I/O Psychology - Students

Current Students:

Recent Graduates:

Juliet Aiken
Emily Feinberg
Ashley Fulmer
Lynn Imai
Songqi Liu
Sarah Lyons
Rabiah Muhammad
Monisha Nag
Elizabeth Salmon
Andrew Schmidt
Laura Severance
Jessie Zhan
Betty Zhou

Ryan Fehr (2010)
Kirsten Keller (2009)
Gary Shteynberg (2009)
Hilary Gettman (2008)
Lisa Leslie (2007)
Julie Lyon (2007)
Anuradha Ramesh (2007)
Ellen Godfrey (2007)
Lili Duan (2007)
Archie Bates (2006)
Naomi Dyer (2005)
Seth Hayes (2005)
Mina Sipe (2005)
Jonathan Ziegert (2005)
David Mayer (2004)
Jana Raver (2004)
Jessica Saltz (2004)
Virginia Smith Major (2004)
Beng-Chong Lim (2003)
Kathryn Niles-Jolly (2003)
Lisa Nishii (2003)
Sylvia Bittle Patton (2003)
Amy Nicole Salvaggio (2003)
Marianne Higgins (Master's, 1998)

Juliet Aiken
My primary research interests focus on leadership, virtual teams, and diversity issues. In the field of leadership, my interests include gender and leadership, destructive leadership, and, in tandem with my interest in virtual teams, virtual leadership. Further, with respect to virtuality in the workplace, I am interested in the study of climate in virtual teams. My interests in diversity encompass gender, race, and cross-culture concerns.

Archie Bates (2006)
My primary research interests are workplace diversity, leadership, and mentoring. In the domain of workplace diversity, my interest include affirmative action, adverse impact, sub-group differences in cognitive ability testing, and the effect of cultural mistrust on attraction to organizations. In the leadership realm, I am examining methods that leaders utilize to manage culturally diverse workgroups. Combining my three main areas of interest, I have examined the role that demographic characteristics play in the identification process between leaders and their subordinates and how this identification process affects the development of a mentoring relationship. My research is driven by my desire to help organizations and leaders to more effectively manage, lead, and improve the performance of diverse workforces.

Xiafang Chen
My primary research interests focus on emotion in workplace, social network, and cross-cultural organizational behaviors. Regarding on emotion in workplace, I am particularly interested in emotion and leadership—how the leaders manage their own emotion displays and influence the emotions of followers, and what’s the effects of emotional leadership. Furthermore, I would like to study emotion and leadership in cross-cultural perspective—the challenges that global leaders face when dealing with emotions and emotional displays in unfamiliar cultures, which introduce me another interesting area—cultural intelligence.

Lili Duan (2007)
My primary research interests focus on how to have a better understanding of individual and organizational behaviors through more sophisticated and more appropriate research methods and statistical techniques. Some recent projects including applying many-facet Rasch model (IRT) to reduce the adverse impact in interviews and assessments; using social network and connectionism perspective to investigate the informal and formal organizational structures, leadership, and turnover; and applying multiple longitudinal methods to model behavior change and event occurrence in work context. My secondary research interests are across-cultural studies: at individual level, cultural impact on personalities, attitudes and values; at organizational level, cultural impact on management, administration, and strategies.

Naomi Dyer (2005)
Naomi received her Ph.D. in 2005 and is currently a Consultant with the DC office of Emerson Human Capital Consulting. Her areas of specialization are change management dealing with job analysis, performance management and promotion systems.

Ryan Fehr
For more information about Ryan and his research, please visit his website at www.ryanfehr.com.

Emily Feinberg
My primary research interests focus on diversity, selection, and cross-cultural issues. I'm currently working on selection measures that minimize adverse impact and a cross-cultural comparison of selection methods. I'm also interested in the role of emotions, specifically guilt, in organizational settings.

Ashley Fulmer
My research focuses on conflict and negotiation, emotion, and the role of trust in organizations. In one current project, I examine how leaders’ emotion facilitates or hampers organizational outcomes, depending on contextual factors. Another line of research combines emotion and negotiation, looking at the implication of various emotions, such as anger, shame, and guilt, in negotiation behavior. In addition, my Master’s thesis investigates the dynamics of trust, violation, and repair across cultures. Finally, I am working on a project involving social comparison and individual performance in sports.

My research interests generally focus on the management and development of human capital, in two main areas: issues related to gender and diversity, and leadership development and motivation. My diversity related interests are focused primarily on sexual harassment, the effective implementation of diversity initiatives, and how individual, interpersonal and organizational factors affect women's functioning and career success. To these ends, I am involved in research on the differential propensity of men and women to initiate negotiations, the sexual harassment of women by their clients/customers, the relationship between non-gender related climate variables and harassment, the differential effects of the communication medium on negotiation styles and outcomes for men and women, and the effectiveness of harassment training. My interests in leadership development lie in the usefulness of coaching and similar interventions as development tools, particularly by establishing a theoretically based model through which to examine the effectiveness of such interventions which I am beginning to do in my dissertation. Further, I am interested and in determining what individual and organizational factors moderate the effectiveness of these developmental tools, which I am examining in my dissertation as well. I am also interested in the malleability of motivational characteristics of individuals, particularly goal orientation.

Ellen Godfrey (2007)
Training, with a specific focus on what motivates employees to attend training. Human performance, with an interest in reward systems as an incentive for superior performance. Statistical techniques, with a focus on neural network analysis. Leadership, with specific interests in power and leader expectations. Negotiation, with specific interests in the metaphors used to describe negotiation.

