Research Programs

Faculty and doctoral students in the Department of Management at the University of Memphis are actively engaged in rigorous and relevant scientific research. Our areas of research expertise include human resource management, organizational behavior, leadership, strategic management, entrepreneurship, international management, and organizational research methods. Below is an overview of our research programs along with examples of representative research articles that we have published in scholarly journals.

Human Resource Management & Organizational Behavior

Dr. Kristen Jones studies HR management topics such as subtle and overt discrimination, pregnancy discrimination, stigmas, sexism, and diversity training. Examples of her research publications:

  • Arena, D.F., Jones, K.P., Sabat, I.E., & King, E.B. (in press). The intrapersonal experience of pregnancy at work: An exploratory study. Journal of Business and Psychology.
  • Jones, K.P., Clair, J., King, E.B., Humberd, B., & Arena, D.F. (in press). How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit. Personnel Psychology.
  • Arena, D.F., & Jones, K.P. (in press). To "B" or not to "B": Assessing the disclosure dilemma of bisexual individuals at work. Journal of Vocational Behavior.
  • Sabat, I.E., Lindsey, A.P., King, E.B., Winslow, C., Jones, K.P., Membere, A., & Smith, N. (2020). Stigma expression outcomes and boundary conditions: A meta-analysis. Journal of Business and Psychology, 35, 171–186.
  • Mohr, J., Markell, H., King, E.B., Jones, K.P., Peddie, C.I., & Kendra, M. (2019). Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity. Journal of Applied Psychology, 104, 1266-1282.
  • Jones, K.P., Sabat, I., King, E.B., Ahmad, A.A., McCausland, T.C., & Chen, T.R. (2017). Isms and schisms: A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. Journal of Organizational Behavior, 38, 1076-1110.
  • Jones, K.P. (2017). To tell or not to tell? Examining the role of discrimination in the pregnancy disclosure process at work. Journal of Occupational Health Psychology, 22, 239-250.
  • King, E.B., Dawson, J.F., Jensen, J., & Jones, K.P. (2017). A socioecological approach to relational demography: How demographic representativeness and respectful coworkers affect job attitudes. Journal of Business and Psychology, 32, 1-19.
  • Jones, K.P., Arena, D.F., Nittrouer, C.L., Alonso, N.M., & Lindsey, A.P. (2017). Subtle discrimination in the workplace: A vicious cycle.  Industrial and Organizational Psychology: Perspectives on Science and Practice, 10 , 51-76.
  • King, E.B., Mohr, J., Peddie, C., Jones, K.P., & Kendra, M. (2017). Predictors of identity management: An exploratory experience-sampling study of lesbian, gay, and bisexual workers. Journal of Management, 43, 476-502.
  • Jones, K.P., King, E.B., Gilrane, V.L., McCausland, T.C., Cortina, J.M., & Grimm, K.J. (2016). The baby bump: Managing a dynamic stigma over time. Journal of Management, 42, 1530-1556.
  • Jones, K.P., Peddie, C.I., Gilrane, V.L., King, E.B., & Gray, A. (2016). Not so subtle: A meta-analytic investigation of the correlates of subtle and overt discrimination. Journal of Management, 42, 1588-1613.
  • Jones, K.P., & King, E.B. (2014). Managing concealable stigmas at work: A review and multilevel model. Journal of Management, 40, 1466-1494.
  • Jones, K.P., King, E.B., Nelson, J., Bowes-Sperry, L., & Geller, D.S. (2013). Beyond the business case: An ethical perspective of diversity training. Human Resource Management, 52, 55-74.
  • Lindsey, A., King, E.,B., McCausland, T.C., Jones, K.P., & Dunleavy, E. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 391-413.

Dr. Jessica Kirk studies HR/OB management topics such as sexual harassment in organizations, effects of attractiveness for women in organizations, bias and stereotyping in organizations, entrepreneurship, STEM, and the efficacy of anonymous selection practices. Examples of her research publications:

  • Keplinger, K., Johnson, S.K., Kirk, J.F., & Barnes, L.Y. (2019). Women at work: Changes in sexual harassment between September 2016 and September 2018. PLOS ONE 14: e0218313.
  • Johnson, S.K., Keplinger, K., Kirk, J.F., & Barnes, L.Y. (2019, July 18). Has sexual harassment at work decreased since #MeToo. Harvard Business Review.
  • Johnson, S.K., Keplinger, K., Kirk, J.F., & Chan, E.T. (2018). The perils of pretty: Effects of personal appearance on women's careers. In Research Handbook of Diversity and Careers. Edward Elgar Publishing Ltd.
  • Johnson, S.K., Kirk, J.F., & Keplinger, K. (2016, Oct 4). Why we fail to report sexual harassment. Harvard Business Review.
  • van den Bos, K., Cropanzano, R., Kirk, J.F., Jasso, G., & Okimoto, T.G. (2015). Expanding the horizons of social justice research: Three essays on justice theory. Social Justice Research, 28(2), 229-246.
  • Cropanzano, R., Fortin, M., & Kirk, J.F. (2015). How do we know when we are treated fairly? Justice rules and fairness judgments. Research in Personnel and Human Resources Management, 33, 279-350.

