SIOP President-Elect, Financial Officer/Secretary, and Officer Voting November 14 - December 14, 2014
L. A. Witt
Membership Services Officer:
Lori La Civita
I received my Ph.D. in Industrial-Organizational Psychology from Bowling Green State University and have served on the faculties of the College of Business Administration at the University of Cincinnati and the Department of Psychology at Wayne State University. I have twice served as the President of the Michigan Association of Industrial-Organizational Psychologists.
Primarily, however, I have operated as a practitioner, focusing my career on building or helping to build three firms centered on delivering I-O services to private and public organizations. The first, HRStrategies, became the HR Consulting arm of Aon Consulting where I directed the U.S. consulting practice and aspects of our global operations. The second, Polaris Educational Systems, focused on the K-12 educational market; its testing systems are now the largest pre-employment assessment offerings in that sector. The current firm, Polaris Assessment Systems, focuses on cloud-delivered interview and testing services.
I am an unusual candidate for the SIOP Presidency in that I have not previously sought elective or appointed positions in SIOP. My career has focused on structuring I-O services to solve problems and on building businesses that effectively market and deliver those services. At this stage of my career, I would like to bring those problem-solving and organization-building skills to the President-Elect and President positions at SIOP.
SIOP’s leadership in recent years has sharpened the strategic vision of the organization and achieved meaningful accomplishments in a number of important areas (e.g., enhancing the visibility and influence of the profession, improving SIOP’s finances, updating our professional standards in key areas, achieving meaningful advances in science advocacy). Continuity is critical to the long-term impact of those initiatives. A primary objective of any incoming President should be to continue and reinforce them.
In addition, I believe SIOP should be more systematic in structuring programs that support and encourage scientist-practitioner integration. A central focus of my presidency would be on developing and enhancing programs that support the flow of ideas between I-O Psychologists in academia and industry, and that foster the development of joint projects focused on both organizational and research objectives.
Achieving this will involve, in part, providing support to some excellent existing activities (e.g., the Leading Edge Consortium series, the development of a practice-oriented journal). I would also seek to expand programs that “build bridges” between academics and practitioners; e.g., programs focused on (a) strengthening and extending the opportunities graduate students have to participate in applied experiences, (b) structuring SIOP “clearing houses” that connect academicians with data bases, research opportunities, and sabbatical opportunities in consulting/industry, or (c) using the SIOP “bully pulpit” to facilitate the development of programmatic research focused on critical problems that will attract both industry and granting agency funding.
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I am the Manager of People Research for Sempra Energy utilities in San Diego, where I have been since 1998. I direct a staff of I-O Psychologists conducting a full range of HR Research activities for Sempra’s companies. I have always worked in applied settings, having worked for Microsoft Corporation, Allstate Insurance, PDRI, and LIMRA. I also serve as adjunct faculty at San Diego State University and Alliant International University, where I have chaired and/or sat on over 20 dissertation committees on a wide variety of topics. I was a founder and the 2007 President of the local San Diego I-O group.
I received my Ph.D. in Industrial and Organizational Psychology from the University of Houston and Masters in I-O from Purdue University in Indianapolis. In SIOP, I have served in several capacities. I was one of the earliest chairs of the Placement Committee at the SIOP conference and have been, perhaps, the longest running site selection chair, helping develop many of the site selection processes that SIOP currently uses and helping make the site selection for many of the SIOP conferences in the past 10 years. I have also been on the State Affairs Committee, the Electronic Communications Committee, and the Conference Committee.
As a Practitioner-Scientist, I have strived to balance the goals of science and practice. Much of the work I have conducted has been published or presented at SIOP conferences and many research projects have included academic colleagues.
I would have two primary goals as SIOP President: 1) Grow the organization by managing our attrition and, 2) Make SIOP more inclusionary to every member.
One of the reasons that we find ourselves less influential than some other organizations is sheer size – we are smaller and simply don’t get the same attention. We shouldn’t try to become another SHRM, but let’s address the issues to become a growing organization. For example, member attrition – we bring in many new members every year and yet our total membership does not reflect that. Let’s study why people leave SIOP and develop an aggressive plan to retain them – my goal will be to reduce attrition in every membership category.
A second goal I would address is inclusion. Our research, both academic and applied, shows us that when people feel included they are more engaged. How many members are fully “engaged” in SIOP? For those who are not, why not? Our field is amazingly more complex than the SIOP many of us originally joined. Our new graduates are becoming more specialized, not because of choice, but by necessity. We need to embrace the differences among us and realize that these differences are strengths of SIOP, not liabilities. The distinctions we make among ourselves (for example, academic versus practitioner) are the very essence of the strength of our organization. I would explore the ways to leverage our differences and then make inclusion a goal for every member of SIOP, not just the “insiders.”
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Dr. Barrett received his Ph.D. in Industrial Psychology from Case Western Reserve University and his J.D. from the University of Akron’s School of Law. He is a licensed psychologist and a licensed attorney in the State of Ohio.
