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Announcement of New 2016 SIOP Fellows

We are delighted to announce that 27 SIOP members were honored at the Anaheim 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:

John Antonakis, University of Lausanne
Professor Antonakis is best known for his work on leadership and research methods. He has made important contributions to the measurement and development of charisma, instrumental leadership, as well as in other areas. As concerns his methods contributions, he has played a key role in introducing econometric methods and causal analysis to the psychology and management literatures. His work has appeared in many prestigious journals including Science, Academy of Management Journal, Psychological Science, Journal of Management, and Organizational Research Methods, but also in more applied publications like Harvard Business Review and Academy of Management Learning & Education. He has served his discipline in various capacities as associate editor and editorial board member; he is also the incoming senior editor for The Leadership Quarterly, where he has twice won the best article award. His work is often quoted in influential news outlets and he has featured in various highly-viewed podcasts and TEDx talks on topics including charisma, endogeneity, and leader corruption.

Dave Bartram, CEB Talent Measurement Lab
Dr. Bartram’s many accolades include widely cited published research on criterion-centric measurement that has set a precedent for the scientific study of work competencies and development of leading-edge assessment products that have advanced assessment science. His most notable contribution has arguably been his service to the profession, spanning 3 decades, to establish, refine, and update standards for psychological assessment used in work settings. He has served as president and on executive boards of the world’s leading professional testing organizations and on committees to create standards for psychological assessment. It is in this capacity, as an applied researcher, product developer, and as an advocate for scientific standards for assessment, that he has made significant applied, scientific, and service contributions to the field of industrial and organizational psychology. He has authored more than 230 refereed journal articles, chapters, and volumes. He has further disseminated his work to the I-O community by making more than 400 presentations at conferences around the world.

Winston Bennett Jr., Air Force Research Laboratory
Dr. “Wink” Bennett has made significant contributions to the U.S. Air Force’s operational effectiveness through his consistent pattern of applied research. His work with proficiency-based training, the Mission Essential Competency (MEC) process, training effectiveness, and job and task analysis are examples of his impact on our science and practice. In each case, the research has pushed the state of the science and equally has improved Air Force efficiency and readiness. Wink and his team have crafted the vision for improving the Air Force’s readiness creating a more personalized and responsive training enterprise that is being adopted by the service. Wink not only leads an impressive research team, but he continually promotes collaborations with SIOP members to expand the vision further. He remains actively involved in publishing and presenting the results of his research. Specifically, he has contributed to five edited or authored books, 12 book chapters, 28 refereed journal articles, 63 technical reports, and over 100 conference presentations.

Kenneth G. Brown, University of Iowa
Dr. Brown has achieved an outstanding, well-rounded career in research, teaching, and professional service. His research is diverse, and he has been a leading influence in training motivation, particularly as it relates to goal setting and reactions to training. He has also made valuable contributions in the study of e-learning. Beyond his research, he is a gifted and highly recognized teacher, having received at least 19 teaching-related awards, including SIOP’s 2015 Distinguished Teaching Contributions Award and the 2015 Innovative Teaching Award of the Human Resources Division of the Academy of Management. His service to the profession is exemplary, especially within the Academy of Management, where he served as editor-in-chief of the Academy of Management Learning & Education and on the founding steering committee of the Academy’s new Teaching & Learning Conference. He currently serves on six editorial boards, including the Journal of Applied Psychology. He has also had a prolific pattern of publishing his research, including 38 refereed journal articles, 18 chapters, and a coauthored HR management textbook.

Wendy J. Casper, University of Texas at Arlington
Dr. Casper has earned a national and highly respected reputation for her scholarship on work–family issues. She has contributed several streams of important research to this literature, including a focus on marginalized populations and a better understanding of family-related workplace support. Her research on singles’ work–life interface challenges has received attention in both the scholarly and popular press, including the Wall Street Journal, Washington Post, US News and World Report, MSNBC, Fort Worth Star Telegram, HR Magazine, Des Moines Register, and Tulsa World. Her systematic reviews of the work–family literature have been widely cited. Her meta-analysis on the availability and use of dependent care policies in the Journal of Applied Psychology provided a much needed summary of this literature and paved a path for future work. She has published 31 peer-reviewed journal articles, 11 of which are first authored and many that appear in top journals such as Journal of Applied Psychology.

