Deniz Ones is a Professor in the Department of Psychology at the University of Minnesota's College of Liberal Arts (Twin Cities campus). Her research focuses on organizational psychology, particularly counterproductive work behaviors, employment integrity testing, and personnel selection. Specialties: personality assessment, meta-analysis, employee retention, and organizational decision-making She teaches courses including: Psy 4993 - Directed Study in I/O Psychology Psy 5701 - Organizational Staffing Psy 8701 - Seminar in Industrial and Organizational Psychology Psy 8993 - Directed Study in I/O Psychology She holds the Lowell W. Hellervik/Personnel Decisions, Inc. Professorship in Organizational and Counseling Psychology.
Nathan Bowling is a Professor of Psychology and Associate Director of the Ph.D. Program in Industrial-Organizational Psychology at the University of Central Florida's College of Sciences. His research focuses on occupational stress, counterproductive work behavior, and research participant carelessness. He has published over 65 peer-reviewed articles in top-tier journals and secured over $1M in external funding since 2021. Dr. Bowling is a Fellow of SIOP and APS, and his work has been cited extensively in influential publications like Aguinis et al.'s (2017) textbook and Ioannidis et al.'s (2020) global scientist rankings. Education: Ph.D. in Psychology, Central Michigan University, 2005 Research Interests: Development of measures for organizational constraints and workplace stressors Psychometric validation of survey instruments Impact of personality traits on workplace behavior Evaluation of peer reporting policies and counterproductive behavior prevention His work often addresses methodological challenges in survey research and organizational data quality. Grants & Awards: $1+M in external funding as Principal Investigator Fellowships from SIOP and APS Listed in top 2% of most cited I-O psychology authors Advising: Currently accepting students for Fall 2025. Labs/Teams: Active member of UCF's Industrial-Organizational Psychology research group, specializing in organizational behavior, stress, and survey methodology.
Zhiqing Zhou is an Associate Professor in the Department of Mental Health at Johns Hopkins Bloomberg School of Public Health. He holds affiliations with the Hopkins Business of Health Initiative and the Johns Hopkins P.O.E. Total Worker Health® Center. His research examines organizational impacts on employee mental health, workplace mistreatment, work-nonwork balance, and health behaviors. Education: PhD, University of South Florida (2014) MA, University of South Florida (2012) BA, Peking University Health Science Center (2009) Research Interests: Dr. Zhou investigates how workplace practices influence employee well-being, focusing on: Workplace violence/bullying prevention Cross-domain spillover between work and family life Behavioral interventions for health/safety promotion Impact of illegitimate tasks and incivility on mental health Publication Trends: Recent articles (2021-2025) emphasize remote work challenges, cyber incivility, moral identity in organizations, and dyadic family-work dynamics, using longitudinal and diary methodologies. Awards: Summer Faculty Research Fellowship, Office of Naval Research (2021, 2022) Academy of Management OB Division Best Reviewer Award (2015) SIOP LGBT Research Award (2012) Leadership: Associate Editor for Journal of Occupational Health Psychology , Group & Organization Management , and Stress & Health . Collaborates with global researchers and graduate students.