Dr. Barrett was a Professor at the University of Akron for 22 years and served as chair of the Department of Psychology. He has written over 150 papers, four books, and led workshops in North America, Europe and Asia. His research has been supported by organizations including the Office of Naval Research, Andrus Foundation, Ford Foundation, Administration on Aging, United States Office of Personnel Management, Department of Transportation, National Research Council/National Academy of Sciences, Air Force, Army, Navy, Public Health Service, NASA and General Accounting Office.
Dr. Barrett is a Fellow of the American Psychological Association and the American Psychological Society. He is one of the few who has been recognized both for research, by election as a Fellow in the American Psychological Association, and for professional practice, by the award of a Diplomate in Industrial/Organizational Psychology. He also has received the following recognitions: Distinguished Faculty award from the Academy of Management, the Distinguished Professional Contributions Award from SIOP, and the Lifetime Achievement Award from the Industrial Organizational Behavior Group.
As President of Barrett and Associates, Inc., he has been involved in human resource programs for selection, promotion, performance appraisal, job evaluation and compensation. He has consulted with over 150 public and private organizations and has engaged as an expert witness in over 160 court cases.
With his wife, Pat, he has three children and 11 grandchildren.
Industrial/Organizational Psychology has a bright future. We foresee continued growth and importance of this field. My primary goal would be to lead additional efforts to ensure that misinformation is not transmitted to the public. I would also emphasize evidence-based professional practice. One specific action I would initiate is close cooperation between SIOP and the Labor and Employment Law section of the American Bar Association, of which I have been a member for over 30 years. Too often our professional literature misstates clearly established legal principles. Conversely, continuing legal education courses provide misinformation concerning our field. A joint committee could easily provide editorial advice for anticipated publications or courses.
For those of us who are required to maintain state licensure in psychology by mandatory continuing education, the APA provides courses of limited relevance to our field. Again, SIOP could provide assistance to increase the relevance of course offerings. A little over 100 years ago, Watson (1913) stressed the goal of having the professional and legal system “utilize our data in a practical way” (p. 168). This is still a worthwhile goal for our fully evidenced-based profession. While psychology has been going through a retailability complex (Chin, 2014), we encourage the replication and publication of null results. We need to encourage the publication of dissertations which may be consequential for professional practice but have null results. In my experience, many dissertations have consequential yet null results which are never published.
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After receiving graduate degrees from Colorado State University, Mort joined the consulting firm LWFW in Houston. In 1981, he co-founded Jeanneret & Associates and became a Principal of the firm. Upon merger, he became a Senior Vice President with Valtera, a position he continued to hold when Valtera joined CEB until his retirement in 2013. For over 35 years he consulted with public and private sector clients on a wide variety of issues. He served as an expert in litigation involving such diverse issues as job analysis, selection practices, equal employment opportunity, compensation, reductions in force, and statistical analyses. His work included audits of existing selection procedures, development and validation of a wide array of assessment tools, and executive assessment. Mort is a SIOP Fellow and served as its Secretary/Financial Officer from 2009-2011. Previously, he served on the Workshop Committee and chaired State Affairs. He has published journal articles and book chapters, edited a volume in SIOP’s Professional Practice Series, and presented on numerous topics at professional meetings. He is adjunct faculty for the University of Houston and Rice University and serves on the editorial board of SIOP’s Professional Practice book series. He has also served for APA on its Continuing Education Committee and on the Advisory Panel for the National Standards for High School Curriculum in Psychology. He is a licensed psychologist and currently serves on a Texas Psychology Board committee responsible for the State’s Jurisprudence and Ethics Examination for licensure.
SIOP has been a central component of my professional life. I have presented papers, symposia, and pre-conference workshops and participated in panels, debates, and roundtable discussions at SIOP conferences since the early 1980s (including when Division 14 still met only with APA). I have served on the Workshop and State Affairs Committees, chairing State Affairs for three years. I co-chaired a task force on licensure from 2001-2002 charged to respond to revisions to the Model Licensure Act and advise the Executive Board regarding SIOP’s position regarding that controversial issue. I was elected Secretary/Financial Officer for SIOP from 2009-2011. I have served as a reviewer for JAP and IOP and on the editorial board for Personnel Psychology. I am currently on the board for the Professional Practice Series.
I am convinced that I-O has potential for a strong and influential future based on its history of adapting to changes both in the world of work and in the political and scientific world in which we carry out our research and advise organizations. Consistent with that history, I think we will need to find ways to address some concerning issues facing our profession. These include bridging the perceived gap between researchers and practitioners, defining both the extent and limits of our field, and communicating scientific findings in an age of increasing commoditization of research. I would hope to be able to focus attention and interest on these and other challenges.
