Michele J. Gelfand (Professor) received her Ph.D. in Social/Organizational Psychology from the University of Illinois, Urbana-Champaign in 1996. Her research focuses on cultural influences on negotiation, mediation, justice, and revenge, the structure of social networks across cultures, sexual harassment and discrimination, and basic culture theory and method. She is currently testing a multilevel theory of cultural tightness-looseness in 35 nations, which links macro-ecocultural factors with the structure of social situations and individual psychological processes. Her publications have appeared in outlets such as the Journal of Applied Psychology, the Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, Handbook of Industrial and Organizational Psychology, the Handbook of Industrial and Organizational Psychology Research Methods, and the Journal of Cross-Cultural Psychology. Michele is the Associate Editor of Applied Psychology: An International Review, and serves on the editoral boards of the Journal of Applied Psychology, Personnel Psychology, the Journal of Cross-Cultural Psychology, the International Journal of Conflict Management, and International Journal of Cross-Cultural Management. She is the co-editor of The Handbook of Negotiation and Culture (Edited with Jeanne Brett, 2004, Stanford University Press), co-author of Frontiers of Cross-Cultural Organizational Behavior (with Miriam Erez and Zeynep Aycan, forthcoming, Sage Publications), and co-editor of The Psychology of Conflict in Organizations (with Carsten De Dreu, forthcoming, Erlbaum). Michele received the Ernest McCormick Award for Early Career Contributions from the Society of Industrial and Organizational Psychology and the LL Cummings Award from the Organizational Behavior Division of the Academy of Management. She is currently the Treasurer of the International Association for Cross-Cultural Psychology (IACCP) and the Program Chair-Elect of the Conflict Management Division of the Academy of Management. Michele teaches courses on organizational psychology, diversity in organizations, cross-cultural I/O and OB, and cognition and decision-making in organizations.

Irwin L. Goldstein (Professor of Psychology and Vice Chancellor for Academic Affairs) received his Ph.D. in 1963 from the University of Maryland. His research interests have focused on issues facing individual entering work organizations. As such, he is especially interested in how they are selected and promoted, how they are trained by organizations and how the climate of the organization effects HR practices. He also has a strong interest in understanding and resolving the constraints that affect people who enter organizations such as the problems of race and gender discrimination. In this role, he has served as a consultant to both public and private sector organizations and is currently serving on a number of work groups charged with the responsibility of introducing best practices into organizations that have experienced litigation. Due to Irv’s heavy schedule as Vice Chancellor for Academic Affairs for the University System of Maryland, he does not offer courses but he is available as a member of comprehensive examination and dissertation committees. The fourth edition of his well known book “Training in Organizations”, co-authored with Professor Kevin Ford, was published in 2002. Irv is the editor of the SIOP Frontiers Volume titled Training & Development in Organizations. He was associate editor of the Journal of Applied Psychology from 1981-87 and editor of the Frontiers book series for the Society for Industrial and Organizational Psychology from 1988-1993. Irv has been awarded Fellow status by the Society for Industrial and Organizational Psychology, the Society of Engineering Psychologist and the Human Factors Society. He was President of the Society for Industrial and Organizational Psychology during the 1985-86 year. In 1995, Irv received the Swanson Award for Research Excellence from the American Society for Training and Development and in 1992 received the Distinguished Service Award from the Society of Industrial and Organizational Psychology.