Missouri University of Science and TechnologyUnited States
Vahe Permzadian is an Assistant Professor in the Department of Psychological Science at Missouri University of Science and Technology, where he has been employed since 2020. Prior to this position, he served as a Lecturer of Management in the School of Business and Economics at the State University of New York at Plattsburgh for one year. His academic background includes a Ph.D. in Industrial-Organizational Psychology from the University at Albany, State University of New York. Education Ph.D. in Industrial-Organizational Psychology from University at Albany, State University of New York M.A. in Experimental Psychology from Brooklyn College, City University of New York B.A. in Psychology from Queens College, City University of New York Research Interests Dr. Permzadian's research focuses on three key domains: adjustment and socialization of organizational newcomers, goal setting and motivation in work and achievement settings, and scholarship of teaching and learning. His work bridges industrial-organizational psychology with educational psychology, examining how psychological principles apply to both workplace and academic settings. He has conducted extensive research on assessment formats, open educational resources, and the relationship between personality traits and performance outcomes, with particular attention to motivational processes and their impact on individual achievement. Publication Trends Dr. Permzadian's recent publications show a strong methodological emphasis on meta-analyses and systematic reviews examining educational interventions and psychological processes. His work spans both organizational psychology (focusing on workplace motivation, social efficacy, and personality) and educational psychology (focusing on student learning, assessment formats, and educational resources). A notable trend is his investigation of how test formats (closed-book vs. open-book) affect learning outcomes, as well as the impact of open educational resources on student achievement, reflecting his commitment to evidence-based educational practices. Teaching Dr. Permzadian has taught a comprehensive range of courses at both undergraduate and graduate levels since 2013, including Industrial-Organizational Psychology, Organizational Psychology, Principles of Statistics, Psychology of Personality, Introduction to Psychology, Principles of Management and Organizational Behavior, Human Resource Management, and Training and Development. His teaching portfolio demonstrates expertise across core psychology domains and business applications, with many courses taught repeatedly over multiple years, indicating established curriculum development and instructional expertise.
Bryan Lilly is a Professor of Marketing at the University of Wisconsin Oshkosh , where he has been affiliated with the College of Business since 1991. His academic journey includes a Ph.D. from Indiana University (1997), an MBA from Northwestern University (1991), and a BS from The Ohio State University (1985). Education : Ph.D. (Indiana University, 1997), MBA (Northwestern University, 1991), BS (The Ohio State University, 1985) Dr. Lilly's research spans Marketing Education, Sales Pedagogy, Consumer Behavior, and Environmental Advertising . He has pioneered collaborative data collection models for regional workforce development and examined counterproductive work behaviors in sales. His 2024 article on student-teacher behavioral dynamics and 2023 work on patient satisfaction in healthcare marketing highlight his interdisciplinary focus. His recent publications (2016-2024) emphasize pedagogical innovation , sales ethics , and consumer psychology , with keywords spanning education, healthcare, and environmental marketing. Articles frequently address behavioral motivations, word-of-mouth dynamics, and experiential learning. Scientific Awards : College of Business Outstanding Faculty of the Year (2018) Dr. Lilly has served as a thesis advisor for UW Honors students, advised marketing clubs, and participated in university governance through committees like the COB Graduate Programs Committee and UWO Faculty Senate Budget Committee. He also contributes to community initiatives like the Neenah youth support group Brigade and Oshkosh Propel.
Seth Kaplan is a Professor in the Department of Psychology at George Mason University. His research focuses on employee well-being, team effectiveness, virtual work, and occupational health through projects like NSF-funded emotion regulation interventions and Army Research Institute collaborations on affective forecasting. He directs the KA-Lab, studying team resilience, metaperceptions, and statistical methodologies. Recent publications analyze job boredom, cognitive reappraisal interventions, and personality measurement innovations. His book Crisis-Ready Teams (2024) synthesizes data from high-risk environments. Courses taught include Occupational Health, Organizational Change, Psychometrics, and Multivariate Statistics. Grants: National Science Foundation (Co-PI): Just-in-Time Adaptive Interventions for Emotion Regulation Army Research Institute (PI): Affective Forecasting Errors Recent Presentations: Personality and generative AI use at work (SIOP 2025) Work situation identification via NLP (SIOP 2025) Helicopter helping in teams (SIOP 2025)
Cen “April” Yue is an Assistant Professor of Mass Communication, Advertising, and Public Relations at Boston University’s College of Communication. Her research focuses on internal public relations, leadership communication, organizational change, and corporate social responsibility/irresponsibility. She holds a Ph.D. in Communication from the University of Florida, an MA from Purdue University, and a BA in English from Shandong Normal University. Yue’s work has been published in top journals like Communication Research and Public Relations Review. She is co-authoring a book, *Strategic CEO Communication* (Routledge, 2025), and has received over 10 top research awards. She serves as Chief Research Editor at the Institute for Public Relations’ Organizational Communication Research Center and holds advisory roles at the Internal Communication Research Hub (University of Florida) and the Global Strategic Communication Consortium. She also contributes to editorial boards of Public Relations Review and Communication Reports. Her research explores AI’s role in communication, ethical responses to corporate misconduct, and leadership’s impact on employee engagement. Notable projects include a computational review of 2,675 public relations articles (2012–2022) and studies on supervisory communication and employee well-being. Yue previously taught at the University of Connecticut and has designed courses in public relations principles, campaigns, and research methods. She actively engages in professional organizations and advocates for inclusive, ethical communication practices in organizations.