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I hold a Ph.D in industrial and organizational psychology from the University of Maryland. I am a fellow in SIOP, APA and the American Educational Research Association. I have served SIOP in various capacities including Instructional and Educational Officer, editor of the SIOP Frontiers volume “Adverse Impact: Implications for Organizational Staffing and High Stakes Selection” (2010); consulting editor of the Journal of Applied Psychology; Chair, M. Scott Meyers Award Committee; member, Distinguished Professional Contributions Award Committee, Ad Hoc Committee On Revision of the SIOP Principles, Program Committee, External Affairs Committee, the Diversity Committee and currently the Task Force on Contemporary Selection Practice Recommendations to the Equal Employment Opportunity Commission. My participation in the SIOP Annual Conference includes master tutorials, preconference workshops, panel discussions, symposia and debates as well as a reviewer of program submissions.
As President of Outtz and Associates, I develop employment-selection systems that focus on validity, but also enhance opportunities for workforce diversity and the inclusion of minorities and women. I have written about, researched and focused my practice on minimizing adverse impact through alternative methods of selection. I believe my work has significantly influenced best practices in reducing obstacles to equal employment opportunity. As an expert retained to advise courts and as an expert witness in complex, large-scale employment litigation, my objective has been to ensure that I-O psychology plays a significant role in influencing policy with regard to fair employment practices.
I believe I-O programs do a good job of providing students the knowledge and skills to conduct top-notch scientific research. They do not however provide the practitioner skills necessary to effectively apply that research to real world situations. Students are not sufficiently prepared to engage in both the science and practice of I-O psychology. Our research is only as good as its application and the practice of I-O is only as good as the science upon which it is based. We should do more in the area interdisciplinary research and practice to better prepare those entering the profession for the complex issues that they will be asked to address.
Increased Societal Impact
SIOP members should seek to impact the quality of organizational decision-making and policy implementation as we move through this decade and beyond. We should strive to more effectively address areas such as employment selection, training, fair compensation, engagement, work-life balance and organizational climate/culture so that organizations can make maximum use of all segments of our society. I will work to keep SIOP forward-looking in these areas and ready to take on future organizational challenges.
Increased Participation by Minorities and other Affinity Groups
SIOP must do a better job embracing diversity by reaching out to the full spectrum of employee, and applicant groups (e.g., racial, ethnic, gender, cultural and religious) to take advantage of the breadth of thought and experiences, research and practice models they can provide.
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Bradford S. Bell is an Associate Professor of Human Resource Studies in the ILR School at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University. His research interests include training and development and team development and effectiveness and his work has appeared in a number of journals, including Personnel Psychology and the Journal of Applied Psychology, as well as in numerous edited volumes. In 2008, he received the Early Career Achievement Award from the HR Division of the Academy of Management and he currently serves as the Editor of Personnel Psychology. Within SIOP, he has served on the Scientific Affairs Committee, the S. Rains Wallace Dissertation Award Committee, the William A. Owens Scholarly Achievement Award Committee, and as a regular reviewer for the conference scholarly program. He has also served on the Executive Committee of the HR Division of the Academy of Management as well as on a number of other committees within the Division. At Cornell, he serves on the Advisory Board for the Center for Advanced Human Resources Studies and he serves as the Director of ILR Executive Education. In both roles he provides input into and oversight of the organizations’ annual budgets. He also serves as Chair of the Investment Committee of the First Presbyterian Church of Ithaca.
As Financial Officer/Secretary, my overarching objective will be to serve as a steward of SIOP’s financial resources. This includes ensuring that our financial resources are allocated to activities that are aligned with SIOP’s strategic priorities and consistent with the Society’s values, working to find ways to reduce costs and increase revenues, and maintaining sufficient operating reserves at all times. A secondary objective is to work with the other members of the Executive Committee to plan and implement initiatives that support SIOP’s mission and strategic planning goals.
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Reeshad S. Dalal (Ph.D. in 2003 from the University of Illinois at Urbana-Champaign) is the chair of the psychology department and an associate professor of I-O psychology at George Mason University. He serves on the editorial board of the Academy of Management Journal and previously served on the editorial board of the Journal of Applied Psychology. He also currently serves as the chair of SIOP’s APS (Association for Psychological Science) committee.
Reeshad did not become a psychologist because he dreamed of poring over line-items in budgets. However, he has a fair amount of experience with budgets through his capacities as the chair of a large but “leanly-resourced” psychology department, a member of a high-level university committee tasked with identifying areas of administrative inefficiency and administrative-academic misalignment, and a recipient of research-related contracts from the Department of Defense and the Department of Homeland Security. He has also contributed to strategic planning exercises at multiple levels (i.e., university, college, and psychology department)—for example, by serving on the university’s “Program Innovation and Growth” working group. He furthermore scores in the moderately-high range on conscientiousness, which (given the meta-analytic rho = 0.22 between conscientiousness and performance; Barrick & Mount, 1991) augurs well for his ability to “keep the trains running on time.” In sum, then, he believes that he is well qualified for the position of Financial Officer/Secretary—and he hopes you agree.
