SIOP Web site
Transcript of SIOP Web site
MASTER TUTORIAL
TITLE
Qualitative Investigation of Context: Staff Rides for Research and Practice
SHORTENED TITLE
Staff Rides for Research and Practice
ABSTRACT
This interactive session builds participant knowledge for conducting qualitative investigations of
context in staff rides. Using a wilderness exemplar we demonstrate observational, analytic and
dialogic processes and discuss publication and institutional review board issues. The popular
method is repositioned to yield unique contributions for I-O research and practice.
PRESS PARAGRAPH
We repurpose the staff ride – widely used for developing leaders – for I-O psychology research
and practice. Staff rides recreate a historical event for the purpose of understanding
organizational phenomena through observation, reflection and discussion. An exemplar is used
to establish how learning and decision-making transpired for a U.S. Forestry work crew before
and after a plane crash in the Montana wilderness. Participants examine and analyze episodes of
events and discuss how the physical setting impacted the event. The staff ride is suggested as an
innovative, interactive method to better understand context in qualitative investigations of
individual, team and organizational processes.
WORD COUNT
1766
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Introduction
You just cannot get the full effect of what happened [at the South Canyon Fire] and what
it was like until you’ve walked the ground, felt the steep terrain, seen the vegetation,
experienced the heat and had the wind in your face. The whole scenario seemed so
different that what I had read.
--W.E Holmes (2005, p. 26)
Staff rides are a type of war game used to teach military strategy. Led on horseback in the
open terrain, the first staff rides took place at important battle sites. As noted in the quote above,
modern staff rides provide a unique experience by engaging participants in observation, open
reflection and discussion. Staff rides have been widely used throughout history and around the
world as an important method for developing leaders (Robertson, 1987).
Staff rides have direct application to the research and practice of I-O psychology.
Retrospective analysis of historical data provides rich phenomena for understanding context and
situated action (Kayes, 2004; Useem, Cook, & Sutton, 2005; Weick, 1993; Whiteman & Cooper,
2011). Staff rides extend retrospective analysis because knowledgeable experts gather together to
concurrently and publicly reflect on content. Grounded in experiential and dialogical learning,
staff rides are ideal for engaging participants in the investigative process. In addition, methods
with a high degree of fidelity to the work environment are in demand (Proserpio & Gioia, 2007;
Salas, Wildman, & Piccolo, 2009). Further, the increased availability of electronic historical
databases encourages innovative use of organizational records (Simonton, 2003). Staff rides
respond to calls in the literature for greater attention to experiential methods (Kayes, 2002; Kolb,
Boyatzis, & Mainemelis, 2000) as well as prepare workers who face in extremis organizational
settings (Halpin, 2011; Hannah, Campbell, & Matthews, 2010; Hannah, Uhl-Bien, Avolio, &
Cavarretta 2009; Klimoski, 2005; Kolditz, 2006; Vogel-Walcutt, Carper, Bowers, & Nicholson,
2011). Finally, the 2013 SIOP program specifically requests qualitative research methodology.
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The focus of the proposed tutorial is the staff ride—the recreation of a historical event for
the purpose of understanding organizational phenomena through observation, reflection, and
discussion. Importantly, staff rides make unique contributions to research through independent
analysis of events outside of organizations by content experts who collectively and concurrently
reflect on retrospective data (Becker & Burke, 2012a). The proposed master tutorial reviews the
staff ride method specifically for I-O researchers and practitioners. An accurate scale physical
terrain model of a wilderness disaster as well as map, photos, and investigative documents are
used to demonstrate how content experts can explore context. The method enhances open
reflection and dialogue allowing new interpretation of data through independent analysis of
events outside of the original event organization.
Materials for the master tutorial will be provided in advance of the conference on SIOP’s
new social media interface, http://www.siop.org/socialmedia/ In recognition that tutorial
participants will be of diverse and varying background and expertise concerning qualitative
investigations, the presentation will avoid jargon and offer clear learning objectives as follows:
1. Familiarize attendees with the qualitative methodological foundation of the staff ride;
2. Develop attendees’ und er standing of three phases: the preliminary study, the field visit, and
the integration;
3. Engage attendees in a recreated wilderness staff ride to demonstrate how to examine and
analyze decisions made during a staff ride; and
4. Discuss the strengths and limitations of the method, including recommendations for
Institutional Review Board (IRB) concerns and the publication of qualitative cases.
Time requested to address these learning objectives is 80 minutes. The approximate time for
each learning objective is noted below, along with further description.
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Learning Objective #1: Familiarize Attendees with Methodological Bases (10 minutes).
German military strategist Helmuth von Moltke first led officers on horseback devising
simple plans that could be applied by leaders in the heat of the battle (Robertson, 1987). The first
U. S staff ride took place at Fort Leavenworth, Kansas in 1906. Twelve officers engaged in a
two-week reconstruction of Sherman’s 1864 battle at Atlanta. Today, staff rides are used at the
Army War College to develop strategic decision-making (Ossad, 2006). Military staff rides
throughout the world use sophisticated technology such as cell phones, digital video, satellite-
imaging, and electronic mapping. The U.S. Forest Service adapted the staff ride as part of
interagency training in fire behavior in 1999; weather forecasts, fire danger predictions, maps,
video footage, shift plans and photographs are used to recreate important fire events. We
participated in a U. S. Forest Service wildfire recreation in Missoula, Montana which stimulated
the idea for using staff rides for qualitative investigations of applied psychology.
Significant contributions to research and practice can emerge from unconventional
settings and with innovative contexts and samples (Bamberger & Pratt, 2010; Bansal & Corley,
2011; Johns, 2006; Siggelkow, 2007). As in the case study, staff rides identify problematic or
interesting events and relationships occurring naturally in the real world (see Starke &
Strohschneider, 2010, p. 115). Data from multiple sources examine organizational phenomena in
naturalistic context, confronting theory with the empirical world (see Piekkari, Welch, &
Paavilainen, 2009).
For this learning objective, the presenters will emphasize critical incident analysis for the
development of episodes that comprise an event. In addition, the foundational role of
experiential and dialogical theories of learning will be discussed, with emphasis on how the staff
ride promotes public reflection-in-action and dialectical knowing (Becker & Burke, 2012b).
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Learning Objective #2: Develop Attendees’ Understanding of the Three Phases of the Staff
Ride (15 minutes)
Staff rides have potential for research and practice in I-O psychology; as a flexible
method, it can be adapted to focus on specific areas of interest. For example, we have conducted
staff rides that examine organizational knowledge creation, safety, inter-agency communication,
and individual and team processes, such as team mental model development and self and team
efficacy formation.
Three phases of the staff ride will be demonstrated: 1) a preliminary study of the incident
in detail including background of the case; 2) a field visit that recreates the context, and 3) a
discussion that integrates the first two phases (Becker & Burke, 2012a). The purpose of the
preliminary study is to prepare background material, basic knowledge and information about the
case, a general outline and chronology of significant events, maps, etc. In the second field study
phase, investigators observe incidents in chronological order. The integration phase involves
moderated discussion through which participants organize and articulate the data derived from
the study.
Constructing a staff ride requires locating specific information sources of the historical
event. Attendees will be provided with a developmental template (Table 1) for identifying the
information needed for the preliminary study, map resources, and other materials needed. The
potential value of developing a web site for ride participants to access materials in advance of the
field study phase will be discussed with attendees. Reference materials will also be provided
(e.g., Baird, Holland, & Deacon, 1999; Burke, Scheurer, & Meredith, 2007) on how to unfold the
discussion within the integration phase of the staff ride.
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Learning Objective #3: Engage Attendees in Portions of a Recreated Wilderness Staff Ride
(30 minutes)
Attendees will participate in and discuss a modified, shortened version of a staff ride.
This aspect of the master tutorial will develop attendees’ procedural knowledge for conducting a
staff ride and promote understanding of how to examine and analyze decisions made during a
historical incident while taking context into consideration. An outline of the activities and the
approximate times for each phase of the demonstration ride are presented in Table 2. Tables 3
and 4 provide more specific information on the staff ride exemplar that will be provided to
attendees.
The unique format of the staff ride stimulates interaction with high relevance to
researchers and practitioners. In regard to staff rides in general and more specifically for the
Great Bear Wilderness demonstration, attendees will become aware of issues related to:
Selecting a case study and staff ride site;
Selecting ride participants;
Developing a chronological time line for the historical event, and identifying key
episodes or decision points in the case;
Developing visual aids including a possible physical terrain model;
Guiding ride participants (using the visual aids) through a discussion of actions taken and
decisions made during each episode of the event;
Facilitating discussion within an integration phase that follows an “after-action-review.”
The Great Bear Wilderness demonstration will provide information for how the staff ride
enhanced researchers’ insights into the dynamics that influence team processes.
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Learning Objective #4: Discuss Strengths and Limitations, Navigating the Institutional
Review Board (IRB) Process and Publishing Staff Ride Research (15 minutes)
Advantages of staff rides will be provided, including the recreation of incidents while
interacting with knowledgeable content experts. The open reflection and dialogue allow new
interpretation of data through independent analysis of events outside of the original event
organization. Ideally, staff ride participants relive the environment, the operational setting,
decisions that were made, and values at risk (see Table 5). In addition, the presenters will discuss
methodological challenges such as data that is incomplete, subject to bias, deliberately
controlled, or repressed. Practical limitations will be noted such as the time and expense to
develop and implement staff rides and difficulty assembling or locating individuals or material
needed (Alexander, 2002). Importantly, attendees will be provided with information for
modifying staff rides for conduct at academic conferences, classrooms, and web-based seminars
so as to create some flexibility in addressing these challenges.
Attendees will also be provided with information concerning when a staff ride is
considered research subject to Institutional Review Board (IRB) review and special
considerations in navigating this review process related to obtaining or requesting a waiver of
written informed consent. Furthermore, special considerations in publishing staff ride research
will be discussed with attention being given to theoretical sampling of cases and pointers
concerning how to write a staff ride paper
Summary and Wrap-Up (10 minutes)
The authors have previously conducted staff rides with a variety of academic and
professional audiences (Becker, 2008; Becker & Burke, 2012b; Burke, 2010). The information
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provided in the proposed tutorial is suitable for CEU credits, and is structured so that researchers,
practitioners, and graduate students can understand and benefit from the interactive session.
The master tutorial develops attendees’ understanding of the elements of a staff ride, the
steps to be taken to develop and conduct a staff ride, and awareness of advantages and challenges
to the use of the method in qualitative investigations. Our expectation is that attendees will view
the staff ride as an innovative, interactive research method to better understand context in
qualitative investigations of organization and team processes. The session will conclude with a
general, open discussion of the efficacy of the staff ride for qualitative research.
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Participant Information
Wendy S. Becker
Associate Professor of Management
John L. Grove College of Business
Shippensburg University
1871 Old Main Drive
Shippensburg, PA 17257-1410
Phone (717) 477-1410
Fax (717) 477-4068
Role in Session: Co-Presenter
Michael J. Burke
Lawrence Martin Chair in Business
Freeman School of Business
Tulane University
New Orleans, LA 70118
504-862-3328
504-862-8367 (fax)
Role in Session: Co-Presenter
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Baird, L., Holland, P., & Deacon, S. (1999). Learning from action: Imbedding more learning
into the performance fast enough to make a difference. Organizational Dynamics, 27(4),
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unconventional research contexts and samples in organizational scholarship. Academy of
Management Journal, 53, 4, 665-671.
