Home Home | About Us | Sitemap | Contact  
  • Info For
  • Professionals
  • Students
  • Educators
  • Media
  • Search
    Powered By Google

Announcement of New 2013 SIOP Fellows

We are delighted to announce that 23 SIOP members were honored at the Houston conference with the distinction of Fellow.

FYI: All current members of SIOP will receive an email announcing the opening of the Fellow nominations process in August. Visit the SIOP Website for the process.

Here are the new Fellows:

Derek R. Avery, Temple University

Having established national prominence as a scholar of diversity within organizations, Dr. Avery has produced a sustained program of research in which he has informed theory and practice in this area. He has applied theory to investigate important societal questions, such as does an organization's climate for diversity affect bottom-line outcomes, and how do job applicants think about organizational diversity when considering employers. He has described the psychological processes through which people differ in response to both discrimination and diversity initiatives. He has employed community-, unit-, and individual-level operationalizing of constructs to empirically examine these issues. His work on relational demography has set the methodological standard for work in the area. His work has been both important and rigorous, and has appeared in well-respected journals, including 12 articles in Journal of Applied Psychology and Personnel Psychology between 2000 and 2009. In all, he has 42 journal publications and 20 book chapters and editorials.

   

Zeynep Aycan, Koc University, Turkey

Well-known for both her scholarship and efforts to promote I-O psychology in Turkey and internationally, Dr. Aycan is widely recognized as having made innovative and important contributions to understanding the contextual effect of culture on work behavior, including leadership, HR practices, and work–family conflict. She advanced a highly influential model of cultural fit, illustrating the role of cultural variables and noncultural variables and their impact on HRM practices. She was editor for 12 years of the International Journal of Cross-Cultural Management, which she cofounded. In terms of her international influence and service to the profession, Dr. Aycan currently directs the graduate programs in I-O at her university and has also served as president of the International Society for Work and Organizational Values and general secretary of the International Association of Applied Psychology. In addition, she has served on the editorial boards of several scholarly journals and has published 42 journal articles, 23 book chapters, and four published or forthcoming books.

   

Boris B. Baltes, Wayne State University

Dr. Baltes is well recognized for his research on the effects of stereotypes on workplace outcomes, age and workplace issues, psychological climate, and work–family balance. His first area of focus, and that for which he may be best known, is on the role of memory-perceptual bias and social stereotypes in performance evaluation. His second area of focus, on strategies for resource allocation applied to work–family, has also been groundbreaking. His blending of concepts from lifespan psychology with that of organizational psychology is creative and has helped move the study of work–family conflict forward. Dr. Baltes' third focus of research is on the relationships between individuals' interpretations of psychological climate in the workplace and various workplace criteria (e.g., job satisfaction). Finally, as a researcher, Dr. Baltes is well-known for the variety and quality of the meta-analyses he has published, including those on flexible and compressed work weeks, computer mediated communication, and the relationship between psychological climate perceptions and work outcomes.

   

Peter Y. Chen, University of South Australia

Dr. Chen is recognized internationally as an expert in occupational safety, health, and well-being. There have been relatively few psychologists who have worked in the area of occupational safety from a psychological perspective, but Dr. Chen is an exemplar of such an exceptional scholar. He has also served on a national panel assessing the national workforce and grant proposals in the areas of occupational safety and health. His research has important applied ramifications, often with life-saving implications. His U.S. federal grants focusing on occupational safety have also led to publications in nontraditional I-O journals such as Accident Analysis & Prevention, Journal of Construction Engineering and Management, Journal of Occupational and Environmental Medicine, Journal of Safety Research, and Journal of Agricultural Safety and Health. His work in these outlets has bridged I-O psychology with occupational safety and health and has helped introduce I-O psychology to a broader audience. Dr. Chen has served as president of the Society for Occupational Health Psychology, and he has published more than 50 refereed journal articles.