According to Wikipedia (so it must be true, right?), a budget is “a quantitative expression of a plan for a defined period of time.” That’s a pretty good definition of a budget, and one that gets at what I view as the heart of the SIOP Financial Officer/Secretary’s responsibilities. He or she should aid the President, Executive Board, and Committee Chairs in adopting objectives that are both worthwhile and fiscally responsible (see, e.g., SIOP’s excellent Financial Principles document). Importantly, he or she must then enact those priorities through the budget. After all, bad budgets are where good plans go to die. For instance, greater visibility for I-O among policy-makers is unlikely, and a commitment to diversity/inclusion ineffective, without corresponding budget allocations (e.g., line-items for expenditures related to lobbying firms and LGBT research awards, respectively). The financial officer must accommodate these budgetary allocations in addition to routine maintenance expenditures (staff salaries, conference expenses, etc.). As indicated in my biographical statement, I believe I am well qualified with regard to both budgeting and long-range planning. In addition, I believe my research interests in decision-making and performance measurement/management have the potential to facilitate the evidence-based functioning of the Executive Board. For example, to avoid the common problem of hubris in decision-making teams, proposals that come before the Executive Board could be required to include a “pre-mortem”: that is, an analysis of what could go wrong with the proposed plan.
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During his 25+ years as a scientist-practitioner, Dr. Tannenbaum has served as a tenured professor and is currently a successful business leader.
As a practitioner, he founded and currently leads The Group for Organizational Effectiveness, Inc. (gOE), a boutique consulting firm that has provided organizational development and I-O psychology support, research, and tools to over 500 organizations, including one-third of the Fortune 100 and more than 75 Fortune and Global 1000 companies. He has also been the Principal Investigator for and managed millions of dollars of research grants and contracts with many agencies including the US Air Force, Navy, Army, and NASA.
As President of gOE, he helped create and oversees one of the first profitable web applications – gOEbase, an award-winning toolkit that provides resources and research to thousands of HR and OD professionals globally.
His scientific accomplishments include over 65 publications, 100+ presentations, and over 8000 citations. For ten years he was a professor in the business school at the State University of New York at Albany, during which time he received tenure. He has received five research/teaching awards, was named a Fellow of the Society for Industrial and Organizational Psychology (SIOP) and of the Association for Psychological Science (APS), and has reviewed for over 20 professional journals.
Scott has been an active member of SIOP since its inception, and has served on the Fellowship Committee, the Program Committee, the Editorial Board of the Professional Practices book series, and co-chaired one of its’ Leading Edge Consortium events.
I appreciate being considered for the position of Financial Officer/Secretary. The person in this role serves on SIOP’s Executive Board, monitors the Society’s financial well-being including our investments, and provides guidance to the Board. I believe my background is well-suited to fulfill that role for SIOP.
Part of what makes SIOP great is that we are a blend of scientists and practitioners. My intention would be to bring a balanced scientist-practitioner view to financial decisions for SIOP, as both groups are an essential part of SIOP’s essence. I was a tenured professor and also founded and have led a consulting and research firm that has supported over 500 organizations globally.
As President of gOE, I’m responsible for the well-being of our firm. I monitor our financials, oversee our retirement portfolio, negotiate contracts, and ensure that our expenses are in line with our revenues. I’ve managed millions of dollars of projects and research grants and have ensured that we’ve invested wisely in technology and in new products and services.
I’ve been an active member of SIOP since its inception, serving on numerous committees. I would not enter this position with an agenda, but rather would do my best to ensure SIOP remains a financially stable organization that balances the short and long-term needs of its members, as any good organization must. In my work as a consultant, I’ve provided advice to many boards and leadership teams and would welcome the chance to bring that experience to SIOP.
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L. A. Witt
Alan is Professor of Psychology (College of Social and Liberal Arts) and Management (Bauer College of Business) and Director of the PhD Program in I-O Psychology at the University of Houston, Houston, Texas. A scientist-practitioner like most SIOP members, his previous positions included “personnel research psychologist” with the Federal Aviation Administration and organization development and human resources director roles in the financial services industry (for what is now Bank of America).
A SIOP fellow since 2005, Alan’s current work includes a focus on climate issues affecting mission readiness in the military (e.g., equal opportunity and sexual harassment/assault) and an institutional transformation project funded by the National Science Foundation (ADVANCE grant) to enhance the participation of women and underrepresented minorities in STEM (science, technology, engineering, and math) fields.
The role of Financial Officer/Secretary features both compliance and strategic functions. Compliance responsibilities include oversight of the Society’s financial and accounting systems and addressing (as necessary) instances of unprofessional member behavior as a member of the Emergency Action Committee (formally the Strategic Planning Committee). Strategic responsibilities include management of our financial assets/investments to promote both the short- and long-term financial health of the Society, identifying opportunities for increasing operating efficiencies, and partnering with other members of the Executive Committee to create a vision for the Society’s future and strategies to get there.