Paul J. Hanges, (Professor of Psychology), received his Ph.D. from the University of Akron in I/O Psychology in 1987. His research centers around topics in social cognition, cross-cultural leadership, research methodology, and personnel selection. The majority of his work has focused on understanding factors affecting social perceptions (e.g., leadership) and the factors (e.g., societal culture, gender stereotypes, personality) that cause these perceptions to stabilize or change over time. He is a co-principal investigator of the Global Leader and Organizational Behavior Effectiveness (GLOBE) research project. This multi-year, multi-nation project seeks to determine the relationship between leadership traits and organizational and societal culture. His work on personnel selection has involved developing selection systems for public and private institutions, exploring stereotype threat and other factors contributing to adverse impact, the development of alternative methods of measuring personality and intelligence, range restriction correction procedures, and test banding methodology, His methodology work has dealt with such topics as multilevel statistical modeling as well as exploring the utility of various mathematical models (e.g., catastrophe analysis, neural network analysis) to model discontinuous psychological phenomena. Paul's recent work is published in a variety of journals such as the Applied Psychology: An International Review, Educational and Psychological Measurement, Human Performance, Journal of Applied Psychology, Leadership Quarterly, and Organizational Research Methods. Currently, he is on the editorial board of the Journal of Applied Psychology and Organizational Research Methods. He is also an Associate Editor of the Quantitative Methods section of Leadership Quarterly. Paul is a fellow of the Society of Industrial and Organizational Psychology and he won the College of Behavioral and Social Science Excellence in Teaching Award in 1989 and 1998.

Cheri Ostroff (Professor of Psychology) received her PhD in I/O Psychology from Michigan State University in 1987. Prior to joining the University of Maryland in 2005, she served on the faculty in the Industrial Relations Center at the University of Minnesota, the Management Department at Arizona State University, and the Department of Organization and Leadership at Teachers College, Columbia University. Her research interests levels of analysis issues, organizational climate, person-environment fit, socialization, and human resource management systems. Cheri is particularly interested in understanding the interplay between individuals’ attributes, the group setting and the organizational context. Her current work focuses on a broad range of issues including explaining slumps and streaks in performance, the role of organizational climate in fostering employee and customer outcomes. Cheri received the Ernest J. McCormick Award for Early Career Contributions from SIOP as well as APA’s Distinguished Scientific Award for Early Career Contributions in Applied Research. She is also a fellow of both SIOP and APA. Cheri currently serves on the editorial boards of the Journal of Applied Psychology, Academy of Management Review, and Human Resource Management Journal. Previously, she served on the boards of Personnel Psychology and the Journal of Vocational Behavior, and was associate editor for the International Journal of Selection and Assessment. She is an active member of SIOP, having served on the Fellowship Committee, Awards Committee, Program Committee, and as a member of the Organizational Frontiers Board. She has also served on a number of committees for the Academy of Management, including the HR Division Executive Committee, HR Division doctoral consortium coordination, Dissertation Award Committee, and the Scholarly Achievement Award Committee. She has provided human resource consulting to a variety of firms.

Mo Wang (Assistant Professor of Psychology) received PhDs from Bowling Green University in both organizational psychology and developmental psychology in 2005. Prior to joining the University of Maryland in 2009, he was faculty at Portland State University. His research interests include aging / retirement, expatriate management, and quantitative methodology. Mo has published extensively in a number of top journals, including the Personnel Psychology, Organizational Research Methods, and the Journal of Applied Psychology.

Michael R. P. Doughtery is an Assistant Professor in the Cognitive Psychology program in the Department of Psychology at the University of Maryland. He received his Ph.D. in 1999 from the University of Oklahoma. His research has followed three avenues, two of which are aimed at understanding the cognitive processes involved with judgment and decision making and one of which is directed at understanding memory and metacognition. Although most of his research bridges traditional judgment and memory paradigms, all three lines of research fall under the context of memory and decision making. His present focus involves investigating (and modeling) the importance of attentional control, working memory, and retrieval processes for understanding hypothesis generation, hypothesis assessment (probability judgment), and hypothesis testing. Although most of this research has taken place in highly controlled laboratory experiments, the constructs presumably are important for understanding decision making in real-time dynamic tasks such as firefighting, air traffic control, and military planning.

Arie Kruglanski is a professor of psychology in the social psychology area at the University of Maryland and, in 2003, he became a distinguished university professor at the University of Maryland. He received his Ph.D. in 1968 from the University of California, Los Angeles. His research has centered on how people form judgments, beliefs, impressions and attitudes and the consequences this has for interpersonal relations, interaction in groups and feelings about various "out group" members. Arie has formulated a theory of lay epistemics that specifies how thought and motivation interface in the formation of subjective knowledge. This work has branched in several directions such as (1) research on epistemic motivations with specific focus on the need for cognitive closure (2) a unified conception of the parameters of human judgment that offers an integrative alternative to previous theorizing in a variety of social judgment domains and (3) a "motivation as cognition" research program that resulted in his recent theory of goal systems. Arie has published 8 books and he has been the author of over 150 articles and book chapters.