   

Berrin Erdogan, Portland State University

Dr. Erdogan's research and greatest contributions focus on two main areas that are central to the field of I-O psychology: leader–member exchange and work adjustment and fit. Her work on leader–member exchange (LMX) is extensive and has become well-known. Three features of her research are especially noteworthy. First, although much of the LMX research has focused on outcomes of LMX, her research has also emphasized individual-level and organizational-level antecedents of LMX. Second, in a series of studies, Dr. Erdogan and her colleagues examined LMX at the group level, where differences among members' relationships with a common leader have been the "focal story." A third feature—the use of sophisticated multilevel methods—has led to more proper modeling of the nature, antecedents, and outcomes of LMX in organizational settings. Her articles have appeared in many top-tier journals. She is currently an associate editor for European Journal of Work and Organizational Psychology and has served on many editorial boards.

   

Bernardo M. Ferdman, Alliant International University

Considered by many to be at the forefront of expanding I-O psychology in the area of multiculturalism, Dr. Ferdman is an internationally known scholar, practitioner, and educator in diversity, inclusion, and multiculturalism. He has been a frequent consultant and presenter of diversity and multicultural workshops for various Fortune 500 organizations and has been invited to give talks on multicultural issues at conferences in the United States and around the world. One of Dr. Ferdman's areas of contribution concerns the operation of social and cultural identity of Latinos in the workplace. He has been instrumental in modeling how multiple identities influence the work behavior of Latinos as well as members of other groups. His scholarship on diversity in organizations has been recognized with awards and honors. Active in the profession, he is currently a Fellow of APA and three APA divisions. At the local level, he was instrumental in launching San Diego I-O Professionals (SDIOP) as a founding member and president.

   

Roseanne J. Foti, Virginia Tech

Dr. Foti is well known for her contributions to scholarship and particularly for her outstanding teaching and mentoring accomplishments. At Virginia Tech, she has been recognized multiple times as the recipient of teaching honors, and she received the 2006 SIOP Distinguished Teaching Contributions Award. Beyond her teaching, she has contributed extensively to the advancement of the Virginia Tech I-O psychology program and currently serves as program director. Dr. Foti's scholarly work has been most influential in the area of leadership, especially categorization theory explanation of implicit leadership theories and the role of prototypes, person-oriented research, and the self in the leadership perception process. Her more recent work focuses on leader attribute patterns that predict leader emergence and effectiveness, as well as follower perceptions. Her research has been supported by more than $5 million in grants, and she has published 30 journal articles and book chapters, and served on several editorial boards, including Leadership Quarterly and Journal of Applied Psychology.

   

Franco Fraccaroli, University of Trento, Italy

Dr. Fraccaroli has had a strong impact on I-O psychology in Europe as well as internationally. His influence in raising the stature of I-O psychology in Italy has been substantial. A past president of the European Association for Work and Organizational Psychology (EAWOP, the European equivalent of SIOP), he had a major role in strengthening the links among national associations in organizational psychology. In addition, during his time as EAWOP president, he contributed to the internationalization of I-O psychology in the founding of the Alliance for Organizational Psychology (AOP). He also worked to create the Organizational Psychology Division of the Italian Psychological Association. His numerous international research collaborations, with colleagues in Canada, the U.S., and France, have allowed for the infusion of new ideas into Italian I-O. In addition, Dr. Fraccaroli has produced a total of 56 refereed publications and 23 book chapters over the years. He has also served or is serving on editorial boards of major world-wide journals.

   

Theresa M. Glomb, University of Minnesota

Over the last decade, there has been increased interest in employee moods and well being, and Dr. Glomb has made substantial contributions to this important area of I-O psychology. She is best known for her research on psychological processes related to or resulting in affective states of people at work.She has done innovative work on mood at work, aggression, and harassment; emotional labor; and other emotionally charged workplace events. Through her outstanding work, she has put the role of emotions centrally on the map in organizational sciences. She has shown the importance of affect for a wide range of organizational outcomes including task performance, citizenship, withdrawal, and stress. An active scholar, she has published five book chapters and 24 articles, primarily in top journals, including Journal of Applied Psychology, Academy of Management Journal, Organizational Behavior and Human Decision Processes, and Personnel Psychology.She is on numerous editorial boards, which attests to her stature as a thought leader in the field.