Filip De Fruyt, Ghent University
Dr. De Fruyt is an international scholar with an outstanding level of research contributions to the field of I-O psychology. He has published 140 articles in many top-tier journals, including the Journal of Applied Psychology, Journal of Personality and Social Psychology, Journal of Organizational Behavior, Journal of Vocational Behavior, and Personnel Psychology, as well as dozens of chapters in high impact books. He is a truly interdisciplinary scholar, traversing traditional boundaries to make an impact in I-O, social, developmental, and cross-cultural psychology, among other fields. He is currently the president of the European Association of Personality Psychology and serves on several editorial boards. He has given hundreds of presentations around the globe and is clearly very influential with his research and publications. He espouses core values of our society in being a true scientist and practitioner, making not only contributions to the basic science of personality but also helping organizations develop better selection and staffing decisions through his consulting.

Leslie A. DeChurch, Georgia Institute of Technology
Dr. DeChurch, an outstanding researcher with an exemplary publication record, is recognized for her notable work on teams, multiteam systems, networks, and team leadership. She is a great contributor to the practice and scholarly communities as well as to SIOP. She has been one of the major, early pioneers in psychological dynamics associated with multiteam systems. Her work has been instrumental in calling attention to this underresearched unit of analysis. Most importantly, her research has shown that between-team processes predict MTS performance beyond that accounted for by within-team processes. A second area of significant contribution is information sharing within teams. Her meta-analysis on this topic has garnered more than 450 citations in just 5 years. She has 36 refereed publications with many appearing in influential outlets. She has also been remarkably successful in attracting outside funding for her research, having received more than $10 million from the National Science Foundation, Department of Defense, NASA, and NIH, including a prestigious NSF CAREER award.

Marcus Dickson, Wayne State University
Dr. Dickson’s research program spans and integrates multiple topics including leadership, culture, teams, and ethics. His work related to leadership, culture, and cross-cultural psychology has quickly become “must read” material for anyone working in these areas. In addition, he has made a tremendous impact on our field through his excellence as a mentor and teacher. His teaching has been recognized by SIOP (the 2005 Distinguished Teaching Award), the State of Michigan (a 2010 Distinguished Professor of the Year), and Wayne State University (President’s Award for Excellence in Teaching, and Outstanding Graduate Mentor Award). Active in SIOP, he served on and chaired the Distinguished Teaching Awards Committee, chaired the Education and Training Committee, and for several years wrote a TIP column focused on teaching I-O psychology at the undergraduate and graduate levels. His scholarly and teaching contributions have been enhanced by his embrace of the scientist-practitioner model. For example, he founded the Applied Psychology and Organizational Research Group to bridge academic training with real world application at Wayne State University.

James Diefendorff, University of Akron
Dr. Diefendorff’s research focuses primarily on the areas of self-regulation, emotional labor, and work motivation. He has published 45 peer-reviewed articles with many appearing in top-tier journals such as the Journal of Applied Psychology, Personnel Psychology, and Academy of Management Journal. His scholarly work has been cited more than 4,400 times. His research has been especially influential in shaping the emotional labor field over the years, helping to elevate its importance to a core area of study in I-O psychology. When it comes to emotion regulation and affective process at work, he has earned a national reputation and his work has helped define the field. Two articles that illustrate the predictors and outcomes of emotional labor have over 1,000 citations combined. In addition, he has contributed to the area of work motivation by publishing empirical research on multiple topics and writing several reviews of the field. He also contributes to I-O psychology through his service on the editorial boards of five journals.

Alexis A. Fink, Intel Corporation
Dr. Fink has focused her career on analytics and designing, directing, and conducting systematic research into the foundational elements of integrated talent management (ITM) in the form of competencies, employee value proposition, talent selection and management tools. She has been a leader in the use of competency models to design and align HR systems, and the development and integration of HR systems to support talent management. She has had impact on two well-known companies (Microsoft and Intel) and has applied I-O psychology to improve the talent and quality of work lives of employees. Active in SIOP, she has chaired the Visibility Committee, headed a task force to investigate graduate student participation, chairs this fall’s LEC planning committee, and is currently on an ad hoc committee considering practice standards in the use of “Big Data.” She has also served as chair of the Information Technology Survey Group (ITSG), on the editorial board of People and Strategy, and on the book review editorial board of Personnel Psychology.

Kurt Geisinger, University of Nebraska-Lincoln
Dr. Geisinger has made significant contributions to psychology, particularly in testing, diversity measurement and assessment. Active within the American Psychological Association, he served on the APA Board of Directors from 2011–13. He also produced two APA edited volumes, Psychological Testing of Hispanics and Test Interpretation and Diversity. Most recently he has edited the APA Handbook on Testing and Assessment in Psychology and served on several APA committees, as well as the National Council on Measurement in Education (NCME), and College Board. His work at Buros has produced the well-known Mental Measurements Yearbook and he has served as editor of the journal, Applied Measurement in Education. He has also contributed significantly to practice, working with professional licensing boards, companies, unions, municipalities, state, and federal agencies in the United States and abroad, to inform and improve personnel testing and selection. His work with the New York City Department of Personnel, developing and defending police officer and firefighter examinations, among other civil service examinations, is just one of many examples of his impact as a scientist–practitioner.