Bansal, P., & Corley, K. (2011). The coming of age for qualitative research: Embracing the
diversity of qualitative methods. Academy of Management Journal, 54, 2, 233-237.
Becker, W. S. (2008). The Great Bear Wilderness Disaster. Presentation to the Metropolitan
New York Area Association for Applied Psychology (METRO).
Becker, W. S., & Burke, M. J. (2012a). The staff ride: An approach to qualitative data generation
and analysis. Organizational Research Methods, 15, 2, 316-335.
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investigations. Professional Development Workshop at the Academy of Management
Annual Convention, Boston, MA.
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Annual IOOB
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Table 1
Staff Ride Development Template
Phase 1 – The Preliminary Study
Identify initial data (observations, interviews, documents, audio-visuals), construct general outline
and chronology of significant events, conduct initial data analyses, and develop theoretical
arguments or tentative findings. The following material and information may be gathered during
the preliminary study.
Observations:
Descriptive notes using observation protocol
Interviews:
Eyewitness accounts (in person or previously recorded)
Oral history audio recordings
Documents:
Investigative reports, government reviews, after-action management reviews
Historical memos, letters, press releases, chronologies, timelines of the event
Research articles, research reviews, related case studies
Newspaper articles, editorials, magazine articles, books
Biographies, autobiographies, journals, medical records
Organizational charts, job descriptions, internal memos
E-mail transcripts, text messages, phone transcripts
Web pages
Longitudinal data including archival data sets
Audio-Visuals:
Photographs, along with descriptive geographic or historic orientation to site location
Maps, e.g., MapQuest, Google maps, Yahoo maps
Topographical maps
3D Google Earth animated fly-around
Videos, tapes
GPS data
Sketches
Physical terrain models
Sand maps
Tactical decision exercises
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Phase 2 – The Field Visit
Visit the site (or recreate a site), review incidents in chronological order, make observations, take
part in presentations, collect new data, refine and discuss hypotheses or theoretical arguments, and
develop preliminary results.
Use observational protocols for recording visual data
Use interview protocols such as structured, semi-structured, open-ended, focus groups, etc.
for asking questions and recording answers during interviews
Record information using notes, journals, diaries, audiotape, videotape
Record demographic information, e.g., time, place, date of field setting
Collect quantitative information, e.g., surveys, research measures
Examine physical trace evidence, e.g., equipment failure, damage to property, etc.
Examine additional relevant stimuli, e.g., sounds, smells, tastes, etc.
Administrative materials to assist research facilitator while conducting Field Visit:
Travel directions
Schedule (showing discussion times and movement times for events)
Field guide (with cues for maps, route access, terrain orientation, key events, and important
discussion points for the Field Visit)
Terrain model, sand map, tactical decision exercise or other strategy to generate group
discussion and interaction during the Field Visit
Eyewitness accounts (in person or recorded)
Phase 3 – The Integration
Transcribe all notes, tapes, videos
Provide information, where appropriate, on the reliability of data sources
Validate the accuracy of the information gathered
Use qualitative and possibly quantitative data analytic techniques for transforming raw data,
organizing and preparing data, reading through all data, coding all data, identifying themes
and description, interrelating themes and descriptions, and interpreting themes and
description
Revise findings
Refine original hypotheses or theoretical arguments
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Table 2
Staff Ride Exemplar Tutorial attendees will experience the following sequence of events in the abbreviated
demonstration of the Great Bear Wilderness staff ride. The approximate times to be spent with
attendees on each phase of the staff ride are noted in parentheses.
Preliminary Study (10 minutes for recap of the preliminary study). Presenters will review
critical information about how the event was reconstructed including a summary of flight
operations, team decision points, and search and rescue events. The use of maps and photos for
recreated the event will also be noted
Field Visit (15 minutes). Using the visual aids noted above, the presenters will recreate the
accident and provide attendees with verbatim survivor statements related to several key episodes
and decision points in the case. For these key episodes, the presenters will guide a discussion of
the nature of the team learning and decision-making. Two to three key episodes will be chosen
from a list of seven decisions points in the case (see Table 4). Questions used to guide the
substantive discussion of the incident will include:
1. How did events that unfolded during the critical period of the accident impact team
decision-making?
2. How do individual and team regulatory processes interrelate and develop during a crisis?
3. What are some of the key individual, team and organizational factors that lead to sub-
optimal and optimal decisions during a crisis?
Integration Phase (10 minutes). The integration will involve attendees in an after-action-review
of how cognitive, interpersonal, and organizational processes can both strengthen and weaken
teams in crises.
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Table 3
Narrative of the Great Bear Wilderness Event
The event recreated is the September 20, 2004 aviation disaster in the Great Bear
Wilderness, south of Glacier National Park in Montana. A single-engine Cessna transporting four
U.S. Forest Service researchers from Kalispell, Montana crashed into Mt. Liebig at 6600 feet.
Three people escaped the burning plane, while the pilot and one passenger died. The site was so
devastating that authorities would later mistakenly declare that there were no survivors.
Facing a fierce wind and 20-degree temperature, the survivors built a small shelter using
parts of the plane turning pieces of the plane’s red cowling to the sky to aid rescue. They could
hear aircraft above, but poor weather and cloud cover hampered search and rescue efforts. The
three were seriously injured. All supplies were destroyed in the fire, including GPS, cell phones,
blankets, food, and water. Over the course of the night, they huddled together to keep warm.
Despite this effort, the chief-of-party died early the next morning.
The two survivors then decided to hike out. They made a steep descent which took
several hours, resting in an open clearing directly visible below the crash site. They spent a
second night in the mountains and a third day hiking, reaching Montana Highway 2 on the
afternoon of Wednesday, September 23. The 911 rescue transcripts reveal the disbelief of
authorities that the two were indeed legitimate survivors of the plane crash.
Several organizational failures impacted the rescue. An eyewitness provided a map of the
plane’s location to federal authorities, but when the map was not shared with state and local
agencies, search efforts were concentrated in the wrong location. When the plane wreckage was
located, inspection of the crash site lasted only eleven minutes with authorities declaring that all
five aboard had perished. When two survivors walked out of the wilderness of their own accord,
the public outcry over the organizational mistakes that occurred was international.
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Table 4
Staff Ride Exemplar:
The Great Bear Wilderness Disaster
Episode Psychological Concept
1. Decision to fly in stormy weather
2. Disagreement in the cockpit
3. Returning to the burning plane
4. Rescuing chief-of-party
5. Staying at the crash site
6. Deciding to hike off the mountain
7. Continuing the hike out
1. Anchoring effect
2. Transfer of knowledge
3. Explicit and direct communication
4. Explicit and direct communication
5. Persuasive dialogue
6. Teamwork
7. Self and Team efficacy
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Table 5
Exemplar Photos of the Thirtymile Fire Staff Ride
Staff Ride to Thirtymile Fire (Introduction)
On July 10, 2001, four wildland firefighters died while battling the Thirtymile Fire in Okanogan
County, Washington. Six others were injured including two hikers. It was the second deadliest
fire in Washington state history. Eleven years later (July 10, 2012) US Fish and Wildlife Service
firefighters revisit the site to attend a staff ride, coming together to learn and discuss the incident
in preparation for the upcoming fire season.
http://www.flickr.com/photos/usfwspacific/7545553048/
Staff Ride to Thirtymile Fire (Stand 1)
A fire behavior expert addresses the group at Stand 1 of the Staff Ride- the site of the fire origin.
The 25-acre fire was ignited by a camper's fire, and later grew to 9,300 acres before it was
brought under control. Staff Ride attendees include US Fish and Wildlife Service, Bureau of
Land Management, and the Washington Department of Natural Resources firefighters
http://www.flickr.com/photos/usfwspacific/7545552962/
Staff Ride to Thirtymile (Integration)
Here, the group discusses fire behavior as it occurred during the Thirtymile Fire on July 10,
2001. At that time, the area was experiencing prolonged drought. The extremely low fuel
moisture levels in the valley's dense timber stands, combined with hot, dry weather, provided the
conditions for the wildfire.
http://www.flickr.com/photos/usfwspacific/7545553122/
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APPENDIX 1
VITA -- MICHAEL J. BURKE
VITA -- WENDY S. BECKER
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Vita Summary Michael J. Burke is the Lawrence Martin Chair in Business in Tulane University’s Freeman School of
Business and he holds an adjunct appointment in the Department of Environmental Health Sciences in
Tulane’s School of Public Health and Tropical Medicine. Prior to coming to Tulane University, Professor
Burke was a tenured Associate Professor of Management at New York University’s Stern School of
Business. He has held full-time positions in management consulting, and was a Visiting Professor at the
University of Sheffield’s Institute of Work Psychology during 2004. Currently, he serves as the Chair of
Tulane University’s Social-Behavioral Institutional Review Board.
Professor Burke continues programs of research on learning and the efficacy of workplace safety and
health interventions, the meaning of employee perceptions of work environment characteristics
(psychological and organizational climate), and the role of individual and situational factors as
antecedents to individual, group, and organizational outcomes. In addition, he continues to contribute to
the literature on the statistical properties and applications of meta-analytic procedures and procedures for
estimating interrater agreement. He has authored numerous articles, book chapters and technical reports in
these and related areas. In 2006, Professor Burke was awarded the Decade of Behavior Research Award
for his research on workplace safety from a federation of professional scientific associations. The U.S. Department of Energy and the U.S. Air Force Office of Scientific Research have funded his research. Also, from 2006-2009, he served, by appointment of the U.S. Secretary of Health and Human Services, a
three-year term on the Safety and Occupational Health Study Section of the National Institute for
Occupational Safety and Health.
During 2007-2010, Professor Burke served as Editor of Personnel Psychology. He has also served on the
editorial boards of Academy of Management Review, Computers in Human Behavior, Industrial and
Organizational Psychology: Perspectives on Science and Practice, International Journal of Selection and
Assessment, Journal of Applied Psychology, Journal of Management, Journal of Occupational Health
Psychology, Journal of Organizational Behavior, Human Resource Planning, and Personnel Psychology;
and he served as an Associate Editor of Personnel Psychology in 2006-2007.
Among his many roles in professional scientific associations, Professors Burke served as President of the
Society for Industrial and Organizational Psychology (SIOP) in 2003-2004. Professor Burke is a Fellow
of Division 5 (Division of Evaluation, Measurement, and Statistics) and Division 14 (Society for
Industrial and Organizational Psychology) of the American Psychological Association, a Fellow of the
Association for Psychological Science, an elected member of the Society of Organizational Behavior, and
a founding member of the Personnel/Human Resource Research Group.
He has served a variety of private and public organizations including pharmaceutical, manufacturing,
health care, and city, state, and federal government agencies on a wide range of human resource
management issues.
