Blake E. Ashforth is the Horace Steele Arizona Heritage Chair in the W. P. Carey School of Business, Arizona State University. He received his PhD from the University of Toronto and was previously a faculty member at Wayne State University and Concordia University. His research concerns the ongoing dance between individuals and organizations, including identity and identification, socialization and newcomer work adjustment, and the links among individual-, group-, and organization-level phenomena. Recent specific projects have focused on dirty work, ambivalence, organizational dualities, respect, and organizational sacralization and sacrilege. He is a fellow of the Academy of Management and a Senior Editor for Organization Science.
Derek R. Avery is an associate professor of human resource management in the Fox School of Business at Temple University. He received his PhD in industrial/organizational psychology from Rice University in 2001. Broadly speaking, his research examines the antecedents and consequences of organizational diversity and seeks to identify strategies for maximizing productivity and minimizing employee withdrawal in heterogeneous workplaces. He has won several research awards including the Saroj Parasuraman Award for best published paper on diversity and the Dorothy Harlow Distinguished Paper Award, both from the Gender and Diversity in Organizations division of the Academy of Management. He is an active member of the Society for Industrial/Organizational Psychology and the Academy of Management.
Kathryn M. Bartoli is the Robert H. Smith Professor of Management and Organization and Co-Director of the Center for Leadership, Innovation, and Change at the Robert H. Smith School of Business, University of Maryland, College Park. She received her PhD in organizational behavior and human resource management from Michigan State University. She has previously served as President of the Academy of Management and Dean of the Academy's Fellows Group. She is also a Fellow of the American Psychological Association, the American Psychological Society, the International Academy of Management, and the Society for Industrial/Organizational Psychology. Her numerous publications have appeared in major journals in management and psychology. Her research centers on leadership, knowledge creation and sharing, networks, and virtual teams and work.
Wendy R. Boswelli is the Rebecca U. ’74 and William S. Nichols III ’74 Associate Professor of Management and outgoing Director of the Center for Human Resource Management in Mays Business School, Texas A&M University. Professor Boswell received her PhD in industrial and labor relations, human resource studies from Cornell university. Her research focuses on employee attraction and retention, job search behavior, work-place conflict, and the work-family interface. Professor Boswell's work has appeared in such journals as Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, Human Resource Management, and Journal of Management. She serves on the editorial boards of the Academy of Management Review, Journal of Applied Psychology, and Personnel Psychology, and has recently completed a term as an Associate Editor for Journal of Management.
Wayne F. Cascio holds the Robert H. Reynolds Chair in Global Leadership at the University of Colorado, Denver. He received his PhD in industrial and organizational psychology from the University of Rochester. He has published 24 books and more than 135 articles and book chapters, including Investing in People (with John Boudreau, 2nd ed., FT Press, 2011), Managing Human Resources: Productivity, Quality of Work Life, Profits (8thed., McGraw-Hill, 2010), and Applied Psychology in Human Resource Management (with Herman Aguinis, 7thed., Prentice Hall, 2011). A former president of the Society for Industrial and Organizational Psychology, Chair of the Society for Human Resource Management Foundation, and member of the Academy of Management's Board of Governors, he is an elected fellow of the National Academy of Human Resources, the Academy of Management, and the Society for Industrial and Organizational Psychology. He received the Distinguished Career award from the Human Resources Division of the Academy of Management in 1999, an honorary doctorate from the University of Geneva in 2004, and the Society for Human Resource Management's Losey Award for Human Resources Research in 2010.
Catherine E. Connelly is an Associate Professor at the DeGroote School of Business at McMaster University in Hamilton, Ontario, Canada. She received her PhD in management from Queen's University in Kingston, Ontario, Canada. Her research focuses on the attitudes and behaviors of nonstandard workers (e.g., temporary workers, part-time workers, independent contractors, board members, volunteers, mobile workers) and ways in which employees’ communication is affected by their perceptions and attitudes. Her research has been published in a number of journals, including the Journal of Applied Psychology, the Journal of Management, Journal of Organizational Behavior, Journal of Vocational Behavior, Journal of Management Information Systems, Information & Management, IEEE Transactions on Engineering Management, Human Resource Management Review, Career Development International, Group Decision & Negotiation, Leadership & Organization Development Journal, and Journal of Curriculum Theorizing. She serves on the Editorial Board of Human Relations.
Yuntao Dong is the PhD candidate of Management and Organization at the Robert H. Smith School of Business, University of Maryland, College Park. She received her master's degree in organizational behavior and human resource management from Peking University, China. She has presented papers on multilevel impacts of leadership as well as virtual human resources (HR) and turnover at Academy of Management and Society for Industrial/Organizational Psychology annual meetings. Her research interests include leadership, empowerment, virtual HR practices, and multilevel research.