Charmine Hartel, University of Queensland
For more than 20 years Dr. Hartel has been actively generating and publishing empirical research that has been used as the basis of evidence-based management practices, particularly those associated with sustainable change efforts and in culturally diverse organizations. Her notable work has been related to the expatriate experience in global organizations, the domain of cross-cultural and intercultural issues that arise for immigrants during the acculturation process, and the organizational conditions that give rise to positive and negative reactions to “differences.” This body of work has provided practical evidence-based assistance for organizations trying to meet the challenges of effectively maintaining increasingly diverse workforces. She is also well-known for her scholarly work on the role of emotion in work settings, which includes the development and evaluation of measures for assessing emotional intelligence climate and emotional climate at the work group level, empirical research on the impact of emotion on decision making, and the role leaders can play in influencing affective experiences that arise in culturally diverse work groups.

Brian J. Hoffman, University of Georgia
Dr. Hoffman has made multiple, significant and lasting scholarly contributions to the literature on assessment centers, job performance, and leadership. He has published 40 peer-reviewed journal publications, many in top journals in our field, as well as seven book chapters and two books. His work has been impactful, using theory, advanced research methods, and rigorous approaches to disentangle controversies in the field of I-O psychology, particularly regarding the appropriate use and meaning of assessment center data. His systematic work in this area was foundational in not only shifting the discussion but offering a constructive, scientifically informed, yet nuanced, perspective on what assessment center data really mean and how they should be used in practice. He has also established himself as a major researcher in the area of performance and leadership, where his research helped quell a debate in the literature regarding the value of multisource ratings. His knowledge and impact are also supported through his appointment as an associate editor for Journal of Management.

Allen I. Huffcutt, Bradley University
A leading researcher who has changed the ways in which employment interviews and meta-analyses are viewed and performed in practice, Dr. Huffcutt has helped clarify what employment interviews measure and how they can become reliable and valid predictors of performance. He also pioneered recognition of the influence of construct and method influences in interviews, which has carried over to other areas of personnel selection/staffing including situational judgment tests. Further, he showed how often various classes of constructs were targeted by interviewers and how different levels of structure were associated with assessing different constructs, as well as their average validity estimates and standardized ethnic group differences. He has also tremendously impacted the field with his work on meta-analytic methodology and was the first meta-analyst to examine ethnic group differences in employment interviews or any selection test. Bridging the literature from statistics on influential cases, he developed the SAMD statistic to identify outliers in meta-analysis, addressed the issue of exploratory factor analyses in organizational research, and helped others conduct important meta-analyses.

Eden B. King, George Mason University
Fair and supportive workplaces have been a major emphasis of Dr. King’s work. To do this, she has captured the varying types of experiences people have in the workplace, which include facing both formal (overt) and more interpersonal (subtle) types of discrimination. For example, Eden’s research has uniquely informed other I-O psychologists about the stress that LGBT and pregnant women experience in their daily work lives, the potentially negative impact of training for obese employees, and the hiring biases that face Muslim applicants. Her research also identifies individual-and organizational-level strategies that work to remediate discrimination. She has also developed an impressive body of research focusing on the work-family interface. Her scholarly record includes 75 journal articles, 22 book chapters, 3 books, and more than 150 conference presentations and invited talks. She has been a major contributor to SIOP, having served as both Program chair and Conference chair as well as on numerous committees. In addition, she been associate editor for two journals and an editorial board member on four others.

Huy Le, University of Texas at San Antonio
Dr. Le’s has made important contributions to personnel selection and has addressed key issues in personality, cognitive ability, and construct redundancy. He is also a methodologist who has published on topics related to range restriction, meta-analysis, and a variety of other areas. A primary achievement has been to develop, refine, or correct methods by which researchers test theories and attempt to understand phenomena and relationships. His research output is impressive with 36 publications, most in top-tier outlets, with more than 4,000 citations. He spent the first several years of his career working as a research scientist for HumRRO. In this role, he made important contributions to a multiyear project to help the United States Army better understand and predict personnel attrition and reenlistment decisions. He has been invited to serve on the editorial boards of four major journals where he combines quantitative vigor with a command of HR topics. He also has consulted with firms such as SHL-PreVisor, Educational Testing Service and ACT, Inc.