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VITA
Michael J. Burke Freeman School of Business Tulane
University
New Orleans, LA 70118
Phone: (504) 862-3328 e-mail: [email protected]
EDUCATION
Illinois Institute of Technology Ph.D. in Psychology, 1982
Purdue University M.S. in Industrial Psychology,
1980
University of Notre Dame Bachelor of Arts, 1977
ACADEMIC WORK EXPERIENCE
Tulane University
Freeman School of Business: Lawrence Martin Chair in Business, 2007 – present; Freeman
Chair in Doctoral Studies and Research from 2003 – 2007; Freeman Professor, 1999-2003;
Professor 1994 – 1999; Associate Professor from 1991 – 1994; joint appointment with
Department of Psychology (1991 - 2001).
Department of Psychology, Division of Liberal Arts and Sciences: Adjunct Professor from 2001
to present; Professor 1994 – 2001; Director, Industrial and Organizational Psychology Doctoral
Program from 1991 to 2001; Associate Professor from 1991 – 1994.
Department of Environmental Health Sciences, School of Public Health and Tropical Medicine:
Adjunct Professor from 1998 to present.
New York University
Leonard N. Stern School of Business: Associate Professor of Management (tenured) from 1988 to
1991; Assistant Professor of Management from 1985 to 1988.
Visiting Positions
University of Sheffield: Visiting Professor, Institute of Work Psychology, 2004.
Illinois Institute of Technology: Visiting Professor, Dept. of Psychology, 1982-1983.
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Courses Taught
Graduate Business (Ph.D.) courses taught: Research Methods, Behavioral Science - Individual
Perspectives, Human Resource Management Research.
Graduate Business (MBA and EMBA) courses taught: International Leadership and Team
Building, Action Skills for Managers, Human Resource Management, Managing Organizational
Behavior, Assessment of Personnel and Performance.
International Business courses taught: Leadership, Human Resource Management, Personnel
Selection, and Training and Development within executive MBA and interdisciplinary Ph.D.
programs in Monterrey Tech (ITESM, Mexico), Universidad de los Andes (Columbia),
Universidad ICESI (Columbia), and Tulane University (with students from Ecuador, Peru, and
Venezuela).
Interdisciplinary Graduate courses taught (APA and NIOSH grant-related courses): Occupational
Health and Safety Training, Principles of Occupational Health Psychology.
Graduate Psychology (Ph.D.) courses taught: Personnel Selection, Training and Development,
Advanced Studies in Industrial and Organizational Psychology, Meta-Analysis.
Undergraduate Psychology and Business courses taught: Introductory Psychology, Introductory
Industrial/Organizational Psychology, Organizational Behavior, and Human Resource
Management.
HONORS/AWARDS
Recipient, Outstanding Author Contribution Award at the Emerald Literati Network 2011 Awards
for Excellence (For chapter entitled Workplace Safety: A Multilevel, Interdisciplinary Perspective in
Research in Personnel and Human Resource Management).
Editor (2007-2010), Personnel Psychology
Associate Editor (2006-2007), Personnel Psychology.
Recipient, 2006 Decade of Behavior Research Award, awarded by a federation of behavioral,
social science, and public health associations and given during U.S. Congressional Briefing
entitled Workplace and Public Safety: The Role of Behavioral Research (co-sponsored by Rep.
David E. Price, North Carolina; National Communications Association; American Psychological
Association; and Society for Industrial and Organizational Psychology), October 5, 2006.
Appointed Member, Safety and Occupational Health Study Section, National Institute for
Occupational Safety and Health (Appointed by Health and Human Services Secretary Michael Leavitt
to three-year term, 2006-2009).
Ad hoc Member, Safety and Occupational Health Study Section, National Institute for
Occupational Safety and Health, 2003-2006.
24
Recipient, Irving H. LaValle Research Excellence Award, Tulane University, Freeman School of
Business, 2003, 2006, 2010: “In recognition of research contributions to your academic field of
interest.”
Recipient, Erich Sternberg Award, Tulane University, Freeman School of Business, 2004, 2011:
“In recognition of current contributions to your academic field of interest.”
Co-Author, Finalist for “Best Paper Based on a Dissertation” Award, Ibero-American Academy
of Management Annual Conference, Mexico City, 2001.
Fellow, Society for Industrial and Organizational Psychology, Elected 1998.
Fellow, Association for Psychological Science, Elected 1997.
Fellow, American Psychological Association, Elected 1994.
Fellow, Division 5 (Division of Evaluation, Measurement, and Statistics) of the American
Psychological Association, Elected 1994.
Member, Society of Organizational Behavior (Elected 1993).
Founding Member, Personnel/Human Resource Research Group (1987-present).
Research Associate, U.S. Air Force Office of Scientific Research, Summer Faculty Research
Program, 1994.
Member, Beta Gamma Sigma (The International Honor Society Recognizing Business Excellence)
25
PUBLICATIONS
Professor Burke continues programs of research on learning and the efficacy of workplace health
and safety interventions; the meaning of employee perceptions of work environment
characteristics (psychological and organizational climate); and the role of individual and
situational variables as antecedents to individual, group, and organizational outcomes. In
addition, he continues to contribute to the literature on the statistical properties and applications
of meta-analytic procedures and procedures for estimating interrater agreement.
JOURNAL PUBLICATIONS
Varela, O.E., Burke, M.J., & Michel, N. (in press). The development of managerial
skills in MBA programs: A reconsideration of learning goals and assessment procedures. Journal of Management Development.
Becker, W.S., & Burke, M.J. (2012). The staff ride: An approach to qualitative data
generation and analysis. Organizational Research Methods,15,316-335.
Towler, A., Lezotte, D.V., & Burke, M.J. (2011). An examination of the service
climate-firm performance chain: The role of customer retention. Human Resource Management, 50, 391-406.
Burke, M.J., Salvador, R., Smith-Crowe, K., Chan-Serafin, S., Smith, A., & Sonesh, S.
(2011). How workplace hazards and training influence learning and performance.
Journal of Applied Psychology, 96, 46-70.
Burke, M.J. (2011). Is there a fly in the “systematic review” ointment? Industrial
and Organizational Psychology: Perspectives on Science and Practice, 4, 36-39.
Burke, M.J., Baskerville-Watkins, M., & Guzman, E. (2009). Performing in a multi-
cultural context: The role of personality. International Journal of Intercultural
Relations,33, 475-485.
Christian, M.C., Bradley, J.C., Wallace, J.C., & Burke, M.J. (2009). Workplace
safety: A meta-analysis of the roles of person and situation factors. Journal of Applied Psychology, 94, 1103-1127.
Varela, O.E., Burke, M.J., & Landis, R.S. (2008). A model of the emergence and
dysfunctional effects of emotional conflict in groups. Group Dynamics: Theory,
Research and Practice, 12, 112-126.
Burke, M.J. (2008). On the skilled aspect of employee engagement. Industrial and
Organizational Psychology: Perspectives on Science and Practice, 1, 73-74.
D’Amato, A., & Burke, M.J. (2008). Psychological and organizational climate
research: Contrasting perspectives and traditions. European Journal of Work and
Organizational Psychology, 17, 1-4. Guest Editors forward to Special Issue: Psychological and Organizational Climate Research: Contrasting Perspectives and
Research Traditions.
26
Burke, M.J., Chan-Serafin, S., Salvador, R., Smith, A., & Sarpy, S. (2008). The role of
national culture and organizational climate in safety training effectiveness. European
Journal of Work and Organizational Psychology, 17, 133-154.
Burke, M.J., Scheuer, M., & Meredith, R. (2007). A dialogical approach to
skill development: The case of safety skills. Human Resource Management Review, 17, 235-250. In Special Issue: The Status of Theory and Research in Human Resource
Management: Where Have We Been and Where Should We Go From Here? Diana L.
Stone (Guest Editor).
Burke, M.J., Sarpy, S.A., Smith-Crowe, K., Chan-Serafin, S., Islam, G., & Salvador, R.
(2006). Relative effectiveness of safety and health training methods. American Journal
of Public Health, 96, 315-324.
Reprinted in Training and Development in the Services Sector. Institute of Chartered
Financial Analysts of India.
Burke, M.J., Drasgow, F., & Edwards, J.E. (2004). Closing science-
practice knowledge gaps: Contributions of psychological research to human resource
management. Human Resource Management, 43, 299-304.
Burke, M.J., & Borucki, C.C. (2003). Studying and managing work climate from a multiple
stakeholder perspective. Quaderni di Psicologia del Lavoro, 11, 114-119. In Special
Issue Identity and Diversity in Organizations. F. Avallone, H. Sinangil, and A. Caetano
(Guest Editors).
Smith-Crowe, K., Burke, M.J., & Landis, R. (2003). Organizational climate as
a moderator of safety knowledge-safety performance relationships. Journal of
Organizational Behavior, 24, 861-876.
Guzman, E., & Burke, M.J. (2003). Development and test of an international
student performance taxonomy. International Journal of Intercultural Relations, 19, 629-648.
Beal, D., Cohen, R., Burke, M.J., & McClendon, C. (2003). Cohesion and performance
in groups: A meta-analytic clarification of construct relations. Journal of Applied
Psychology, 89, 989-1004.
Gonzalez, M., Burke, M.J., Santuzzi, A., & Bradley, J. (2003). The impact of
group process variables on the effectiveness of distance collaboration groups. Computers
in Human Behavior, 19, 629-648.
Dunlap, W.P., Burke, M.J., & Smith-Crowe, K. (2003). Accurate tests of statistical significance for rWG and Average Deviation interrater agreement indexes. Journal of Applied
Psychology, 88, 356-362.
Smith-Crowe, K., & Burke, M.J. (2003). Interpreting the statistical
significance of observed AD interrater agreement values: Correction to Burke and
Dunlap (2002). Organizational Research Methods, 6, 127-129.
27
Burke, M.J., Borucki, C.C., & Kaufman, J. (2002). Contemporary perspectives on the study of
psychological and organizational climate: A commentary. European Journal of Work
and Organizational Psychology, 11, 325-340.
Burke, M.J., Sarpy, S., Tesluk, P., & Smith-Crowe, K. (2002). General safety performance: A
test of a grounded theoretical model. Personnel Psychology, 55, 429-457. (Abstract
selected for publication in International Abstracts of Human Resources) (Nominated for
Scholarly Achievement Award, Human Resources Division, Academy of Management,
2002).
Burke, M.J., & Dunlap, W.P. (2002). Estimating interrater agreement with the Average
Deviation (AD) index: A user’s guide. Organizational Research Methods, 5, 159-172.
Davison, K.H, & Burke, M.J. (2000). Sex discrimination in simulated
selection contexts: A meta-analytic study. Journal of Vocational Behavior, 56, 225-248.
Borucki, C.C., & Burke, M.J. (1999). An examination of service-related antecedents to retail
store performance. Journal of Organizational Behavior, 20, 943-962 . (Abstract selected
for publication in International Abstracts of Human Resources)
Burke, M.J. (1999). Studying relationships between work climate and customer service
perceptions: Individual- and organizational-level of analysis issues. Australian Journal of
Psychology, 51 (S), 53.
Burke, M.J., Finkelstein, L.M., & Dusig, M.S. (1999). On average deviation indices for
estimating interrater agreement. Organizational Research Methods, 2, 49-68.
Burke, M.J., Sarpy, S., & Vaslow, J. (1998). A process for evaluating on-the-job behavior
associated with training delivered at the National Hazardous Materials Management and
Emergency Response (HAMMER) Training Center: The Hazardous Waste Operations
and Emergency Response (HAZWOPER) demonstration project. Annals of Behavioral
Medicine, 20 (S), 218.