Stephen M. Fiore is faculty with the University of Central Florida's (UCF) Cognitive Sciences Program in the Department of Philosophy and Director of the Cognitive Sciences Laboratory at UCF's Institute for Simulation and Training. He earned his PhD degree in Cognitive Psychology from the University of Pittsburgh, Learning Research and Development Center. He maintains a multidisciplinary research interest that incorporates aspects of the cognitive, social, and computational sciences in the investigation of learning and performance in individuals and teams. He is coeditor of recent volumes including Macrocognition in Teams (Ashgate, 2008), Toward a Science of Distributed Learning (American Psychological Association, 2007), and Team Cognition (American Psychological Association, 2004), and he has coauthored more than 100 scholarly publications in the area of learning, memory, and problem solving at the individual and the group level. As principal investigator and co-principal investigator, he has helped to secure and manage approximately $15 million in research funding from numerous federal sponsoring organizations.
Mel Fugate is an Associate Professor of Management and Organizations in the Cox School of Business at Southern Methodist University. His primary research interests involve employee reactions to organizational change and transitions (e.g., downsizings, mergers and acquisitions, restructurings, and plant closings). He investigates employees’ change-related cognitive appraisals, emotions, coping efforts, and withdrawal. Other research interests include leadership, organizational culture, employability, and performance. Dr. Fugate has published in and reviewed for several top journals, such as the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Occupational and Organizational Psychology, Journal of Vocational Behavior, and Personnel Psychology (also served on editorial board). Dr. Fugate earned his PhD in organizational behavior at Arizona State University and a BS in engineering and business administration at Michigan State University. His previous professional lives included work as a consultant and multiple positions in health care and the pharmaceutical industry.
Daniel G. Gallagher is the CSX Corporation Professor of Management at James Madison University. He earned his PhD at the University of Illinois. He has been a member of the faculty at the University of Iowa, Michigan State University, the University of Pittsburgh, and Queen's University, Canada. Professor Gallagher's research has focused on a range of topics including impasse resolution procedures, union commitment and participation, nonstandard employment arrangements, and the career challenges of independent contracting. He is also currently pursuing a research agenda in the areas of rule bending and ethical behavior. His work has been published in the leading journals in the areas of management, labor relations, psychology, and organizational behavior. He continues to serve as an editorial board member for a number of journals including Industrial Relations, Human Relations, Labour & Society, and the European Journal of Work and Organizational Psychology.
Robert J. Greene received his PhD in applied behavioral science from Northwestern University and his MBA from the University of Chicago. He is the CEO of Reward Systems, Inc., a consultancy specializing in human resource (HR) management strategies and programs. He has consulted with private and public sector organizations for more than 30 years, specializing in HR strategy, performance management, and rewards management. Robert Greene was instrumental in developing the PHR and SPHR certification programs for Society for Human Resource Management (SHRM) and the CCP and GRP certification programs for the American Compensation Association (ACA; now World at Work). He was the first recipient of the Keystone Award, bestowed by ACA (World at Work), for achieving the highest level of excellence in the field of rewards management. He has authored almost 100 articles and book chapters and the book Rewarding Performance: Guiding Principles and Custom Strategies (Routledge/Taylor & Francis Group, 2010). He is a faculty member for DePaul University's MBA and MSHR degree programs and serves on the advisory board of the Management Department in the School of Commerce. He has taught globally for DePaul, SHRM, and the World at Work.
David E. Guest is Professor of Organizational Psychology and Human Resource Management in the Department of Management, King's College London. He received his PhD in occupational psychology from Birkbeck College, University of London. He has written and researched extensively in the areas of employment relations; human resource management, performance, and employee well-being; the psychological contract; and careers. He sits on a number of editorial advisory boards. He is currently Managing Director and Programme Director, Workforce Programme, for the King's National Institute for Health Research Patient Safety and Service Quality Research Centre. He recently coedited Employment Contracts, Psychological Contracts, and Employee Well-Being (with Kerstin Isaksson and Hans De Witte, Oxford University Press, 2010).
Peter W. Hom is a Professor of Management at the WP Carey School of Business, Arizona State University (Tempe, AZ). He received his PhD from the University of Illinois. Dr. Hom has developed and tested theories of employee turnover and designed realistic job previews to reduce reality shock. He has authored scholarly articles and books on this topic. He and Drs. Griffeth, Prussia, and Caranikas-Walker won the 1992 Scholarly Achievement Award from the Human Resource Management Division of the Academy of Management for best academic article in human resources. Dr. Hom serves on Editorial Boards for the Journal of Applied Psychology, Academy of Management Journal, and Journal of Management.
