|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 over 20 scholarly articles 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 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, and Journal of Organizational Behavior, Leadership Quarterly, 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, personality) and methods, leadership development, strategic human resource management, person-environment fit, and meta-analysis methods.
- Oh, I.-S., Blau, G., Han, J., Kim, S. (2017). Human capital factors affecting human resource (HR) managers’ commitment to HR and the mediating role of perceived organizational value on HR. Human Resource Management, 56(2), 353-368.
- 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.
- 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.
- 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.
- Chiaburu, D. S., Oh, I.-S., Berry, C. M., Li, N., & Gardener, R. G. (2011). The Five-Factor Model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96(6), 1140-1166.
- Le, H., Oh, I.-S., Robbins, S. B., Ilies, R., Holland, E., & Westrick, P. (2011). Too much of a good thing? The curvilinear relationships between personality traits and job performance. Journal of Applied Psychology, 96(1), 113-133.
- 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.
- Mount, M. K., Oh, I.-S., & Burns, M. (2008). Incremental validity of perceptual speed and accuracy over general mental ability. Personnel Psychology, 61(1), 113-139.
- 2017 William A. Owens Scholarly Achievement Award, Society for Industrial and Organizational Psychology (SIOP)
- 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
- 2013-2016 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”