Dr. H. Kristl Davison is an Instructor the Department of Management, Fogelman College of Business and Economics, University of Memphis. She previously taught in the Department of Management at the University of Mississippi. Prior to joining the University of Mississippi, she was an Assistant Professor of Psychology at the University of Hartford, where she served as the Director of the Master of Science Program in Organizational Behavior. Dr. Davison received her B.S. in Psychology and German from Tulane University, and her M.S. and Ph.D. in Industrial/Organizational Psychology from Tulane University.
Dr. Davison's research interests lie in the areas of organizational justice and ethics, diversity issues, and personnel selection. She is currently working on research projects investigating topics such as applicant faking, fairness and aggression, equity sensitivity, social networking websites, and employment discrimination. She has published her research in leading scholarly journals such as journals such as Journal of Applied Psychology, Organizational Behavior & Human Decision Processes, Personnel Psychology, Organizational Research Methods, Journal of Vocational Behavior, Academy of Management Learning & Education, Journal of Business Ethics, Journal of Business & Psychology, International Journal of Selection and Assessment, and Journal of Management Education. Of note, one of her publications received Honorable Mention for the Best Publication of the Year Award in Organizational Research Methods, and a recent publication was a finalist for the Outstanding Article of the Year Award at Academy of Management Learning & Education.
Dr. Davison serves as an editorial board member for Organizational Research Methods, and is an ad hoc reviewer for Journal of Applied Psychology, Psychology of Women Quarterly, and other journals. She also recently served as the Associate Chair and Chair of the Awards Committee for the Society for Industrial and Organizational Psychology (SIOP), and has served as Chair of SIOP's M. Scott Myers Award for Applied Research in the Workplace. Dr. Davison also has significant experience working in industry as an Employee Selection Specialist at GTE/Verizon, and as a Compensation Consultant.
At the University of Memphis, Dr. Davison regularly teaches Mgmt 3110 (Management & Organization), Mgmt 4240 (Compensation & Performance Appraisal), Mgmt 4251 (Employee Relations), Mgmt 4260 (Staffing & Development), and Mgmt 4710 (Strategic Management).
Selected Research Publications
Davison, H. K., & Smothers, J. (2015). How Theory X style of management arose from a fundamental attribution error. Journal of Management History, 21, 210-231.
Bing, M. N., Davison, H. K., & Smothers, J. (2014). Item-level frame-of-reference effects in personality testing: An investigation of incremental validity in an organizational setting. International Journal of Selection and Assessment, 22, 165-178.
Davison, H. K., Mishra, V., Bing, M. N., & Frink, D. D. (2014). How individual performance affects variability of peer evaluations in classroom teams: A distributive justice perspective. Journal of Management Education, 38, 43-85.
A podcast of an interview about the paper is available at: http://jme.sagepub.com/site/misc/Index/podcasts.xhtml
Bing, M. N., Davison, H. K., Vitell, S., Ammeter, A., Garner, B., & Novicevic, M. (2012). An experimental investigation of an interactive model of academic cheating. Academy of Management Learning & Education, 11, 28-48.
This paper was a finalist for the 2012 Outstanding Article of the Year Award at AMLE.
Davison, H. K., Maraist, C. C., & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26, 153-159.
Bing, M. N., Kluemper, D. H., Davison, H. K., Taylor, S. G., & Novicevic, M. M. (2011). Overclaiming as a measure of faking. Organizational Behavior and Human Decision Processes, 116, 148-162.
Bing, M. N., Davison, H. K., Minor, I., Novicevic, M. M., & Frink, D. D. (2011). The prediction of task and contextual performance by political skill: A meta-analysis and moderator test. Journal of Vocational Behavior, 79, 563-577.
Vitell, S. J., Bing, M. N., Davison, H. K., Ammeter, A. P., Garner, B. L., & Novicevic, M. M. (2009). Religiosity and moral identity: The mediating role of self-control. Journal of Business Ethics, 88, 601-613.
Stewart, S. M., Bing, M. N., Davison, H. K., Woehr, D. J., & McIntyre, M. D. (2009). In the eyes of the beholder: A non-self report measure of workplace deviance. Journal of Applied Psychology, 94, 207-215.
Bing, M. N., Stewart, S. M., & Davison, H. K. (2009). An investigation of calculator use on employment tests of mathematical ability: Effects on reliability, validity, test scores, and speed of completion. Educational and Psychological Measurement, 69, 322-350.
Bing, M. N., Stewart, S. M., Davison, H. K., Green, P. D., McIntyre, M.D., & James, L. R. (2007). An integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior. Journal of Applied Psychology, 92, 722-744.
Bing, M. N., LeBreton, J. M., Davison, H. K., Migetz, D. Z., & James, L. R. (2007). Integrating implicit and explicit social cognitions for enhanced personality assessment: A general framework for choosing measurement and statistical methods. Organizational Research Methods, 10(2), 346-389.
This paper was runner-up for the 2007 Best Paper Award at ORM.
Bing, M. N., Whanger, J. C., Davison, H. K., & VanHook, J. B. (2004). Incremental validity of the frame-of-reference effect in personality scale scores: A replication and extension. Journal of Applied Psychology, 89, 150-157.
Johnson, J. W., Carter, G. W., Davison, H. K., & Oliver, D. H. (2001). A synthetic validity approach to testing differential prediction hypotheses. Journal of Applied Psychology, 86, 774-780.
Davison, H. K., & Burke, M. J. (2000). Sex discrimination in simulated employment contexts: A meta-analytic investigation. Journal of Vocational Behavior, 56, 225-248.
Cortina, J. M., Goldstein, N. B., Payne, S. C., Davison, H. K., & Gilliland, S. W. (2000). The incremental validity of interview scores over and above cognitive ability and conscientiousness scores. Personnel Psychology, 53, 325-351.
Burke, M. J., Rupinski, M. T., Dunlap, W. P., & Davison, H. K. (1996). Do situational variables act as substantive causes of relationships between individual difference variables? Two large-scale tests of "common cause" models. Personnel Psychology, 49, 573-598.
Davison, H. K., Bing, M. N., Kluemper, D. H., & Roth, P. L. (2016). Social media as a personnel selection and hiring resource: Reservations and recommendations. In R. N. Landers and G. B Schmidt's (Eds.) Social Media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges. Springer.
Kluemper, D. H., Davison, H. K, Cao, A., & Wu, B. (2015). Social networking websites and personnel selection: A call for academic research. In I. Mikolaou & J. K. Oostrom's (Eds.), Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. London and New York: Psychology Press-Taylor & Francis.