Corey, D., Dunlap, W.P., & Burke, M.J. (1998). Averaging correlations: Expected values and
bias in combined Pearson’s r and Fisher’s z
transformations. Journal of General Psychology, 125, 245-261.
Finkelstein, L.M., & Burke, M.J. (1998). Age stereotyping at work: The role
of rater and contextual factors on evaluations of job applicants. Journal of General Psychology, 125, 317-345.
Lezotte, D.V., Raju, N.S., Burke, M.J., & Normand, J. (1996). An empirical comparison of two
utility analysis models. Journal of Human Resource Costing and Accounting, 1, 19-30.
Burke, M.J., Rupinski, M.T., Dunlap, W.P., & Davison, H.K. (1996). Do situational variables
act as substantive causes of relationships between individual difference variables? Two
large-scale tests of 'Common Cause' models. Personnel Psychology, 49,573-598.
(Abstract selected for publication in International Abstracts of Human Resources)
Dunlap, W.P., Cortina, J., Vaslow, J., & Burke, M.J. (1996). Meta-analyses involving
experiments with correlated observations. Psychological Methods, 1,170-177.
28
Dunlap, W.P., Burke, M.J., & Greer, T. (1995). The effect of skew on the magnitude of
product-moment correlations. Journal of General Psychology, 122, 365-377.
Finkelstein, L.M.. Burke, M.J., & Raju, N.S. (1995). Age discrimination in simulated
employment settings: An integrative analysis. Journal of Applied Psychology, 80, 652-
663.
Goldstein, N., Burke, M.J., & Sulzer, J. (1995). A note on the role of negative affectivity in
understanding relationships between exercise participation and stress. Perceptual and
Motor Skills, 80, 339-346.
Raju, N.S., Burke, M.J., & Maurer, T. (1995). A note on range restriction corrections in utility
analysis. Personnel Psychology, 48, 143-150. (Abstract selected for publication in
International Abstracts of Human Resources)
Geehr, J.L., Burke, M.J., & Sulzer, J. (1994). Quality circles: A note on the effects of varying
degrees of voluntary participation on employee attitudes and program efficacy.
Educational and Psychological Measurement, 54, 1030-1040.
Raju, N.S., Burke, M.J., Normand, J., & Lezotte, D. (1993). What would be if what is wasn't?:
A rejoinder to Judiesch, Schmidt, & Hunter (1993). Journal of Applied Psychology, 78,
912-916.
Burke, M.J., Brief, A.P., & George, J. (1993). The role of negative affectivity in
understanding relationships between self-reports of stressors and strains: A comment
on the applied psychology literature. Journal of Applied Psychology, 78, 402-412.
Burke, M.J., Borucki, C.C., & Hurley, A. (1992). Reconceptualizing
psychological climate in a retail service environment: A multiple stakeholder
perspective. Journal of Applied Psychology, 77, 717-729
Raju, N. S., Burke, M. J., Normand, J., & Langlois, G. (1991). A new meta-analytic approach.
Journal of Applied Psychology, 76, 432-446.
Raju, N. S., Burke, M. J., & Normand, J. (1990). A new approach for utility analysis. Journal of
Applied Psychology, 75, 3-12.
Brett, J. R., Brief, A.P., Burke, M. J., George, J., & Webster, J. (1990). Negative affectivity and
the reporting of stressful life events. Health Psychology, 9, 57-68.
Burke, M. J., Brief, A., George, J., Roberson, L., & Webster, J. (1989). Measuring affect at
work: Confirmatory analyses of competing mood structures with conceptual linkage to
cortical regulatory systems. Journal of Personality and Social Psychology, 57, 1091-
1102.
Reprinted in Pierce, J.L., & Newstrom, J. W. (2007). Leaders and the leadership
process. New York: McGraw-Hill/Irwin.
Burke, M. J., Normand, J., & Doran, L. I. (1989). Estimating unrestricted population parameters
from restricted sample data in employment testing. Applied Psychological Measurement,
13, 161-166.
29
Burke, M. J., & Doran, L. I. (1989). A note on the economic utility of generalized validity
coefficients in personnel selection. Journal of Applied Psychology, 74, 171-175.
George, J., Brief, A. P., Webster, J., & Burke, M. J. (1989). Incentive compensation as an
injurious condition at work. Journal of Organizational Behavior, 10, 155-167.
Brief, A. P., Burke, M. J., George, J., Robinson, B., & Webster, J. (1988). Should negative
affectivity remain an unmeasured variable in the study of job stress? Journal of Applied
Psychology, 73, 193-198.
Edwards, J., Frederick, J. T., & Burke, M. J. (1988). The efficacy of modified CREPID SDy
estimation procedures. Journal of Applied Psychology, 73, 529-535.
Burke, M. J., Normand, J., & Raju, N. S. (1987). Examinee attitudes toward computer-
administered ability testing. Computers in Human Behavior, 3, 95-107.
Burke, M. J., & Normand, J. (1987). Computerized psychological testing: Overview and critique.
Professional Psychology: Research and Practice, 18, 42-51.
Burke, M. J., & Frederick, J. T. (1986). A comparison of economic utility estimates for
alternative SDy estimation procedures. Journal of Applied Psychology, 71, 334-339.
Reprinted in J. Zeidner and C. D. Johnson (Eds.), The Economic Benefits of Predicting
Job Performance, England, Praeger Publishers.
Burke, M. J., Raju, N. S., & Pearlman, K. (1986). An empirical comparison of the results of five
validity generalization procedures. Journal of Applied Psychology, 71, 349-353.
Burke, M. J., & Day, R. R. (1986). A cumulative study of the effectiveness of managerial
training. Journal of Applied Psychology, 71, 232-245.
Reprinted in E. Schneier, C.J. Russell, R. W. Beatty, and Lloyd S. Baird (Eds.), The
Training and Development Sourcebook, Revised Edition, Amherst, MA, Human
Resource Development Press, Inc.
Reprinted in P. Cappelli (Ed.), The International Library of Management: Training and
Development Volume, Hampshire, England, Dartmouth Publishing Co.
Burke, M. J. (1984). Validity generalization: A review and critique of the correlation model.
Personnel Psychology, 37, 93-115.
Burke, M. J., & Frederick, J. T. (1984). Two modified procedures for estimating standard
deviations in utility analyses. Journal of Applied Psychology, 69, 482-489.
Raju, N. S., & Burke, M. J. (1983). Two new procedures for studying validity generalization.
Journal of Applied Psychology, 68, 382-395.
Burke, M. J. (1982). A path analytic model of the direct and indirect effect of mathematical
aptitude and academic orientation on high school and college performance. Educational
and Psychological Measurement, 42, 454-550.
30
Burke, M. J., Hoffman, R. G., Hazer, J. T., & Hall, T. L. (1982). Predicting suggestion-making
intentions and behaviors. Managerial Psychology, 3, 1-15.
Burke, M. J., & Langlois, G. M. (1981). Assessor training: A review of the literature and current
practices. Journal of Assessment Center Technology, 4, 1-9. CHAPTERS IN EDITED VOLUMES
Burke, M.J, & Signal, S. (2010). Workplace safety: A multilevel, interdisciplinary
perspective. In J.J. Martocchio, H. Liao, & A. Joshi (Eds.), Research in Personnel and
Human Resource Management (pp. 1-47). Bingely, United Kingdom: Emerald Group
Publishing Limited.
Burke, M.J., Holman, D., & Birdi, K. (2006). A walk on the safe side:
The implications of learning theory for developing effective safety and health training. In
G.P. Hodgkinson & J.K. Ford (Eds.), International Review of Organizational and
Industrial Psychology, Vol. 21, (pp. 1-44). West Sussex, England: John Wiley & Sons,
Ltd.
Burke, M.J., Bradley, J., & Bowers, H., (2003). Health and safety training. In J.E. Edwards, J.C.
Scott, & N.S. Raju (Eds.), The Human Resources Program-Evaluation Handbook (pp.
427-446). Thousand Oaks, CA: Sage Publications.
Burke, M.J., & Sarpy, S.A. (2003). Improving worker safety and health through interventions.
In L. Tetrick & D. Hoffman (Eds.), Health and Safety in Organizations: A Multilevel Perspective (pp. 56-90). San Francisco: Jossey-Bass Publishers.
Burke, M.J., & Landis, R. (2003). Methodological and conceptual issues in applications of meta-
analysis. In K. Murphy (Ed.), Validity Generalization: A Critical Review (pp. 287-310).
Hillsdale, NJ: Lawrence Erlbaum Associates, Publishers.
Burke, M. J. (1993). Computerized psychological testing: Impacts on measuring predictor
constructs and job behavior. In N. Schmitt & W. C. Borman (Eds.), Personnel Selection:
New Perspectives from Industrial and Organizational Psychology (pp. 203-239). San
Francisco: Jossey-Bass.
Burke, M. J., & Kaufman, G. (1991). Internal information for human resource management. In
R. Schuler and J. Walker (Eds.), SHRM/BNA Handbook for Human Resource
Management: Vol. VI, pp. 84-142. Washington, DC: BNA.
Raju, N. S., & Burke, M. J. (1991). Utility of personnel decisions. In J. W. Jones, B. D. Steffy,
and D. W. Bray (Eds.), Applying Psychology in Business: The Manager's Handbook (pp.
98-105). New York: Lexington Books.
Burke, M. J., & Pearlman, K. (1988). Recruitment, selection, and matching people to jobs. In J.
P. Campbell & R. J. Campbell (Eds.), Productivity in Organizations (pp. 97-142). San
Francisco: Jossey- Bass.
Burke, M. J., & Raju, N. S. (1988). An overview of validity generalization models and
procedures. In R. Schuler, S. Youngblood, & V. Huber (Eds.), Readings in Personnel
31
and Human Resource Management (3rd ed., pp. 542-554). St. Paul: West Publishing
Company.
Raju, N. S., & Burke, M. J. (1986). Utility analysis. In R. Berk (Ed.), Performance
Assessment: Methods and Applications (pp. 186-202). Baltimore: The Johns Hopkins
University Press. OTHER CONTRIBUTIONS TO EDITED VOLUMES
Burke, M.J. (2007). Average Deviation Indices. In N. Salkind (Ed.), The
Encyclopedia of Measurement and Statistics (pp. 66-67). Thousand Oaks, CA: Sage Publications.
Landis, R., & Burke, M.J. (2005). SIOP’s Second Teaching Institute. The Industrial-
Organizational Psychologists, 43, 182-183.
Burke, M.J., Landis, R., & Thomas, K. (2004). Institute for the Teaching of Industrial and
Organizational Psychology, The Industrial-Organizational Psychologist, 41, 79-82.
Landis, R.S., & Burke, M.J. (2003). William P. Dunlap (1941-2002). The Journal of General
Psychology, 130, 67-68.
Burke, M.J. (1999). Environmental restoration and worker training in the wake of the Cold War: The role of work and organizational psychology. Proceedings of the Ninth European
Congress on Work and Organizational Psychology - Innovations for Work, Organization,
and Well-Being. Helsinki: The Finnish Institute of Occupational Health.
