Fox School Faculty
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Brian Holtz

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Brian Holtz

Title: Assistant Professor
Department: Human Resource Management

Office: Alter Hall 342
Phone: 215.204.6871
E-mail: bholtz@temple.edu

Dr. Holz’s Curriculum VitaeSSRN Profile Website  

Dr. Brian C. Holtz is an assistant professor in the Department of Human Resource Management at the Fox School of Business, Temple University. Before joining Temple University, he was a faculty member at Rutgers University and the University of Calgary and he served as a Visiting Assistant Professor at Purdue’s Department of Psychological Sciences. His research focuses on issues of trust and justice in employment relationships with an emphasis on understanding how these cognition’s are developed and how they influence counterproductive behavior in the workplace.

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He has published his research in top peer- reviewed journals including the Journal of Applied Psychology, Personnel Psychology, the Journal of Organizational Behavior and the Journal of Management. His consulting experience includes employment at Personnel Decisions Research Institutes and the U.S. Army Research Institute. Dr. Holtz is an editorial board member of the Journal of Organizational Behavior and the Journal of Business and Psychology and serves as an ad-hoc reviewer for a variety of scholarly outlets including Organizational Behavior and Human Decision Processes and the Journal of Management. He earned his Bachelor of Science in Psychology from Portland State University and his MA and PhD in Industrial-Organizational Psychology from George Mason University.


Sample Publications

  • Holtz B.C. From First Impression to Fairness Perception: Investigating the Impact of Initial Trustworthiness Beliefs. Personnel Psychology. (in press)
  • Harold, C. M., & Holtz, B. C. (in press). The Effects of Passive Leadership on Workplace Incivility. Journal of Organizational Behavior
  • Holtz, B. C. (2013). Trust primacy: A model of the reciprocal relations between trust and perceived justice. Journal of Management, 39, 1891-1923.
  • Holtz, B. C., & Harold, C. M. (2013). The effects of leadership consideration and structure on employee perceptions of justice and counterproductive work behavior. Journal of Organizational Behavior, 34, 492–519
  • Holtz, B. C., & Harold, C. M. (2013). Interpersonal justice and deviance: The moderating effects of interpersonal justice values and justice orientation. Journal of Management, 39, 339-365.
  • Griepentrog, B.K, Harold, C.M., Holtz, B.C., Klimoski, R.J., Marsh, S.M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65, 723-753.
  • Holtz, B. C., & Harold, C. M. (2009). Fair today, fair tomorrow? A longitudinal investigation of overall justice perceptions. Journal of Applied Psychology, 94, 1185-1199.
  • Holtz, B. C., & Harold, C. M. (2008). When your boss says no!: The effects of leadership style and trust on employee reactions to managerial explanations. Journal of Occupational and Organizational Psychology, 81, 777-802.
  • Ployhart, R. E., & Holtz, B. C. (2008). The diversity-validity dilemma: Strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection. Personnel Psychology, 61, 153–172.

Awards and Honors

  • Journal of Organizational Behavior best reviewer award 2013
  • Rutgers University School of Business Superior Achievement Award for Teaching 2011
  • Rutgers University School of Business Superior Achievement Award for Research 2010

Teaching

MBA (Average effectiveness rating 4.97/5)

  • Human Resource Management

PhD (Ratings not collected)

  • Motivation in the Workplace
  • Personnel Selection
  • Industrial-Organizational Psychology

Undergraduate (Average effectiveness rating 4.71/5)

  • Strategic Human Resource Management
  • Organizational Behavior
  • Personnel Training and Development
  • Motivation in the Workplace
  • Personnel Selection
  • Survey of Industrial-Organizational Psychology
  • Design and Analysis in Experimental Research