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Announcement of New 2017 SIOP Fellows

We are delighted to announce that 21 SIOP members were honored at the Orlando 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:

George M. Alliger, Group for Organizational Effectiveness
An active researcher and practitioner throughout his career, Dr. Alliger has consistently served as a bridge between science and practice. He conducts research, designs practical tools and methodologies, and uses scientific findings to promote evidence-based practice. He has written and conducted work in several areas including job/work analysis, measurement/assessment, training criteria and evaluation, team effectiveness, and the development of sound tools and resources for HR/OD professionals. Since 1998 he has worked at the research and consulting firm the Group for Organizational Effectiveness (gOE), having been a principal in such projects as Mission Essential Competencies (MECs), which won the SIOP M. Scott Meyers Award for Applied Research in the Workplace. Prior to gOE he taught at the University of Albany; but regardless of his work setting he has embraced the scientist–practitioner model both as a professor and consultant. He has more than 70 publications.

Daniel J. Beal, Virginia Tech
Dr. Beal has made numerous impactful contributions to I-O psychology and has provided exemplary service to the field and to SIOP. His research on topics such as emotional labor, affect spin, and emotional display rules has greatly advanced thinking on the importance of emotions within the workplace and the value of attending to their dynamic qualities. He is also well known for his work in research methods. With nearly 40 publications, many in top-tier journals on topics ranging from emotions to group processes to resource depletion, his work is both theoretically interesting and methodologically sophisticated. He has contributed greatly to the broader I-O community by serving as a reviewer and on several editorial boards. He and his colleagues recently received a 3-year $637,443 grant to examining factors such as emotional reactivity and self-regulatory unit climate in predicting violence in military employment settings.

Mindy E. Bergman, Texas A&M University
Dr. Bergman has made significant contributions in the areas of occupational health, commitment, diversity, workplace safety, and organizational climate. Her work on diversity includes individual and organizational characteristics related to worker mistreatment and workers’ subsequent well-being. In organizational commitment, she focuses on the development of commitment and how individual differences contribute to this development. She has published more than 35 articles in refereed journals that represent noteworthy contributions to the literature. In addition, Dr. Bergman serves on several editorial boards, including Journal of Business and Psychology and Human Resource Management Review, and an associate editor of the new Occupational Health Science. She also has served on several SIOP committees, including Workshops, Awards, and has been Co-chair of the Conference Placement Center and is currently the chair of the Graduate Student Scholarship Subcommittee. She helped found SIOP’s new Women’s Inclusion Network. She is also considered a model teacher and mentor.

David W. Bracken, Keiser University
Dr. Bracken is one of the foremost authorities in multisource feedback and 360-degree feedback programs. He was coeditor and contributor to the 2001 The Handbook of Multisource Feedback, which is considered the most definitive resource on this topic. His career is noted for applying science and research to the design and implementation of 360 processes in order to inform decision makers to make more accurate and fair decisions. As “the 360-thought leader” in I-O psychology, he is constantly pushing the boundaries of this area ensuring that it remains relevant and true to its original intent as an empirical measure of behavior and behavior change. Another significant component of his work experience involves employee surveys, having run the survey programs for two Mayflower member organizations. His work has appeared in scholarly journals and he has facilitated three SIOP Workshops and presented frequently at SIOP conferences.

Tomas Chamorro-Premuzic, Hogan Assessment Systems
Dr. Chamorro-Premuzic’s primary contribution to I-O psychology has focused on applied personality research and assessment. In particular, his work has centered on the development of a theoretical framework for understanding the interplay between cognitive and noncognitive individual differences as predictors of work-related outcomes. He has held multiple academic posts at NYU, Columbia, the London School of Economics, and University College London, where he is a full professor. A prolific writer he has published extensively in both academic and nonacademic outlets, including 140 refereed/peer-reviewed publications and 10 books. He has been extremely successful in educating the public on the real-world significance of I-O 12 option3.indd 14 4/6/2017 4:09:55 PM psychology and frequently contributes articles and interviews to the media. In the past decade he has been an active practitioner and is currently CEO of Hogan Assessment Systems. He was the recipient of SIOP’s Raymond A. Katzell Award in 2015 and the APA Early Career Award in 2010.

