Sarena Bhatia is a talent consultant in the Leadership Service Line at Aon. She consults with companies in diverse industries in the areas of leadership assessment and development, training design, competency modeling, performance management, and career pathing. She received her Ph.D. in Organizational Psychology from Michigan State University.
Alexander P. Burgoyne received his M.A. from Michigan State University, where he is currently pursuing a Ph.D. in cognition and cognitive neuroscience. His research focuses on individual differences in skill acquisition and expertise.
M. Teresa Cardador received her Ph.D. from the University of Illinois, Gies College of Business, and is currently Associate Professor of Labor and Employment Relations at the University of Illinois Urbana-Champaign. Her research focuses on identity, meaningfulness, and gender at work; she is particularly interested in these issues as they relate to the work and career experiences of women in male-dominated occupations.
Oleksandr S. Chernyshenko received his Ph.D. from the University of Illinois at Urbana-Champaign and is currently Associate Professor at the Nanyang Business School in Singapore. He researches various applied measurement topics and teaches talent acquisition and management courses to undergraduates, postgraduates, and executives. He was an Academic Director of Nanyang Fellows MBA and Nanyang EMBA programs, and now serves as the Associate Dean of Executive Education.
Filip De Fruyt received his Ph.D. from Ghent University and is currently appointed as Senior Full Professor in Differential Psychology and Personality Assessment at Ghent University in Belgium. He is holding the Institute Ayrton Senna (IAS) Endowed University Chair at Ghent University, studying the assessment and development of living and employability skills in youth. His research spans a broad domain including adaptive and maladaptive traits, interests, cross-cultural manifestations of personality, and applied personality psychology.
David Z. (Zach) Hambrick received his Ph.D. in experimental psychology from the Georgia Institute of Technology in 2000, and is currently Professor in the Department of Psychology at Michigan State University. His research focuses on the origins of human expertise, and especially the interplay between basic abilities and training in complex skill.
Suzanne E. Hidi is Adjunct Professor at the Ontario Institute for Studies in Education of the University of Toronto. Her early work focused on academic writing, followed by investigations of motivation in general and interest development in specific. Although her work has primarily focused on educational practice, she also addresses the applications of these findings in the work place. Her current work addresses the integration of neuroscientific and psychological research in the area of human motivation, performance and information search.
Robert Hogan, president of Hogan Assessment Systems, is an international authority on personality assessment, leadership, and organizational effectiveness. He was McFarlin Professor and Chair of the Department of Psychology at the University of Tulsa for 14 years. Prior to that, he was Professor of Psychology and Social Relations at The Johns Hopkins University. Dr. Hogan received his Ph.D. from the University of California, Berkeley, specializing in personality assessment.
Leaetta M. Hough is president and founder of the Dunnette Group, and a past president of the Society for Industrial and Organizational Psychology (SIOP) and of FABBS (Federation of Associations in Behavioral and Brain Sciences). She is best known for her independent thinking and work challenging “received wisdom” about what is and is not useful for predicting important outcomes in organizational settings. Dr. Hough received a doctorate in psychology from the University of Minnesota in 1981.
Jason L. Huang received his Ph.D. in Organizational Psychology from Michigan State University and is currently Associate Professor in the School of Human Resources and Labor Relations at Michigan State University. His research primarily addresses personality and adaptability at work, training and transfer, and organizational research methods.
Danielle D. King received her B.A. in Psychology from Spelman College and her Ph.D. in Organizational Psychology from Michigan State University. She is currently Assistant Professor of Industrial and Organizational Psychology at Rice University. Her research centers on the topics of employee resilience, workplace identity intersectionality and authenticity, and organizational citizenship behavior. Her work has been funded by the National Science Foundation and published as both book chapters and journal articles.
Mengqiao (MQ) Liu received her Ph.D. in Industrial/Organizational Psychology from Wayne State University. She is currently a consultant on the Product Development Team at DDI (Development Dimensions International). Her work revolves around selection, people analytics, and machine learning and natural language processing for I/O and HR.
Hanyi Min received her Ph.D. from Bowling Green State University and is currently Assistant Professor of Industrial/Organizational Psychology at University of Central Florida. Her primary research areas are psychometrics and measurement, such as, applying psychometric tools to develop, improve, and compare psychological measurements.
