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Announcement of New 2015 SIOP Fellows

We are delighted to announce that 26 SIOP members were honored at the Philadelphia 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:

David G. Allen, University of Memphis

Dr. Allen is widely known for work in voluntary employee turnover and has produced a sustained program of research in which he has informed theory and practice in this area and which has been widely cited.  His research emphasizes the importance of determining which employees leave in addition to how many people leave. This work advances turnover theory and practice because of limited understanding of turnover functionality, turnover among important sub-populations and boundary conditions to prominent turnover theories. He has published more than 40 refereed journal articles, with many in top journals such as Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal, Journal of Management, and Organizational Research Methods. Dr. Allen also has substantial editorial board service. He is currently serving as a Senior Associate Editor for Journal of Management, and has served on the editorial boards of Academy of Management Journal, Personnel Psychology (winning 2010 and 2014 Best Reviewer Awards, respectively), Journal of Applied Psychology, and others.


Janet L. Barnes-Farrell, University of Connecticut

Dr. Barnes-Farrell is well known for her research on three topics:  performance appraisal processes, workplace conditions that affect older workers, and the intersection of work with other important domains in an individual’s life. She has published 44 peer-reviewed articles and 13 books and chapters and has served as PI or Co-PI on more than 50 grants and contracts from agencies such as National Institute for Occupational Safety and Health and the Department of Transportation. Her interest in age in the workplace has led to her being a nationally recognized leader in this area for more than 30 years.  The quality of her research is reflected in the way she has influenced scholarly communities through her service on the editorial boards of several journals, including Journal of Applied Psychology, Journal of Business and Psychology, Journal of Management, Journal of Managerial Psychology, Work, Aging & Retirement, and as an Associate Editor of Journal of Occupational Health Psychology.


Wendy S. Becker, Shippensburg University

Dr. Becker has made significant contributions to applied psychology through innovative research and practice. Of particular importance are her contributions in qualitative methodology such as the historic military staff ride—critical for understanding extreme events. Her analysis of the recruitment and retention of forensic scientists has impacted procedures at crime labs across the U.S and is cited by the National Academy of Sciences. She is also recognized for her selection system design work in facility start-ups. In addition, she has received awards from the Academy of Management and the Academy of Human Resource Development for research in ethics and sustainability. Outstanding service to the profession includes development of SIOP’s Junior Faculty Consortium, service as TIP Editor, Visibility Committee Chair, William A. Owens Scholarly Achievement Award Chair, and her support during the launch of the Leading Edge Consortium. Dr. Becker is serving as President of the Metropolitan New York Association for Applied Psychology (METRO) in 2015-2016.


Bradford S. Bell, Cornell University

Dr. Bell’s research has contributed to I-O psychology by expanding the literatures on training and development and also team effectiveness.  His theoretical and empirical work in training has helped to provide insight into the cognitive, motivational and emotional processes that underlie active learning, the training design elements that can be used to shape these processes, and the role of individual differences in influencing how trainees interact with active learning interventions. Much of his work in team effectiveness has similarly focused on issues surrounding team training and learning. He has published 41 articles and book chapters and his work has been widely cited.  Dr. Bell has received several research awards, including the Early Career Achievement Award from the HR Division of the Academy of Management and an Emerald Management Reviews Citation of Excellence. He has also helped to support and advance the science of I-O Psychology through a variety of service activities. He currently serves as Editor of Personnel Psychology.


Mark N. Bing, University of Mississippi

Dr. Bing’s research has significantly impacted the field of I-O Psychology by altering the way traditional self-report assessments of personality are viewed and by expanding personality theory and measurement within the realm of non-conscious or implicit personality traits. He has been a productive scholar and has more than 40 publications that have been frequently cited. He has demonstrated consistent excellent scholarship by publishing award winning research in top journals, such as the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Journal of Organizational Behavior, and Organizational Research Methods. He has also significantly altered and improved the way the U.S. Navy selects prospective submariners. As the Principal Investigator of the U.S. Navy’s SUBSCREEN Program, in which he directed and oversaw a large-scale, standardized testing and psychological assessment program for the U.S. Navy’s Submarine Force, Dr. Bing developed the first empirical prediction equation for the  SUBSCREEN Program to improve “select out” decisions on submariners-in-training.