Seth Hayes (2005)
Seth C. Hayes received his Ph.D. in 2005 and is currently a Consultant with the Metro DC office of the HayGroup, effective September 1, 2005. His areas of specialization are leadership assessment and employee
development.

Lynn Imai
My main research interest lies in cross-cultural/intercultural conflict management. For example, my master’s thesis examines the role of cultural intelligence (CQ) and other individual differences in predicting intercultural negotiation effectiveness. Furthermore, I am investigating how culture interacts with social contextual factors such as party configuration (teams vs. dyads) and deal-making vs. disputing situations to influence negotiation across cultures. In addition to conflict management, I am also interested in culture and its impact on other organizational phenomena such as teams, justice, and organizational culture.

Kirsten Keller (2009)
My main research interests are in the areas of teams, diversity, and conflict. My recent research focuses on team diversity in its many forms, including personality composition, relational demography, and the social networks of diverse teams. I have also done some recent work on organizational conflict, examining the existence of conflict cultures and their facilitating conditions. My interest in organizational conflict and teams is further extended to my dissertation which focuses on conflicts over power within teams.

Lisa Leslie (2007)
Lisa completed her Ph.D. in 2007 and is currently an Assistant Professor of Human Resources and Industrial Relations in the Carlson School of Management at the University of Minnesota. Her research interests include diversity in organizations, cross-cultural management, conflict and decision making, and multilevel theory and research.

Songqi Liu
My research has focused on employee emotional and behavioral reactions to daily work experience and retirement. My thesis Work stress and employee alcohol use: A daily study has been accepted by Personnel Psychology. I have also been involved with several retirement-related research projects, which have been published in Journal of Applied Psychology and Journal of Occupational Health Psychology.

Julie Lyon (2007)
My research focuses on three main areas: staffing, climate and culture, and technology-mediated work. Much of my staffing research focuses on understanding why adverse impact in selection occurs and how to increase diversity in organizations. My research on climate and culture has examined the effects of safety climate on patient clinical outcomes. In my dissertation, I examine the relationship between safety climate and patient clinical outcomes in a national sample of hospitals. Finally, I have interests in technology-mediated work. Some recent projects include an examination of how technologically-mediated leadership (i.e., e-leadership) impacts distant followers and the influence of negotiating medium (i.e., phone, email, face-to-face) on negotiating outcomes.

Monisha Nag
My interests revolve around quantitative research methods applied in studying organizational phenomena. I am also interested in the cognitive aspects of human behavior; for example, how mental schemas might affect one's perceptions and actions.

Katherine Niles-Jolly (2003)
Kathryn received her Ph.D. in 2003 and is currently a Personnel Research Psychologist at the U.S. Office of Personnel Management. Her primary research interests are organizational citizenship behavior and
assessments for selection and development purposes.

Lisa Nishii (2003)
Lisa received her Ph.D. in 2003 and accepted a tenure-track Assistant Professor position in the School of Industrial & Labor Relations at Cornell University. Her research interests include cross-cultural organizational psychology, workplace diversity, and strategic human resource management.

Anuradha Ramesh (2007)
My research focuses on three main areas: cross-cultural organizational behavior, environmental scanning and cognition, and diversity and rater bias. My work in cross-cultural organizational behavior focuses on cross-cultural differences in turnover and cross-cultural training. In my work on environmental scanning, I draw from basic cognition research to identify important cognitive variables that influence how upper-level managers gather information from the environment. Finally, my work on diversity and rater bias explores ways to identify and remove barriers to diversity in organizations.

Jana Raver (2004)
Jana is currently Assistant Professor of Management at Queen's School of Business. Her research interests focus on interpersonal mistreatment, workplace diversity, and cross-cultural organizational behavior.

Elizabeth Salmon
My research primarily focuses on conflict resolution across cultures, with a special focus on mediation. The overarching goal of this research track is to determine the universal and cultural-specific dimensions of mediation. My master's thesis will investigate cultural differences in community mediators' cognitive representations of mediation tactics. I hope to expand this project by studying how mediators in different cultures select tactics contingent on the dispute context and the efficacy of tactics across cultures and dispute contexts. In addition to my research on mediation, I am also interested in cooperation and punishment across cultures. I am currently developing a series of studies that will investigate the ubiquity and unique cultural manifestations of altruistic punishment, which occurs when an individual punishes a noncooperator at his or her own expense.

Jessica Saltz (2004)
Jessica graduated in 2004 and currently holds the position of Manager, Organization and Management Development at PepsiCo where she designs, leads and participates in the implementation of core people processes including manager quality/upward feedback, performance management, 360 degree feedback and employee engagement surveys. Prior to joining PepsiCo in May, 2008, Jessica spent 4 years at Altria in their Leadership Development and Diversity group.

Amy Nicole Salvaggio (2003)
After graduating in the summer of 2003, Amy Nicole accepted a position in the University of Tulsa's Psychology Department, where she is currently an Assistant Professor. Her research interests include person-environment fit, organizational climate, and job attitudes.

Andrew Schmidt
My research focuses on leadership, social networks analysis, and cross-cultural psychology. Specifically, my Master's thesis develops and validates a measure of toxic leadership. I am also conducting research on: cognitive neural network (schema) structure and leadership perceptions, gender bias in leadership emergence, catastrophe cusp modeling, social network analysis methodology, the effects of diverse social networks on learning and performance outcomes, and the effects of destructive/dysfunctional/toxic leadership on subordinate group climate.