Dr. Kurt Kraiger studies HR management topics such as employee training and development, mentoring, cognitive aging in the workplace, and technology-based instruction in organizations. Examples of his research publications:

  • Kraiger, K., & Ford, J.K. (in press). The science of workplace instruction: Learning and development applied to work. Annual Review of Organizational Psychology and Organizational Behavior.
  • Cavanagh, T.M., Kraiger, K., & Henry, K. (2020). Age-related changes on the effects of job characteristics on job satisfaction: A longitudinal analysis. The International Journal of Aging and Human Development, 91, 60-84.
  • Kraiger, K., Cavanagh, T.M., & Willis, C.M.G. (2020). Why do cognitive prompts hurt learning in older adults? International Journal of Training & Development, 24, 1-17.
  • Kraiger, K., Finkelstein, L.M., & Varghese, L.S. (2019). Enacting effective mentoring behaviors: Development and initial investigation of the cuboid of mentoring. Journal of Business and Psychology, 34, 403–424.
  • Mattingly, V., & Kraiger, K. (2018). Can emotional intelligence be trained? A meta-analytical investigation. Human Resource Management Review, 29, 140-155.
  • Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A., & Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102, 305-323.
  • Cavanagh, T.M., Kraiger, K., & Peters, J. (2016). Cognitive prompts fail to moderate the impact of stereotype threat on older adults' training performance. Journal of Organizational Psychology, 16(2), 88-98.
  • Solove, E., Fisher, G.G., & Kraiger, K. (2015). Coping with job loss and reemployment: A two-wave study. Journal of Business and Psychology, 30, 529-541.
  • Wolfson, N. Cavanagh, T., & Kraiger, K. (2014). Older adults and technology-based instruction: Optimizing learning outcomes and transfer. Academy of Management: Learning and Education, 14, 26-44.
  • Sitzmann,  T.M., Bell, B., Kraiger, K., & Kanar, A.M. (2009). A multi-level analysis of the effect of prompting self-regulation in technology-delivered instruction. Personnel Psychology, 62, 697–734.
  • Sitzmann, T.M., Kraiger, K., Stewart, D., & Wisher, R.A. (2006). The effectiveness of web-based training: A meta-analysis. Personnel Psychology, 59, 623-664.
  • Smith-Jentsch, K.J., Mathieu, J.E., & Kraiger, K. (2005). Investigating linear and interactive effects of shared mental models on safety and efficiency in a field setting. Journal of Applied Psychology, 90, 523-535.
  • Kraiger, K., McLinden, D., & Casper, W. (2004). Improving training and development through the application of theory and research. Human Resource Management, 43, 337-351.
  • Kraiger, K., Ford, J.K., & Salas, E. (1993). Integration of cognitive, behavioral, and affective theories of learning into new methods of training evaluation. Journal of Applied Psychology [Monograph], 78, 311-328.
  • Kraiger, K., Billings, R.S., & Isen, A.M. (1989). The influence of positive affective states on task perceptions and satisfaction. Organizational Behavior and Human Decision Processes, 43, 271-276.
  • Ford, J.K., Kraiger, K., & Schectman, S.L. (1986). Study of race effects in objective indices and subjective evaluations of performance: A meta-analysis of performance criteria. Psychological Bulletin, 99, 330-337.
  • Kraiger, K., & Ford, J.K. (1985). A meta-analysis of ratee race effects in performance ratings. Journal of Applied Psychology, 70, 56-65.