Kent Norman is an associate professor in the Cognitive Area in the Department of Psychology at the University of Maryland.  He received his doctorate from the University of Iowa in 1973 in Experimental Psychology.  He is currently the director of the Laboratory for Automation Psychology and Decision Processes (LAPDP, http://lap.umd.edu) and is a founding member of the Human/Computer Interaction Laboratory (HCIL, http://www.cs.umd.edu/hcil) in the University of Maryland Institute for Advanced Computer Studies.  His research is on judgment and decision-making and problem solving particularly as they pertain to human/computer interaction and cognitive issues in interface design.  One research program is on computer menu selection and problems of navigation and search.  This work and other literature is reported in his book, The Psychology of Menu Selection:  Designing Cognitive Control at the Human/Computer Interface (1991, http://lap.umd.edu/poms). Current research also involves the design of online surveys and visualizations for decision-making which has been funded by the U.S. Bureau of the Census, methods of usability testing funded by NSF, aspects of art and jurying art shows online, and the design of electronic educational environments.  Dr. Norman is the developer of HyperCourseware™, a Web-based prototype.  This work is reported in his online text: The Switched On Classroom (1999, http://lap.umd.edu/soc).  He is co-author of the QUIS:  The Questionnaire for User Interaction Satisfaction, licensed by the University to corporate and government usability labs; and he is currently doing research on “Computer Rage.”  Dr. Norman is the author or co-author of over 80 journal articles and book chapters.

Charles Stangor is professor of psychology in the social psychology area at the University of Maryland, and has also taught at the University of Tübingen in Germany. He received his B.A. from Beloit College in 1973, and his Ph.D. from New York University in 1986. Dr. Stangor is the recipient of research grants from the National Institute of Mental Health and from the National Science Foundation. He has published 7 books and over 50 research articles and book chapters, and has served as an associate editor of the European Journal of Social Psychology. Dr. Stangor's research interests concern the development of stereotypes and prejudice, and their influences upon individuals who are potential victims of discrimination. He is a charter fellow of the American Psychological Society, and currently serves as a member of the executive committee of the Society for Experimental Social Psychology.

Cynthia Kay Stevens joined the Management & Organization faculty at University of Maryland in 1990, after she received her Ph.D. in psychology from University of Washington. Her research interests focus on cognitive and social factors that affect group and individual decisions. She has studied these phenomena in the context of staffing (interviews, job search & choice, recruitment), training, and teams. Her work has appeared in Personnel Psychology, Academy of Management Journal, Organizational Behavior & Human Decision Processes, and Journal of Applied Psychology. Dr. Stevens teaches in the MBA and Ph.D. programs at the Robert H. Smith School, where she has won four teaching awards. She has consulted with businesses on leadership development and coaching, performance management, and diversity-related issues.

Paul Tesluk is an Associate Professor in Management & Organization in the Robert H. Smith School of Business at the University of Maryland. He received his Ph.D. from Pennsylvania State University in Industrial/Organizational Psychology. Some of his current research projects involve studying the factors influencing the effectiveness of virtual teams, the adoption of new technology in work teams, how managerial capabilities are developed through different types of work experiences, and the relationships between human resource management practices, employee attitudes, and firm performance. His work has been published in both leading academic journals as Personnel Psychology, Academy of Management Journal, and Journal of Applied Psychology, as well as in practitioner/executive-focused journals just as Academy of Management Executive. He is currently on the editorial boards for Journal of Applied Psychology and Personnel Psychology. He has received awards for his research on team effectiveness and work experience and development from the Society for Industrial/Organizational Psychology. His recent consulting work has been in the areas of organizational transitions to high-involvement work practices, work team design and performance, organizational climate and performance, and performance management and reward system design.