Kathleen K. Lundquist, APTMetrics
Dr. Lundquist’s I-O expertise is widely recognized and relied upon by the legal profession, where she is one of the most sought after I-O experts, by both plaintiffs’ and defendants’ counsel. Over the past nine years she has served as an expert witness in more than 25 employment discrimination cases that have impacted millions of individuals. She has been a consulting expert on selection validation for both the U.S. Department of Labor and the U.S. Department of Justice and has twice presented invited testimony to the U.S. Equal Employment Opportunity Commission on selection procedure development, which directly impacted EEOC policy recommendations. Her extraordinary impact has been communicated in a number of venues and outlets including publications and numerous invited presentations. In addition, she has worked vigorously to advance diversity and inclusion within the organizations for which she consults. Active within SIOP, she has served as Financial Officer/Secretary (2012-2015), liaison to the Foundation Board, and as the official Secretary of Division 14 of APA.

Mitchell L. Marks, San Francisco State University/JoiningForces.org
Dr. Marks is a scientist/practitioner highly regarded for his knowledge of mergers and acquisitions. His practical insight in M&A has contributed to advancing research, business practices and consulting interventions in several related areas including minimizing employee stress, uncertainty and distraction from performance during major organizational transitions, identifying and addressing the sources and symptoms of culture clash, helping transition planning teams generate high quality recommendations, and understanding and aiding survivors of downsizings. Notably, he elevated the importance of the person in all phases of these massive strategic business actions. He has developed models and interventions based upon his observations of how organizations work and by applying psychological science. He has contributed to the training and development of I-O psychologists through his books and articles which are essential reading to understanding not only why mergers and acquisitions sometimes fail, but also more importantly what can be done to make them succeed. He is also the founding director of the Organizational Psychology Doctoral Program at Alliant University.

Ryan S. O’Leary, PDRI, a CEB Company
Dr. O’Leary has led the development of many innovations in workplace assessment that have helped change the way human capital is managed. He has directed or played a key role in many large-scale assessment development, validation, and delivery projects in very visible and legally sensitive situations, including the development of a nationwide program for the Office of Personnel Management (USAHire). This program assesses hundreds of thousands of applicants yearly and significantly impacts the government’s ability to acquire top talent. He led the development of an innovative suite of career guidance and placement tools to help veterans reintegrate into civilian life, administering over 170,000 assessments that help match veterans to jobs. He has been a leader in performance management reform and over 750,000 Federal employees have been evaluated using tools he helped develop. His expertise has been recognized by HR Magazine, Workforce, and The Washington Post. He has also provided litigation support for multiple EEO cases and publishes and presents regularly on assessment and performance management.

Jean Phillips, Pennsylvania State University
With research interests and impressive scholarship in some of the most critical areas of I-O including team effectiveness and leadership, work motivation, realistic job previews, and recruitment, Dr. Phillips’ influence on our profession has been significant. She completely embraces the scientist-practitioner model and takes great care in ensuring her research has applications for practice. For example, her work has greatly influenced the professional practice of recruiting and staffing. Her research has been published in a long list of prestigious journals and publications and is well cited. In addition she has co-authored four textbooks and she has written a five-book Strategic Staffing series published by SHRM. In the classroom, she exemplifies the best of I-O as a gifted, dedicated, and creative instructor who receives exceptionally high student evaluations and who has had a decidedly positive influence on many future and present I-O and SIOP members. She has been active in SIOP serving on several committees, including the program and membership committees.

Quinetta M. Roberson, Villanova University
Dr. Roberson’s research focuses on two areas: organizational justice and diversity and inclusion. She has made important contributions examining organizational justice and the idea that perceptions of fairness matter greatly in terms of organizational attitudes and behaviors. She has demonstrated there can be team-level justice climates as well and that team-level social networks and social influences lead to such team climates. Furthermore, her work shows that justice climates are not static but change and unfold. A second major area of research is related to diversity particularly focusing on an organizational perspective that looks at how people experience diversity at work and how such diversity can affect bottom-line consequences. Her publications appear in top-tier journals and she served as an associate editor at Journal of Applied Psychology from 2008-2014. She has also been an advocate for I-O psychology as a program director at the National Science Foundation where she was responsible for overseeing a $4 million budget and recommending funding decisions.

Marshall Schminke, University of Central Florida
Dr. Schminke is a leading researcher in the areas of business ethics and justice. His work explores new perspectives on ethical decision making and ethical work climates, and how they relate to organizational structure, leader moral development, group processes, gender, abusive supervision, and justice. His fairness and justice research has investigated the relationships between organizational injustice and organizational structure, sabotage, and monitoring in the workplace. It has provided support for exploring justice at a more global level in the form of overall justice, and examined the impact of trickle-down justice effects. His research has been published in the field’s top journals and has been cited more than 4,800 times. His service to the profession includes three associate editorships, as well as several editorial board positions and reviewing for major journals. He served 9 years on the Executive Committee of the Organization & Management Theory Division of the Academy of Management, and as chair of the Academy’s Ethics Education Committee.