Frederick L. Oswald is currently Professor and Herbert S. Autrey Chair in the Department of Psychological Sciences at Rice University. His research addresses personnel selection, psychological measurement, big data, and statistical issues faced within organizational, military, and educational settings. He received his Ph.D. in industrial-organizational psychology from the University of Minnesota (1999). Learn more at workforce.rice.edu.
Joshua J. Prasad is a doctoral candidate in the Organizational Psychology program at Michigan State University. His research primarily focuses on the use of assessments across diverse groups, vocational interests, and determinants of performance over time.
Shan Ran received her Ph.D. in Industrial-Organizational Psychology from Wayne State University and is now Assistant Professor of Psychology at Mercer University. Her research interests focus on boosters (i.e., leadership capacity, training) and barriers (i.e., bias and discrimination) to individual success in the workplace, as well as how demographic (e.g., gender, age, etc.) and cultural characteristics influence these processes.
K. Ann Renninger is the Dorwin P. Cartwright Professor of Social Theory and Social Action at Swarthmore College. She teaches in the Department of Educational Studies. Her research focuses on the development of interest, where interest is conceptualized and measured as both a psychological state and a motivational variable. Her research addresses the conditions that support interest to develop. Although her work has primarily focused on educational practice, she also addresses the applications of these findings in the work place.
Ann Marie Ryan is 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, past editor of the journal Personnel Psychology, and former associate editor of American Psychologist.
Ryne A. Sherman is currently the Chief Science Officer at Hogan Assessment Systems, a world leader in psychological assessment for employment purposes. He received his Ph.D. in personality psychology from the University of California, Riverside and was previously Professor at Florida Atlantic University and Texas Tech University. His research concerns psychological assessment, personality, leadership, and organizational effectiveness.
Stephen Stark received his Ph.D. from the University of Illinois in Urbana-Champaign in 2002 and is currently Professor and Director of the Industrial-Organizational Psychology program at the University of South Florida. His research focuses on the development and application of item response theory models for noncognitive testing, methods for detecting measurement bias and aberrant responding, individual difference constructs, and the validity of methods for predicting outcomes in educational and organizational contexts.
Gundula Stoll received her Ph.D. from Saarland University in Saarbrücken, Germany. Currently she is a senior researcher at the Hector Research Institute of Education Sciences and Psychology at the University of Tübingen, Germany. In her research, she studies the impact and development of vocational interests, as well as their interplay with other aspects of individual differences and life experiences.
Rong Su received her Ph.D. from the University of Illinois at Urbana-Champaign and is currently Assistant Professor of Management and Organizations at the Henry B. Tippie College of Business, University of Iowa. Her research centers on the role of personality, interests, and person-environment fit in explaining and predicting workplace outcomes, including job attitudes, performance, career success, as well as gender and diversity in organizations.
Laura Venz is a postdoctoral researcher in Work and Organizational Psychology at the University of Mannheim, Germany, where she also received her Ph.D. Her research interests include social relationships at work, occupational health and well-being, and the ageing workforce.
Mo Wang received his Ph.D. from Bowling Green State University and is currently the Lanzillotti-McKethan Eminent Scholar Chair at the University of Florida. He specializes in the research areas of retirement and older worker employment, occupational health psychology, expatriate and newcomer adjustment, leadership and team processes, and advanced quantitative methodologies.
Bart Wille currently works as Assistant Professor of Industrial-Organizational Psychology at Ghent University, from which he also received his Ph.D. He studies individual differences such as personality traits and vocational interests and their role in work and career contexts. Specific research topics include career development and management, interest development, leadership, multi-rater assessments and dark side personality.
Michael J. Zickar received his Ph.D. from the University of Illinois in Urbana- Champaign and is currently Professor and Chair of Psychology at Bowling Green State University. His research involves psychometrics and pre-employment testing as well as the history of applied psychology.
Chen Zuo is currently a doctoral graduate student in industrial-organizational psychology at Rice University. Her ongoing research focuses on selection and psychological measurement, with special interest in underrepresented groups such as first-generation college students, women, and minorities in educational and organizational settings.