Dr. Alex Lindsey studies HR management topics such as managing workplace diversity and inclusion, subtle and overt discrimination, ethnic identity, LGB identity, disabilities, well being, and diversity training in organizations. Examples of his research publications:

  • Ashburn-Nardo, L., Lindsey, A., Morris, K., & Goodwin, S. (in press). Who is responsible for confronting prejudice? The role of perceived and conferred authority. Journal of Business and Psychology.
  • Robinson, A.N., Arena, D.F., Lindsey, A.P., & Ruggs, E.N. (in press). Expanding how we think about diversity training. Industrial and Organizational Psychology: Perspectives on Science and Practice.
  • Sabat, I.E., Lindsey, A.P., King, E.B., Winslow, C., Jones, K.P., Membere, A., & Smith, N. (2020). Stigma expression outcomes and boundary conditions: A meta-analysis. Journal of Business and Psychology, 35, 171–186.
  • Lindsey, A., King, E., Gilmer, L., Sabat, I., & Ahmad, A. (2019). The benefits of identity integration across life domains. Journal of Homosexuality, 67, 1164-1172.
  • Lindsey, A., King, E., Amber, B., Sabat, I., & Ahmad, A. (2019). Examining why and for whom reflection diversity training works. Personnel Assessment and Decisions, 2, 82-90.
  • Jones, K.P., Arena Jr., D.F., Lindsey, A.P., Nittrouer, C., & Alonso, N. (2017). Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 51-76.
  • Kuykendall, L., Lei, X., Tay, L., Cheung, H.K., Kolze, M., Lindsey, A., Silvers, M., & Engelsted, L. (2017). Subjective quality of leisure and worker well-being: Validating measures and testing theory. Journal of Vocational Behavior, 103, 14-40.
  • Lindsey, A., Avery, D., Dawson, J., & King, E. (2017). Mirrors or misalignments: Management ethnic representativeness and perceived mistreatment. Journal of Applied Psychology, 102, 1545-1563.
  • Lindsey, A., King, E., Membere, A., & Cheung, H.K. (2017) Two types of diversity training that really work. Harvard Business Review. July 28th, 2017. https://hbr.org/2017/07/two-types-of-diversity-training-that-really-work
  • Sabat, I.E., Lindsey, A.P., King, E.B., Ahmad, A.S., Membere, A., & Arena Jr., D.F. (2017). How prior knowledge of LGB identities alters the effects of workplace disclosure. Journal of Vocational Behavior, 103, 56-70.
  • Winslow, C., Kaplan, S., Bradley-Geist, J., Lindsey, A., Ahmad, A., & Hargrove, A. K. (2017). An examination of two positive organizational interventions: For whom do these interventions work? Journal of Occupational Health Psychology, 22, 129-138.
  • Anderson, A.J., Ahmad, A.S., King, E.B, Lindsey, A., Feyre, R., Ragone, S., & Kim, S. (2015). The effectiveness of three training strategies to reduce the influence of bias in evaluations of female leaders. Journal of Applied Social Psychology, 45, 522-529.
  • Lindsey, A., King, E., Cheung, H., Hebl, M., Lynch, S., & Mancini, V. (2015). When do women respond against discrimination? Exploring factors of subtlety, form, and focus. Journal of Applied Social Psychology, 45, 649-661.
  • Lindsey, A., King, E., Hebl, M., & Levine, N. (2015). The impact of method, motivation, and empathy on diversity training effectiveness. Journal of Business and Psychology, 30, 605-617.
  • Kaplan, S., Bradley-Geist, J. C., Ahmad, A., Anderson, A., Hargrove, A. K., & Lindsey, A. (2014). A test of two positive psychology interventions to increase employee well-being. Journal of Business and Psychology, 29, 367-380.
  • Sabat, I.E., Lindsey, A., Membere, A., Anderson, A., Ahmad, A., King, E., & Bolunmez, B. (2014). Invisible disabilities: Unique strategies for workplace allies. Industrial and Organizational Psychology: Perspectives of Science and Practice, 7, 259-265.
  • Lindsey, A., King, E.B., McCausland, T.C., Jones, K.P., & Dunleavy, E. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 391-413.

Dr. Chuck Pierce studies HR management topics such as workplace romance, sexual harassment in organizations, and test bias and discrimination in human capital selection. He also studies organizational research methods topics such as meta-analysis and moderator variables. Examples of his research publications:

  • Swab, R.G., Javadian, G., Gupta, V.K., & Pierce, C.A. (in press). Stereotype threat theory in organizational research: Constructive analysis and future research agenda. Group and Organization Management.
  • Baker, A.N., King, D.R., Nalick, M., Tempio, M., Gupta, V.K., & Pierce, C.A. (in press). Managers' sexually-oriented behavior and firm performance: Linking media reports to stock market reactions and legal risk. Journal of Strategy and Management.
  • Knapp, D.E., Hogue, M., & Pierce, C.A. (2019). A gateway theory-based model of the escalation of severity of sexually harassing behavior in organizations. Journal of Managerial Issues, 31, 198-215. 
  • Aguinis, H., Culpepper, S.A., & Pierce, C.A. (2016). Differential prediction generalization in college admissions testing. Journal of Educational Psychology, 108, 1045-1059.
  • Bosco, F.A., Aguinis, H., Field, J.G., Pierce, C.A., & Dalton, D.R. (2016). HARKing's threat to organizational research: Evidence from primary and meta-analytic sources. Personnel Psychology, 69, 709-750.
  • Bosco, F.A., Aguinis, H., Singh, K., Field, J.G., & Pierce, C.A. (2015). Correlational effect size benchmarks. Journal of Applied Psychology, 100, 431-449.
  • Hancock, J.I., Allen, D.G., Bosco, F.A., McDaniel, K.R., & Pierce, C.A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39, 573-603.
  • Dalton, D.R., Aguinis, H., Dalton, C.M., Bosco, F.A., & Pierce, C.A. (2012). Revisiting the file drawer problem in meta-analysis: An assessment of published and non-published correlation matrices. Personnel Psychology, 65, 221-249.
  • Pierce, C.A., Karl, K.A., & Brey, E.T. (2012). Role of workplace romance policies and procedures on job pursuit intentions. Journal of Managerial Psychology, 27, 237-263.
  • Salvaggio, A.N., Streich, M., Hopper, J.E., & Pierce, C.A. (2011). Why do fools fall in love (at work)? Factors associated with the incidence of workplace romance. Journal of Applied Social Psychology, 41, 906-937.
  • Aguinis, H., Pierce, C.A., Bosco, F.A., Dalton, D.R., & Dalton, C.M. (2011). Debunking myths and urban legends about meta-analysis. Organizational Research Methods, 14, 306-331.
  • Aguinis, H., Dalton, D.R., Bosco, F.A., Pierce, C.A., & Dalton, C.M. (2011). Meta-analytic choices and judgment calls: Implications for theory development and testing, obtained effect sizes, and scholarly impact. Journal of Management, 37, 5-38.
  • Aguinis, H., Culpepper, S.A., & Pierce, C.A. (2010). Revival of test bias research in preemployment testing. Journal of Applied Psychology, 95, 648-680.
  • Aguinis, H., Pierce, C.A., & Culpepper, S.A. (2009). Scale coarseness as a methodological artifact: Correcting correlation coefficients attenuated from using coarse scales. Organizational Research Methods, 12, 623-652.
  • Pierce, C.A., & Aguinis, H. (2009). Moving beyond a legal-centric approach to managing workplace romances: Organizationally sensible recommendations for HR leaders. Human Resource Management, 48, 447-464.
  • Aguinis, H., Pierce C.A., Bosco, F.A., & Muslin, I.S. (2009). First decade of Organizational Research Methods: Trends in design, measurement, and data-analysis topics. Organizational Research Methods, 12, 69-112.
  • Pierce, C.A., Muslin, I.S., Dudley, C.M., & Aguinis, H. (2008). From charm to harm: A content-analytic review of sexual harassment court cases involving workplace romance. Management Research, 6, 27-45.
  • Aguinis, H., Sturman, M.C., & Pierce, C.A. (2008). Comparison of three meta-analytic procedures for estimating moderating effects of categorical variables. Organizational Research Methods, 11, 9-34.
  • Aguinis, H., Beaty, J.C., Boik, R.J., & Pierce, C.A. (2005). Effect size and power in assessing moderating effects of categorical variables using multiple regression: A 30-year review. Journal of Applied Psychology, 90, 94-107.
  • Pierce, C.A., & Aguinis, H. (2005). Legal standards, ethical standards, and responses to social-sexual conduct at work. Journal of Organizational Behavior, 26, 727-732.
  • Pierce, C.A., Block, R.A., & Aguinis, H. (2004). Cautionary note on reporting eta-squared values from multifactor ANOVA designs. Educational and Psychological Measurement, 64, 916-924.
  • Pierce, C.A., Broberg, B.J., McClure, J.R., & Aguinis, H. (2004). Responding to sexual harassment complaints: Effects of a dissolved workplace romance on decision-making standards. Organizational Behavior and Human Decision Processes, 95, 66-82.
  • Pierce, C.A., & Aguinis, H. (2003). Romantic relationships in organizations: A test of a model of formation and impact factors. Management Research, 1, 161-169.
  • Aguinis, H., Boik, R.J., & Pierce, C.A. (2001). A generalized solution for approximating the power to detect effects of categorical moderator variables using multiple regression. Organizational Research Methods, 4, 291-323.
  • Pierce, C.A., & Aguinis, H. (2001). A framework for investigating the link between workplace romance and sexual harassment. Group and Organization Management, 26, 206-229.
  • Pierce, C.A., Aguinis, H., & Adams, S.K.R. (2000). Effects of a dissolved workplace romance and rater characteristics on responses to a sexual harassment accusation. Academy of Management Journal, 43, 869-880.
  • Aguinis, H., Petersen, S.A., & Pierce, C.A. (1999). Appraisal of the homogeneity of error variance assumption and alternatives to multiple regression for estimating moderating effects of categorical variables. Organizational Research Methods, 2, 315-339.
  • Aguinis, H., & Pierce, C.A. (1998). Heterogeneity of error variance and the assessment of moderating effects of categorical variables: A conceptual review. Organizational Research Methods, 1, 296-314.
  • Aguinis, H., & Pierce, C.A. (1998). Statistical power computations for detecting dichotomous moderator variables with moderated multiple regression. Educational and Psychological Measurement, 58, 668-676.
  • Aguinis, H., & Pierce, C.A. (1998). Testing moderator variable hypotheses meta-analytically. Journal of Management, 24, 577-592.
  • Pierce, C.A. (1998). Factors associated with participating in a romantic relationship in a work environment. Journal of Applied Social Psychology, 28, 1712-1730.
  • Pierce, C.A., & Aguinis, H. (1997). Bridging the gap between romantic relationships and sexual harassment in organizations. Journal of Organizational Behavior, 18, 197-200.
  • Pierce, C.A., & Aguinis, H. (1997). Using virtual reality technology in organizational behavior research. Journal of Organizational Behavior, 18, 407-410.
  • Pierce, C.A., Byrne, D., & Aguinis, H. (1996). Attraction in organizations: A model of workplace romance. Journal of Organizational Behavior, 17, 5-32.