   

Alicia Grandey, Pennsylvania State University

Dr. Grandey has made outstanding theoretical contributions to I-O psychology by advancing the study of emotional labor. Specifically, she developed a unique integrative perspective on emotional labor that synthesized emotion regulation with the surface acting/deep acting distinction, proposing this distinction helps to explain the link between emotional work demands and both individual and organizational outcomes. Her programmatic research has tested many aspects of this framework over the last decade, specifically the conditions under which emotional labor is linked to employee stress and/or effective performance. Recently, she coedited Emotional Labor in the 21st Century: Diverse Perspectives on Emotion Regulation at Work, with chapters reviewing emotional labor research across disciplines. Dr. Grandey has published more than two dozen peer reviewed articles, many in top-tier journals and is highly cited, on topics tied to emotions and stress at work, emotional labor, emotion regulation, customer service, and work–family conflict and policies. She has also served on SIOP committees and on five editorial boards.

   

Leslie Hammer, Portland State University

Dr. Hammer is one of the leading scholars in the fields of work–family and occupational health psychology. She is a founder of the Society for Occupational Health Psychology, was its first president, and has been instrumental in bringing together I-O and occupational health psychology. She is the director of the grant-funded Center for Work–Family Stress, Safety, and Health, one of six centers comprising the national Work, Family and Health Network. She has also integrated the I-O and occupational health fields in her steady stream of multidisciplinary and programmatic research. Her research program has been extensively funded by external organizations, including NIH, CDC/NIOSH, and the Department of Defense. She is also associate director of the NIOSH-funded Oregon Healthy Workforce Center, one of four centers of excellence in Total Worker Health. She has published widely, including a book, on the importance of understanding linkages between occupational health and industrial organizational psychology processes, particularly as it relates to well-being and work–family conflict.

   

James LeBreton, Purdue University

Dr. LeBreton's research and professional contributions to the field of psychology have been widespread and significant. During the last 10 years he has been involved in the development and validation of several measures designed to assess implicit personality. Most of his work has focused on the measurement of aggressive personality characteristics and linking those characteristics to outcomes such as counter-productive work behavior, leadership, and test faking. His methodological contributions have been in the areas of (a) assessing the relative importance of predictors in regression models, (b) assessing interrater agreement and reliability, and (c) analyzing longitudinal and multilevel data. He has 35 refereed articles including 20 in publications such as Journal of Applied Psychology, Journal of Management, Personnel Psychology, Organizational Research Methods, Psychological Methods, Current Directions in Psychological Science, and Psychological Science. He has also published one book and seven book chapters, and currently serves on several editorial boards.

   

Cynthia Lee, Northeastern University

Dr. Lee has made important contributions to I-O psychology in the research areas of goal setting and job insecurity. Her goal-setting work introduced the self-efficacy construct into the goal-setting empirical studies, and her first paper on this topic, published in JAP, has been cited more than 700 times. Her research on job insecurity has established new ground by examining the nature, antecedents, and consequences of this increasingly important research stream. Her programmatic research in this area includes construct development of its two components (cognitive and emotional); the measurement, development, and generalization of the measure; and the meaning of job insecurity across cultures. Her most recent research has been on coping strategies with job insecurity. Dr. Lee has published or has in press more than 60 refereed journal articles and seven book chapters. She also has served or is currently serving on several editorial boards, including JAP, Journal of Organizational Behavior, and Applied Psychology: An International Review.