Burke, M.J. (1997). Selection utility models. In L.H. Peters, C.R. Greer, & S.A. Youngblood
(Eds.), Blackwell Encyclopedic Dictionary of Human Resource Management (pp.591-
592). Oxford, England: Blackwell Publishers. TECHNICAL REPORTS AND GRANT REPORTS (List is available upon request)
Professor Burke has authored over 25 technical and grant reports in the areas of job analysis, test
validation, assessment center assessor training, occupational health and safety training, and the
economic utility of human resource interventions for a number of private and public
organizations including granting groups within the American Psychological Association, Air
Force Office of Scientific Research, State of Louisiana, National Institute for Occupational Safety
and Health, and U.S. Department of Energy.
FELLOWSHIPS/GRANTS
Principal Investigator, The Efficacy of Innovative means for Enhancing Worker Knowledge and
Motivation through Safety Training, Tulane University Research Enhancement Fund grant, 2007- 2008, $16,500.
Principal Investigator with Kecia Thomas, Development of the Institute for the Teaching of I-O
Psychology, American Psychological Association’s Commission on Ethnic Minority Recruitment,
Retention, and Training (CEMRRAT) grant, 2004, $4,000.
32
Principal Investigator with Sue Ann Sarpy and Carl Thoresen, Development of Graduate Training
Programs in Occupational Health Psychology, American Psychological Association, 2001 -
2002, $7,840.
Principal Investigator with Mary Konovsky, Recruitment of Superior Graduate Students in
Organizational Behavior and Industrial/Organizational Psychology, 2002 – 2006. Louisiana
Board of Regents, Graduate Fellows Program, $64,000 direct support.
Principal Investigator with Sue Ann Sarpy, Occupational Health Psychology: Graduate Course
Development and Implementation, 1999-2000. American Psychological Association/National
Institute for Occupational Safety and Health, Cooperative Agreement, $22,856.
Co-Investigator, Tulane University HAMMER (Hazardous Materials Management and
Emergency Response) Project-Year 4 (1997-1998), Health and Safety Training. Department of
Energy, $42,000.
Co-Investigator, Tulane University HAMMER (Hazardous Materials Management and
Emergency Response) Project-Year 3 (1996-1997), Health and Safety Training, Department of
Energy, $124,040.
Co-Investigator, Tulane/Xavier Universities HAMMER Project-Year 2 (1995-1996), Health and
Safety Training, Department of Energy, $206,950.
Principal Investigator, An Examination of the Validity of the New Air Force ASVAB Composites,
U.S. Air Force Office of Scientific Research (1995), $26,818.
Rudin Foundation Teaching Fellowships 1989-1990, 1990-1991, $6,000.
Management Simulation Projects Inc., Research Fellowship, 1990, $10,000.
PROFESSIONAL SERVICE
MEMBERSHIPS (CURRENT) IN PROFESSIONAL ORGANIZATIONS
Academy of Management
American Psychological Association
American Psychological Society
American Public Health Association
European Association of Work and Organizational Psychology
Human Resource Management Association of the New Orleans Area International Association of Applied Psychology
Society for Human Resource Management
Society for Industrial and Organizational Psychology
EDITORIAL BOARD MEMBERSHIP/REVIEWING
Editor, Personnel Psychology (2007-2010).
Associate Editor, Personnel Psychology (2006-2007).
Editorial Board, Industrial and Organizational Psychology: Perspectives on
33
Science and Practice, 2007 – present. Editorial Board, Academy of Management Review, 2004-2007.
Editorial Board, International Journal of Selection and Assessment, 2001-2007.
Editorial Board, Journal of Applied Psychology, 1989- 1994, 2002-2007.
Editorial Board, Personnel Psychology, 1990-2006, 2010 - present.
Editorial Board, Journal of Occupational Health Psychology, 2001-2005.
Editorial Board, Computers in Human Behavior, 1994-2002. Editorial Board, Journal of Organizational Behavior, 1999-2002.
Editorial Board, Journal of Management, 1989-1999.
Editorial Board, Human Resource Planning, 1986-1989.
Guest Editor, European Journal of Work and Organizational Psychology (Special Issue on
International Perspectives and Progress in Organizational Climate Research), 2008.
Advisory Editor, Encyclopedia of Industrial/Organizational Psychology, Sage Publications, 2004
- 2005.
Ad hoc reviewer: Academy of Management Journal, Academy of Management Review,
Administrative Science Quarterly, Applied Psychology: An International Review, Anxiety, Stress, and Coping: An International Journal, European Journal of Work and
Organizational Psychology, Human Resource Management Review, Human
Performance, Human Relations, Industrial Crisis Quarterly, International Journal of Selection and Assessment, Journal of Accounting, Auditing, and Finance, Journal of
Applied Psychology, Journal of Business Research, Journal of Educational
Measurement, Journal of Experimental Aging Research, Journal of Occupational Health
Psychology, Journal of Occupational and Organizational Psychology, Journal of
Organizational Behavior, Organizational Behavior and Human Decision Processes,
Organizational Research Methods, Personality and Social Psychology Bulletin,
Professional Psychology: Research and Practice, Psychological Bulletin.
Reviewer, at the request of The National Academies (NAS) for the draft National Academy of
Engineering (NAE)/National Research Council (NRC) report, Macondo Well-Deepwater
Horizon Blowout: Lessons for Improving Offshore Drilling Safety. The study was
conducted at the request of the U.S. Department of the Interior to examine the probable
causes of the Deepwater Horizon explosion, fire, and oil spill in order to identify
measures for preventing similar harm in the future. 2011.
Reviewer, National Institute of Environmental Health Sciences’ (NIEHS) draft report Improving Safety and Health Training for Disaster Cleanup Workers: Lessons Learned from the
Deepwater Horizon. 2011.
Reviewer, National Institute for Occupational Safety and Health, Training Program Grants Special Emphasis Panel, 2010.
External Reviewer, Alice Hamilton Awards for Occupational Safety and Health (Educational
Materials Category), National Institute for Occupational Safety and Health.
Grant Proposal Reviewer, Israeli Science Foundation.
Grant Proposal reviewer for National Science Foundation, Decision Sciences Program
Grant Proposal reviewer for National Science Foundation, SBIR (Small Business Innovations
Research) Program Grant Proposal reviewer for National Science Foundation, EPSCOR (Experimental Program to
Stimulate Competitive Research) Program Proposal reviewer for American Psychological Association's, Dissertation Research Awards
Program
34
ASSOCIATION/COMMITTEE SERVICE (elected positions in italics)
Past-President, 2004-2005, Society for Industrial and Organizational Psychology.
President, 2003-2004, Society for Industrial and Organizational Psychology.
President-Elect, 2002-2003, Society for Industrial and Organizational Psychology.
Member-at-Large, Society for Industrial and Organizational Psychology, 1999-2002.
Member, APA/NIOSH International Scientific Committee, 9th International Conference on Work
Stress and Health: Work & Well-Being in an Economic Context (scheduled for spring
2011, Orlando).
Member, APA/NIOSH International Scientific Organizing Committee (8th
International Conference), Work, Stress, and Health 2009: Global Concerns and Approaches, San
Juan, Puerto Rico.
Member, APA/NIOSH International Scientific Organizing Committee (7th
International
Conference), Work, Stress, and Health 2008: Healthy and Safe Work through Research,
Practice, and Partnerships, Washington, D.C. Member, APA/NIOSH International Scientific Organizing Committee (6
th International
Conference), Work, Stress, and Health 2006: Making a Difference in the Workplace,
Washington, D.C.
Member, APA/NIOSH Organizing Committee (5th
Interdisciplinary Conference), Occupational Stress and Health, Toronto, 2003.
Chair, Long Range Planning Committee, Society for Industrial and Organizational Psychology,
2001-2002. Member, Long Range Planning Committee, Society for Industrial and Organizational
Psychology, 1999-2002. Chair, Program Committee, Society for Industrial and Organizational Psychology, Annual
Conference, Atlanta, 1999.
Chair, Program Committee, Society for Industrial and Organizational Psychology (Division, 14),
American Psychological Association Annual Convention, San Francisco, 1998.
Awards Committee Member, Personnel/Human Resource Management Division, Academy of Management 1994, 1995.
Awards Committee Member, Organizational Behavior Division, Academy of Management, 1993.
Participant, American Psychological Association’s Science Advocacy Training Workshop, APA Science Directorate, Washington, D.C., 1996.
Program Committee, Society for Industrial and Organizational Psychology Annual Conference, 1987, 1988, 1994, 1995, 1996, 1997, 1998.
Program Committee, Division of Personnel/Human Resources, Academy of Management Annual
Convention, 1986, 1987, 1990, 1991, 1992, 1993, 1994, 1995, 1996, 1997, 2000, 2001.
Program Committee, Organizational Behavior Division, Academy of Management
Annual Convention, 1994, 1995, 1996, 2000, 2001, 2002.
Program Committee, Division 5 (Evaluation, Measurement, and Statistics),
American Psychological Association Annual Convention, 2001, 2002.
Program Committee, Organizations and the Natural Environment Interest Group,
Academy of Management Annual Convention, 2002. Program Committee, Research Methods Division, Academy of Management Annual Convention,
1997, 2005.
Program Committee, Division 14, American Psychological Association Annual Convention, 1990.
Program Committee, National Council on Measurement in Education Annual Meeting, 1993,
1994, 2000, 2001.
35
WORKSHOPS/INVITED PRESENTATIONS/DISCUSSANT
Workshop presenter, Revisiting the Research Focus Group: A New Approach to Qualitative
Investigation of Context, Academy of Management 2012 Annual Meeting.
Workshop presenter, A Primer on Meta-Analysis, Oklahoma State University, 2012.
Invited Presenter, Improving Safety and Health Training for Disaster Cleanup Workers, the
National Institute of Environmental Health Sciences 2011 “Deepwater Horizon Lessons
Learned Workshop,” Mobile, AL.
Workshop presenter, A Staff Ride of the Great Bear Wilderness Disaster, 31st
Annual IOOB
Conference, Houston, 2010.
Workshop presenter, Meta-Analysis, Syracuse University, 2009.
Invited Webcast Presenter, Estimating Confidence Intervals for Correlations Corrected for Unreliability and Range Restriction, Center for Advanced Research Methods and
Analysis (CARMA), Virginia Commonwealth University, 2009.
Keynote Speaker, Dialogical Approach to Public Health Workforce Preparedness: Enhancing
Emergency Preparedness and Response, 30th
Annual IOOB Conference, Chicago, 2009.
Invited presenter, Doctoral Consortium Editor’s Panel, Society for Industrial and Organizational
Psychology Conference, 2008, 2009.
Workshop presenter, HR Junior Faculty Workshop, Human Resource Management Division,
Academy of Management Annual Meetings, 2005, 2007, 2008, 2009.
Invited presenter, Ask the Experts: Quantitative Methods, open session sponsored by the Research
Methods Division, Academy of Management Annual Meetings, 2005, 2006, 2007, 2008.
Presenter, Learning and Decision Making in the Great Bear Wilderness, Professional
Development Workshop (Managerial and Organizational Cognition Division) presented at the Academy of Management Meetings, 2007.