Dr. Caitlin Porter studies HR management topics such as employee turnover and withdrawal, professional networking, and social networks. Her research investigates how personal characteristics (e.g., personality) and work relationships (e.g., workplace and professional networks, mentors) influence employees' career management activities (e.g., job search, development) and success. Examples of her research publications:

  • Woehler, M., Cullen-Lester, K., Porter, C.M., & Frear, K. (in press). Whether, how, and why networks influence men's and women's career success: A review and research agenda. Journal of Management.
  • Porter, C.M., & Rigby, J.R. (in press). The turnover contagion process: An integrative review of theoretical and empirical research. Journal of Organizational Behavior.
  • Porter, C.M., & Rigby, J.R. (in press). Relationship context and personality shape people's preferences for network relationship partners. Personal Relationships.
  • Porter, C.M., Keith, M.G., & Woo, S.E. (in press). A meta-analysis of network positions and creative performance: Differentiating creativity conceptualizations and measurement approaches. Psychology of Aesthetics, Creativity, and the Arts.
  • Porter, C.M., Posthuma, R., Maertz, C.P., Jr., Joplin, J., Rigby, J.R., Gordon, M., & Graves, K. (2019). On-the-job and off-the-job embeddedness differentially influence relationships between informal job Search and turnover. Journal of Applied Psychology, 104, 678-689.
  • Saef, R.M., Porter, C.M., & Woo, S.E. (2019). Getting off on the right foot: The role of openness to experience in fostering initial trust between culturally dissimilar partners. Journal of Research in Personality, 79, 176-187.
  • Porter, C.M., Woo, S.E., Allen, D.G., & Keith, M.G. (2019). How do instrumental and expressive network positions relate to turnover?: A meta-analytic investigation. Journal of Applied Psychology, 104, 511-536.
  • Porter, C.M. (2018). Long live social exchange theory. Industrial and Organizational Psychology: Perspectives on Research and Practice, 11, 498-504.
  • Porter, C.M., Parrigon, S., Woo, S.E., Saef, R., & Tay, L. (2017). Cultural and intellectual openness differentially relate to social judgments of potential work partners. Journal of Personality, 85, 632-642.
  • Porter, C.M., Woo, S.E., & Campion, M.A. (2016). Internal and external networking differentially predict turnover through job embeddedness and job offers. Personnel Psychology, 69, 635-672.
  • Porter, C.M., Woo, S. E., & Tak, J. (2016). Developing and validating short-form protean and boundaryless career attitude scales. Journal of Career Assessment, 24, 162-181.
  • Porter, C.M., & Woo, S.E. (2015). Untangling the networking phenomenon: A dynamic psychological perspective on how and why people network. Journal of Management, 41, 1477-1500.
  • Zhu, X., Woo, S.E., Porter, C.M., & Brzezinski, M. (2013). Pathways to happiness: From personality to social networks and perceived support. Social Networks, 35, 382-393.

