Front row: Susan Mohammed, Sam Hunter, Alicia Grandey
Second row: Kisha Jones, James LeBreton, Rick Jacobs
James L. Farr Ph.D. 1971, University of Maryland, Professor Emeritus
Although officially retired (as of June 30, 2013), Dr. Farr is currently working in the Psychology Department on a part-time basis, primarily involved in the development of online degree programs.
Research interests: Personnel selection, criterion development, work motivation, performance feedback seeking and giving; issues related to older workers’ job performance and motivation; innovation and creativity.
Alicia Grandey Ph.D. 1999, Colorado State University, Professor
Alicia Grandey’s primary stream of research is on emotional labor, or the regulation of emotions and expressions to perform one’s work role. The majority of my research examines when and why emotional labor predicts performance (i.e., customer satisfaction, supervisor ratings) and personal health (i.e., job satisfaction, burnout). I also have interests in work-family conflict and customer service. I seek students who are curious and proactive about learning, open and responsive to suggestions, and able to integrate and apply a variety of theories and methods (experience-sampling, field surveys, observation, lab experiments) in the process of answering these research questions.
New research questions of interest for 2015 include; (1) does emotional labor influence broader health and home outcomes than traditionally studied?, (2) what are the workplace social reactions to showing (or hiding) specific emotions such as pride?; (3) how do social characteristics (e.g., race, cultural, organizational group membership) and social/work characteristics (e.g., reward practices, supportive climate, customer aggression) determine the performance and health outcomes from emotional labor? (4) what are better ways to conceptualize and measure emotional labor?
Sam Hunter Ph.D. 2007, The University of Oklahoma; Associate Professor
Research interests: Two broad, yet overlapping domains: leadership and innovation management. Within the area of leadership, my interests revolve understanding darker leader behaviors including leader error and leader deviance. In addition, I have focused recent research efforts on leadership requirements for engaging unique subordinate populations such as employees on the autism spectrum. Within the area of innovation, my interests focus on the enhancement and development of innovation in the workplace with a particular emphasis on the innovation context and the role of leaders in managing that context. Across both areas of interest, I take a multilevel perspective to understanding and investigating relevant constructs. Secondary interests include: teams, organizational climate, shared leadership, and alternative research methods such as historiometric analysis.
For more detailed information please visit my lab website.
Rick R. Jacobs Ph.D. 1978, University of California: Berkeley, Professor
Rick Jacobs will be serving as a Research Fellow at the Army Research Institute as part of the Consortium of Universities of the Washington Metropolitan Area. Specifically, ARI has put together an expert panel on classification (or job assignment) to address the question of, "How can the Army improve the assignment process to increase Soldier-job fit by considering non-technical predictors (e.g., personality, temperament, work-interest) and criterion (e.g., motivation, job-fit, discipline)?" Dr. Jacobs will be joining a distinguished panel including Leaetta Hough, Fred Oswald, Ann Marie Ryan, Neal Schmitt and Paul Sackett.
Research interests: Assessment Centers and their use in assisting college student’s preparation for leadership careers, testing and the relationship between validity and adverse impact, adverse impact – its definition, measurement and factors that complicate its explanation, as well as the role of experience in understanding performance.
For more detailed information please visit my blog.
Kisha S. Jones Ph.D. 2013, University of Illinois at Urbana-Champaign, Assistant Professor
Kisha Jones is an industrial/organizational psychologist who studies two areas, diversity in organizations and organizational justice. Her research seeks to identify how diversity can be increased and managed in organizations by understanding the ways that personal characteristics of individuals (e.g., knowledge, skills, abilities, vocational interests, race/ethnicity, gender, etc.) influence their attraction to, interest in, and selection for jobs. Her work also involves ascertaining the strategies that organizations can use to attract, hire, and retain candidates with desired qualities. This research overlaps with various topics in recruitment, personnel selection, and adverse impact. In addition, her research on organizational justice centers on various individual and contextual factors (e.g., personality, culture, justice source) that influence and explain the relationship between justice perceptions and workplace outcomes.
James LeBreton Ph.D. 2002, University of Tennessee, Professor
My research focuses on measuring implicit or unconscious aspects of personality and understanding how these aspects of personality are related to human behavior. During the last 17 years I have been involved in the development and validation of several tests designed to measure implicit motives. Most of this work has focused on the measurement of the motive to aggress and linking it to outcomes such as counterproductive work behavior, leadership, team processes & performance, and test faking. I have also published in the areas of research methods and statistics. My current projects focus on issues associated with 1) relative importance of predictors in multiple regression, 2) interrater agreement and reliability, and 3) analyzing multilevel and longitudinal data.
Susan Mohammed Ph.D. 1996, The Ohio State University; Professor
Susan Mohammed’s research program broadly focuses on investigating the drivers of effective teamwork and performance, with specific emphases on team composition/diversity, team cognition/mental models, and the integration of time in team research. Although she has investigated a wide range of individual differences in teams (e.g., demographics, cognitive ability, experience, Big Five personality traits), her more recent work examines the conditions under which temporal diversity (e.g., time urgency, pacing style, polychronicity) is helpful or harmful for team performance. In addition, Dr. Mohammed’s team mental model research highlights the importance of team members being “on the same page” with what and how work needs to be accomplished. Recent work has emphasized the need for team members to also reach agreement on when work needs to be completed. A second line of research is devoted to the factors that affect decision making, with current studies focusing on decision styles.
Greg Loviscky Ph.D. 2000, The Pennsylvania State University, Senior Lecturer
Greg Loviscky is a full-time Lecturer of undergraduate students in the Psychology Department. His graduate training was in I/O Psychology, having earned his Master’s degree from Old Dominion University, and his Ph.D. from Penn State. He teaches courses in Research Methods and Introduction to Psychology, as well as three I/O courses: Introduction to I/O Psychology, Leadership, and Selection. In addition, his student-centered activity includes being a faculty advisor for the Penn State Student Chapter of the Society for Human Resource Management (SHRM) and working with Rick Jacobs and I/O graduate students on a developmental assessment center for the Schreyer Honors College. His research interests include predictors, assessment centers, leadership development, and ethical leadership.
Amie Skattebo Ph.D. 2009, The Pennsylvania State University, Lecturer
Amie Skattebo is a full-time Lecturer of undergraduate students in the Psychology Department. She received her doctorate in 2009 from Penn State. She has taught and/or designed courses for both traditional and on-line settings on topics including Introduction to Psychology, Introduction to I/O Psychology, Research Methods, Selection and Placement, Leadership, and Motivation and Work Attitudes. Her research interests include organizational and technological change, user-centered training and evaluation, performance management, organizational justice, assessment of critical thinking and personality.
For additional faculty information, please visit the PSU Psychology Department Website.