We have had a string of highly effective people in the Financial Officer/Secretary role and also on the Executive Committee as a whole. My goal would be to build on their successes by listening to the members, seeking external best practices data, reinforcing the highly member-centric culture of the Administrative Office, continuing to update our basic operating processes (e.g., disaster recovery preparedness and cyber security regarding finances), and maintaining the highest possible levels of transparency and ethical leadership.
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Membership Services Officer
Lori La Civita
Lori La Civita has over 25 years of experience in higher education and I-O consultation. She earned her Ph.D. in Psychology, with a specialization in Organizational Psychology. Dr. La Civita has held leadership positions in academia and has also worked extensively as a corporate consultant and evidence-based coach. Dr. La Civita has presented and published professionally in the areas of leadership development, emotional intelligence, learner centered approaches to education, and employee/organizational development. Lori is an innovator who sees what "could be" and what must be done to secure our professional identity and contribution. She has successfully developed new, innovative programs of study for colleges and universities within the field of psychology and has created effective curricula to develop critical thinking professionals. Lori is a firm believer in teamwork and collective decision making to create positive learning experiences. Just a few of her areas of commitment include: developing enlightened faculty; challenging learners through active learning; assessment and selection, and the development of successful organizational leaders. She has a background in crisis management as well as organizational development and sustainability. She is an advocate for evidence-based coaching and emotional intelligence assessment and enhancement designed to guide leaders and organizations to reach their full potential. Dr. La Civita combines a powerful combination of experience in higher education and the practice of I-O psychology with a unique background of innovative presentation, consulting skills and thinking methodologies.
What an exciting time to be a member of SIOP and an I-O Psychologist! We represent the fastest growing field in psychology and this is the opportune time for us to pursue objectives that will strengthen SIOP so that we can become a driving force and a catalyst for change in business, industry, labor, public, academic, community, and health organizations. As your Membership Services Officer, I will bring a vast amount of experience working with strategic planning and the ability to build consensus and excitement for a shared vision. My areas of strength include being very goal oriented with the ability to organize my resources and prioritize my responsibilities in order to achieve the best outcomes for the Society. I will continue to build in the Society a positive organizational climate through collaboration, mutual respect, shared values, and stated expectations. I also believe that diversity of perspectives, individuals, cultures, and ideas, adds strength as well as increases the ability of SIOP to achieve its goals. By coordinating with other board members we will ensure that SIOP pursues key strategic objectives and initiatives that support the strategic plan. With this in mind, I will approach my role as your Membership Services Officer with a spirit of partnership to increase membership, as well as work with recognition/award programs and member surveys to support, strengthen and gain knowledge about our membership. Let’s lead the way for SIOP to be the strong voice of our profession, building sustainable organizations, together.
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Christopher Rotolo has over 25 years of experience working with a variety of public and private organizations – including PepsiCo, IBM, Rolls-Royce, Home Depot, and the FBI. He has held both internal and external consulting roles, primarily in the areas of selection, survey research, leadership development and SNA. He is currently managing PepsiCo’s high potential assessment processes. He also serves as Adjunct Professor, NYU GSAS where he teaches Selection and Org Culture. His involvement in SIOP includes leading the task force to refresh SIOP’s logo, tagline and overall brand, Visibility Committee Chair, Electronic Communications Chair, Katzell Award Chair, LEC Conference Committee, as well as several Task Forces including APA Model Licensure Act, and I-O Certification exploration.
For SIOP to be the vibrant and growing organization that we want it to be, I believe that we need to consider our membership from a talent pipeline perspective. In this light, we need to attract, grow and retain talent just like any other organization. If elected, my three main agenda items will be: 1) Attract – we need to understand the drivers of attraction to our field and our organization, and then work to raise awareness by leveraging these drivers; 2) Retain – we also need to understand what drives members to leave SIOP, and make efforts to retain our valuable talent; and 3) Strengthen – we need to increase our efforts to strengthen our community and to grow capabilities in our membership so that SIOP remains the premier organization for I-O Psychology.
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Throughout my career, I have tried to embody the ideals of the scientist-practitioner model. I have over 20 years of experience in applied I-O psychology with both corporate and consulting roles. As an internal practitioner, I have had a wide range of talent management responsibilities, including recruitment, assessment, onboarding, performance management, training, coaching, and organizational culture. As a consulting practitioner, I have provided talent management consulting services to a broad array of industries.
During my applied work I have always made it a priority to collaborate on research with colleagues in academia. I have partnered with students and faculty at Michigan State, Bowling Green, Illinois, Portland State, Minnesota State, South Carolina, Wilfrid Laurier, and Ramapo. I have also served as an adjunct at Ohio State, Kent State, Minnesota State, and Concordia (MN). As part of my applied work, I have overseen internship programs that allowed students research and practice opportunities.
I have remained active professionally, including serving on various SIOP committees, including the Membership, Professional Practice, Local Planning, and the Leading Edge Conference committees. I have also served for multiple years in both the SIOP Speed Mentoring and the Group Mentoring programs. I have attended the annual SIOP conference for over 20 years and presented on a wide-range of topics including personnel selection, organizational culture, and leadership development.
