I-O Psychology Doctoral Program
Professor and Ohio Boards Regents Eminent Scholar
B.A., University of Akron
Ph.D., University of Missouri-St. Louis, 1992
240 Psychology Building
I am primarily known for applying research on judgment and decision making to problems in personnel psychology. I have lately been interested in understanding organizational resistance to using scientific approaches to employee selection, and on how the act of working provides meaning. I also have interests in applicant attraction and corporate branding.
My research focuses on applying psychometric techniques to organizational problems. Current research has used item response theory methods to identify people who are misrepresenting themselves on personality inventories. I also use computational modeling techniques to model how such misrepresentation will decrease the quality of selection decisions.
Steve M. Jex
My research program the past 13 years has focused primarily on occupational stress. Within this broad area, my major interests have centered on the role of individual differences in the stress process. For example, I am interested in the role that personality and self-beliefs play in employee reactions to stressful working conditions. Recently I have also begun to investigate the impact of stressful working conditions on employee performance. I am particularly interested in the impact of stressors on multiple types of performance criteria.
Christopher D. Nye
My research is primarily focused on employee selection, workplace deviance, and organizational research methodology. Although I am interested in the broad topic of employee selection, my research to this point has primarily focused on cheating on employment tests and the utility of unproctored Internet testing. With regard to workplace deviance, I am particularly interested in the relationships between various forms of counterproductive work behaviors and their antecedents and consequences. Finally, I am also interested in the application of confirmatory factor analytic (CFA) and item response theory (IRT) models to organizational research.
My recent work shares the "best practices" of I-O psychology with institutions of higher education. Additional research interests have focused on how we measure job performance, individual variability in job performance, how performance judgments are made about others, and how feedback can help improve performance. I am also interested in job attitudes, especially job satisfaction.
|Margaret E. Brooks|
Department of Management
B.A. University of Wisconsin - Eau Claire, 1999
M.A., Ph.D. Bowling Green State University, 2004
3017 Business Administration B
I am interested in how perceptions of jobs and organizations are created – both by internal forces (e.g., human judgment, values) and by organizations (e.g., corporate reputation, recruitment messages) – and how these perceptions influence applicant and organizational decision making. My research is in the areas of corporate reputation, employee recruitment and selection, and job choice.
How do people form impressions of others and use those impressions to make consequential decisions, such as in deciding who to select for employment or what salary to offer? How can you learn to become more effective at whatever you want to do? How can we improve the way research findings are used? These are the three main themes in my research interests.