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

2

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.

http://www.siop.org/socialmedia/

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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

8

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

[email protected]

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)

[email protected]

Role in Session: Co-Presenter

mailto:[email protected]


10

References

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awareness training: A commentary. Fire Management Today, 62, 4, 25-30.

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),

19–32.

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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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Burke, M. A. (2010). A Staff Ride of the Great Bear Wilderness Disaster, 31st

Annual IOOB

Conference, Houston.

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fight. Armed Forces and Society, 32(4), 655-658.

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boardroom. Unpublished document, University of Pennsylvania.

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theory. Human Relations, 57, 1243-1261,

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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


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.





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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.


23

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


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.


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


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.


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


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

[email protected]

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