I obtained my doctoral and master’s degrees in Industrial-Organizational psychology with a minor in quantitative psychology at Bowling Green under Ann Marie Ryan. I have been a licensed psychologist since 1998.
I am seeking the Membership Services Officer position to further advance the good work already in progress, as well as pursue some additional opportunities.
Currently, individuals who have a Master of Arts Degree in I-O can become Associate Members of SIOP, but not Full Members. The Membership committee developed a proposal to provide Associate Members a path to become Full Members if they remain active in SIOP and the profession. I am supportive of this proposal. I want SIOP to be the professional organization of choice for all those who are researching and applying I-O principles. I believe SIOP will be stronger as an organization if we provide multiple paths for I-O professionals to join and help advance our mission.
The Awards program recognizes outstanding research and practice. SIOP members are conducting ground-breaking research and implementing “best practice” programs within organizations, but too few of these accomplishments are being nominated for awards. I think there is an opportunity to help raise awareness and help educate SIOP members on the nomination process. Increasing the number of nominations would help bring more awareness to the public of the impact of SIOP members’ best contributions.
The Fellowship program recognizes individuals for outstanding achievement in our field. The Fellowship guidelines note the process “is not a mechanical one of adding up points or indexes.” I agree that Fellowship evaluation should be holistic and not formulaic; however, I also think there are opportunities for ongoing review of the criteria and benchmarking against other APA divisions.
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Dr. Mo Wang is a tenured Professor at the Warrington College of Business Administration at University of Florida. He is also the Director of Human Resource Research Center at University of Florida. He served as the Chair of SIOP Membership Committee in 2012 and 2013. He specializes in research areas of retirement and older worker employment, expatriate and newcomer adjustment, occupational health psychology, leadership and team processes, and advanced quantitative methodologies. He received Academy of Management HR Division Scholarly Achievement Award (2008), Careers Division Best Paper Award (2009), European Commission’s Erasmus Mundus Scholarship for Work, Organizational, and Personnel Psychology (2009), and Emerald Group’s Outstanding Author Contribution Awards (2013 and 2014) for his research in these areas. He also received Early Career Contribution/Achievement Awards from American Psychological Association (2013), Federation of Associations in Behavioral and Brain Sciences (2013), Society for Industrial-Organizational Psychology (2012), Academy of Management’s HR Division (2011) and Research Methods Division (2011), and Society for Occupational Health Psychology (2009). He was the Editor of The Oxford Handbook of Retirement. He also serves as the Editor-in-Chief for Work, Aging, and Retirement and an Associate Editor for Journal of Applied Psychology. He currently serves on the Editorial Boards of six other academic journals. Dr. Wang is the President of Society for Occupational Health Psychology (2014-2015) and the Director for the Science of Organizations Program at National Science Foundation (2014-2015).
I am familiar with the responsibilities of the Membership Services Officer, because I served as the chair of SIOP membership committee in 2012 and 2013 and worked closely with the Membership Services Officer (Eric Heggestad) during my term. If elected, I will devote my work toward building a more open and inclusive membership basis for SIOP. I believe this is a critical strategy for growing SIOP’s visibility and influence, as well as for building the resources and sustainability for the society itself. To achieve this goal, I will solicit and implement coordinated strategies from the membership committee, the committee on ethnic & minority affairs, and the LGBT committee. Further, I will ensure that SIOP continues to do a good job recognizing our members’ achievement and funding our members’ professional growth. I will do so by working closely with the awards committee and the fellowship committee to further improve resources invested on our members. Finally, I will facilitate the smooth operation related to placement and JobNet, making sure that it continues to provide valuable service for SIOP members.
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Gary Carter is a Vice President of PDRI and a Managing Director of PDRI’s parent company, CEB. He leads PDRI’s Human Capital Services Division, comprised of approximately 45 staff (the vast majority of whom are I-O psychologists), and works with other members of PDRI’s executive team to provide strategic and tactical direction for the organization. He has over 25 years of experience designing and implementing human capital systems and processes in a wide variety of areas. He has conducted job analyses, designed assessment and selection systems, built career path models, developed skill, ability, personality/biodata, and knowledge assessment tools, built competency models, conducted training needs assessments, developed performance management systems, conducted validation studies, and assisted clients in the implementation of integrated talent management processes and systems.
Gary has served on a number of SIOP committees and was the first Chair of the SIOP Visibility Committee (2000 – 2002). He is currently serving SIOP as a member of the Professional Practice Series committee, the Awards Committee (as the Chair of the M. Scott Myers Award Subcommittee), and the Professional Practice Committee.
He has written over 75 technical reports, has authored or co-authored publications in areas such as job analysis, selection, validation, and career pathing, and has presented his work many times at the SIOP conference and other conferences. He is the lead author of a book entitled Career Paths: Charting Courses to Success for Organizations and Their Employees. Gary has a Ph.D. in Industrial and Organizational Psychology from the University of Minnesota.