Dr. Enrica Ruggs studies HR/OB management topics such as managing diverse workplaces, subtle and overt discrimination, outcomes of stigmatization, identity management for employees with stigmatized identities, social factors influencing mistreatment and affect at work, and strategies to reduce discrimination and increase inclusion. Examples of her research publications:

  • Ruggs, E.N., Walker, S.S., & Corrington, A., Nittrouer, C. (2019). Say it loud, I'm black and proud: The effectiveness of racial acknowledgments at work. Personnel Assessment and Decisions, 2, 1-11.
  • Walker, S.S., Ruggs, E.N., Morgan, W.B., & DeGrassi, S.W. (2019). Diverse perspectives on diversity: Exploring interpersonal interactions and attitudes in heterogeneous groups. Equality, Diversity, and Inclusion: An International Journal, 38, 2-19.
  • Ruggs, E.N., Ames Stuart, J., & Yang, L.W. (2018). The effect of traditionally marginalized groups in advertising on consumer response. Marketing Letters, 29, 319-335.
  • Lyons, B.J., Martinez, L.R., Ruggs, E.N., Hebl, M.R., Ryan, A.M., O'Brien, K.R., & Roebuck, A. (2018). To say or not to say: Different strategies of acknowledging a visible disability. Journal of Management, 44, 1980-2007.
  • Martinez, L.R., Sawyer, K., Thoroughgood, C., Ruggs, E.N., & Smith, N.A. (2017). The importance of being "me": The relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Journal of Applied Psychology 102, 215-226.
  • Ruggs, E.N., Hebl, M.R., Caridad Rabelo, V., Weaver, K.B., Kovacs, J., & Kemp, A.S. (2016). Baltimore is burning: Can I-O psychologists help extinguish the flames? Industrial and Organizational Psychology Perspectives on Science and Practice (Focal Article), 9, 1-23.
  • Ruggs, E.N., Martinez, L.R., Hebl, M.R., & Law, C. (2015). Workplace trans-actions: How organizations, coworkers, and individual openness can reduce gender identity discrimination. Psychology of Sexual Orientation and Gender Diversity, 2, 404-412.
  • Ruggs, E.N., Hebl, M.R., & Williams, A. (2015). Weight isn't selling: The insidious effects of weight stigmatization in retail settings. Journal of Applied Psychology, 100, 1483-1496.
  • Ruggs, E.N., Hebl, M.R., Walker, S.S., & Fa-Kaji, N. (2014). When age meets gender: The impact for job applicants. Journal of Managerial Psychology, 29, 1028-1043.
  • Martinez, L.R., Ruggs, E.N., Sabat, I.E., Hebl, M.R., & Binggeli, S. (2013). The role of organizational leaders in sexual orientation equality at organizational and federal levels. Journal of Business and Psychology, 28, 455-466.
  • Ruggs, E.N., Law, C., Cox, C.B., Roehling, M.V., Wiener, R.L., Hebl, M.R., & Barron, L. (2013). Gone fishing: I/O Psychologists' missed opportunities to understand marginalized employees' experiences with discrimination. Industrial and Organizational Psychology Perspectives on Science and Practice (Focal Article), 6, 39-60.

Dr. James Vardaman studies OB and entrepreneurship topics such as role of social networks, social influence, and social comparisons in employee and entrepreneurial outcomes. He studies these topics primarily in family business settings. Examples of his OB research publications:

  • Vardaman, J.M., Amis, J.M, Wright, P., & Dyson, B. (2020). Reframing childhood obesity: The role of community interests in change implementation failure. Human Relations.
  • Rogers, B.L., Vardaman, J.M., Allen, D.G., Muslin, I.S., & Baskin, M.B. (2017). Turning up by turning over: The change of scenery effect in Major League Baseball. Journal of Business and Psychology, 32 (5), 547-560.
  • Allen, D.G., & Vardaman, J.M. (2017). Recruitment and retention across cultures. Annual Review of Organizational Psychology and Organizational Behavior, 4 (1), 153-181.
  • Vardaman, J.M., Allen, D.G., Otondo, R.F., Hancock, J., Shore, L. & Rogers, B. (2016). Social comparisons and organizational support: Implications for retention and commitment. Human Relations, 69 (7), 1493-1505.
  • Vardaman, J.M., Taylor, S.G., Allen, D.G., Gondo, M.B., & Amis, J.M. (2015). Translating intentions to behavior: The interaction of network structure and behavioral intentions in understanding employee turnover. Organization Science, 26 (4), 1177-1191.
  • Allen, D.G., Hancock, J., Vardaman, J.M., & McKee, D.N. (2014). Analytical mindsets in turnover research. Journal of Organizational Behavior, 35 (1), 61-86.
  • Vardaman, J.M., Gondo, M.B., & Allen, D.G. (2014). Ethical climate and pro-social rule breaking in the workplace. Human Resource Management Review, 24 (1), 108-118.
  • Vardaman, J.M., Amis, J.M., Dyson, B., Wright, P., & VDG Randolph, R. (2012). Interpreting change as controllable: The role of centrality and self-efficacy. Human Relations, 65 (7), 835-859.
  • Allen, D.G., Bryant, P., & Vardaman, J.M. (2010). Retaining talent: Replacing myths with evidence-based strategies. Academy of Management Perspectives, 24 (2), 48-64.
  • Allen, D.G., Griffeth, R., Vardaman, J.M., Aquino, K., Gaertner, S., & Lee, M., (2009). Structural validity and generalizability of a referent cognitions model of turnover intentions. Applied Psychology: An International Review, 58 (4), 709-728.
  • Vardaman, J.M., Allen, D.G., Renn, R.R., & Moffitt, K. (2008). Should I stay or should I go: The role of risk in employee turnover decisions. Human Relations, 61 (11), 1531-1563.
  • Allen, D.G., Renn, R.R., Moffitt, K., & Vardaman, J.M. (2007). Risky business: The role of risk in voluntary turnover decisions. Human Resource Management Review, 17 (3), 305-318.

Strategic Management & Entrepreneurship

Dr. Frances Fabian studies strategic management, online communities, and entrepreneurship. Examples of her research publications:

  • Reddy, R. and Fabian, F. (2020). Information asymmetry and host country institutions in cross-border acquisitions. Management International Review, forthcoming.
  • Kang, T., James, S., & Fabian, F. (2020). Real options and strategic bankruptcy. Journal of Business Research, 117, 152-162.
  • Trusty, J., Allen, D.A., & Fabian, F. (2019). Hunting while working: An expanded model of employed job search. Human Resource Management Review, 29 (1) 28-42.
  • Ndofor, H., Fabian, F., & Michel, J. (2018). Chaos in industry environments. IEEE Transactions in Engineering Management, 65 (2), 191-203.
  • Clampit, J., Kedia, B., Fabian, F., & Gaffney, N. (2015). Offshoring satisfaction: The role of partnership credibility and cultural complementarity. Journal of World Business, 50, 79-93.
  • Aissaoui, R., & Fabian, F.F. (2015). The French paradox: Implications for variations in global convergence. Journal of International Management, 21, 31-48.
  • Wakolbinger, T., Fabian, F., & Kettinger, W.J. (2013). IT-enabled interorganizational information sharing under co-opetition in disasters: A game-theoretic framework. Communications of the Association for Information Systems, 33, 5-14.
  • Miller, K.D., Fabian, F., & Lin, S. (2009). Strategies for online communities. Strategic Management Journal, 30, 305-322.
  • Fabian, F., Molina, H., & Labianca, G. (2009). Understanding decisions to internationalize by small and medium-sized firms located in an emerging market. Management International Review, 49, 537-563.
  • Fabian, F. (2000). Keeping the tension: Pressures to keep the controversy in the management discipline. Academy of Management Review, 25, 350-371.

Dr. Stephen Lanivich studies mindset of the entrepreneur, entrepreneurial nascence and start-up, coping with entrepreneurial uncertainty, entrepreneurial resources and capital, and opportunity recognition. Examples of his research publications:

  • Lanivich, S.E., Bennett, A., Kessler, S., McIntyre, N., & Smith, A. (in press). RICH with well-being: An entrepreneurial mindset for thriving in early-stage entrepreneurship. Journal of Business Research.
  • Zhang, L., Van Iddekinge, C., Arnold, J. Roth, P., Lievens, F., Lanivich, S.E., & Jordan, S. (in press). What's on job seekers' social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology.
  • Moore, C., McIntyre, N., & Lanivich, S.E. (in press). ADHD-related neurodiversity and the entrepreneurial mindset. Entrepreneurship Theory and Practice.
  • Smith, A., Moghaddam, K., Lanivich, S.E. (2019). A set-theoretic investigation into the origins of creation and discovery opportunities. Strategic Entrepreneurship Journal, 13 (1): 75-92.
  • Miller-Stevens, K., Taylor, J.A., Morris, J.C., & Lanivich, S.E. (2018). Assessing value differences between leaders of two social venture types: Benefit corporations and nonprofit organizations. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 29 (5): 938-950.
  • Mallon, M.R., Lanivich, S.E., & Klinger, R.L. (2018). Resource configurations for new family venture growth. International Journal of Entrepreneurial Behavior & Research, 24 (2): 521-537.
  • Van Iddekinge, C.H., Lanivich, S.E., Roth, P.L., & Junco, E. (2016). Social media for selection? Validity and adverse impact potential of a facebook-based assessment. Journal of Management, 42 (7): 1811-1835.
  • Lanivich, S.E. (2015). The RICH Entrepreneur: Conserving resources in contexts of uncertainty. Entrepreneurship Theory and Practice, 39 (4): 863-894.
  • Van Iddekinge, C.H., Roth, P.L., Putka, D. J., & Lanivich, S.E. (2011). Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover. Journal of Applied Psychology, 96 (6), 1167-1194.
  • Zellars, K.L., Hochwarter, W.A., Lanivich, S.E., Perrewé, P.L., & Ferris, G.R. (2011). Accountability for others, perceived resources, and well-being: Convergent restricted nonlinear results in two samples. Journal of Occupational and Organizational Psychology, 84, 95–115.
  • Lanivich, S.E., Brees, J.R., Hochwarter, W.A., & Ferris, G.R. (2010). P-E fit as moderator of the accountability - employee reactions relationships: Convergent results across two samples. Journal of Vocational Behavior, 77, 425-436.

Dr. James Vardaman studies OB and entrepreneurship topics such as role of social networks, social influence, and social comparisons in employee and entrepreneurial outcomes. He studies these topics primarily in family business settings. Examples of his entrepreneurship research publications:

  • Carr, J.C., Vardaman, J.M. Marler, L.E., McLarty, B.D., & Blettner, D. (2020). Psychological antecedents of decision comprehensiveness and their relationship to decision quality and performance in family firms: An upper echelons perspective. Family Business Review.
  • Tabor, W.T., & Vardaman, J.M. (2020, May 16). Succession in family firms: The importance of non-family buy-in. Harvard Business Review.
  • Tabor, W.T., & Vardaman, J.M. (2020, Feb 4). How family businesses can attract quality non-family employees. Harvard Business Review.
  • McLarty, B.D., Vardaman, J.M., & Barnett, T.R. (2019). Congruence and exchange: The influence of supervisors on employee performance in family firms. Entrepreneurship Theory and Practice, 43 (2), 302-321.
  • Vardaman, J.M., Allen, D.G., & Rogers, B.L. (2018). We are friends but are we family? Organizational identification and nonfamily employee turnover. Entrepreneurship Theory and Practice, 42 (2), 290-309.
  • Tabor, W.E., Chrisman, J.J., Madison, K., & Vardaman, J.M. (2018). Nonfamily members in family firms: A review and future research agenda. Family Business Review, 31 (1), 54-79.
  • Dhaenens, A.J., Marler, L.E., Vardaman, J.M., & Chrisman, J.J. (2018). Mentoring in family businesses: Toward an understanding of commitment outcomes. Human Resource Management Review, 28 (1), 46-55.
  • Vardaman, J.M., & Gondo, M.B. (2014). Socioemotional wealth conflict in family firms. Entrepreneurship Theory and Practice, 37 (6), 1317-1322.

Dr. Robert Wiggins studies strategic management topics such as sustained competitive advantage, hypercompetition, and information systems. Examples of his research publications:

  • Wiggins, R.R., & Ruefli, T.W. (2005). Schumpeter's ghost: Is hypercompetition making the best of times shorter? Strategic Management Journal, 26, 887-911.
  • Ruefli, T.W., & Wiggins, R.R. (2003). Industry, corporate, and segment effects and business performance: A non-parametric approach. Strategic Management Journal, 24, 861-879.
  • Wiggins, R.R., & Ruefli, T.W. (2002). Sustained competitive advantage: Temporal dynamics and the incidence and persistence of superior economic performance. Organization Science, 13, 82-105.
  • Wiggins, R.R., & Ruefli, T.W. (1995). Necessary conditions for the predictive validity of strategic groups: Analysis without reliance on clustering techniques. Academy of Management Journal, 38, 1635-1656.

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