Presenter, Interventions for Improving Worker Health and Safety. Presentation given at U.S.
Congressional Briefing entitled Workplace and Public Safety: The Role of Behavioral
Research, October 5, 2006.
Workshop presenter, the 2nd
Annual Institute for the Teaching of Industrial and Organizational
Psychology. Washington, D.C., 2005.
Invited Presenter, Great Britain’s Health and Safety Laboratory (An Agency of Britain’s Health
and Safety Executive), The Applied Psychology of Workplace Safety, Buxton, England, 2004.
Keynote Speaker, Society for Industrial and Organizational Psychology Annual Conference, Making the World Safer: The Role of I/O Psychology, Chicago, IL, 2004.
Invited Speaker, Network of International Business and Economic Schools (NIBES) Meetings,
The Meaning of International Student Performance, Phorzheim, Germany, 2003.
Keynote Speaker, Chicago Industrial and Organizational Psychology (CIOP) Annual Meeting,
Weapons of Mass Destruction and the Role of Safety Training: The Case of Nuclear Waste Clean Up, Chicago, 2003.
Invited Presenter, Southeastern Psychological Association, New Orleans, 2003. SEIOPA:
Historical perspective, current function, and goals for the future.
Invited Presenter, 11th
European Congress on Work and Organizational Psychology, Lisbon, Portugal, 2003. Studying and Managing Work Climate from a Multiple Stakeholder
Perspective.
Invited Presenter, 108th
Annual Convention of the American Psychological Association,
Washington, D.C., 2000. Interdisciplinary OHP Curriculum Development and
Evaluation Issues: The Tulane Experience.
36
Invited Presenter, National Conference on Workplace Safety and Health Training, St. Louis,
1999. The Safety Training Evaluation Procedures (STEP) Framework. Sponsored by National Institute for Occupational Safety and Health.
Invited Presenter, The Third Australian Industrial and Organizational Psychology Conference,
Brisbane, Australia, 1999. Studying the Relationship Between Service Climate and
Employee Service Performance: Group-and Store-Level of Analysis Issues.
Invited Presenter, Ninth European Congress on Work and Organizational Psychology, Helsinki,
Finland, 1999. Environmental Restoration and Worker Training in the Wake of the Cold
War: The Role of Work and Organizational Psychology. Invited Presenter, Universidad Virtual del Sistema Tecnologico de Monterrey (ITESM), Mexico,
1998. Utility Analysis: A Powerful Tool for Estimating the Economic Impact of Training
and Development Programs.
Invited Presentation, White, L.A., Langlois, E.C., Sarpy, S.A., & Burke, M.J. (1997). Moving
toward training reciprocity within the DOE complex. The Annual Conference on the
Health of the Hanford Site. Sponsored by U.S. Department of Energy, Richland,
Washington
Workshop presenter, An Overview of Meta-Analysis and the RBNL Model at Armstrong
Laboratory, Brooks Air Force Base, San Antonio, TX, 1994
Workshop presenter, Utility Analysis of Training Programs at Assessment, Measurement &
Evaluation Conference 1993, Santa Clara, CA
Workshop presenter, Meta-Analysis at University of Arkansas at Little Rock, 1992.
Invited Presenter: Assessment, Measurement & Evaluation Conference 1992, Cambridge, MA,
Utility Analysis: A Powerful Tool for Estimating the Impact of Human Resource Training
and Development Programs
Invited Presenter: Personnel Testing Council/Metropolitan Washington, Spring Conference 1984,
Measurement Techniques of the Future: Meta- Analysis and Item Response Theory Issues
and Applications
Colloquium Speaker: Cornell University (New York State School of Industrial and Labor
Relations), University of Pennsylvania (Wharton School of Business), Louisiana State
University (Psychology Dept.), Purdue University-Indianapolis (Psychology Dept.),
Illinois Institute of Technology (Psychology Dept.), Pennsylvania State University
(Department of Health Policy & Administration), Rice University (Psychology Dept.),
University of Sheffield (Institute of Work Psychology); University of Surrey (Psychology
Dept.); University of Toronto (Rotman School of Business).
Symposium Chair/Discussant. Professor Burke has frequently served as session chair or
discussant at conferences including the American Psychological Association, Society for
Industrial and Organizational Psychology Annual Conference, Academy of Management
Annual Meetings, Annual Meeting of the American Educational Research Association,
and the International Personnel Management Association Conference.
UNIVERSITY SERVICE
TULANE UNIVERSITY
University Wide: Social/Behavioral Institutional Review Board (Chair, 2011 - 2014 ); Business
School Dean Review Committee (2009-2010); University Senate Committee on Educational
Policy (2007 – 2010); University Senate Committee on Athletic Admissions (2008- 2010);
Social/Behavioral Institutional Review Board (IRB) (2007 - present); University Senate Library
37
Committee (2006-2009); University Senate Budget Review Committee (2001-2003); University
Graduate School Council (1994-1997); University Graduate School Honor Board (ad hoc Chair)
(1994-1997); University Committee on the Protection of Human Subjects (Chair) (1991-1992).
Freeman School of Business: Executive Committee of the Faculty (2011- 2013); Houston Task
Force (2011 – present); Goldring Institute Advisory Committee (2008 to present); Area Head,
Behavioral Science Division (20 faculty in Consumer Behavior/Marketing, Organizational
Behavior, and Strategy and Entrepreneurship, 2005 - 2008); Faculty Grievance Committee
(Chair) (2003-2005) (2007-2009); Koerner Chair Search Committee (Chair) 2003-2006; Faculty
Tenure and Promotion Review Committee (2007-present); OB Faculty Tenure and Promotion
Subcommittee (Chair) (2004-2005); Dean Search Committee (2003-2004); OBHR Area
Coordinator (2001-2003); OBHR Recruiting Committee (Chair) (2001-2002); Behavioral Science Curriculum Committee (1991- 2011); Committee on Studies in Organizational Behavior (1991-
2011); Latin American Ph.D. Policy Committee (1996-2011).
Division of Liberal Arts and Sciences: Faculty of Liberal Arts and Sciences Promotion and
Tenure Committee (2000-2002); Faculty of Liberal Arts and Sciences Grievance Committee
(1993-1994, 1999-2002).
Psychology Department: I/O Psychology Faculty Recruiting Committee (Chair) (1993-1994,
1995-1996, 1999-2000); Measurement Faculty Recruiting Committee (1993-1994); Graduate
Training Committee (1991-2001), Graduate Admissions Committee (1991-1995, 1999-2000),
Flowerree Grant Committee (1991-2001), I/O Doctoral Training Committee (Chair) (1991-2001),
Advisory Committee (1994 – 2001).
NEW YORK UNIVERSITY
University Wide: Committee on Activities Involving Human Subjects (1988 – 1991).
Graduate School of Business: Graduate School of Business Behavioral Science Doctoral Core
Advisor (1986 – 1991); Graduate School of Business MAP (Management Advisory Project)
Advisor; Management Department: Management Department Advisory Council (1989 -1991),
Ph.D. Committee (1987 – 1991), Recruiting Committee (1988 – 1991), MBA Advisor.
TULANE UNIVERSITY AND NEW YORK UNIVERSITY THESIS/DISSERTATION COMMITTEES
Student names, thesis/dissertation titles, and academic appointments are available
upon request.
Professor Burke has chaired 34 committees and served as a member on an additional 51
committees in the Department of Psychology, School of Business, and School of Public
Health. His former students hold academic appointments within U.S. business schools,
departments of psychology, and schools of public health at universities such as Columbia
University, Oklahoma State University, Rice University, Texas A&M University, Tulane
University, University of Arizona, University of Mississippi, and University of Utah. In addition,
his former students hold academic appointments outside the U.S in universities such as Escuela
Superior Politecnica del Litoral (ESPOL, Ecuador), Instituto Tecnologico y de Estudios
Superiores de Monterrey (ITESM, Mexico), Universidad de los Andes (Colombia), Universidad ICESI (Colombia), University of Melbourne (Australia), University of New South Wales
38
(Australia), and University of Western Ontario (Canada). Also, his former students hold research
positions in both public and private organizations.
REFERRED CONFERENCE PRESENTATIONS
(complete list is available upon request)
Professor Burke has presented over 80 papers on topics in the fields of applied psychology,
human resource management, research methods, and statistics at conferences including the
Academy of Management Annual Meetings, American Psychological Association Annual
Conference, Annual Convention of the American Psychological Society, Annual Meeting of the
American Educational Research Association, Annual Meeting of the American Public Health
Association, Annual Meetings of the National Council on Measurement in Education, Annual
Scientific Sessions of the Society of Behavioral Medicine, Australian Industrial and
Organizational Psychology Conference, European Congress on Work and Organizational
Psychology, International Conference of the Iberoamerican Academy of Management,
International Congress of Applied Psychology, International Personnel Management Association
Conference, Interdisciplinary Conference on Occupational Stress and Health, National Institute
for Occupational Safety and Health NORA Conferences, and Society for Industrial and
Organizational Psychology Annual Conference.
39
VITA SUMMARY
WENDY S. BECKER
Wendy S. Becker is Associate Professor of Management, John L. Grove College of Business,
Shippensburg University. In 2010 she received the Research Excellence Award from the Academy of
Human Resource Development and Research Awards from Shippensburg University in 2008, 2010, 2011
and 2012. She is current principle and co-owner of Becker-Dale Consulting. She is an Officer on the
Executive Board of Metropolitan New York Area Association of Applied Psychology and past editor of
The Industrial-Organizational Psychologist. Previously, she served in leadership positions at
HRStrategies and Development Dimensions International.
Wendy earned her Ph.D. in Industrial/Organizational Psychology from the Pennsylvania State
University. She teaches courses in organizational behavior, human resource management, industrial-
organizational psychology, business ethics, and personnel development at the undergraduate, Master’s,
Ph.D., and Executive MBA level. She has taught in the United States, Austria, Portugal, Spain and the
United Kingdom. Becker has received graduate teaching awards and is an active member in psychology
and management professional associations.
Becker’s research examines organizational and team effectiveness and appears in Forensic
Science Policy & Management, Human Resource Development Review, Journal of Human Resource
Education, Organizational Dynamics, Organization Management Journal, People & Strategy, Personnel
Psychology, Research in Organizational Behavior, Team Performance Management, and others. She is
co-author (with W. Mark Dale) of The Crime Scene: How Forensic Science Works (Kaplan) and Applying
Business Principles to Forensic Laboratory Management (forthcoming, Taylor & Francis).
40
DR. WENDY S. BECKER John
L. Grove College of Business Shippensburg University
1871 Old Main Drive
Shippensburg, PA 17257-2299
(717) 477-1410
EDUCATION
Pennsylvania State University Ph.D., Industrial-Organizational Psychology
Pennsylvania State University Master of Science, Psychology
Pennsylvania State University Bachelor of Science, Psychology (With Distinction)
ACADEMIC WORK EXPERIENCE
Shippensburg University
John L. Grove College of Business: Associate Professor of Management, 2007 – present.
MCI-Management Law Center
Innsbruck, Austria: Visiting Professor of International Business, 2006 – present.
State University of New York at Albany
School of Business: Assistant Professor of Management, 2000-2007.
Pennsylvania State University
Smeal College of Business: Instructor in Management, 1997-1999.