   

Filip Lievens, Ghent University, Belgium

Dr. Lievens is an internationally recognized scholar whose research has influenced a variety of applied measurement issues in I-O psychology. He has been the catalyst for a reconsideration of issues related to assessment center construct-related validity, which has long been a contentious issue. He has been a leading researcher on the development and operational use of situational judgment tests. For example, he compared video-based versus paper-and-pencil instrumentation and examined the effects of coaching on performance on these tests. His work on the use of situational judgment tests in Belgium has also drawn the attention of the Medical School Admissions Council in this country, for which he has done consulting work. In the area of recruitment, he has been one of the first to use marketing principles to better understand employer image. He has received awards and recognitions for his work including the Early Career Award from SIOP. Dr. Lievens has published 116 refereed journal articles and 23 book chapters.

   

Therese Macan, University of Missouri-St. Louis

Dr. Macan's research has ranged across a variety of topics in I-O psychology, but where she has made significant contributions is to our understanding of the employment interview, where she has delved into the information and decision-making processes that determine the quality of interviewer judgments and provide clues to substantial improvements. She has also studied the biases that can occur against applicants in interviews on the basis of their disability status. Her programmatic research includes clearer understanding of applicant reactions to the interview process as well as applicant tactics for managing impressions. Her work in the area of time management also deserves mention for research that defines new areas of research and theory, including development of a Time Management Behavior Scale and a process model to explain potential relationships to worker attitudes, stress and performance. In her leadership of the graduate program at UMSL, she is recognized for her successful supervision of numerous master's- and doctoral-level students.

   

Patrick F. McKay, Rutgers, The State University of New Jersey

Dr. McKay's primary focus and greatest contributions have been in the area of diversity, having produced a sustained program of research in adverse impact and diversity management. His work on adverse impact includes the largest meta-analysis to date on Black–White mean differences in work performance, a study that included moderator variables previously not considered, such as cognitive loading of criteria. This study clarified the bases of racial-ethnic differences in work performance. Also, his diversity management work has illustrated the impact of diversity climate on recruitment, work attitudes, and performance at individual and unit levels. His body of work has impacted not only how scholars conceptually and methodologically approach these topics but also has established best practices for managers. He has published 25 journal articles, the majority in top-regarded publication outlets. In addition, he serves 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.

   

Matthew S. O'Connell, Select International, Inc.

Dr. O'Connell is recognized for his contributions to I-O psychology in practice and applied research. He is a cofounder of Pittsburgh-based Select International, which offers assessment solutions for all organizational levels. He currently provides the technical and research-based leadership for the company, providing assessments across the globe for over 20 years. His assessment development work has relied on a science-based approach to minimize the effects of faking, improve the usefulness of unproctored assessments, increase accuracy, and improve the assessment of important candidate attributes including safety orientation, multitasking, and leadership. In addition, he routinely shares data and facilitates academic partnerships, further encouraging the development of selection research, particularly in the area of applicant response behaviors. Over the years, he has published 15 journal articles and been involved in 55 presentations, including a SIOP best poster. His engagement of I-O science in his practice has been a model of science-driven results that has benefited his clients and the I-O professional community.

   

Julie Olson-Buchanan, California State University, Fresno

Dr. Olson-Buchanan's scholarly research and service have impacted the field of I-O psychology in significant and meaningful ways. She has worked innovatively and tirelessly on behalf of SIOP, including as SIOP Conference Program Chair, Conference Chair, and currently SIOP Conference and Programs Portfolio Officer. These activities and more earned her the SIOP Distinguished Service Contributions Award in 2011. In terms of scholarly contributions, her research about mistreatment in the workplace is also noteworthy. She has explored the processes underlying retaliation toward grievance filers and developed a comprehensive theory integrating retaliation with the broader topic of mistreatment. She has reframed this research area, changing the perspective from an examination of the negative outcomes due to managerial retaliation for voicing mistreatment to studying the psychological reactions to mistreatment. Dr. Olson-Buchanan has also made important and innovative contributions to computerized assessment. She pioneered the use of technology for this purpose, creating the first full motion video situational judgment assessment tool presented via computer.