Daan van Knippenberg is the Houston Endowed Professor of Management in Organizational Behavior at the Jones Graduate School of Business, Rice University. Previously, he held academic positions at Drexel University, Erasmus University Rotterdam, University of Amsterdam, and Leiden University, where he earned his Ph.D. His expertise spans leadership dynamics, diversity and inclusion strategies, team performance optimization, and creativity/innovation mechanisms. He focuses on understanding how leadership styles influence team effectiveness, particularly in diverse and crisis-prone environments. Research emphasizes: leadership authenticity and integrity, paradoxical leadership approaches, knowledge diversity impacts, and intergroup relational dynamics. He explores how organizational structures and leadership rhetoric affect collective creativity and innovation processes. His work bridges social psychology and management theory to address real-world organizational challenges. Recent articles highlight themes like leader behavior consistency, team voice dynamics, and innovation under constraints. Findings often reveal counterintuitive outcomes, such as how perceived leadership flaws can paradoxically boost certain team behaviors. No specific awards listed in current profile data. His advisory and grant activities remain unreported here. Active in advancing social identity theory applications to leadership contexts, emphasizing leader group prototypicality effects on team cohesion and performance.
Ian M. Hughes is an Assistant Professor in the Industrial/Organizational Psychology program at North Carolina State University's Department of Psychology within the College of Humanities and Social Sciences. His research focuses on workplace social exchanges, employee well-being, and occupational health psychology. He holds a Ph.D. from Bowling Green State University (2023) following prior degrees from the same institution (M.A., 2021) and the University of Central Florida (B.S., 2019). Dr. Hughes' work examines how social support dynamics and workplace mistreatment affect psychological, physiological, and behavioral outcomes. He also investigates politics and work, social media's impact, and human-animal interaction. His research has been published in high-impact journals such as the Journal of Occupational Health Psychology and Computers in Human Behavior . He leads the PAWW (Psychology, Animals, Work, and Well-being) lab, exploring interdisciplinary connections between these areas. Recent studies highlight trends in understanding unhelpful workplace support mechanisms, pet ownership's spillover effects on work performance, and the psychological impacts of doomscrolling. His work bridges organizational behavior with health psychology, emphasizing practical applications for improving workplace climates and employee well-being. Though no formal awards are listed, his prolific publication record (over 20 articles since 2019) indicates sustained academic impact. His CV provides further details about grants, lab activities, and collaborative projects. He advises the PAWW lab team but no named students are listed in available materials.
Chase Thiel is the Department Chair of Management and Marketing and an Associate Professor at the University of Wyoming’s College of Business. He holds a Ph.D. and M.S. in Industrial/Organizational Psychology from the University of Oklahoma and a B.S. in Psychology from Idaho State University. He is also a Senior Certified Professional with the Society of Human Resource Management. His research focuses on unethical workplace behavior, ethical leadership, and effective human resource practices. Notable contributions include studies on moral disengagement, ethical leadership’s impact, and the effects of employee monitoring. Thiel’s work has been published in leading journals like Journal of Applied Psychology , Personnel Psychology , and Academy of Management Journal . Research Trends: His articles highlight themes such as electronic monitoring’s ethical implications, the role of reappraisal in ethical decision-making, and the paradoxical effects of internal sourcing on employee retention. Recent work emphasizes organizational resilience in conflict and the counterproductive effects of surveillance. Key Awards: McMurry Fellowship for Excellence in Research (2021) Academy of Management’s Outstanding Practical Implications Award (2021) College of Business Distinguished Teaching Award (2021) Thiel leads the Daniels Fund Ethics Initiative Collegiate Program, managing faculty fellowships, ethics competitions, and program assessments. He advises the College of Business’s ethics case competition team and oversees Wyoming’s Collegiate Business Ethics Case Competition. His teaching spans organizational behavior, human resource management, and ethics at both undergraduate and MBA levels. He is actively involved in advancing ethics education and workplace ethics through leadership roles and impactful research.
