# overview
My research focuses on the impact individual differences in behavior and personality have on job performance and on methods of measuring and predicting such differences.

# keywords[]
3507 Strategy, Management And Organisational Behaviour

# keywords[]
35 Commerce, Management, Tourism And Services

# keywords[]
5201 Applied And Developmental Psychology

# keywords[]
35 Commerce, Management, Tourism And Services

# keywords[]
5201 Applied And Developmental Psychology

# keywords[]
5201 Applied And Developmental Psychology

# keywords[]
5201 Applied And Developmental Psychology

# keywords[]
3507 Strategy, Management And Organisational Behaviour

# keywords[]
35 Commerce, Management, Tourism And Services

# keywords[]
35 Commerce, Management, Tourism And Services

# keywords[]
3507 Strategy, Management And Organisational Behaviour

# keywords[]
35 Commerce, Management, Tourism And Services

# keywords[]
35 Commerce, Management, Tourism And Services

# educationAndTraining[].organization.label
University of Akron - (Akron, Ohio, United States)

# educationAndTraining[].organization.label
University of Akron - (Akron, Ohio, United States)

# educationAndTraining[].organization.label
University of Northern Iowa - (Cedar Falls, Iowa, United States)

# awardsAndHonors[].label
Ricky Griffin Outstanding Research Award

# awardsAndHonors[].label
Division 14-Society for Industrial and Organizational Psychology-William A Owens Scholarly Achievement Award

# publications[].label
ANTECEDENTS OF INVOLUNTARY TURNOVER DUE TO A REDUCTION IN FORCE

# publications[].label
Individual Differences and the Differential Impact of Strategic HRM Practices on Engagement

# publications[].label
PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) METAANALYSIS

# publications[].label
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions

# publications[].label
Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity

# publications[].label
TMT Strategy Implementation Tasks and Firm Performance: Teamwork Processes and Interdependence

# publications[].label
ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS

# publications[].label
CEO transformational leadership: The role of goal importance congruence in top management teams

# publications[].label
FIVE REASONS WHY THE BIG FIVE ARTICLE HAS BEEN FREQUENTLY CITED

# publications[].label
PERSONALITY AND LEADERSHIP COMPOSITION IN TOP MANAGEMENT TEAMS: IMPLICATIONS FOR ORGANIZATIONAL EFFECTIVENESS

# publications[].label
Retaining the Productive Employee: The Role of Personality

# publications[].label
Assessing the Utility of Stochastic Employee Movements

# publications[].label
Incorporating risk into selection utility: Two models for sensitivity analysis and risk simulation

# publications[].label
Validity of Observer Ratings of the Big Five Personality Factors

# publications[].label
When opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion.

# publications[].label
Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?

# publications[].label
Interactive effects of personality and perceptions of the work situation on workplace deviance.

# publications[].label
Personality and job performance: test of the mediating effects of motivation among sales representatives.

# publications[].label
Central tendency and its impact on three SDy procedures: A case study

# publications[].label
Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity

# publications[].label
Autonomy as a Moderator of the Relationships Between the Big Five Personality Dimensions and Job Performance

# publications[].label
The Folly of Using Research Lacking Rigor as a Call to Action

# publications[].label
TEAM STRUCTURE AND PERFORMANCE: ASSESSING THE MEDIATING ROLE OF INTRATEAM PROCESS AND THE MODERATING ROLE OF TASK TYPE.

# publications[].label
INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS

# publications[].label
The moderating role of top management team interdependence: Implications for real teams and working groups

# publications[].label
Take it from the Top: How Intensity of TMT Joint Problem Solving and Levels of Interdependence Influence Quality of Strategy Implementation Coordination and Firm Performance

# publications[].label
HOW DEFINITIVE ARE CONCLUSIONS BASED ON SURVEY DATA: ESTIMATING ROBUSTNESS TO NONRESPONSE

# publications[].label
A REVIEW OF QUALITY CIRCLE EFFICACY AND THE EXISTENCE OF POSITIVEFINDINGS BIAS

# publications[].label
Expanding the Social Context Surrounding Impression Management at Work

# publications[].label
Predictive Criterion-Related Validity of Observer Ratings of Personality and Job-Related Competencies Using Multiple Raters and Multiple Performance Criteria

# publications[].label
Estimating the benefits of a quality circle intervention

# publications[].label
Assessing the utility of executive leadership

# publications[].label
PEER-BASED REWARD AND INDIVIDUAL PERFORMANCE: A FIELD EXAMINATION.

# publications[].label
Insights from Fit Research on Navigating the Great Resignation

# publications[].label
AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES

# publications[].label
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions

# publications[].label
COLLECTIVE ORGANIZATIONAL ENGAGEMENT: LINKING MOTIVATIONAL ANTECEDENTS, STRATEGIC IMPLEMENTATION, AND FIRM PERFORMANCE

# publications[].label
The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics

# publications[].label
Initial evaluations in the interview: relationships with subsequent interviewer evaluations and employment offers.