Shane Connelly, University of Oklahoma
Shane Connelly, University of Oklahoma Dr. Connelly has established a strong record of scholarly achievements, federal research grants, and mentorship of doctoral candidates. Her research has focused on three broad areas: leadership and emotions, ethics, and communication in ideological groups. She has made significant contributions to understanding the development and acquisition of leadership skills necessary for successful leaders. A large portion of her current research emphasis is on the development of ethical professionals, and she has developed a program that is a national model used by a significant number of universities and research agencies. Overall, her research contributions have incrementally moved forward what is known about leaders. Her research has resulted in approximately 100 articles and book chapters, most of them in top outlets, and has received more than $10 million in research grants from a number of agencies including the National Science Foundation and the National Institutes for Health.

John M. Cornwell, Rice University
Dr. Cornwell has contributed noteworthy scholarship focusing on methodology and statistical procedures, measures and experiences of stigmatized individuals, and gay men’s and lesbians’ workplace-related experiences. It is in the latter category where his work has had a profound impact, representing some of the first, large sample research on lesbian and gay employees conducted by I-O psychologists. Moving from academia to administrative positions at Tulane University, then Loyola University New Orleans, and now Rice, he has implemented highly effective organizational wide online survey programs to collect information from students, staff, and faculty to inform data-driven decision making by the universities and its divisions. He has provided extensive and consistent service to SIOP for nearly 30 years, in a variety of positions including two terms as SIOP’s Financial Officer. He also had a key role on the Administrative Office Transition Committee. He was among the founders of SIOP’s LGBT committee and helped raise funds for SIOP’s Best LGBT Research Award.

David W. Dorsey, U.S. Departme
During his career, Dr. Dorsey has greatly increased the visibility of I-O psychology within the U.S. Department of Defense and the U.S. Intelligence Community. He has held several applied positions at Personnel Decisions Research Institutes, American Institutes for Research, and since 2008 in the Department of Defense, where he is chief of Organizational Effectiveness and Workforce Research. His work involves high stakes personnel assessment, survey research, workforce analytics, and organizational consulting. In recognition of his work across government, he was awarded the 2015 National Intelligence Human Capital Outstanding Leadership Award. He has a publication record that compares favorably with successful academics with more than 70 peer reviewed articles, book chapters, and conference papers, and a book on career pathing. Earlier in his career, he was a recipient of the S. Rains Wallace Dissertation Award and the M. Scott Myers Award for Applied Research in the Workplace.

Cristina B. Gibson, University of Western Australia
Dr. Gibson has a long and distinguished track record of high quality scholarly work. Her research has made important contributions in three areas where she has investigated intercultural and technology effectiveness, collective cognition in work groups, and learning and innovation. She is one of the leading scholars in the area of work teams and the impact of culture in work contexts. Her work has produced 52 refereed journal articles, 22 book chapters, and two influential books, and has been cited more than 15,000 times, placing her in the top 1% globally in economics and business. She has also served the field in significant ways, including a 5-year commitment to the Division Chair Track of the Academy of Management’s Organizational Behavior Division, where she is currently Program Chair. She has generated $5.5 million in external funding and has been the principal investigator on nine multinational, multifirm, and multidisciplinary research projects.

Gerald F. Goodwin, U.S. Army Research Institute for Behavioral & Social Sciences
Dr. Goodwin’s career path has followed two distinct themes: attempting to find and encourage a focus on the big research problems that, if solved, will enable fundamental changes in future research and practice in psychological and organizational science, and working to ensure high quality science informs the personnel practices and policies of the Army and Department of Defense. Indeed his work has improved the lives of thousands of military personnel. Perhaps, most noteworthy, he was the lead author of a report for the U.S. Department of Defense that led to the repeal of the “Don’t Ask, Don’t Tell” policy, which has changed the landscape for LGBT military service members. Although his position is in the practitioner realm, he has managed to maintain his scientist pursuits with more than 30 publications and more than 40 conference papers and presentations. He also has served as chair of SIOP’s Scientific Affairs Committee.