Stephan Dilchert is an Associate Professor at the Zicklin School of Business, City University of New York (CUNY), where he serves as the Academic Director of the Executive MBA Program. He is affiliated with the Narendra Paul Loomba Department of Management. Previously, Dr. Dilchert served as Academic Director of the school's Executive Master's in Human Resource Management for seven years, demonstrating his leadership in executive education. Dr. Dilchert earned his PhD in Industrial/Organizational Psychology from the University of Minnesota in 2008. He also holds professional certifications including SPHR from the Human Resources Certification Institute (2014) and SHRM-SCP from the Society for Human Resource Management (2015), which complement his academic credentials with practical HR expertise. His research focuses on the influence of human capital characteristics such as personality and intelligence on employee job performance, including creativity and counterproductivity. Dr. Dilchert has published extensively in top journals and has co-edited the book 'Managing human resources for environmental sustainability.' His recent work has increasingly incorporated wearable sensor technology to examine physiological correlates of workplace behaviors and health outcomes, particularly through the TemPredict study. His research spans talent acquisition, people analytics, employee assessment, counterproductive work behaviors, and environmental sustainability. Dr. Dilchert's recent publications (2022-2025) reveal a strong interdisciplinary approach combining organizational psychology with digital health technologies. His work demonstrates growing interest in sex differences in physiological responses, environmental sustainability in organizations, and personality-environment alignment at work. The TemPredict study has been particularly influential in using wearable devices for early detection of health conditions including COVID-19, with significant contributions to understanding how physiological data relates to workplace behaviors and health outcomes. In his applied work, Dr. Dilchert has developed assessments and designed staffing and feedback systems for multinational corporations (P&G, MetLife, Otis, DHL), government agencies (Department of Justice, State of California), and international organizations (United Nations, Disability Rights Advocates). He has collaborated extensively with researchers including Deniz Ones and Boris Wiernik on meta-analytic studies examining personality-work relationships across cultural contexts. Dr. Dilchert teaches courses related to human resources, organizational behavior, and human capital management at both graduate and doctoral levels. His teaching portfolio includes 'HR Metrics and People Analytics,' 'Human Resources,' 'Fundamentals of Management,' and 'Human Capital & the Triple Bottom Line,' reflecting the breadth of his expertise in connecting individual differences to organizational outcomes.
State University of New York at BuffaloUnited States
Emily Grijalva is an Associate Professor in the Department of Organization and Human Resources at the University at Buffalo's School of Management. Her research focuses on leadership, narcissism, gender dynamics, and personality psychology. She holds a PhD in Management from the University of Illinois at Urbana-Champaign, along with an MA and BA in related fields. Her work explores the impact of narcissism on leadership effectiveness, team performance, and organizational behavior. Notable studies include investigations into gender differences in narcissism, motivation for leadership roles, and the 'dark side' of traditionally desirable personality traits. She has published widely in top journals like the Journal of Personality and Social Psychology and Academy of Management Perspectives. Awards: Includes the 2020 Honorable Mention for the William A. Owens Award, 2014 Best Article from Academy of Management Perspectives, and multiple grants. Editorial Roles: Editorial board member of Personnel Psychology (2017–present) and Academy of Management Collections (2020–present). Teaching: Focuses on human resources research methods. Her research extends to workplace creativity, technological entitlement, and personality development across the lifespan. She emphasizes empirical rigor, meta-analytic approaches, and real-world applications in organizational settings.
