|Office:||Alter Hall 343|
|Research Interests:||Staffing, Meta-Analysis Methods, Leadership Development|
Dr. In-Sue Oh (PhD, Tippie College of Business, University of Iowa) is the Charles E. Beury 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 the University of Alberta and Virginia Commonwealth University.
His research and teaching interests include personnel selection constructs (e.g., personality, cognitive ability) and methods (meta-analysis, employment interviews), strategic human resource management and human capital resources, and person-organization relationships (e.g., person-organization fit, support). Dr. Oh has published about 70 scholarly articles with over 20 of them in top tier journals such as the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes. He has received multiple scholarly awards including the two most prestigious early career contributions awards in his field of research: the 2014 Early Career Achievement Award from the Academy of Management (AOM) HR Division and the 2016 Distinguished Early Career Contributions Award from the Society for Industrial and Organizational Psychology (SIOP). He is also the recipient of the two most prestigious scholarly achievement awards in his field of research: the 2016 AOM HR Division Scholarly Achievement Award and the 2017 and 2018 William A. Owens Scholarly Achievement Award from SIOP. He currently serves on the editorial review boards of the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management, Journal of Organizational Behavior, Leadership Quarterly, Organizational Research Methods, and Journal of Business and Psychology and served as an Associate Editor of the Journal of Occupational and Organizational Psychology.
He would welcome collaborations with doctoral students on projects related to personnel selection procedures (e.g., employment interviews, cognitive ability, personality) and methods, strategic human resource management, person-environment fit, and meta-analysis methods.
- Frieder, R., Wang, G., & Oh, I.-S. (in press). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology.
- Le, H., Oh, I.-S., Schmidt, F. L., & Wooldridge, C. (2016). Correction for range restriction in meta-analysis revisited: Improvements and implications for organizational research. Personnel Psychology, 69(4), 975-1008.
- Wang, G., Holmes, M., Oh, I.-S., & Zhu, W. (2016). Do CEOs matter to firm strategic actions and firm performance? A meta-analytic investigation based on upper echelons theory. Personnel Psychology, 69(4), 775-862.
- Oh, I.-S., Kim, S., & Van Iddekinge, C. H. (2015). Take it to another level: Do personality-based human capital resources matter to firm performance? Journal of Applied Psychology, 100(2), 935-947.
- Choi, D., Oh, I.-S., & Colbert, A. (2015). Understanding commitment at work: A meta-analytic examination of the roles of the Five-Factor Model of personality and culture. Journal of Applied Psychology, 100(5), 1542-1567.
- Oh, I.-S., Guay, R. P., Kim, K., Harold, C. M., Lee, J.-H., Heo, C.-G., & Shin, K.-H. (2014). Fit happens globally: A meta-analytic comparison of the relationships of person-environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67(1), 99-152.
- Gonzalez-Mulé, E., Mount, M. K., & Oh, I.-S. (2014). A meta-analysis of the relationship between general mental ability and non-task performance. Journal of Applied Psychology, 99(6), 1222-1243.
- Schmidt, F. L., & Oh, I.-S. (2013). Methods for second order meta-analysis and illustrative applications. Organizational Behavior and Human Decision Processes, 121(2), 204-218.
- Oh, I.-S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the Five-Factor Model of personality: A meta-analysis. Journal of Applied Psychology, 96(4), 762-773.
- Oh, I.-S., & Berry, C. M. (2009). The Five-Factor Model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings. Journal of Applied Psychology, 94(6), 1498-1513.
- 2017–2018 William A. Owens Scholarly Achievement Award, Society for Industrial and Organizational Psychology (SIOP)
- 2017 3rd Most Published Author in the Journal of Applied Psychology during the 2009-2015 period (JAP, 102(3), pp. 580–588)
- 2017 Musser Award for Excellence in Research, Fox School of Business, Temple University
- 2016 Distinguished Early Career Contributions Award, SIOP
- 2016 Scholarly Achievement Award, Academy of Management’s HR Division
- 2016 Gallup Korea Research Award (1st place), Gallup Korea and the Korean Association for Survey Research
- 2015 Journal of Organizational Behavior (JOB) Best Reviewer Award
- 2014 Early Career Achievement Award, Academy of Management’s HR Division
- 2013-2017 Dean’s Research Honor Roll, Fox School of Business, Temple University
- 2013 Joyce and Robert Hogan Award for Personality and Performance from the SIOP Foundation
Temple University, Department of Human Resource Management
- HRM 1901/1101: Leadership and Organizational Management
- HRM 9001: Managing Human Resources (Doctoral Seminar)
- HRM 9090: Meta-analysis and Research Synthesis Methods (Doctoral Seminar)
- Wall Street Journal, “Job Hunting? Dig up those Old SAT scores: Employers still want candidates’ test results—Sometimes Decades Later”
- Association for Pyschological Science, “How Your Culture Affects Your Work Attitude”
- I/O at Work, “The Consequences of Fit Across Cultures”
- HQ Asia, “The Importance of Work Relationships in East Asia”
- Occupational Digest, “Stretching Emotional Limits Leads to Bad Behaviour at Work”
- Forbes, “A Victor in the Science Wars”