SELECT HONORS AND AWARDS
Executive Board, Metropolitan New York Association of Applied Psychology (METRO), elected 2012.
Recipient, Research Excellence Award, Academy of Human Resource Development, 2010.
Editor, The Industrial-Organizational Psychologist, 2007-2010.
Recipient, Outstanding Research Award, Shippensburg University, 2008, 2010, 2011, 2012.
Recipient, Outstanding Graduate Teaching Award, State University of New York, 2007.
Recipient, Newman Dissertation Award, Organization Development and Change, Academy Mgt, 2000.
41
COURSES TAUGHT
Graduate Business (Ph.D., MBA and Executive MBA): Organization Development and Change,
Organizational Behavior, Business Ethics, Human Resource Management, Leadership.
International Business: International Human Resource Development, Personnel Training and
Development, Human Resource Management.
Cross-disciplinary: Forensic Science Management.
Undergraduate Business and Psychology: Business and Society, Organizational Behavior, International
Human Resource Management, Personnel Selection, Motivation and Leadership.
JOURNAL PUBLICATIONS
Becker, W. S. (in press). Starting new team operations: Lessons from greenfield managers. Team
Performance Management.
Becker, W. S., & Burke, M. J. (2012). The staff ride: An approach to qualitative data generation and
analysis. Organizational Research Methods, 15, 2, 316-335. Becker, W. S. (2011). Are you leading a socially responsible and sustainable human resource function?
People & Strategy, 34, 1, 18-23. Becker, W. S., Dale, W. M., & Pavur, E. J. Jr. (2010). Forensic science in transition: Critical leadership
challenges. Forensic Science Policy & Management: An International Journal, 1, 1-10. Becker, W. S. (2010). Ethics and human resources: An exercise involving new employees. Journal of
Human Resource Education, 4, 4, 26-34. Becker, W. S., Carbo, J. A. II, Esq., & Langella, I. M. (2010). Beyond self-interest: Integrating social
responsibility and supply chain management with human resource development. Human Resource Development Review, 9, 2, 144-168. [Elwood F. Holton III Research Excellence Award, The Academy of Human Resource Development]
Becker, W. S. (2007). Missed opportunities and the Great Bear Wilderness Disaster. Organizational
Dynamics, 36, 4, 363-376. Becker, W. S. (2007). Field of dreams: Team implementations and greenfields. Team Performance
Management, 13, 3, 65-89. Becker, W. S., & Dale, W. M. (2007). Critical human resource issues: Scientists under pressure.
Forensic Science Communications, 9, 2. Yukl, G., & Becker, W. S. (2006). Effective empowerment in organizations. Organization Management
Journal, 3, 3, 210-231.
Dale, W.M., & Becker, W.S. (2005). Managing intellectual capital. Forensic Science Communications,
7, 4.
Dale, W. M., & Becker, W. S. (2004). A case study of forensic scientist turnover. Forensic Science
Communications, 6, 4.
42
Landy, F. J., & Becker, W. S. (1987). Motivation theory reconsidered. Research in Organizational
Behavior, 9, 1-38. TEXTBOOKS
Dale, W. M. & Becker, W. S. (in preparation). Applying Business Principles to Forensic Laboratory
Management. NYC: Taylor & Francis.
Dale, W. M. & Becker, W. S. (2007). The Crime Scene: How Forensic Science Works. NYC: Kaplan.
CHAPTERS AND OTHER CONTRIBUTIONS TO EDITED VOLUMES
Becker, W. S. (in press). Organization development: A practitioner’s guide for OD and HR [Review].
Personnel Psychology. Becker, W. S. & Smith, R. (in press). Social and environmental responsibility, sustainability, and human
resource practices. In, Sustainable Value Chain Management: Analyzing, Designing, Implementing, and Monitoring for Social and Environmental Responsibility. Adam Lindgreen, Sankar Sen, Franҫois Maon, and Joëlle Vanhamme (Editors), Gower Publishing.
Becker, W. S. (in press). Socially responsible and sustainable supply chains. In, Greening Organizations:
Driving Change with I-O Psychology, Ann H. Huffman and Stephanie R. Klein (Editors), Taylor & Francis.
Becker, W. S. (2012). Self-directed work teams. In, Encyclopedia of Human Resource Management,
Vol. 1, Key Topics and Issues. R. K. Prescott (Editor). Pfeiffer. Bagyi, J., & Becker, W. S. (2012). Employment discrimination. In, Encyclopedia of Human Resource
Management, Vol 1, Key Topics and Issues. R. K. Prescott (Editor). Pfeiffer. Ruud, J., & Becker, W. S. (2012). Employment at will. In, Encyclopedia of Human Resource
Management, Vol 1, Key Topics and Issues. R. K. Prescott (Editor). Pfeiffer. Becker, W. S. (2012). Turbulence: Boeing and the state of American workers and managers [Review].
Personnel Psychology, 216-219. Becker, W. S. (2006). In the crime lab. The Industrial-Organizational Psychologist, 43, 4, 21-27.
Becker, W.S., & Mathieu, J. (2003). Team performance. In, J. E. Edwards, J. C. Scott & N. S. Raju
(Editors), The Human Resources Program-Evaluation Handbook (pp. 285-300). Thousand Oaks,
CA: Sage.
Becker, W. S. (2003). Manufacturing advantage: Why high-performance work systems pay off
[Review]. Personnel Psychology, 56, 2, 549-552.
WORKSHOPS AND INVITED PRESENTATIONS
Becker, W. S. (forthcoming in 2013). Keynote speaker, New York State Teachers Retirement System.
Becker, W. S. & Burke, M. J. (2012). The research staff ride: An approach to qualitative investigations.
Academy of Management, Boston, MA.
43
Becker, W. S. (2012). Socially responsible and sustainable human resources: An operations perspective.
Society for Industrial and Organizational Psychology, San Diego, CA.
Becker, W. S., & Burke, M. J. (2011). In extremis teams: What do we know? What do we need to know?
Society for Industrial and Organizational Psychology, Chicago, IL.
Becker, W. S., Carbo, J. A. II, Esq., & Langella, I. M. (2010). Socially responsible supply chains and
I-O psychology. Society for Industrial and Organizational Psychology, Atlanta, GA.
Becker, W. S. (2009). Leadership Best Practices: Developing the Next Generation of Lab Managers.
Invited Presentation to the 37th
Annual American Academy of Crime Lab Directors Symposium,
Anaheim, CA.
Becker, W. S. & Dale, W. M. (2009). Evidence-based management in the forensic science laboratory.
Society for Industrial and Organizational Psychology, New Orleans, LA.
Becker, W. S. (2008). The Great Bear Wilderness Disaster. Invited Speaker: Metropolitan New York
Association for Applied Psychology (METRO).
Becker, W. S. & Burke, M. J. (2008). Shared decision-making in singular events. All-Academy
Symposium, Academy of Management, Anaheim, CA.
Becker, W. S. & Baughman, W. A. (Co-Chairs) (2008). Innovations in the intelligence and defense
community. Society for Industrial and Organizational Psychology, San Francisco.
Becker, W. S. (2007). High Performance Teams. General Electric Global Research Initiative.
Becker, W. S. (2007). Team Learning and Regulatory Processes. Social and I-O Psychology Brownbag,
University at Albany.
Dale, W.M., & Becker, W.S. (2006). Managing intellectual capital. Proceedings of the American
Academy of Forensic Sciences Annual Meeting, Seattle, WA.
Becker, W. S. (2005). Industrial-organizational psychologists in the crime lab. Invited Presentation,
College of St. Rose.
Becker, W. S. (2004). In the crime lab: Recruitment and retention of technical workers. Invited
Presentation, University of Connecticut.
Becker, W. S. (2003). Invited Speaker. Forum on Crime Lab Management. Washington, D.C.
Becker, W. S. (2002). Keynote speaker. Allstate Managers Conference. Albany, NY.
Becker, W. S. (2002). WebCT Best Practices. Excellence Teaching & Learning, SUNY-Albany.
Becker, W. S. (1997). Speaker. Excellence in State Government Conference, Harrisburg, PA
Becker, W. S. (1996). Keynote speaker. AO Smith Plant Manager Conference, Milwaukee, WI.
Becker, W.S. (1996). Consulting skills for industrial and organizational psychologists. Invited
Presentation, Psychology Department Colloquium, The Pennsylvania State University.
44
REFERRED CONFERENCE PRESENTATIONS Professor Becker has presented over 80 papers on topics in the fields of organizational behavior and
management, applied psychology, and research methods at conferences including the Academy of
Management Annual Meetings, American Psychological Association, Eastern Academy of Management,
Southern Academy of Management, Annual American Academy of Crime Lab Directors and Society for
Industrial and Organizational Psychology. Complete list available upon request.
PROFESSIONAL SERVICE
MEMBERSHIPS IN PROFESSIONAL ORGANIZATIONS
Academy of Management
American Psychological Association Metropolitan New York Area Association for Applied Psychology
Society for Industrial and Organizational Psychology
EXECUTIVE BOARD AND EDITORIAL BOARD MEMBERSHIP
Executive Board, Metropolitan New York Area Association of Applied Psychology (METRO),
elected for term 2012 – 2016.
Editorial Board, Journal of Business and Psychology, 2006 – present.
Editor, The Industrial-Organizational Psychologist (2007-2010).
Ad hoc reviewer, Academy of Management Journal, Academy of Management Learning and
Education, Forensic Science Policy & Management: An International Journal, Group &
Organizational Studies, Human Resource Development Journal, Human Resource Management
Review, Journal of Organizational Behavior, Organizational Research Methods, Personnel
Psychology.
PROFESSIONAL LEADERSHIP AND COMMITTEE SERVICE
2012 Professional review and evaluation of Industrial/Organizational Psychology Master Degree,
University of Baltimore.
2012 SIOP Leading Edge Consortium Review Committee.
2012 SIOP Owens Award Committee, Society for Industrial and Organizational Psychology.
2011 SIOP Owens Award Committee, Society for Industrial and Organizational Psychology.
2008 Co-Chair, Third Annual Junior Faculty Consortium. Society for Industrial and Organizational Psychology, San Francisco, CA.
2007 Co-Chair, Second Annual Junior Faculty Consortium. Society for Industrial and Organizational
Psychology, New York City, NY.
2006 Founder and Co-Chair, First Junior Faculty Consortium. Society for Industrial and
Organizational Psychology, Dallas, TX.
45
2006 Visibility Chair, Talent Attraction, Development, and Retention: The Leading Edge. Society for
Industrial and Organizational Psychology, Charlotte, NC.
2005 Visibility Chair, Leadership at the Top: The Selection, Globalization, and Ethics of Executive
Talent. Society for Industrial and Organizational Psychology, St. Louis, MO.
2004 Co-Chair, Nineteenth Annual Doctoral Consortium. Society for Industrial and Organizational
Psychology, Chicago, IL.
2003 Co-Chair, Eighteenth Annual Doctoral Consortium. Society for Industrial and Organizational
Psychology, Orlando, FL.
NON-ACADEMIC WORK EXPERIENCE
Becker-Dale Consulting LLC
Owner and Principle, Management Consulting Services. 2006-present.
Aon Consulting
Vice President and Managing Principal, Management Consulting Services, 1993-1996.