I am currently serving SIOP as a member of the Professional Practice Series committee, the Awards Committee (as the Chair of the M. Scott Myers Award Subcommittee), and the Professional Practice Committee (where I have helped to guide the ongoing SIOP Careers Study). I was the first Chair of the SIOP Visibility Committee (2000 – 2002) and helped to set the direction of that thriving and important committee by establishing processes for activities that are still carried out today, such as helping to generate positive press associated with the annual SIOP Conference.
I am a Vice President of PDRI and a Managing Director of PDRI’s parent company, CEB. I lead PDRI’s Human Capital Services Division, comprised of approximately 45 staff, the vast majority of whom are I-O psychologists. I work with other members of PDRI’s executive team to provide strategic and tactical direction for the organization. In addition, I conduct applied R&D projects and provide consulting services to Federal government and private sector clients. I have authored or co-authored a number of publications, written over 75 technical reports, and presented my work many times at the SIOP conference and other conferences.
I believe that my background as a leader of an organization comprised largely of I-O psychologists, my managerial and executive experience, my experience conducting applied R&D projects in the I-O psychology arena and disseminating information about those projects, and my experience serving on various SIOP committees will allow me to function effectively in the Publications Officer position.
My goals as Publications Officer are provided below.
- I will ensure the continued high quality of the Professional Practice and Organizational Frontiers book series and the Industrial and Organizational Psychology journal.
- In cooperation with members of the Publications Board (which the Publications Officer chairs), I will ensure that the Society pursues objectives and initiatives specified in its strategic plan. Two of SIOP’s strategic planning goals are of particularly strong relevance to the Publications Officer role. These goals are: a) Become the premier and trusted authority on work-related human behavior, and; b) increase the awareness and use of I-O psychology.
- Related to the strategic planning goal of increasing the awareness and use of I-O psychology through SIOP’s publications, I will work to broaden the distribution of practitioner-oriented SIOP publications. Specifically, by the end of my three-year term, my goal is for at least one SIOP book to be on the shelves of every major airport in the United States, and of many airports throughout the world.
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I am a Professor of Psychology and Director of the Owens Institute for Behavioral Research at the University of Georgia. If elected as Publications Officer I will advocate for both (1) better connection between the science and practice of I-O psychology in SIOP publications and (2) increasing impact outside our discipline. I have publication experience from the perspective of an author of high impact scholarly articles, co-editor of journal special issues, co-editor of three books, former Associate Editor of Personnel Psychology, and current Associate Editor for the Journal of Applied Psychology. Although many nominees will have similar publication experiences, I bring several unique strengths to this position. The first strength is a keen understanding of broader trends in the social and behavioral sciences and the important, yet under-utilized role that I-O psychologists have in helping to solve pressing social problems. This perspective comes from my role as Director of the Owens Institute for Behavioral Research where I work with faculty across the university (and beyond) to facilitate transdisciplinary extramurally funded research, translate this research to practice, and increase the visibility of the Social and Behavioral Sciences at the university, state, and national level. The second strength is a history of interdisciplinary extramural funding from the National Institutes of Health and experience publishing in high impact journals outside of psychology. This provides a fresh perspective on how we can increase SIOP’s scientific footprint in both research and practice through the dissemination of our science and practice to audiences outside I-O psychology.
As convincingly argued in the 2014 SIOP Presidential Address, one of the challenges facing SIOP is our limited reach outside the discipline. This limits the impact of our scientific contributions and practice enhancements. Based on our scientist-practitioner orientation, strong methodological skills, and interest in applied problems, I-O psychology has much to offer. SIOPs publication strategy plays an important role because it is the primary way that our work is disseminated. If elected, my over-arching goals are to (1) better integrate the science and practice of I-O psychology in SIOP publications and (2) improve our scientific footprint outside the discipline. Specific objectives include:
- Better integration of the content and goals of the Organizational Frontiers Series and Professional Practice Series to increase continuity both within each series and between the two series
- Increase the visibility and uptake of the Frontiers and Professional Practice Series outside the discipline through strategic decisions regarding content, scope, and marketing; Doing so will increase usability and relevance outside I-O
- Identify strategies to better disseminate research findings to practice; For example consider a new SIOP journal focused on implementation science
- Build on the success of the I-O Perspectives journal by identifying ways to increase reach to practitioners as well as audiences beyond I-O psychology
These goals are consistent with SIOPs Strategic Goal #1 (become the premier and trusted authority on work-related human behavior), Strategic Goal #2 (increase the awareness and use of I-O Psychology), and Strategic Goal #4 (model and reinforce the effective integration of science and practice).
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Tracy Kantrowitz is VP of Research and Development at CEB's SHL Talent Measurement Solutions, where she is responsible for overseeing development of assessment products and a research agenda focused on assessment innovations. She was a member of the team awarded the M. Scott Myers Award for applied research in the workplace (2010) and received the Distinguished Early Career Contributions - Practice award (2014).
