Jocelyn Wiltshire is an Associate Professor at the Dhillon School of Business, University of Calgary, specializing in Human Resource Management & Labour Relations. Her academic background includes an Honours BA from Western University (2009), and an MSc (2011) and PhD (2016) from the University of Calgary. Her research focuses on organizational politics , power and interpersonal influence , personality , and counterproductive workplace behaviors . She has published extensively on topics such as influence tactics, impression management, and the intersection of personality traits with workplace dynamics. Recent publications highlight trends in understanding the "dark side" of workplace behavior , including the Dark Triad personality traits, Honesty-Humility, and their impacts on organizational outcomes. Her work bridges psychological theory with practical management strategies .
Professor Rosalind H. Searle holds the chair in Human Resource Management and Organisational Psychology at the Adam Smith Business School, University of Glasgow, and serves as an Associate with the School of Health & Wellbeing. As a chartered Occupational Psychologist, she maintains fellowships with the British Psychological Society (BPS), The Royal Society of Arts (RSA), and the Chartered Institute of Personnel and Development (CIPD). Her primary research focuses on organisational trust, examining HRM processes for trust, the impact of change on organisational trust, the role of Decent work, and distrust consequences particularly for counterproductive work behaviours. Her influential work with the UK's health and social care regulator Professional Standards Authority has produced groundbreaking reports on fitness to practice, identifying individual, social and organisational antecedents of sexual misconduct and dishonesty in organisations. Her ESRC CREST funded research on change, trust, and counterproductive work behavior has yielded practical toolkits widely adopted by organizations. Professor Searle currently directs the European Association of Work and Organizational Psychology's Impact Incubator (2021-present) and previously served as Secretary General for Alliance of Organisational Psychology (2014-2018). She co-convenes a standing group at European Group of Organisation Studies on Organisational Trust and is an active member of Project GLOW (Global Living Organisational Wage), a 26 country research initiative focused on living wages. Her scholarly contributions include serving as associate editor for Group and Organisation Management and the Journal of Trust Research, and sitting on editorial boards for Human Relations, Journal of Management, and International Perspectives in Psychology. She has co-edited the Routledge Companion to Trust and Edward Elgar's Frontiers of Trust book series, establishing herself as a leading voice in trust research within organizational contexts. Professor Searle's research appears in leading international journals including HRM, Journal of Organisational Behavior, International Journal of HRM, Long Range Planning, and Organization Studies. Her recent work spans cybersecurity incidents and trust recovery, workplace sexual violence, and the experiences of skilled Muslims in recruitment processes, demonstrating her commitment to addressing pressing organizational challenges through rigorous research.
Joseph Mazzola is an Associate Professor of Psychology and Director of the Industrial-Organizational Psychology MA Program at Meredith College. His research focuses on workplace stress management, occupational health promotion, and qualitative/mixed methodology. He joined Meredith College in 2018 and teaches advanced statistical methods, organizational change, and consulting skills. Academic Credentials: Ph.D. in Industrial-Organizational Psychology from the University of South Florida M.A. in Industrial-Organizational Psychology from the University of South Florida B.S. in Psychology from Bowling Green State University Research Interests: Dr. Mazzola explores barriers and facilitators to healthy behaviors in healthcare workers, workplace stress measurement, and qualitative methodological innovations. His work bridges occupational health psychology and organizational behavior. Publications: His recent work includes studies on healthcare worker well-being, stress management paradigms, and qualitative research methodologies. He contributes to journals like Work & Stress and Journal of Mixed Methods Research . Professional Recognition: He received the EHHS Scholarly Activity Award (2022-23) for his research contributions. Advising/Grants: While no specific grants are listed, his teaching and program director role indicate active involvement in student mentorship and program development.