Mark A. Huselid, Northeastern University
Dr. Huselid was among the first to show that investment in high performance work practices has a direct influence on a firm’s bottom line. His approach integrates substantial field research, case studies, managerial interviews, and rigorous statistical analysis. His publications include three best selling books and a wide range of works accessible to both human resource management scholars and professionals. His second book addressed the issue of connecting HR practices to performance by developing metrics that can be used to show the contribution of the workforce to firm success. Grounded in large-scale survey research, his Workforce Scorecard also reflects years of field research supplemented by executive education and consulting experiences. His applied work, which has received numerous awards, focuses on showing how individual contributions and HR strategy and practices can be linked to firm performance and business success. In essence, his work tells organizations why I-O psychology matters.

David M. Mayer, University of Michigan
Dr. Mayer’s research concerns how businesses can benefit society and how to create ethical and just workplaces. He studies topics such as behavioral ethics, organizational justice, and diversity. He has published 44 journal articles (mostly in top I-O psychology journals) and 8 book chapters; and his research has been cited nearly 6,000 times according to Google Scholar. His research and ideas have been covered in many outlets including the New York Times, Wall Street Journal, and Harvard Business Review and he currently writes a column in Fast Company on ethics and leadership in organizations. He won the 2016 Cummings Scholarly Achievement Award for early-mid-career scholars from the Organizational Behavior Division of the Academy of Management and International Society for Justice Research Early Career Contribution Award (2014). In summary, he is a thought leader who has contributed to industrial-organizational psychology through his research productivity and impact, and service to the field.

Donald M. Moretti, Sears Holdings Corporation
A role model scientist‐practitioner, Dr. Moretti is the “go to” expert on large‐scale selection and assessment, including executive assessment and the use of innovative technology in assessments. His validation and test taking models have long been on the cutting edge of demonstrating ROI of assessments and automating tests, as well as his seminal work certifying global Test Managers and mobile device test delivery. He has significantly advanced the practice of I-O as a co-founder in 1996 of the International Selection and Assessment Council (ISAC), a forum for I-O psychologists who manage large-scale selection programs. He is also active in the Dearborn Group, an organization of practitioners who meet semi-annually to discuss important issues in the practice of I-O. In 2014, his organization was awarded the SIOP/SHRM HRM Impact Award for evidence-based HR strategies and practices. He has been a frequent presenter at SIOP conferences and is currently on the Visibility Committee.

Scott B. Morris, Illinois Institute of Technology
Dr. Morris’ contributions to the discipline of I-O psychology have revolved around scholarship and mentoring students. His research has focused on adverse impact analysis and meta-analysis. His work is highly regarded in areas related to Equal Employment Opportunity (EEO) litigation and compliance and has been cited by leading authorities in employment law and labor economics. He has also conducted substantive research exploring issues of validity and discrimination in employee selection systems. In addition, his expertise in statistics and psychometrics has contributed to several federally funded interdisciplinary research projects. He has published 38 peer-reviewed journal articles, one book, five book chapters and has delivered nearly 60 14 New SIOP Fellows option3.indd 16 4/6/2017 4:09:57 PM conference presentations. Many of the articles are multidisciplinary, expanding the reach of I-O psychology to fields outside the mainstream. He has spent the last 20 years supporting and mentoring I-O graduate students, many of whom have won awards and have gone on to successful positions.

Ronald C. Page, Assessment Associates International
In his successful career integrating the science and practice of I-O psychology, Dr. Page has made important contributions in job measurement, personnel selection, and cross-cultural personality assessment. He has been a leader in using questionnaire-based approaches for job evaluation and measuring the worth of jobs. In 1998 he founded Assessment Associates International, a management consulting firm specializing in personality and leadership assessment based in Minneapolis. A licensed psychologist and senior professional in Human Resources (SPHR), his Work Behavior Inventory (WBI) has been translated into 11 languages. He also helped found the Minnesota Professionals for Psychology Applied to Work (MMPAW). He also has served on three SIOP committees: Program, Committee on Committees, and Workshops. Dr. Page has also published seven journal articles, cowritten five book chapters, and made numerous conference presentations, many throughout Asia. His book, entitled Coaching Winners, is used as a developmental guide in many companies.

Jeffery S. Schippmann, Graham Group, Ltd.
Dr. Schippmann has held various HR leadership positions with several top organizations translating the science of I-O into evidence-based practice to improve the well-being and performance of those companies and their workforces. Much of his work has focused on psychological assessment, employee selection and engagement, performance management, strategic job modeling, and leadership competency assessment and development. He created and delivered developmental assessment centers for several companies, which have had a formative impact on the many hundreds of managers in those programs. He has authored two books (including one written with Erich Prien), written three book chapters, and published 19 journal articles. His two books: Individual Assessment: As Practiced in Industry and Consulting and Strategic Job Modeling: Working at the Core of Integrated Human Resources, are considered to be at the leading edge of the field. He also has served SIOP in various roles, including the Professional Practice Committee and several other committees.