# publications[].label
An investigation of personality similarity effects (relational and perceived) on peer and supervisor ratings and the role of familiarity and liking

# publications[].label
THE THEORY OF PURPOSEFUL WORK BEHAVIOR: THE ROLE OF PERSONALITY, HIGHER-ORDER GOALS, AND JOB CHARACTERISTICS

# publications[].label
"Job Design, HR Systems, CEO Leadership and Firm Performance:A Strategic Theory of Engagement"

# publications[].label
THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN

# publications[].label
Initial Impressions: What They Are, What They Are Not, and How They Influence Structured Interview Outcomes

# publications[].label
New Directions in Personality Research - Where Do We Go Now?

# publications[].label
Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity

# publications[].label
The interactive effects of conscientiousness and agreeableness on job performance.

# publications[].label
The Joint Effects of Personality and HR Practices on Job Performance: Extending the TPWB

# publications[].label
Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process.

# publications[].label
Nature and Use of Personality in Selection

# publications[].label
Conscientiousness and Performance of Sales Representatives: Test of the Mediating Effects of Goal Setting

# publications[].label
Yes, Personality Matters: Moving on to More Important Matters

# publications[].label
Retaining the Productive Employee: The Role of Personality

# publications[].label
SELFMONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE

# publications[].label
Person-Environment Fit: New Conceptualizations and the Role in Recruiting and Job Search

# publications[].label
Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?

# publications[].label
Relating Member Ability and Personality to Work-Team Processes and Team Effectiveness

# publications[].label
HIGHERORDER DIMENSIONS OF THE BIG FIVE PERSONALITY TRAITS AND THE BIG SIX VOCATIONAL INTEREST TYPES

# publications[].label
What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.

# publications[].label
Select on Conscientiousness and Emotional Stability

# publications[].label
Estimating the Standard Error of Projected Dollar Gains in Utility Analysis

# publications[].label
New Developments in Impression Management Research during Pre-Organizational Entry

# publications[].label
THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A METAANALYSIS

# publications[].label
METAANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVEFACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES

# publications[].label
Exploring the handshake in employment interviews.

# publications[].label
Team Structure and Performance: Assessing the Mediating Role of Intrateam Process and the Moderating Role of Task Type

# publications[].label
Personality at Work: Exploring the Relationship with an Eye on the Situation

# publications[].label
Managing and creating an image in the interview: the role of interviewee initial impressions.

# publications[].label
Nature and Use of Personality in Selection

# publications[].label
Initial impressions: What they are, what they are not, and how they influence structured interview outcomes.

# publications[].label
Relative importance of personality and general mental ability in managers' judgments of applicant qualifications.

# publications[].label
Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance.

# publications[].label
Effects of impression management and self-deception on the predictive validity of personality constructs.

# publications[].label
Decision-Making Effects on Compensation Surveys: Implications for Market Wages

# publications[].label
Select on Conscientiousness and Emotional Stability

# publications[].label
The Joint Relationship of Conscientiousness and Ability with Performance: Test of the Interaction Hypothesis

# publications[].label
Reducing voluntary, avoidable turnover through selection.

# publications[].label
The Paradox of Predictability and Change in Teams

# streetAddress
Texas A&M University; Management; 4221 TAMU

# inTheNews[].label
2020 U.S. Senator Phil Gramm Doctoral Fellowship Recipients Announced

# etdChairOf[].label
Mistry, Sal (2014-04). Bridging the Macro-Micro Divide: An Examination of the Proximal Top Management Team Factors that Influence Strategy Implementation and Organizational Performance. Doctoral Dissertation.

# etdChairOf[].label
Thurgood, Gary Roy (2016-12). Job Design, Personality Traits, and the Pursuit of Meaningful Work: A Configural Approach. Doctoral Dissertation.

# etdChairOf[].label
Li, Ning (2012-10). Is Everyone Created Equal? A Social Network Perspective on Personality in Teams. Doctoral Dissertation.

# etdChairOf[].label
Swider, Brian (2012-07). Applicant Attitudes across the Recruitment Process: Time is of the Essence. Doctoral Dissertation.