:30 PM - 2:50 PM, Room 204 B

Presented by:
Benjamin Taylor, HireVue

A detailed tutorial for building performance prediction models from raw resumé and cover letter data. Structuring the raw unstructured data using resumé parsing, or other means will be discussed in detail. Model selection, statistical validation, adverse impact mitigation, and practical applications will be covered.

Full Description:
Human Resource analytics have been steadily increasing since 2007 along with big data and cloud computing. With these new technologies, along with advances in machine learning and text processing algorithms, such as deep learning, many Human Resource practitioners are awed by the possibilities of science and improved decision-making. This tutorial will begin by describing traditional resumé evaluation and contrast this mostly qualitative approach with using resumé-parsing software to convert an unstructured resumé into a structured dataset. Adverse impact concerns will be explained, as well as other talent prediction avenues such as digital video interview data mining.

Learning Objectives:

  • Explain the differences between structured and unstructured data.
  • Describe the purpose of resumé parsing software in respect to model building.
  • Explain what benefits deep learning may provide over more classical methods, such as Naïve Bayesian models.
  • Explain using machine learning libraries for supervised learning.
  • Compare between models and determine a model’s ability to predict on unseen data.
  • Describe adverse impact and how to proactively prevent it when building models around performance.

Presenter Biography:

Ben Taylor has over 10 years of machine learning experience. He has worked for 5 years in the semiconductor industry for Intel and Micron in photolithography, process control, and yield prediction. He has also worked as a Wall Street “quant” building sentiment stock models for a hedge fund trading the S&P 1500. During that time Ben helped build a 600 GPU core computing cluster from the ground up that he used to backtest up to 10M trading scenarios per day. Ben left finance and semiconductor to work for a new HR startup called HireVue as their chief data scientist the fall of 2013. Since joining HireVue Ben has worked to develop the machine learning models, data science team, and analytics behind digital interviewing. With more than 100,000 times more data than a resume, using audio, and video content, he has shown that performance can be predicted from the interview itself. He has a M.S. in chemical engineering from the University of Utah where he is currently finishing his Ph.D., also in chemical engineering. Ben is also heavily involved in local and national data science communities and a recognized expert in deep learning and NLP and has 6 data science patents.

Seven Steps for Writing Great Technical Reports

Saturday, April 16, 2016, 1:30 PM - 2:50 PM, Room 205 B

Presented by:
Lorin Mueller, Federation of State Boards of Physical Therapy

Few I-O psychologists leave graduate school with an adequate understanding of how to communicate technical information in an efficient way. This session will outline seven reminders for writing effective technical reports, and how their styles differ from journal submissions. Learning objectives are applicable to many document types.    

Full Description:
Creating effective technical documentation is one of the most consistent challenges for I-O psychologists throughout their careers, yet few students receive any kind of formal training in graduate school. This session outlines seven steps for creating great technical reports, highlights how they differ from academic writing, and demonstrates how common bad habits can impair the reader’s understanding of the document. Graduate students and early career I-O psychologists can benefit from this session, as well as experienced practitioners who would like some additional perspectives. 

Learning Objectives:

  • Select a level of technical detail based on the purpose and uses of the document and its target audiences.
  • Prepare the technical documentation in a minimal amount of time for a given scope.
  • Describe the key ways that technical reports must differ from academic writing, and organize their documents appropriately.
  • Differentiate what information is required in a technical report, and what information should be excluded.

Presenter Biography:

Lorin Mueller is the Managing Director of Assessment for the Federation of State Boards of Physical Therapy (FSBPT), a not-for-profit organization that works with states to help implement national standards for licensure in physical therapy, including developing the National Physical Therapy Examination (NPTE). In his role at FSBPT, Lorin oversees the development of the NPTE along with a staff of psychometricians, physical therapists, assessment development professionals, and hundreds of volunteer subject matter experts each year. Lorin’s team also supports research efforts aimed at improving passing rates, improving scaling and equating, removing item bias, determining eligibility criteria, detecting security threats, and gathering validity evidence for the exams. Prior to joining FSBPT in 2011, Lorin was a Principal Research Scientist at the American Institutes for Research, where he worked for 11 years in high stakes selection, assessment development, and career preparation research. Lorin has a PhD in Industrial and Organizational Psychology from the University of Houston.

Aug ‘mentors’: Using Positive Psychology to Improve Mentoring

Saturday, April 16, 2016, 1:30 PM - 2:50 PM, Room 201 B

Presented by:
Laura Gail Lunsford, University of Arizona

This interactive session builds participant knowledge of techniques from positive psychology to improve mentoring relationships. Three techniques will be shared to improve learning conversations: redirection, reflection, and realization. Participants will practice the techniques and discuss how to teach them to others.

Full Description:
Mentoring relationships are learning relationships. Work in the area of human flourishing highlights techniques from positive psychology that can enhance these learning conversations. This session teaches I-O professionals how to use, and teach others to use, directed conversations to promote reflection, redirection, and realization in mentoring conversations. Participants will learn the techniques through role-play exercises based on feedforward, reframing, and Appreciative Inquiry. This session seeks to help I-O professionals improve the learning agility in mentoring relationships to create optimal outcomes for individuals and organizations

Learning Objectives:

  • Describe the characteristics of high quality mentoring relationships and stages of mentoring relationships
  • Use and design a feedforward exercise to promote reflection
  • Demonstrate how to reframe conversations to promote redirection when obstacles and challenges are encountered
  • Adapt appreciative inquiry exercises to realize potential for mentoring participants.
  • Compare and contrast each technique, including when they may be appropriate at different stages of mentoring relationships

Presenter Biography:

Laura G. Lunsford is a tenured associate professor at the University of Arizona, USA and has expertise in mentoring and leader development. She earned her PhD in Psychology in the Public Interest from NC State and received the 2009 International Mentoring Association’s Dissertation Award for her work on doctoral student mentoring and advising. She consults with military, not-for profit, and for-profit organization on mentoring and leadership. Lunsford has published numerous articles, case studies and chapters on leadership, mentorship dysfunction, optimizing mentoring relationships, and evaluating mentoring. Her work has been cited in Inc. Magazine and published by Wiley & Sons, Inc. Her chapter “Mentors as Friends”was recently published by Oxford Press in Psychology of Friendship. The European Mentoring and Coaching Council highlighted her work on mentoring in their new knowledge exchange https://emccuk.org/kc1511mentoringusresearch/.  Her Handbook of Mentoring for Program Managers: Starting, Supporting and Sustaining Effective Mentoring Programs is forthcoming in May, 2016 by Gower Press. She is a co-editor of the SAGE Handbook of Mentoring, which is forthcoming in January 2017.

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