University of North Carolina at Chapel HillUnited States
Jessica Siegel Christian serves as Clinical Professor of Organizational Behavior at the University of North Carolina at Chapel Hill's Kenan-Flagler Business School, teaching Leading and Managing, Negotiations, and Groups and Teams across Undergraduate Business and MBA programs. She earned her BA from Tulane University and PhD from the University of Arizona, establishing foundational expertise in organizational dynamics. Her research examines team responses to unfair treatment, emotional/retaliatory behavior transfer, team compositional effectiveness, and cognition-driven adaptation. Current work investigates how teams navigate different change types, with implications for leadership strategy and organizational resilience. Studies reveal how workplace friendships create performance tradeoffs, leadership transitions trigger strategic reconsideration, and turnover intentions generate hidden behavioral costs. Recent publications demonstrate consistent focus on team adaptation mechanisms, growth mindset applications, and leadership-change impacts across organizational behavior, psychology, and management disciplines. Her work appears in Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Journal of Business Ethics, with media coverage in The Wall Street Journal highlighting findings on team retaliation against supervisor misconduct and leadership transition benefits.
Dr. Erica Anthony is an Associate Professor and Chair of the Department of Business Administration at Morgan State University, located within the Earl G. Graves School of Business and Management. She holds a Ph.D. in Organizational Behavior and Human Resources from Purdue University, an MBA in Finance from the University of Illinois at Urbana-Champaign, and a B.S. in Electrical Engineering from Illinois Institute of Technology. Her career includes roles as a Systems Engineer at Honeywell and various positions at Sprint, which fueled her transition into academia. Dr. Anthony’s research focuses on leadership dynamics, followership, counterproductive work behaviors, employee motivation, and emotional influences in organizations. Her work has been featured in journals like Journal of Management Development and Academy of Management Annals , with presentations at major conferences such as the Academy of Management and Southern Management Association. Her recent studies include analyzing work-life balance during the pandemic and the impact of leadership coaching. She is certified as a Personal & Executive Coach through the International Coach Federation (ICF) and actively contributes to professional organizations like the PhD Project and Academy of Management. Dr. Anthony oversees academic programs in business administration and leads initiatives to enhance organizational effectiveness and leadership development at the university.
David S. Jalajas is an Associate Professor of Management at the College of Management, Long Island University (LIU Post). He holds a Ph.D. from Stanford University and has been actively contributing to management education and research for decades. His teaching spans Organizational Behavior, Strategic Human Resources, Operations Management, and Decision Analysis, and he also teaches in the doctoral program in the School of Education. His research focuses on decision-making, innovation, human resource management, counterproductive work behavior, and networking. He has published in top-tier journals such as the Journal of Organizational Behavior , IEEE Transactions on Engineering Management , and Human Resource Development Quarterly . His recent work explores academic networking and job placement, innovation in high-tech SMEs, and the psychological impacts of organizational downsizing. The analysis of his publications reveals a consistent trajectory in organizational behavior and management science, particularly examining how structural and psychological factors influence innovation, employee behavior, and career outcomes. His work bridges theory and practice, often comparing U.S. and international contexts, and emphasizes real-world applications in education and business. Professor of the Year, Beta Gamma Sigma (2009) Faculty Member of the Year, Professional Experience and Career Planning Department (2008) Dr. Jalajas has served as Acting Chair of the Management Department and chaired multiple College of Management committees. He has mentored students through impactful programs like Camp Business and led MBA classes that have raised over $50,000 for local charities. While no formal list of advisees is provided, his extensive teaching and leadership roles suggest significant student mentorship. He has also been involved in curriculum development and pedagogical innovation, particularly in management education and numeracy enhancement. Dr. Jalajas is actively engaged in academic and community outreach, including the SCALE program with local high schools and various teaching workshops at LIU. Though no specific lab or research team is mentioned, his collaborative publications and conference presentations indicate active participation in scholarly networks, particularly within the Academy of Management and Decision Sciences Institute.