Wayne S. Sellman, Human Resources Research Organization
Dr. Sellman has spent nearly 50 years as an I-O psychologist and during that time has been responsible for scores of national research and policy programs relating to military accession and national assessments of abilities and educational achievement. He has directed, funded and participated in national research programs that have determined Department of Defense (DoD) policy and practice for the recruitment and selection of more than 400,000 military recruits per year. His DoD research programs have made enormous contributions to the knowledge foundation and practice of I-O psychology. In short, since the mid 1980s he has been responsible for bringing the science of I-O psychology to the recruitment, selection, and retention of all parts of the American military. His involvement in these projects has included designing and directing important objectives and methods, navigating the channels of federal government and DoD budgets to find and commit adequate funding, providing ongoing review and direction, and communicating and summarizing research results for military and congressional representatives.

Piers Steel, University of Calgary
Dr. Steel’s contributions to I-O psychology span a number of topics and reflect his broad interests. He has published 42 peer reviewed research articles, seven book chapters as well as two books. His 2007 Psychological Bulletin meta-analysis on the nature of procrastination detailed determinants and consequences of self-regulatory failure and is considered a classic paper on the topic. It received the George A. Miller Award from APA and led to The Procrastination Equation, a book on the topic that has been translated into 12 different languages. He has made major scholarly contributions to synthetic validity, national culture and wellbeing, as well as motivation, with the recent development of the Goal Phase System, an integrated motivational theory that unifies psychology and economics. His meta-analyses settle important scientific questions spanning topics such as effect of cell phone use on driver performance to the antecedents and consequences of workplace sexual harassment. He and two cofounders are developing metaBUS, an online science and practice portal for providing instant and customized meta-analytic results.

Daniel B. Turban, University of Missouri
Dr. Turban’s primary areas of interest are recruitment and applicant attraction, mentoring, and motivation. His work has been particularly distinctive in that he has focused on issues linked to selection or transitions associated with hiring decisions, including promotions. Indeed, he has been at the forefront on clarifying the importance of recruiting on job acceptance (both from the organization’s and applicant’s perspective), on interviewing effectively, and in mentoring or coaching subordinates and peers. Moreover, he and his colleagues have gone beyond the focus on the traditional recruitment process to examine and document the role of corporate social performance on attracting applicants to organizations. He also has explored how an employer’s brand related to applicant attraction during recruitment. His expansion of the recruitment process to these broader and key areas has been innovative and has shaped how the field thinks about the interrelationships between these activities. His record of publications is strong with nearly 60 total publications, 51 of those appearing in peer-reviewed journals and 18 in the field’s top journals.

J. Craig Wallace, Oklahoma State University
Dr. Wallace has made important contributions in several areas including his work on multilevel motivation, climate, self-regulation, and recently innovation. His work in these areas can be characterized as exemplary in pushing the science-practitioner model forward, both within the scientific community, as well as within large corporations seeking to simultaneously improve organizational effectiveness and employee well-being. An active contributor to the literature, his meta-analysis in 2009 is considered one of the seminal articles in occupational safety and he is often asked to contribute book chapters and presentations on occupational health and safety topics. Overall, he has produced more than 40 papers and chapters, many in the field’s very top journals. Another indication of his standing in the field is his editorial work with scholarly journals, including serving as an associate editor for the Journal of Management. He has been active in SIOP having contributed to both the Awards and Professional Practice committees.

Mo Wang, University of Florida
Dr. Wang’s research contributions have spanned a broad range of content areas, in particular retirement and work-related adjustment. His work on understanding the retirement process from a psychological perspective has been groundbreaking and has taken retirement from a topic primarily addressed by economists to one that integrates critical psychological and developmental processes. He also initiated and is editor of the journal Work, Aging and Retirement, which focuses on the aging workforce. In addition to his impact on our science, he has made extraordinary service contributions. He is currently an associate editor for the Journal of Applied Psychology. He is a past chair of SIOP’s Membership Committee and is on the SIOP Executive Board. He is a program officer for NSF which has enabled him to show the value of I-O research and integrate it into federal funding opportunities. His own research has produced 89 peer-reviewed articles as well as $3 million in funding. In 2012, he was the recipient of SIOP’s Early Career Contributions Award for Science.