Dr. Alexandra Patzak is an Assistant Professor in the Department of Educational Psychology at George Mason University’s College of Education and Human Development. She holds a Magister (MSc equivalent) in Psychology from the University of Vienna and a PhD in Educational Psychology from Simon Fraser University. Her research focuses on reducing counterproductive self-regulated learning behaviors in online environments by integrating motivational theories with cognitive decision-making models. She designs data-driven interventions using learning analytics to scaffold student learning processes and validates psychometric measures of academic self-handicapping. Dr. Patzak teaches graduate courses in educational psychology, research methods, and educational measurement. She has contributed to the development of the nStudy software for learning analytics and pioneered frameworks merging metacognition with academic decision-making. Her work emphasizes actionable insights for educators through process analytics and adaptive learning scaffolds. Recent research includes analyzing time management instruction efficacy, classroom autonomy-support strategies, and the role of self-compassion in mitigating impostor syndrome. She has published in Journal of Learning Analytics , Frontiers in Psychology , and conference proceedings of Learning Analytics & Knowledge (LAK).
Begoña Urien Angulo serves as an Assistant Professor in the Department of Psychology at the University of Navarra's Faculty of Education and Psychology, conducting research at the intersection of organizational behavior and work psychology. She earned her PhD from Spain's National University of Distance Education (UNED) in 2000 with doctoral research on work group effectiveness in the automotive sector supervised by Dr. Amparo Osca Segovia. Her research program spans Organizational Psychology , Work Psychology , and Group Dynamics , with specialized expertise in telework impacts, job satisfaction determinants, ethical decision-making frameworks, and well-being interventions. Current investigations examine pandemic-era remote work adaptations, gender dynamics in leadership, and Industry 5.0 workforce transitions through cross-cultural lenses. Analysis of her 15 most recent publications reveals dominant thematic clusters: (1) telework's psychological consequences during/post-pandemic across Baltic/Mediterranean contexts; (2) JD-R model applications to burnout prevention and resilience building; (3) ethical decision-making processes in social work organizations; and (4) technology-mediated communication effects in educational settings. Dr. Urien Angulo actively contributes to two research collectives: Psychological processes in education, health and organizations - Investigating cognitive/affective mechanisms across institutional contexts TRACYD Work, care and development - Exploring work-care integration dynamics in professional care settings
Professor Vincent K. Chong is a distinguished academic in the field of accounting at the University of Western Australia (UWA), serving as Deputy Head of the Department of Accounting & Finance and Chair of the Board of Studies (Management and Commerce) at the UWA Business School. His primary research focuses on behavioral aspects of accounting, judgment/decision-making, management control systems design, and business ethics. He has published extensively in top-tier journals such as the Journal of Business Ethics and Management Accounting Research . Dr. Chong holds a PhD in Accounting from UWA (2000), an MBA from Saint Louis University (1989), and additional qualifications in higher education. He has held editorial roles at journals including Accounting & Finance and Management Accounting Research , and contributes to professional bodies like the Institute of Certified Management Accountants (ICMA). His research explores ethical dilemmas in financial reporting, the impact of performance measurement systems, and the intersection of ESG practices with corporate branding. Recent studies address topics such as moral justification in counterproductive work behavior, the effects of profit-sharing schemes on auditor judgments, and the role of ethical leadership in deterring misreporting. Chong supervises PhD candidates and has led research projects funded by organizations like the Chartered Institute of Management Accountants. His work aligns with UN Sustainable Development Goals, particularly in advancing ethical business practices and sustainable economic systems.
Matthew Hayes is an Assistant Professor of Accounting at the University of Nevada, Reno's College of Business. He transitioned from an auditing career to academia after completing his PhD, previously teaching at the University of Michigan - Dearborn. His research focuses on behavioral biases and personality traits influencing financial reporting processes, particularly narcissism's impact on accounting judgments and decisions. Education: PhD in Accounting (Arizona State University), MBA & BS in Accounting (SUNY Buffalo) His work examines how individual and interpersonal factors shape accounting estimates, earnings management, and whistleblowing intentions. He has published extensively on narcissism's role in organizational accounting behaviors and generational differences in managerial responses. Teaching focuses on advanced accounting courses including ACC 402. His research integrates insights from psychology and organizational behavior to improve understanding of ethical and decision-making challenges in accounting contexts.
