Announcement of New SIOP Fellows

Tammy Allen, University of South Florida
Dr. Allen is recognized for her pioneering, programmatic, and influential work in the areas of mentoring, work–family relationships, and organizational citizenship behavior. Her research on these topics is considered must reading and is exemplary in its depth and breadth, incorporation of a wide range of methodologies, and its integration of multiple perspectives. Her scholarly contributions have been recognized through multiple awards. She currently serves as an associate editor of the Journal of Applied Psychology and Journal of Occupational Health Psychology.

Maureen Ambrose, University of Central Florida
Dr. Ambrose is recognized as one of the leading researchers in organizational justice, computerized performance monitoring, and individual ethics. Her work has also stimulated new research directions that integrate macro- and micro-level determinants of justice and its outcomes. In particular, she has explored the impact of organizational context factors such as structure and climate on individual-level processes including justice judgments, ethical decision making, and emerging employee attitudes. In addition to her research, she has served in a variety of editorial and administrative leadership roles within the profession.

Julian Barling, Queen’s University, Ontario, Canada
Dr. Barling is recognized as a prolific and influential researcher. His work has impacted many areas of industrial-organizational psychology. He has made seminal contributions to the study of work and family interactions, unionization, leadership, workplace violence, and occupational health psychology. His work is noted for both its methodological rigor and substantive impact. He is a Fellow of the Royal Society of Canada, past editor of the Journal of Occupational Health Psychology, and the recipient of national awards for teaching and research.

Robert Baron, Rensselaer Polytechnic Institute
Dr. Baron has contributed to several areas of research, including factors influencing the outcome of job interviews, designing effective informal negative feedback, influence of the physical environment on task performance, and workplace aggression and violence. His most recent work involves efforts to export the principles, findings, and research methods of I-O psychology to the field of entrepreneurship, where as a key player he was involved in the development of the Strategic Entrepreneurship Journal. He has served on the boards of many journals and is the author of major journal articles, all of which include extensive coverage of I-O psychology.

Allan Church, PepsiCo
Dr. Church is recognized for his wide-ranging professional contributions as a scientist and practitioner, having published more then 30 refereed articles and numerous book chapters, most notably including his definitive contributions regarding the use of multisource feedback in leadership and organizational development. His active and continuous service to the profession is highlighted by his tenure as TIP editor, co-editor of the SIOP Professional Practice Series, chair of the Mayflower Group, and membership on numerous editorial boards including Personnel Psychology and the Journal of Applied Behavioral Science.

Lillian Eby, University of Georgia
Dr. Eby is among the leading researchers in the study of mentoring in the workplace, demonstrating among other things the impact of negative mentoring experiences. She has published more than 50 articles in leading journals on mentoring and other topics, including career development, job attitudes, personality, teams, and work–family. Since receiving her doctorate in 1996, she is the second most published scholar in the Journal of Vocational Behavior. She currently serves as associate editor for Personnel Psychology and is a permanent member of the National Institutes of Health Office of Extramural Research.

Cynthia Fisher, Bond University, Queensland, Australia
Dr. Fisher is best known for her pioneering work on feedback and performance appraisal, organizational socialization, attitude–behavior relationships, and more recently, emotions in the workplace. She is a co-author of one of the best-selling HR management texts, and her articles have been cited more than 1,500 times in SSCI. She was among the first to use experience sampling methodology to study within-person momentary processes at work, demonstrating in particular that job satisfaction and performance correlate within-person although this is not evident in traditional between-person research.

Deborah Gebhardt, Human Performance Systems, Inc.
Dr. Gebhardt is widely known for her contributions in the areas of physical performance evaluation and medical guidelines development. Her interdisciplinary and basic research approach to integrating work demands with the physiological and medical requirements has resulted in reductions in adverse impact, on-the-job injuries, and lost work days, while identifying levels of competency that reflect effective job performance. Her research and methodology to identify the level of a medical condition that limits/precludes effective job performance has been adopted by numerous public- and private-sector organizations. Her ability to blend job requirements with the scientific correlates exemplifies the science–practitioner model.

Rodger Griffeth, Ohio University
Dr. Griffeth’s primary research area has been in understanding and prediction of employee turnover. He and his colleagues have discovered and validated a process by which employees decide whether to leave their current organization, showed the usefulness of realistic job previews for reducing professionals’ turnover, validated a universal theoretical underpinning of turnover thinking that perceived alternative job opportunities as ways to assess labor market impressions, showed that performance visibility and reward contingency both moderate the performance–turnover relationship, and developed statistical adjustments to maximize the relationships between turnover and predictors when base rates are non-optimal.

Michael Harris, University of Missouri
Dr. Harris is recognized for his outstanding research contributions that have advanced our understanding of the nature of performance assessments, the meaning of assessment center ratings, and the nature of constructs assessed within employment interviews and nontraditional assessment procedures. His scholarly works have engendered debates that continue to this day on the meaning of scores obtained within assessment procedures such as interviews and assessment centers. He has served on the editorial boards of most leading journals in applied psychology and as an editorial board member of TIP and SIOP’s Professional Practice Series.