Ellen Ernst Kossek is University Distinguished Professor at Michigan State University's School of Human Resources & Labor Relations. She received her PhD from Yale University. A popular keynote speaker both in the United States and internationally, Dr. Kossek has trained, conducted research, and consulted on workplace issues related to the changing work-place and organizational effectiveness with managers and university students at all levels. She was elected to the Board of Governors of the National Academy of Management, Gender and Diversity in Organizations Division Chair, and a Fellow of the American Psychological Association and the Society of Industrial and Organizational Psychology. Her research involves managing organizational change on workplace flexibility, work and family/nonwork relationships, work processes, and the employment relationship; international human resources management; workplace inclusion; and gender and diversity. She has published widely in referred journals on these topics and served on many editorial boards. She has won awards for her research for advancing understanding of gender and diversity in organizations. She has received major funding from foundations, governments, and employers. Dr. Kossek is Associate Director of the Center for Work, Family Health and Stress of the U.S. National Institutes of Health National Work, Family, and Health Network. She has authored or edited nine books including CEO of Me: Creating a Life That Works in the Flexible Job Age (Prentice Hall, 2007) on work–life patterns. Recently she has published the work style profile assessment with the Center for Creative Leadership. She has worked and conducted research and training in the United States, Asia, and Europe on employment issues.
David Lepak is Professor of Human Resource Management and Associate Dean for the School of Management and Labor Relations at Rutgers University. His research focuses on strategic human resource (HR) management with particular interests in understanding the mediating mechanisms by which HR systems impact individual and organizational outcomes. His research has appeared in such journals as Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Journal of Management. He has served as Associate Editor of the Academy of Management Review and British Journal of Management and serves on a number of editorial boards. He is currently program chair for the Strategic Human Capital interest group of the Strategic Management Society.
Patrick F. McKay is an Associate Professor of Human Resource Management in the School of Management and Labor Relations at Rutgers University. Professor McKay received his PhD in industrial-organizational psychology in 1999 from the University of Akron. His primary research interests are diversity, recruitment, selection, work attitudes, retention, and individual-level and organizational-level performance. He has published articles in respected research outlets such as the Journal of Applied Psychology, Personnel Psychology, and Organization Science. Professor McKay has won several research awards including the Academy of Management's 2009 Saroj Parasuraman Award, which recognizes the best published article on gender and diversity within organizations, and the 2007 Dorothy Harlow Distinguished Paper Award for the top diversity paper presented at the Academy of Management conference. He serves on the editorial boards of the Academy of Management Review, Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Processes, and Personnel Psychology.
Judi McLean Parks holds the Taylor Chaired Professorship of Organizational Behavior at Olin Business School at Washington University. She received her PhD in organizational behavior from the University of Iowa. Her research focuses on psychological contracts between workers and organizations, including the impact of perceived injustice on work behaviors, workplace conflict, revenge, and more recently, positive effects of rule breaking at work. Her work also explores resource allocations and ethics in negotiations, as well as the impact of organizational identity and “incongruent” identities (e.g., a company known for environmental abuses hiring “green” workers) on work attitudes and behaviors. Dr. McLean Parks was founding editor of Negotiation & Conflict Management Research, the official scholarly publication of the International Association for Conflict Management. In addition, she previously was editor of the International Journal of Conflict Management and SSRN Negotiations Papers, Two Party Negotiations series. She also has served on editorial boards of the Academy of Management Review and Journal of Organizational Behavior.
Jone L. Pearce is Dean's Professor of Leadership in The Paul Merage School of Business, University of California, Irvine. She received her PhD in administrative sciences from Yale University in 1978. She conducts organizational behavior research on interpersonal processes, such as trust and status, and how these processes may be affected by political structures, economic conditions, and organizational policies and practices. Her work has appeared in more than 90 scholarly articles in such publications as the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, and Organization Science. She has edited several volumes and written five books, including Volunteers: The Organizational Behavior of Unpaid Workers (Routledge, 1993), Organization and Management in the Embrace of Government (Erlbaum, 2001), Organizational Behavior: Real Research for Real Managers (Melvin & Leigh, 2006, revised and expanded in 2009), and Status in Management and Organizations (Cambridge University Press, 2010). She currently serves on several editorial boards and is a Fellow of the Academy of Management, the International Association of Applied Psychology, the American Psychological Association (Div 14, SIOP), and the Association for Psychological Science.