Dan Brady is an Assistant Professor in Organizational Behaviour and Human Resource Management at the Lazaridis School of Business and Economics, Wilfrid Laurier University. His research explores healthy work environments, focusing on reducing workplace mistreatment, conflict resolution, fairness paradigms, leadership effectiveness, and advanced research methodologies. Dr. Brady's publications investigate psychological dynamics in organizational settings, including forgiveness frameworks, ethical leadership, communication fairness, and behavioral deviance. His work employs diverse methodological approaches to examine how interpersonal behaviors impact organizational health. Recent research trends show consistent focus on workplace relationships, justice perceptions, and ethical decision-making, with methodological innovations in measuring complex social phenomena like gossip and paranoia.
Dr. Jie (Kassie) Li is an Assistant Professor at Wilfrid Laurier University's Lazaridis School of Business and Economics. Her research examines innovation processes, workplace dynamics, and organizational behavior using advanced methodological approaches. Research expertise spans: Creativity and innovation mechanisms in organizations Organizational deviance and counterproductive behaviors Social dynamics in workplace relationships Research methodology development Recent publications investigate workplace gossip dynamics, pandemic impacts on organizational identification, and leader-member exchange comparisons. Her work employs diverse methodologies to understand complex organizational phenomena.
Anna Hu is a Researcher affiliated with the Center for Vaccines and Immunology at the University of Georgia's College of Veterinary Medicine. Her work bridges two key areas: advancing veterinary immunology and vaccines, and exploring organizational behavior dynamics in workplace settings. She holds a dual focus on scientific research in animal health and human resource management challenges. Research Interests: Her scientific contributions include vaccine development strategies and immunological mechanisms in veterinary contexts. Simultaneously, she investigates workplace diversity, neurodiversity inclusion, disability disclosure policies, and legal compliance in employment practices. Her interdisciplinary approach addresses both biomedical and sociological dimensions of professional environments. Key Themes in Publications: Her articles emphasize the intersection of psychological traits (e.g., personality, ADHD) with organizational systems, legal frameworks, and leadership dynamics. This includes analyzing how neuroatypicality impacts workplace culture and how disability identity influences professional behavior. Labs/Teams: Active within the Center for Vaccines and Immunology, contributing to interdisciplinary teams focused on advancing animal health through immunological research.
Dr Kara Ng is a Senior Lecturer (Associate Professor) in Organisational Psychology at the Alliance Manchester Business School, University of Manchester. She serves as academic lead for the Leadership and Social Change theme at the Thomas Ashton Institute and is a member of the Work and Equalities Institute, contributing to research on workplace ethics and equality. Her educational background includes a PhD in Moral Issues of Bystander Behaviour in Workplace Bullying, an MSc in Organisational Psychology, and dual BA degrees in Psychology and Classical Languages & Literature from the University of Rochester. Ng's research investigates unethical workplace behaviors with primary focus on bullying dynamics and bystander intervention. She examines workplace deviance including incivility, abusive supervision, and counterproductive behaviors through behavioral ethics frameworks. Her work addresses United Nations Sustainable Development Goals related to decent work and economic growth. Recent publications reveal consistent thematic progression: developing measurement tools for bystander responses (2025), analyzing emotional consequences of career stagnation (2024), identifying contextual moderators in bullying-wellbeing relationships (2023), and evaluating safety training efficacy for vulnerable workers (2022). Alliance Manchester Business School PhD Scholarships (2015) Best Oral Paper – Science shortlist (2022) Teaching Assistant Award (2018) As an active PhD supervisor accepting new students, Ng has co-investigated mKTP grants for team agility training programs. Her advisory work focuses on workplace mistreatment, observer experiences, and unethical behavior research proposals. She maintains significant institutional presence through the Thomas Ashton Institute's Leadership and Social Change initiative and the Work and Equalities Institute, driving interdisciplinary research on workplace health and ethical organizational practices.