Developmental Dimensions International
Manager, Business Development and Start-up Services, 1987-1993.
SELECT CONSULTING PROJECTS
NORTHEAST REGIONAL FORENSIC LABORATORY, 2011. Design and delivery of leader training
for 60 forensic scientist managers.
WASHINGTON D.C. CONSOLIDATED FORENSIC LABORATORY, 2010. Design Review.
MASSACHUSETTS STATE POLICE, 2007. Review of recruitment and selection process for retention
of forensic scientists; recommendations for interview screening program. NEW YORK CITY POLICE DEPARTMENT, 2004. Accreditation Board, American Society of Crime
Lab Directors Lab (ASCLD/LAB) for New York City Crime Lab. Audit and review team concept and
provided team training to supervisors.
AUCURRANT, 2003-2004. New York State Department of Agriculture grant; consultation services for
the start-up of a new beverage producer and distributor.
NEW YORK STATE POLICE, 2001-2003. Assessment of attributes of motivation in forensic scientists;
conducted focus peer groups, recommendations to management.
RODEL, 1996-1999. Re-design of selection system, including job analysis, development of testing and
assessment exercises, and management training in assessment center process.
COCA-COLA, 1995-1996. Supervision of job analysis and selection system design for beverage facility
46
start-up in Allentown, Pennsylvania.
ELI LILLY, 1994-1996. Selection system design for all positions in two Shionogi Qualicaps capsule
making plant start-ups in Alcobendas, Spain and Whitsett, North Carolina; supervision of job analysis;
development of structured interview process; training managers in assessment center methodology and
system implementation.
CARGILL, 1993-1994. Selection system design for all positions in new 500 employee plant start-up in
Blair, Nebraska; supervision of job analysis; development of structured interview process; selection
system recommendations, training of managers in system implementation.
ALCOA, 1993-1994. Conduct job analysis for development of selection system to hire 140 employees
for electrical auto parts plant in Northwood, Ohio.
DOWBRANDS, 1993-1995. Selection system design for all positions in new team-based plant start-up in
Urbana, Ohio; includes job analysis; development of structured interview process; selection system
recommendations, training of managers in system implementation.
EDWARDS BROTHERS, 1993-1994. Job analysis and selection system design for positions in re-design
of book publishing operation in Ann Arbor, Michigan.
AUTOEUROPA, 1991-1992. Development and implementation of assessment center for management
candidates in Lisbon, Portugal, a $2.5-billion joint venture between Ford and Volkswagen; design of
training materials and training of managers. Autoeuropa represents 1.6 of the GDP of Portugal and 5
percent of exports in this very successful automobile manufacturer.
PILLSBURY, 1990-1993. Selection system design for all positions in new plants in Wellston, Ohio and
Murfreesboro, Tennessee; job analysis; development of structured interview process; selection system
recommendations; training of managers in system implementation.
NORTHWEST AIRLINES, 1990-1992. Job analysis of reservation specialist position; includes
interviews and focus groups of reservation agents nationwide; system redesign recommendations.
HANNAFORD BROTHERS COMPANY, 1989-1990. Job analysis and design of work teams for 150
employee warehouse distribution operation, Schodack Landing, New York.
MILLER BREWING, 1989-1996. Selection system design for all team and team manager positions in
175 employee plant start-up in Trenton, Ohio; supervision of job analysis; development of structured
interview process; selection system recommendations, training of managers in system implementation;
this plant is an award winning model of teams. Also, designed a selection system for all sales and
marketing positions in corporate organizational change project; includes design of assessment center and
supervision and training of assessors.
HILL’S PET NUTRITION, 1989-1992. Selection system design for 300 employee plant start-up for
Science Diet nutritional pet food in Richmond, Indiana; supervision of job analysis in Topeka, Kansas;
development of structured interview process; assessment center design, training of managers in system
implementation. This plant received the industry's first ISO certification.
SONY, 1989–1992. Selection system design for all positions in new television assembly plant in
Pittsburgh, Pennsylvania; supervision of job analysis; development of structured interview process;
assessment center design, training of managers in system implementation.
47
PHILIP MORRIS, 1988-1992. Job analysis and selection system design for Richmond, VA tobacco
facility; includes interview and assessment center training for managers.
A.O. SMITH, 1989-1998. Selection system design for all positions in 300 employee plant start-up,
Corydon, Indiana; supervision of job analysis; development of structured interview process; assessment
center design, training of managers in system implementation. Selection system design for all positions
in 200 employee manufacturing plant start-up in Rockford, Illinois. Keynote speaker for national
managers conference.
TOYOTA, 1989-1992. Development and delivery of assessment center for management candidates in
Burnaston, England and delivery of assessment center training for managers in Georgetown, Kentucky.
Includes design of training materials, conducting training sessions, supervision of trainers and assessors,
rater reliability analysis.
GTE SYLVANIA, 1988-1989. Job analysis, selection system and assessment system design for new plant
start-up in Montoursville, PA.
COLGATE PALMOLIVE, 1988-1989. Assessment center training for 200 employee team-based liquid
detergent manufacturing plant in Cambridge, Ohio. This plant start-up is widely recognized as the original
model for high-performance teams.
TRW-FUJI-VALVE, 1988-1989. Selection system design for all positions in new plant start-up in
Sevierville, Tennessee. Includes job analysis; development of structured interview process; selection
system recommendations, training of managers in system implementation.
PROFESSIONAL AND TECHNICAL REPORTS
Dale, W. M. & Becker, W. S. (2009). Managing intellectual capital. The NEDIAI Journal: New England
Division of the International Association for Identification.
Yukl, G. A., & Becker, W. S. (2007). Effective empowerment in organizations. Eastern Academy of
Management White Paper Series.
Becker, W. S. (2005). SEA04GA192: Accident chronology and bibliography of government documents,
newspaper and select secondary sources. Albany, NY.
Becker, W. S., & Dale, W. M. (2003). Technical report: National survey of forensic science lab
directors. University at Albany, Albany, NY.
Becker, W. S. (2001). Six ethical dilemmas for human resource management consultants. University at
Albany, Albany, NY.
Becker, W. S. (2000). Case analysis: Description of thirty-three high performance plants. University at
Albany, Albany, NY.
Becker, W. S. (1999). Plant start-ups: Lessons from case studies. Area Development Site and Facility
Planning, October.
Becker, W. S., Agars, M. D., Brown, C. E. & Vance, R. J. (1996). Strategic staffing: Development of an
entry-level selection system. The Pennsylvania State University, University Park, PA.
48
Becker, W. S. (1994). ABC’s of successful start-ups and transitions. Area Development, July.
Becker, W. S. (1993). Avoid stalling a start-up abroad. Human Resources Professional, 6, 1, 24-25.
Becker, W. S., & Wellins, R. S. (1990). Customer service: Perceptions and reality. Training and
Development Journal, 44, 3, 49-51.
Landy, F. J., & Becker, W. S. (1988). Characteristics of motivational style. Office of Naval Research
Technical Report, The Pennsylvania State University, University Park, PA.
McElroy, R., & Becker, W. S. (1981). Statewide job analysis of the police patrol officer position:
Technical Report No. 1. Pennsylvania Municipal Police Officers’ Education and Training
Commission, Hershey, PA.
RESEARCH GRANTS AND AWARDS
2012 Teaching and Research Excellence (TRE) Award, Shippensburg University.
2011 Susquehanna Bank Dean’s Research Award. 2010 Outstanding Research Award, Shippensburg University.
2009 Harry R. Frehn Faculty Research Award, Shippensburg University. 2008 Outstanding Research Award, Shippensburg University.
2008 PASSHE Faculty Research Writer’s Retreat, Penn State University.
2007 Journal Editorial Support Award. 2005 SUNY Faculty Research Award: Strategic HR in the Crime Lab.
2003 New York State Police Forensic Science Workplace Project. 2001 Union of University Professors Grant, University at Albany.
1999 College of Liberal Arts, Pennsylvania State University, Dissertation Grant.
1998 Principal Investigator, Center for Applied Behavioral Science, Penn State. 1998 The Pennsylvania State University Executive Program Development Grant.
UNIVERSITY, SCHOOL, AND DEPARTMENT SERVICE
University Curriculum Committee, Dean’s Assurance of Learning Committee, Representative,
Governor’s Conference on Women in Business, Honors Program Advisory Board, Provost’s Workshop
on Undergraduate Teaching, AACSB Standards Workshop, Undergraduate and Graduate Student
Research Committee, Celebration of Student Research Committee (and Planning Event Sub-Committee),
University Commencement Ceremony Class Marshall, Board of Governors Scholarship Committee,
Homecoming Judge, New Faculty Teaching and Learning Speaker, Honors Program Pizza with a Prof,
Psi Chi Honorary Psychology Member, College of Business Admissions Open House, Departmental
Faculty Search Committee, Business Student Reading Group (founding faculty sponsor), Media Training,
Simpson Scarborough Consulting Ernst & Young Lunch & Learn Program, Invited Professor, “Breakfast
of Champions,” Forensic Education and Research for the Future, Undergraduate Minority Admission Day, MBA Ethics Seminar Presenter, Panel of Experts, Center for Women in Government and Civil
Society, Faculty Mentor, Undergraduate Scholars Initiative, Honors College, Chair, Undergraduate
Affairs Committee, School of Business, Selection Committee, Organizational Studies Ph.D. Program,
Faculty Marshall, Graduation Ceremonies, School of Business Alumni Networking Events, Junior
Faculty Women, Initiatives for Women.
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SERVICE ON THESIS/DISSERTATION COMMITTEES Service on numerous dissertation committees (e.g., organizational science, industrial-organizational
psychology and information science); supervision of Fulbright scholars, master’s theses, honor’s student
research projects and undergraduate student research projects.
SERVICE TO CORPORATE AND NON PROFIT BOARDS
2012-present Executive Board, Metropolitan New York Area Association of Applied Psychology.
2011-present Charitable Board, Volvo, Shippensburg, PA.
2005-present Miracle House, New York, NY
2005-present Harborview Medical Center Burn Unit, Seattle, WA.
PROFESSIONAL CERTIFICATIONS
PowerTalk,™ Strategic Selling,™ S.P.I.N. Selling,™ Targeted Selection,™ Job Analysis™ Interaction
Management,™ Targeted Management,™ Service Plus.™
MEDIA Interview in Faculty Focus (2010) Shippensburg University Magazine. Research cited in National Academy of Sciences (2009) ‘Strengthening Forensic Science in the U.S.:
A Path Forward.” Washington, DC: The National Academies Press. Assessment Matters, Shippensburg University (2009) Best Practices Spotlight on Faculty. Albany Times Union (December 7, 2008). Crime Writers Speaker (March 15, 2008) Barnes & Noble Book Signing Event (January 19, 2008) Book House Book Signing Event (March 1, 2008) Interview in APA Monitor (Vol. 38, No. 6, June 2007) Interview on National Public Radio (NPR) (May 6, 2003) Interview in Governing Magazine (April, 2004)
PERSONAL CONTACT INFORMATION
9688 Forest Ridge Road Shippensburg, PA 17257 Cell: (518) 429-8965
EXCELLENT REFERENCES AVAILABLE UPON REQUEST