Quinetta M. Roberson is a Professor of Management in the Villanova School of Business at Villanova University. Prior to her current position, she was an Associate Professor of Human Resource Studies at Cornell University. Professor Roberson earned her PhD in organizational behavior from the University of Maryland. Her research interests center on contextual investigations of organizational justice issues (specifically, fairness in teams) and strategic diversity management. Her research has appeared in such journals as the Academy of Management Review, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Organizational Research Methods, and Personnel Psychology. Dr. Roberson is an Associate Editor at the Journal of Applied Psychology (2008–2014) and is currently working on a book, Handbook of Diversity in the Workplace (Oxford University Press, in press). Professor Roberson teaches courses globally on human resource management and diversity at the undergraduate, graduate, and executive levels.
Ricardo Rodrigues is a Senior Lecturer in Human Resource Management at Kingston Business School. He has recently completed a PhD in Management Studies at King's College London. His research interests center on career orientations and career boundaries as a basis for understanding contemporary career dynamics. His research attempts to go beyond the dominant rhetoric on contemporary careers, namely the idea of the boundaryless career, and offers an evidence-based and theoretically grounded perspective of the nature of career boundaries and of the domains that structure the direction of people's careers.
Kristie M. Rogers is a fifth-year doctoral student at the W. P. Carey School of Business, Arizona tate University. Her research focuses on social interactions and relationships in organizational life. Her dissertation explores the role of respect in organizations. Specifically, she seeks to understand how employees come to feel respected, how respect is behaviorally enacted, and how respect influences employee outcomes such as engagement, identification, and performance. To gain these insights, she combines several research designs including a grounded theory approach in a prison-based labor setting and a quantitative study in a hospital.
Marian N. Ruderman has broad expertise with 25 years in the field of leadership development. At the Center for Creative Leadership, she has held a variety of research and management positions. Marian has written several books and developed several assessments and products including the Global Leader View and the WorkStyle Profile. Marian is currently a Senior Fellow and Director, Americas & EMEA (Europe, Middle East, and Africa) Research at the Center for Creative Leadership (CCL). She holds a BA from Cornell University and an MA and a PhD in organizational psychology from the University of Michigan.
Ann Marie Ryan is a professor of organizational psychology at Michigan State University. Her major research interests involve improving the quality and fairness of employee selection methods and topics related to diversity and justice in the workplace. In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment processes. She is a past president of the Society of Industrial and Organizational Psychology and past editor of the journal Personnel Psychology. Ann Marie has a long record of professional service on association committees and National Academy of Science panels, and she currently serves on the Defense Advisory Committee on Military Testing. She received her BS with a double major in psychology and management from Xavier University, Ohio, and her MA and PhD in psychology from the University of Illinois at Chicago.
Eduardo Salas is University Trustee Chair and Pegasus Professor of Psychology at the University of Central Florida. He received his PhD in industrial/organizational psychology from Old Dominion University. He has coauthored more than 350 journal articles and book chapters; has edited 20 books; has served or is serving on 18 editorial boards; is past Editor of the Human Factors journal and current Associate Editor of Journal of Applied Psychology and Military Psychology. He is past President of the Society for Industrial and Organizational Psychology (SIOP). He was editor of SIOP's Professional Practice Book Series and is now editor of the Organizational Frontier Book Series. He is a Fellow of Divisions 14 (three-time recipient of Division's applied research award), 19 (recipient of Division's Gersoni award for scientific contributions to the field), 21 (recipient of Division's Taylor award for scientific contributions to the field), and 49 of the American Psychological Association.
Marshall Schminke is the BB&T Professor of Business Ethics at the University of Central Florida. He received his doctorate from Carnegie Mellon University and has served as a Visiting Scholar at Oxford University. He is an Academic Fellow at the Ethics Resource Center in Washington, DC, and his work has appeared in the Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Business Ethics Quarterly, and other scholarly outlets. He has edited two books on managerial ethics, and he has served as associate editor for Academy of Management Journal, Journal of Management, and Business Ethics Quarterly. Beyond these academic pursuits, he has served as an advisor to organizations ranging from family businesses to Fortune 500 firms, the U.S. Strategic Command, the U.S. Army, and a number of universities and professional organizations. He has served as an expert witness in U.S. District Court Proceedings. His strategic planning process for policing has received national awards and has been featured at the FBI Training Academy. His thoughts on business ethics, strategy, and management have appeared in more than 50 newspapers and magazines, including The New York Times, Newsday, and the Chicago Tribune.