Wendy R. Boswell, Texas A & M University

Dr. Boswell’s work has contributed to understanding employee attachment to organizations as well as myriad workplace practices and constructs. Her research has been foundational and critical in advancing the literature by bringing a focused and creative perspective, identifying previously unexamined antecedents and consequences of many types of prevalent ways we view the formation of job attitudes and how they are maintained over time, why and how individuals search for jobs, how new employees adjust to jobs, the nature of the work-nonwork interface, and understanding workplace treatment and mistreatment. Since earning her doctoral degree in 2000, Dr. Boswell has published 45 refereed articles, eight book chapters and presented dozens of conference papers. Her refereed publications have appeared in premier journals including the Journal of Applied Psychology, Journal of Management, Personnel Psychology, Academy of Management Review and Academy of Management Journal. According to Web of Science, Dr. Boswell’s publications have been cited more than 1,000 times.


Stuart C. Carr, Massey University, New Zealand

Dr. Carr is a thought leader and key driving force for the evolution of Humanitarian Work Psychology which promotes humanitarianism and social advocacy on a global scale. He has long advocated the vision that organizations, perhaps even more than countries, have the capacity to advance humanitarian goals and improve the lives of vulnerable populations. He is a founding member and officer of the Global Organization for Humanitarian Work Psychology, with a mission to synthesize organizational, industrial, work and other areas of psychology with deliberate and organized efforts to enhance human welfare. He is the inaugural recipient of the B. Jamieson Award in Organizational Psychology from the New Zealand Psychological Society, for his significant contributions in I-O research on reducing poverty. His antipoverty publications include 96 articles in refereed journals and 13 authored or edited books. Moreover, he has bridged the gap between science and practice through the integration of theory, research and practical applications that has driven our profession forward.


Gary W. Carter, PDRI, a CEB Company

Dr. Carter has made outstanding contributions in three primary areas: Bell Atlantic’s automated selection battery, his work in the early development of O*NET, and his career pathing work. His work on the Bell Atlantic Universal Test Battery was groundbreaking and had an impact on virtually every automated and all subsequent computerized selection systems. He was a leader of the team that led the development of this battery of tools used to test hundreds of thousands of candidates. He also developed a similar battery of tests for GTE. In short, his work in creating these selection systems was innovative, collaborative and has had a significant impact on the field of I-O psychology. Dr. Carter was also a substantial contributor to the development of O*NET, especially in the assessment tools linked to O*NET. Finally, he was the first author of one of the few books on career pathing, unique in its emphasis on both employee and organizational perspectives.


Xiao-Ping Chen, University of Washington

Dr. Chen has made significant and outstanding contributions to the field of organizational psychology in multiple domains. Specifically, her research has enhanced our understanding of important psychological and organizational phenomena including cooperation and competition, leadership, turnover, organizational citizenship behavior, cross-cultural issues and entrepreneurship.  Her work has appeared in the very best journals in her field including Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology and Organizational Behavior and Human Decision Processes and her research accomplishments are noteworthy both in terms of high quality and quantity. Dr. Chen has more than 50 publications that have generated more than 2,600 citations and she has received awards for her research as well as successfully secured external funding. She has been Editor-in-Chief of Organizational Behavior and Human Decision Processes since 2010 and was an Associate Editor for this journal from 2008-2010. She is an outstanding Ph.D. mentor who cares deeply about the career growth and personal development of her students.


Neil D. Christiansen, Central Michigan University

Dr. Christiansen’s contributions to I-O psychology have been in the realm of advancing methods of personality assessment within organizations and understanding the relationship between personality and work behavior. He has produced a sustained and important program of research on methodological issues in personality assessment and has provided an understanding of the links between personality and performance-related work outcomes. His  contributions include helping lead the way to providing solutions to the problems of personality tests’ error and bias when they are used for applied purposes, what leads to those problems and how best to avoid them.  In particular his scholarship addresses the major aspects of faking on personality tests. Overall, he has published 38 papers in peer-reviewed journals, with 35 being reports of empirical research. He has also authored six book chapters and co-edited a handbook. His research has been cited more than 2,000 times, with more than half of these citations since 2009.


Eric M. Dunleavy, DCI Consulting Group

Dr. Dunleavy has taken a leadership role in educating his professional colleagues on the implications of employment law, regulations and court cases for our discipline. He has co-authored more than 30 articles on this topic in TIP, co-authored six articles on this topic in the Industrial-Organizational Psychology: Perspectives on Science and Practice, and has authored another 13 articles in the Personnel Testing Council of Metropolitan Washington D.C. Quarterly on this same topic. He has a strong record of sharing his knowledge with his colleagues at professional meetings having participated in more than forty of these sessions. He also has a remarkable record of professional practice and applied research addressing fair employment issues for AIR and DCI Consulting Group. He has chaired a SIOP task force formed to develop a dialogue with the EEOC and was recognized by SIOP in 2011 with the first Early Career Contribution Award in Practice.