Tracy has published in several leading journals, focusing on the intersection between testing and technology, the relevance of new constructs for organizational applications, and research to support contemporary uses of assessment. She’s also contributed commentaries to Industrial and Organizational Psychology: Perspectives on Science and Practice and a widely-cited industry publication, the SHL Global Assessment Trends Reports, which report HR priorities, talent measurement practices, and the use of technology in talent management.
Tracy was Chair of the Professional Practice Committee and an editorial board member of TIP from 2012-2014. During this time, she led a committee that conducted the first careers study of individuals with advanced degrees in I-O psychology, facilitated the Science of HR Series – a collaboration between SIOP and SHRM, led an initiative to make research databases available to practitioners, and contributed columns to the Practitioners’ Forum of TIP. Tracy’s service to SIOP also includes the Brand Enhancement Task Force, the George Thornton scholarship selection committee, and reviewing for the annual conference. Tracy also reviews for Mental Measurements Yearbook and for several journals. Dr. Kantrowitz holds a Ph.D. in industrial/organizational psychology from Georgia Institute of Technology.
SIOP’s publications are frequently cited by members as a primary benefit. My overall objective as Publications Officer is to increase the relevance, impact, and sales of the Society’s publications by aligning themes of future volumes of the Organizational Frontiers and Professional Practice series and issues of the Industrial and Organizational Psychology journal with data that provide insight into the state of I-O research and practice, areas of emerging interest and expertise, and topics for which I-O can educate fields that share a common focus on behavior in the workplace. I plan to accomplish this by working with the editors to leverage existing Society data, such as pre-conference workshop and seminar attendance, conference survey feedback, and findings from various committee initiatives (e.g., white paper and webinar series, practitioner needs analysis). For instance, the Professional Practice series can be aligned with the recently reinvigorated Leading Edge Consortia to capitalize on the interest and attendance at these successful events. A related objective is to raise the visibility of the Society’s publications to related fields by creating strategic collaborations with other professional groups. Raising awareness of the publications through these partnerships can open up opportunities for the book series to be featured in university curricula or to be recommended readings to organizations. Finally, a new publisher was selected for the IOP. I’d like to explore ways it can serve as a communication mechanism among members, such as utilizing social media to encourage initial conversations that can result in formal commentaries to focal articles.
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Deborah E. Rupp is Professor and William C. Byham Chair in I-O Psychology at Purdue University. She received her PhD from Colorado State University, and was previously an Associate Professor of Psychology, Labor/Employment Relations, and Law at the University of Illinois. She has been a visiting professor at Singapore Management University, University of Toronto, University of British Columbia, and Illinois Institute of Technology. She conducts research on organizational justice, behavioral ethics, corporate social responsibility, and humanitarian work psychology; as well as issues surrounding behavioral assessment, technology, bias, and the law. She is a two-time recipient of SIOP’s Douglas Bray/Ann Howard Award for research on leadership assessment and development, her research has been cited in U.S. Supreme Court proceedings, and she has worked with myriad organizations around the world (e.g., UNICEF, the Emirates Group, the South Korean government). Rupp is a SIOP, APA, and APS Fellow. She has published three books and over 80 papers and chapters, appearing in outlets such as Journal of Applied Psychology, Personnel Psychology, and Academy of Management Review, which have been cited over 6300 times. She currently sits on the editorial boards of six journals, and is the outgoing editor-in-chief of Journal of Management, which became the #1 ranked journal in applied psychology during her tenure. Within SIOP, she has served as Program Chair, APS Chair, Theme Track Chair, and member of numerous committees. She is currently serving on the Organizational Frontiers Series editorial board, and as SIOP Representative to the United Nations.
I have over a decade of experience within the publications domain, serving on editorial boards of both journals and book series, and in Associate Editor, Guest Editor, and Editor-in-Chief roles. During my time as JOM Editor, I facilitated solid relationships between editorial teams/boards, publishers, and their governing professional associations/societies. I have worked closely with a number of publishers and have first-hand experience with publication contracts, the recruitment/selection of editors, and the building of strong editorial boards. I am also keenly aware of the myriad ways in which publications are rated and ranked within our field, and the importance of marketing/social media in driving exposure to published content. Finally, I have been actively involved in discourse surrounding publication ethics (e.g., https://editorethics.uncc.edu/). As Publications Officer, I would focus on the following:
- Working with the journal and book series editors to continue SIOP’s standards of quality and excellence.
- Coordinating with the SIOP office/officers on an integrated visibility and impact plan, which would cut across SIOP’s publication outlets.
- Innovating new ways to bring published content to SIOP members, including international affiliates and student members (e.g., early, enhanced, and/or discounted access).
- Exploring both new portals for content delivery and content gaps (opportunities) not currently covered by existing outlets.
- Getting the most out of our publishing agreements and strategically planning for renewals, renegotiations, and potential new publisher relationships.
- Considering the relevance of our published insights to the many stakeholders impacted by IO-related work, and communicating our content to the public through press-releases, pod-casts, social media, etc.
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