Greg Thrasher is an Associate Professor of Management in the Department of Management at Oakland University's School of Business Administration. He holds a Ph.D. in Industrial-Organizational Psychology from Wayne State University (2017). His research focuses on aging workforce dynamics, leadership, emotion, and motivation. He has published widely in journals such as Group and Organization Management , Work, Aging, and Retirement , and Journal of Business and Psychology . His work often examines intersectional effects of age and gender on leadership evaluations and work-life balance. Recent studies include analyses of age-aware organizations, retirement planning, and normative team age prototypes. Education : Ph.D. in Industrial-Organizational Psychology, Wayne State University, 2017 Research Interests : Aging workforce challenges Leadership development and evaluation Emotion and motivation in organizational settings Intersectional effects of age and gender Key Awards : University Research Committee Summer Research Award (2018) Anton Frankel Research Award (2018) Top 10 SIOP Poster (2017) Teaching & Advising : Teaches courses in organizational behavior and leadership. No listed advisees, but actively contributes to career development initiatives through exercises like the Careers Roundtable program. Labs/Teams : Not explicitly mentioned in profile materials.
Caroline Aubé is a Professor in the Department of Management at HEC Montréal and currently serves as Director of Research and Knowledge Transfer. She holds a Ph.D. in Psychology from Université de Montréal. Her research focuses on work team management, counterproductive workplace behaviors, and positive organizational behavior. Key areas of expertise include team effectiveness, ethical leadership, and boardroom dynamics. Her recent publications explore topics such as team psychological capital, adaptive performance in work teams, and the impact of leadership styles on innovation. Notable articles include studies on new product development team adaptability and the role of ethical leadership in corporate boards. Aubé has supervised multiple graduate students, including a 2022 PhD dissertation on team psychological capital and 2020 master's theses addressing workplace incivility and team efficacy. Aubé actively contributes to academic discourse, with recent involvement in national forums on AI in higher education and leadership roles in research initiatives. Her work emphasizes practical applications of organizational psychology to improve workplace environments and team performance.
C. Allen Gorman is an Associate Professor and former Chair of the Department of Management, Information Systems, and Quantitative Methods at the Collat School of Business, University of Alabama at Birmingham (UAB). He holds academic appointments across multiple departments, including the School of Health Professions and the College of Arts and Sciences. With a Ph.D. in Industrial and Organizational Psychology from the University of Tennessee, his research focuses on job performance, leadership, training development, and individual differences in work behavior. He teaches courses in Human Resource Management, Leadership, and Organizational Behavior. Dr. Gorman’s research has been published in journals like the Journal of Applied Psychology and Personnel Psychology . He serves on editorial boards and is active in professional organizations such as the Society for Industrial and Organizational Psychology. His work emphasizes reducing bias in performance evaluations and improving workplace training. He also provides consulting services in employee selection and leadership development. His teaching spans undergraduate and graduate levels, including courses like Managing Through Leadership and Organizational Staffing . He has held prior academic leadership roles at East Tennessee State University and has extensive experience in curriculum development and academic administration. His research trends reflect a focus on remote work dynamics, healthcare workforce challenges, and leadership in evolving organizational settings.
Emrah Özsoy is an Associate Professor in the Department of Business Administration at Sakarya University's Faculty of Business Administration. His research examines personality psychology in organizational contexts, particularly focusing on dark triad traits and behavioral addictions. Primary research domains include: Psychometric validation of personality assessments across cultures Work addiction and its relationship to digital/media addictions Cross-cultural manifestations of narcissism and Machiavellianism Psychological well-being measurement invariance globally He has led multinational research teams validating psychological scales across 65 countries and serves as editor for multiple journals in organizational psychology. His work on dark personality traits has been published in leading journals including Personality and Individual Differences and Journal of Research in Personality.