John W. Fleenor, Center for Creative Leadership

Dr. Fleenor’s contribution is focused on multi-source (360-degree) feedback and self-other rating agreement research, particularly as related to leadership. In these areas, he has made his mark of truly “unusual and outstanding contributions,” which has resulted in over 30 refereed journal articles. In terms of impact, he is a co-author of the first article to introduce polynomial regression to the self-other rating agreement realm, as well as two of the more significant review articles in this area. He also co-authored one of the first articles examine these issues in a cross-cultural context, and the first article to employ three advanced statistical techniques (polynomial regression, random coefficient modeling, and relative weight analysis) to investigate self-other rating agreement. He is one of the recognized experts and contributors to this area of scientific inquiry. His body of work—research, practice, academics, professional and SIOP service—is the SIOP ideal of being at the “science-practice interface.”


Jonathon R. B. Halbesleben, University of Alabama

Dr. Halbesleben’s research has been built on Conservation of Resources theory and has made contributions to three specific areas: resource allocation under conditions where resources are being diminished, resource allocation when resources are abundant and resource allocation across work and family boundaries. He has had a productive career, having published more than 80 peer-reviewed publications in leading journals and nine books. He serves as the editor of the Journal of Occupational and Organizational Psychology and as a study section member for the National Institute for Occupational Safety and Health. One nominator wrote, “his contributions in these areas have been monumental and impactful, creating active discussion, stimulating controversy and moving the field in some new directions. It is quite fair to say that his work in these areas have been path breaking and highly influential. He has changed the conversation in the areas of job stress, burnout, and work-family interface through his research based on Conservation of Resources theory."


Yeung-Hsiang (Emily) Huang, Liberty Mutual Research Institute for Safety

Dr. Huang has been a senior research scientist at Liberty Mutual Research Institute for Safety since 2001 and has published more than 70 peer-reviewed journal articles, four book chapters, as well as practical recommendations to occupational safety practitioners. She has played an important role as a leader and collaborator in multidisciplinary efforts to study safety perceptions, to develop and evaluate safety climate measures for a variety of industries, and has provided guidance on field safety practices for more than a decade. Currently, she serves as an Associate Editor for Accident Analysis and Prevention and  she has been a frequent reviewer of study sections for the National Institute for Occupational Safety and Health (NIOSH). Dr Huang's unique contribution to SIOP is her commitment and efforts to bridge I-O psychology with disciplines of occupational safety. Her efforts have significantly increased the visibility and impact of I-O psychology on areas such as transportation safety, injury prevention, ergonomics, epidemiology, human factors and rehabilitation.


Leslie W. Joyce, Novelis Inc.

Dr. Joyce is an example of the consummate scientist-practitioner. Her early research on assessment centers identified “Managerial functions” to be a valid and pragmatic alternative to attributes or exercises as the construct profile of assessment centers. She has made outstanding contributions through impactful professional practice in large-scale programs, mentoring and developing I-O psychologists, as well as in developing innovative HR procedures and policies. Dr. Joyce has C-Suite visibility and has been a major change agent in large organizations and an advocate for I-O Psychology. She has delivered outstanding work in the areas of assessment center design and implementation, change management, performance appraisal/performance management, employee engagement and leadership development. She has also been active in SIOP and other professional organizations, including The Human Resources Leadership Forum, the Board of Advisors to the American Society for Training and Development – Atlanta, and the Board of Advisors for the Executive MBA program at Kennesaw State University.


Tracy M. Kantrowitz, CEB

Dr. Kantrowitz’s contributions as a scientist-practitioner have focused on measurement innovations in job-relevant psychometric assessments that improve “classic” predictors. Her work has resulted in the creation of assessments implemented by some of the largest organizations in the world. Her impact on the field has also been expressed through scholarly publications that have emphasized the intersection between testing and technology (e.g., computer adaptive testing, unproctored testing), mentoring and managing other scientist-practitioners, and contributing to the advocacy of I/O Psychology practice. During the past five years, she has contributed to, or led, a widely-cited industry publication, a series of Global Assessment Trends Reports that has reported trends in HR priorities, talent measurement practices and the use of technology in talent management. She was the recipient of SIOP’s 2014 Distinguished Early Career Contribution – Practice as well as the 2010 M. Scott Myers Award for Applied Research in the Workplace. She also served as Chair of SIOPs Professional Practice Committee from 2012 to 2014.