Beryl Hesketh, University of Western Sydney, Australia
Dr Hesketh has made outstanding contributions as a scholar, teacher, and mentor and in service to the I-O psychology profession. Her applied research has involved novel approaches to decision making and measurement in the context of vocational choice, selection decisions, and training. She has great ability to integrate theory and practice to solve significant, practical problems. Through her leadership, I-O psychology has been significantly advanced in Australia and New Zealand. In addition to her substantial contributions to university administration, she served on the editorial boards of the Journal of Applied Psychology, Journal of Vocational Behavior, and International Journal of Selection and Assessment.

Calvin Hoffman, LA County Sheriff’s Department
Dr. Hoffman is an exemplary scientist–practitioner who has had influence at several levels. He is among the most highly published practitioners in the field, yet his work always has a practical focus. His work on job component validity, test transportability, validation strategies with small sample sizes, and applications of the PAQ are highly cited and often used by practitioners dealing with real-world problems. In addition, Dr. Hoffman has been an adjunct faculty member of several universities and is a past president of the Personnel Testing Council of Southern California.

Howard Klein, The Ohio State University
Dr. Klein is one of the foremost authorities on the topic of work motivation, especially as it relates to goal setting. In terms of conceptual contributions, his theoretical model of goal commitment is one of the most highly cited, and his theoretical model based on control theory has also been one of the highest cited models of work motivation in general. In terms of empirical contributions, he has also developed the most widely used measure of goal commitment and been a leader in mapping out the antecedents and consequences of this construct.

Robert Liden, University of Illinois at Chicago
Dr. Liden is best known for his work on leader–member exchange theory. Among his contributions are his conceptualization of leader–member exchange as a multidimensional construct and his placement of exchange relationships into the broader context of social networks. His notable empirical contributions to the theory include the longitudinal analysis of the influences of liking and similarity in the development of leader–member exchange. His distinguished record of publication includes four best-publication awards, and his substantial research citation count reflects his influence as a highly productive theorist and empiricist.

Rodney McCloy, HumRRO
Dr. McCloy is recognized for his contributions to the science, practice, and teaching of I-O psychology. Of particular note is his development and testing of a job performance measurement model, which takes into account the ability of predictors to account for individual differences in performance. He has also produced seminal research in the area of personality assessment, tackling the issues of response distortion in applied settings. He develops creative solutions that address practical realities of organizational problems by modifying rather than watering down the science on which they are based.

S. Morton McPhail, Valtera Corporation
Dr. McPhail has made significant contributions to the practice of I-O psychology and to the effectiveness of organizations in two related areas: (a) high-quality, evidenced-based personnel selection procedures and (b) presentations and publications on how to conduct innovative validation of selection procedures. These experiences culminated in the edited book, Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence. He has contributed to the I-O profession by mentoring many professionals, interns, and students; to the courts by providing expert testimony in employment litigation cases; and to scores of organizations through scientifically based human resource management practices.

Frederick Morgeson, Michigan State University
Dr. Morgeson is recognized for diverse empirical and conceptual contributions. His research explores the role leaders can play in self-managing teams and how leader–follower relationships impact outcomes. His research in the job analysis, work design, and work teams areas examines fundamental questions about how work is structured and how people perceive their work. His research also concerns the effectiveness and consequences of different selection techniques. APA’s Distinguished Scientific Award has recognized his scholarly work for Early Career Contributions to Psychology. He currently is an associate editor of Personnel Psychology and editorial committee member for Annual Review of Psychology.

Philip Podsakoff, Indiana University
Dr. Podsakoff’s research program began with an interest in leader effectiveness, a theme that has unified his scholarly endeavors. His empirical contributions in respect to leadership reinforcement contingencies, transformational leadership, and substitutes for leadership are widely recognized. For the last 20 years his research has inquired into the linkages between leadership and organizational citizenship behavior. Simultaneously, he has concerned himself with systematizing the value of self-reports in organizational research. Seven of his published articles qualify as “classics” because of the frequency with which they are cited.

Jack Wiley, Kenexa Research Institute
Dr. Jack W. Wiley brings the highest levels of professional conduct and scientific rigor to his work with clients. His practice and research have focused on creatively linking employee surveys with organizational performance, especially customer satisfaction. This work has received acclaim for both its scientific rigor and its managerial implications. He has freely shared his findings with colleagues through numerous journal publications, chapters, and SIOP presentations. In addition, Dr. Wiley developed WorkTrends™, an employee opinion normative database that has become a rich source of information, quoted both in scholarly studies and the popular press worldwide.

Dov Zohar, Technion-Israel Institute of Technology
Dr. Zohar is recognized for being the “founding father” of safety climate research by introducing the construct over 25 years ago. His original definition and measurement scale continues to be widely used around the world today. His recent contributions include the development of a multilevel theory of organizational climate, the investigation of both leadership and social interaction as climate antecedents, and the development and evaluation of leadership-based interventions designed to change organizational climate. He has been awarded the Lifetime Achievement Award in Occupational Health Psychology.