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Faculty
Dr. Boris Baltes
Associate Professor
Area Chair, Industrial/Organizational Psychology
Ph.D., Northern Illinois University, 1998
First, in my lab we study the effects that various stereotypes (racial, gender, and most recently obesity) have on workplace type outcomes (e.g. performance ratings) and, perhaps more importantly, test interventions that may reduce the effects of these biases. Second, we are interested in examining work family balance/conflict. Specifically, we have been conducting research studies that are assessing what strategies individuals use to reduce work family conflict and achieve work family balance. Furthermore, we have recently started a research project that is interested in how the aging workforce will change the priorities given to achieving work family balance for employees.
For more information about Dr. Baltes, click here.
Dr. Marcus Dickson
Professor
Ph.D., University of Maryland, College Park, 1997
There are several projects going on in my research group. We are investigating the reactions that team members have to varying types of feedback from male vs. female leaders in a virtual team situation, and will likely be expanding this study to include other leader characteristics (race, attractiveness, etc.). We are at the beginning stages of studies on emotional labor among full vs. part-time employees, using a local historic village as a setting for the research. We are also in the planning stages for research on the tendency towards homogeneity of values and personality in mission-oriented organizations vs. non-mission-oriented organizations. Students in my research group are heading up studies on humor in the workplace, especially sexually-harassing humor, as well on the roles of religion/spirituality and societal culture in explaining individuals' preferences for leadership styles. I continue to do work related to cross-cultural issues in workplace ethics, largely in collaboration with colleagues in the US and Ireland, and to work on cross-cultural research methods with colleagues in the Netherlands.
For more information about Dr. Dickson, click here.
Dr. Sebastiano Fisicaro
Associate Professor
Ph.D., University of Texas, Arlington, 1978
My research interests are mainly concerned with biases in the evaluation of candidate performance in the selection interview and employee job performance. Major biases that have been identified include psychometric effects such as halo and leniency, contrast effects, and assimilation effects. We have been investigating factors that are responsible for these biases, particularly (a) the cognitive processes that are involved in the biases (e.g., early-stage cognitive processes such as selective attention, encoding, and storage vs. late-stage cognitive processes such as memory retrieval and decision-making), (b) conditions that affect the biases (e.g., taxed information-processing conditions), and (c) individual differences in susceptibility to such biases (e.g., selective attention ability).
For more information about Dr. Fisicaro, click here.
Dr. Cary Lichtman
Associate Professor
Ph.D., State University of New York, Buffalo, 1968
I have done research and written widely about issues of personnel selection, management development, performance appraisal, and industrial training. Currently, I am the Director of Wayne State University’s MA Program in Industrial/Organizational psychology. I teach graduate seminars on training and development, organization theory, consumer behavior, and industrial research methods. I did my undergraduate work at Washington University in St. Louis. After receiving my Ph.D. from the State University of New York at Buffalo, I took a postdoctoral training in health care delivery systems at the University of Illinois Medical Center in Chicago.
For more information about Dr. Lichtman, click here.
Dr. Kimberly O'Brien
Assistant Professor
Ph.D., The University of South Florida, 2008
My research broadly revolves around antecedents of organizational citizenship behavior (i.e. prosocial work behavior) and counterproductive work behaviors (i.e. antisocial work behavior). In my research, have focused on the OCB of mentoring and the CWB of emotional abuse. I believe it is important to study these behaviors that contribute to the context of the organization, as opposed to the core functioning, because they are what give an organization its uniqueness. My general framework revolves around perception. For example, recall a time when two friends told different sides of a story. What influenced their perception of the situation? Personality? Previous experiences? Emotions? Culture? These are the things I consider when I look at antecedents to these work behaviors. Specifically, I consider the role of job stress, attributions, personality, emotion, gender, culture, and attitudes about your job (e.g., perceived organizational justice) in OCB and CWB. Eventually, I hope find ways for organizations to alter employee's job stress, attributions, emotion, and attitudes in order to change the amount of OCB and CWB that occurs.
For more information about Dr. O'Brien, click here.
Supporting Faculty
DEPARTMENT OF COMMUNICATION
Dr. Loraleigh Keashly
Associate Professor
Director, Graduate Program in Dispute Resolution
Ph.D., University of Saskatchewan
Interests: Emotional abuse, social conflict, dispute resolution.
For more information about Dr. Keashly, click here.
SCHOOL OF BUSINESS
Dr. Thomas J. Naughton
Associate Professor
Department of Management
Ph.D., State University of New York, Buffalo
Interests: Determinants of entrepreneurial success, fairness in work schedule procedures, workaholism, leadership effectiveness.
For more information about Dr. Naughton, click here.
Dr. James E. Martin
Professor
Department of Management
Ph.D., Washington University
Interests: Unions, strikes, union commitment, work schedules, contract ratification, wage tiers, and union stewards.
For more information about Dr. Martin, click here.
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