Daniel A. Newman, University of Illinois at Urbana-Champaign

Dr. Newman has made significant contributions to I-O though his work in: (a) adverse impact/race and gender issues in hiring and minority recruiting, (b) emotional intelligence and its relation to job performance, (c) narcissism in the workplace, (d) job attitudes and their relation to work engagement and withdrawal, and (e) research methods (missing data, multilevel and social network approaches, Bayesian meta-analysis, psychometrics). Across these areas, Dr. Newman has published 39 journal articles and 13 book chapters. His work is quantitatively sophisticated and methodologically rich, with implications for both theory and practical interventions. As a testament to its quality, his work has received numerous awards including SIOP's Owens Scholarly Achievement Award, the Academy of Management HR Division and Research Methods (RM) Division Scholarly Achievement Awards, ORM’s Best Reviewer Award, and the RM Division Early Career Award. He has served on several editorial boards and as Program Chair for the Research Methods Division. He has also received numerous recognitions for his teaching.


Stephanie C. Payne, Texas A & M University

Dr. Payne’s research areas include antecedents and consequences of safety climate, antecedents of workplace turnover, and  the influence of individual differences on the effectiveness of human resource practices. She has 42 in-print or in-press journal publications and book chapters and 114 peer-reviewed presentations. Her work on the antecedents of turnover includes a systematic series of studies aimed at the construct of commitment as well as research examining how work-family conflict relates to voluntary turnover. This stream of research examines actual turnover behavior, rather than turnover intentions, which is often used as an imperfect proxy for turnover behavior. Her work has been cited more than 2,100 times. She received the 2013 SIOP M. Scott Myers Award for Applied Research in the Workplace and currently serves as Principal Investigator on Texas A&M’s NSF-funded ADVANCE grant ($3.5 million) examining the underlying reasons why there is an underrepresentation of women faculty in the STEM fields.


Terri A. Scandura, University of Miami

Dr. Scandura is well known for her work in mentoring, leadership and research methods. Her research has helped to shape how we think about leadership (in relational terms), and what we know about leadership. Her articles, coauthored with Belle Ragins, on the role of gender in mentoring relationships were ground-breaking, raising significant questions pertaining to womens’ careers. Subsequently, Dr. Scandura added to the mentoring literature by looking at the costs of mentoring and considering the role of mentoring within groups. Her work has earned her recognitions and honors including a Best Symposium Award from the Careers Division of the Academy of Management and election to the Society of Organizational Behavior. Further, she has served as Associate Editor for several journals including Journal of Management and Organizational Research Methods. She has 60 peer-reviewed articles, 18 book chapters and 132 presentations at professional conferences. Her body of work has produced almost 12,000 citations and her h-index is 47.


Virginia E. Schein, Gettysburg College

Dr. Schein has been a leader in setting the agenda and researching important new areas for the field of I-O psychology starting with her pioneering research on gender issues and her seminal article in the American Psychologist. A dedicated writer, researcher, practitioner and presenter, she has more than 100 refereed articles, chapters, books and invited presentations. Her work has been cited nearly 2,000 times and she is the first I-O researcher to explore and open up the entire field of sex-role stereotyping, as well as a new and important agenda with her extension of I-O psychology to the global world of workers, particularly women in poverty. She served on the Executive Committee of Division 14 of APA (before the formation of SIOP) and chaired the Workshop Committee. She also has served as president of the Metropolitan New York Association for Applied Psychology and as president of the Work and Organizational Psychology Division of the International Association of Applied Psychologists (IAAP).


M. Peter Scontrino, Scontrino-Powell

Perhaps no one has done more to promote and advance the profession of I-O psychology in the Pacific Northwest than Dr. Scontrino. In his 41 years of consulting practice in the Seattle area, he has become a leading proponent of I-O practice and development. In 1990 he established the Puget Sound I-O Psychology Group (PSIOP) with just 20 members and now there are more than 120 representing a growing I-O community that holds quarterly meetings and offers CEU credit for participating. During his career he has helped hundreds of organizations improve their selection, performance management, employee engagement and management processes. He also designed a performance management system for the University of Washington. His work has resulted in two books and he teaches performance management best practices at Seattle Pacific University as well as mentoring students and helping them in the job market. He has a long history of SIOP-level participation in committees particularly relating to licensure and continuing education.