   

Scott Oppler, Association of American Medical Colleges

Dr. Oppler is best known for his numerous high quality contributions to the practice of I-O psychology. Early in his career he was actively involved in major facets of the Army's Project A, which included major responsibilities for the longitudinal validation analysis. Using Project A data, he and his colleagues conducted two important studies on racial and gender bias in performance ratings, which continue to be cited. Currently, he is director of development and psychometrics for the Medical College Admission Test, which is given to almost 100,000 examinees annually. Dr. Oppler is responsible for the psychometric integrity of the operational assessment process and is one of the lead scientists overseeing the exam's recent 5-year review and ongoing revision, requiring expertise in measurement, test validation, job analysis, and fairness and bias issues. He has also been involved in disseminating his knowledge and research findings, having authored or coauthored 10 refereed articles, mostly in top-flight journals, and eight book chapters.

   

Karen B. Paul, 3M Company

Dr. Paul has spent much of her professional career applying the science of I-O psychology as an internal practitioner at 3M. Having served in a variety of roles across her more than 20 years at 3M, she is a valued thought leader, having worked closely with five CEOs and their executive teams. She has spent her career translating scientific knowledge into consumable information for the corporate world and describing current applied problems for those in academia. Her published work spans several topic areas including global selection, engagement, retention, performance, organizational surveys, and leadership development. She has held leadership roles in numerous external practitioner groups and maintained an active role in SIOP, having chaired both the Workshop and Membership Committees. In summary, Dr. Paul has demonstrated a consistent track record of remarkable service and leadership to the community of scientist–practitioners in general and SIOP in particular.

   

Dan Putka, Human Resources Research Organization

Dr. Putka's career has been defined by creative and impactful contributions in multiple domains of I-O practice and science, particularly in applied measurement. He has had substantial impact on nationwide selection and promotion systems at multiple federal civilian and military agencies, and has translated that work into innovative scientific contributions in top-tier journals. He is a recognized authority on the estimation of reliability and evaluation of ratings data, having formulated new reliability coefficient and evaluation methods that are sensitive to ill-structured measurement designs all too common in multiple domains of science and practice. His work for clients on assessment centers and noncognitive selection measures has led to far-reaching insights on the functioning of assessment center scores and the value of vocational interests and fit-related constructs for selection. He is also a Fellow of APA Divisions 5 and 19, current president of the Personnel Testing Council of Metropolitan Washington, and serves on the editorial board of three journals.

   

Dirk Steiner, University of Nice Sofia Antipolis, France

Dr. Steiner is a recognized leader in justice research who has made significant and meaningful contributions that have advanced I-O science. Through his leadership he has played a key role in promoting organizational psychology in France. In his highly regarded organizational justice research, he has examined cross-cultural issues in perspectives on organizational justice and has tied his work to discrimination as well. He coauthored an article that was the first to examine how perceptions of the fairness of selection methods might vary by cultural context. He has also examined specific applications of justice theory to selection practices, including the interview process and impressions related to voice and explanations. His role as an organizer of the International Roundtables on Advances in Organizational Justice has provided an important forum for promoting international collaboration on justice research. Dr. Steiner has been a highly productive scholar, with 44 refereed publications, 21 book chapters, and seven coedited books.

   

Robert Tett, University of Tulsa

During the past 2 decades, Dr. Tett has been an influential researcher in the study of personality in the selection context. The use of personality tests for selection purposes enjoyed renewed interest in the early 1990s due in large part to meta-analytic studies he coauthored, emphasizing the value of confirmatory over exploratory research strategies and the fact that a given trait can predict performance positively or negatively depending upon the job. Backing up his empirical contributions, Dr. Tett, with colleagues, offered trait activation theory, which builds on interactionist principles positing that jobs, groups, and organizations differ in the personality traits leading to performance. Trait activation theory has significantly advanced thinking on personality–outcome relationships, explaining key complexities in this area and offering ways to improve the prediction of work behavior. Dr. Tett has authored 24 journal articles, 14 chapters, a coedited volume, and 65 conference papers and presentations.