Debra L. Shapiro is the Clarice Smith Professor of Management and PhD Program Director at the University of Maryland's Robert H. Smith School of Business, and formerly the Willard J. Graham Distinguished Professor of Management and Associate Dean of PhD Programs at University of North Carolina-Chapel Hill's Kenan-Flagler Business School (1986–2003). She received her PhD in organization behavior from Northwestern University. A past Chair of the Conflict Management Division, executive board member, and elected Fellow of the Academy of Management (AOM) and past Associate Editor of The Academy of Management Journal (2005–2008), her research centers on how to manage conflict (e.g., change resistance, perceived injustice, conflict in teams, and cross-cultural challenges) in organizations. She is a four-time recipient of Best Paper Awards from the AOM (1991, 1992, 1996, and 2007) and from the International Association for Conflict Management (in 1999). She has published in Administrative Science Quarterly, The Academy of Management Journal, The Academy of Management Review, Organizational Behavior and Human Decision Processes, Journal of Applied Psychology, Journal of Personality and Social Psychology, Journal of experimental Social Psychology, Organizational Dynamics, and other journals. She is coeditor of Managing Multinational Teams: Global Perspectives (Elsevier, 2005) and the forthcoming SIOP Frontier Series book, The Psychology of Negotiation in the 21st Century Workplace (Psychology Press/Taylor & Francis Group, forthcoming). Citations of Shapiro's work in Web of Science are approximately 2,000 and more than double this number in Google-Scholar.
faye l. smith earned her PhD from the University of Iowa in the discipline of strategic management. Her research in strategic management assesses competitive dynamics and cooperative strategies. She is also interested in organizational identity and work–life balance issues, as well as systems effects within organizations. Her research has been published in journals such as the Strategic Management Journal, Academy of Management Review, Administrative Science Quarterly, Academy of Management Executive, Canadian Journal of Administrative Science, Journal of Leadership and Organizational Studies, Human Resource Development Review, Management Communication Quarterly, and Sex Roles, and she had contributed chapters in multiple academic editions. She has business work experience in the social expression and banking industries. She is a professor at the Steven L. Craig School of Business at Missouri Western State University and has also held academic positions at Oklahoma State University, University of Wisconsin–Milwaukee, and Emporia State University.
Riki Takeuchi is an Associate Professor in the Department of Management at the School of Business and Management, Hong Kong University of Science & Technology. He received his PhD from the Robert H. Smith School of Business, University of Maryland at College Park in December 2003. His research theme revolves around understanding social exchange relationships among various organizational constituents. As part of this theme, he is interested in understanding international assignment experiences for expatriates and spouses through multiple theoretical lenses. His second research area relates to macro/strategic human resource management with particular focus on employer–employee relationships and examines the role of human resource systems at multiple levels, including firm, business unit, and individual levels. Finally, the third research stream broadly focuses on social exchange relationships with an emphasis on organizational justice and organizational citizenship behaviors.
Daan van Knippenberg is Professor of Organizational Behavior at the Rotterdam School of Management, Erasmus University Rotterdam, the Netherlands. He received his PhD in psychology from Leiden University, the Netherlands. His research interests include leadership, teams, social identity, and creativity and innovation. His work has been published in such outlets as Academy of Management Journal, Journal of Applied Psychology, and Organizational Behavior and Human Decision Processes. He is founding editor of Organizational Psychology Review, associate editor of Journal of Organizational Behavior, and former associate editor of Organizational Behavior and Human Decision Processes. He is also director and cofounder of the Erasmus Center for Leadership Studies and cofounder and co-organizer of the New Directions in Leadership Research conference.
Mo Wang, a tenured Associate Professor in the Warrington College of Business Administration at the University of Florida, specializes in research and applications in the areas of older worker employment and retirement, occupational health psychology, cross-cultural human resource management, and advanced quantitative methodologies. He received his PhD in industrial/organizational psychology and developmental psychology from Bowling Green State University in 2005. He has received numerous awards for his research in these areas. He currently serves as an associate editor of the Journal of Applied Psychology. He is also the editor for the Oxford Handbook of Retirement (Oxford University Press, forthcoming) and Mid and Late Career Issues (Routledge, forthcoming) with Wang-Olson-Shultz.
Yujie Zhan is an assistant professor of organizational behavior/human resource management in the School of Business & Economics at Wilfrid Laurier University, Canada. She received her PhD in industrial/organizational psychology from the University of Maryland. Her research interests include older worker employment and retirement, emotion regulation at work, and organizational climate. Her research has appeared in top-tier academic journals, such as Journal of Applied Psychology, Personnel Psychology, and Academy of Management Journal.