Deidra J. Schleicher, Texas A&M University
Dr. Schleicher is widely regarded as an impactful I-O scholar with research interests in assessment centers; job attitudes; performance appraisal/management; and employee selection, including selection retesting policies, applicant reactions, and the relevance of self-monitoring personality and tacit knowledge. Her work has resulted in 22 peer-reviewed journal articles, many in top-tier publications, and 11 book chapters. Dr. Schleicher has served as associate editor for both Journal of Applied Psychology (2010-2014) and the Journal of Management (2008-2011) and is on the editorial boards of several other leading research journals. She has given more than 50 presentations at SIOP conferences and has been an active reviewer on the Conference Program Review Committee. Earlier this year she was recognized with the Association of Former Students Distinguished Teaching Award at Texas A&M. In 2014 she was elected to the 5-year leadership track for the Human Resources Division of the Academy of Management and is the current chair-elect.

Evan F. Sinar, DDI
Dr. Sinar has contributed significantly to I-O psychology, particularly as an innovator and leader in analytics, data visualization, and leadership development. He has advanced assessment practice through research-based guidance for Internet-based and technology-enriched testing. Employment tests he designed are taken by millions of job candidates each year. He has served SIOP in major roles including current Executive Board member and Conferences and Programs officer, and past SIOP Program chair. In these positions, he has championed and implemented numerous conference innovations. Dr. Sinar has gained widespread recognition as a top social influencer for HR analytics and data science, extending the external visibility of SIOP’s work. He has generated a tremendous volume of writing, from top refereed journals to book chapters to business publications to blog posts, which have collectively exposed the broader business community to the discipline and value brought by I-O psychology in a way that is approachable and understandable.

Daniel Skarlicki, University of British Columbia
Dr. Skarlicki is recognized for his research on organizational justice and perceived fairness. He was among the first scholars to demonstrate that fairness can be enhanced via leadership training, which in turn, increases employees’ organizational citizenship behavior. His top-cited papers show that employees engage in various forms of retaliation for unfair treatment and that some personalities react more strongly than others. He has also examined how third parties respond to others’ mistreatment and found that third parties can also punish organizations, including engaging in sabotage, for unfair treatment. His research has shown that unfair treatment can make things taste and smell stronger. Consistent with his themes of fairness, he has examined moderators of the relationship between customer mistreatment and employee reactions. His scholarly production includes a book, nine edited books, and over 70 refereed journal articles and book chapters.

Joann S. Sorra, Westat
Dr. Sorra’s applied work has focused on conducting health services and patient safety research for the federal government and commercial clients. She currently manages $23 million in multi-year research contracts studying various aspects of health care service delivery and is widely recognized for her work on patient safety culture. She effectively combined qualitative and quantitative methodologies to develop the Surveys on Patient Safety CultureTM that enable hospitals and other health care organizations to quantify the extent to which their cultures support safe practices. She has provided extensive service to SIOP’s Awards Committee and is the current chair. She was a recipient of the John C. Flanagan Award for Outstanding Student Contribution to the SIOP Conference and was on the team that received the William A. Owens Scholarly Achievement Award for Best Article Published in I-O Psychology.

Theresa M. Welbourne, University of Alabama
Dr. Welbourne has successfully balanced research and practice as a faculty member at various institutions, an HR practitioner, and founding and leading eePulse, a consulting firm, which seeks to optimize and direct human energy at work by applying the science of growth through advanced technology. Her primary area of research has examined the importance of human resources in initial public offerings (IPOs) and entrepreneurial ventures. She is arguably one of the leading scholars in investigating the role of human capital in entrepreneurial firms and related high-growth/innovative work settings. For her contributions in research, teaching and practice, she received the Academy of Management Distinguished HR Executive Award in 2012. She was one of the first to teach HR in entrepreneurial firms at universities and currently is executive director of the Alabama Entrepreneurship Institute. She has published more than 100 articles and was editor-in-chief of Human Resource Management from 2004-2012.