William J. Shepherd, The Wendy's Company

Dr. Shepherd has a wealth of experience in talent acquisition, training and development, succession planning, performance management, human capital analytics and organizational culture and effectiveness in multiple industries as both an external consultant and an internal talent management leader. At Huntington Bank, he oversaw the talent management practices which contributed to the bank being recognized as one of the Top 40 Best Companies for Leaders by Chief Executive magazine. He also led Huntington’s employee survey program, which incorporated new approaches to existing best practices including linkages to employee wellness, early adoption of text analytics, and prediction of collective turnover. He has made notable contributions to I-O in the area of unproctored Internet testing (UIT). His early work identified key issues related to the feasibility and utility of UIT and provided a foundation for subsequent work. Throughout his career, he has been involved in SIOP, partnered with academics, and provided access to data for research that advances our field.


Margaret S. Stockdale, Indiana University-Purdue University at Indianapolis, IN

Dr. “Peggy” Stockdale is recognized as an innovator in research on sexual harassment within organizations. She was among the first to propose a comprehensive theory that predicts harassment against men as well as women. She is a leader in bridging beyond conventional academic research to analyze and understand the effects of organizational policies meant to deter harassment but are not necessarily effective. More generally, her work has broken new ground in connecting academic research with organizational policies and practices. She has also contributed to the handling of sexual harassment cases in the judicial system by linking academic research to judicial arguments and practices. In sum, her  research has clarified the ways people understand sexual harassment and the reactions they have to various attempts to cope with harassment. Her studies illustrate some of the ways the basic insights of psychological theories are useful or need to be enlarged to take account of the social contexts created by organizations.


William J. Strickland, HumRRO

Dr. Strickland‘s service to the American Psychological Association and the National Research Council has yielded particularly deep and continuing visibility for I-O Psychology among researchers. He has served at the highest level in either leading or supporting research designed to address significant issues of national importance. His work with the National Research Council in such areas as aviation flight safety has served to guide Federal policy and practice guidelines when it comes to civilian aviation. Similarly, his work with the NRC, International Military Testing Association and the APA Division of Military Psychology has been instrumental in helping recruit and select the kinds of people needed to ensure that our armed forces are capable of meeting global threats. In his roles as chair of the APA’s Committee on Structure and Function of Council and, more recently, a Member at Large of the APA Board of Directors, he is a major force in reshaping the governance structure of the APA.


Scott Tonidandel, Davidson College

Dr. Tonidandel’s research focuses on three primary areas. First, his work in the broad area of research methodologies has focused largely around alternative and improved tools beyond multiple regression for determining the relative importance of predictors. Second, he has conducted work in diversity-related issues including the impact of race on employee retention and absenteeism. His recent work in Big Data has centered on leveraging data analytics to advance organizational psychology. He has produced 40 peer-reviewed journal articles, five book chapters and made more than 50 presentations. The impact of his work is demonstrated by more than 1,000 citations. He currently is an associate editor for both the Journal of Business and Psychology and Organizational Research Methods. He is co-PI on a $1.38 million NIDA grant. He is the lead editor on a forthcoming SIOP Frontiers volume about Big Data, has served as Chair of SIOP’s Education and Training Committee and is the incoming SIOP Program Chair.


Sara P. Weiner, IBM

Dr. Weiner’s career is characterized by using I-O principles in employee survey research to guide hundreds of senior leaders’ decisions resulting in improved business outcomes such as increased retention, customer satisfaction and revenue. Her evidence-based research and practice has emphasized four major areas: work/personal life balance and telecommuting; employee survey strategy; high-performance employee engagement; and corporate social responsibility (CSR). Dr. Weiner has numerous publications and presentations in these areas; partnered on the original design of the National Study of the Changing Workforce; chaired committees for both the Mayflower and IT Survey Groups; and has made noteworthy contributions to SIOP including 2010 SIOP Program Chair. With I-O’s involvement in CSR in an embryonic stage, she chaired the 2009 SIOP theme track on CSR and organized the ongoing fundraising for the “House that SIOP Built” for the Make It Right Foundation helping people affected by Hurricane Katrina. She also served as Chair of the 2012 Leading Edge Consortium on Environmental Sustainability.