Patrick McKay
Patrick F. McKay

Biography

Patrick F. McKay, PhD. Professional Biography

Patrick F. McKay, PhD, is the Stanley and Franny Wang Professor of Human Resource Management at the Fox School of Business.

Dr. McKay received his PhD in Industrial-Organizational Psychology in 1999 from the University of Akron. He is a member of the Society for Industrial and Organizational Psychology, Academy of Management and the Personnel/Human Resources Research Group (PHRRG). McKay was a 2013 Fellow for the Society for Industrial and Organizational Psychology (SIOP).

His research interests include demographic disparities in worker outcomes, diversity, diversity climate, organizational demography, worker attitudes and retention, and job- and organizational-level performance.

McKay has 37 in-press or published articles in respected publications such as the Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Processes, Organization Science, and Personnel Psychology, and has published nine invited book chapters.

He has received accolades for his research from the Academy of Management’s Gender and Diversity in Organizations Division, including the 2007 Dorothy Harlow Distinguished Paper Award and the 2009 Saroj Parasuraman Outstanding Publication Award. Currently, McKay is an associate editor for Personnel Psychology. He is a member and past chair of the Academy of Management’s executive committee for Gender and Diversity in Organizations Division.

He was an adjunct at Baldwin-Wallace College, an assistant professor at the University of North Carolina-Wilmington, an assistant professor at the University of Wisconsin-Milwaukee and started as an associate professor at Rutgers University before rising to full professorship.

[dd heading=”Sample Publications”]

  • David, E. M., Avery, D. R., Witt, L. A., Tonidandel, S., Brown, L., McKay, P. F., & Crepeau, L. (2019). Helping misfits to commit: How justice climate attenuates the effects of personality dissimilarity on organizational commitment. Journal of Business & Psychology, 34, 503–517.
  • Rubino, C., Avery, D. R., McKay, P. F., Moore, B. L., Wilson, D. C., Van Driel, M. S., Witt, L. A., & McDonald, D. P. (2018). And justice for all: How organizational justice climate deters sexual harassment. Personnel Psychology, 71, 519–544.
  • Richard, O. C., McKay, P. F., Garg, S., & Pushovit, S. (in press). The impact of supervisor-subordinate racial-ethnic and gender dissimilarity on mentoring quality and turnover intentions: Do positive affectivity and communal culture matter? International Journal of Human Resource Management.
  • Ameri, M., Schur, L., Adya, M., Bentley, S., McKay, P. F., & Kruse, D. (2018). The disability employment puzzle: A field experiment on employer hiring behavior. Industrial and Labor Relations Review, 71, 329–364.
  • Richard, O. C., Stewart, M. M., McKay, P. F., & Sackett, T. W. (2017). The impact of store-unit–community racial diversity congruence on business unit performance. Journal of Management, 43, 2386–2403.
  • Avery, D. R., McKay, P. F., & Volpone, S. D. (2016). Blaming the building: How venue quality influences consumer bias against stigmatized leaders. Journal of Applied Psychology, 101, 1111–1121.
  • Hernandez, M., Avery, D. R., Tonidandel, S., Hebl, M. R., Smith, A. N., & McKay, P. F. (2016). The role of proximal social contexts: Assessing stigma-by-association effects on leader appraisals. Journal of Applied Psychology, 101, 68–85.
  • Avery, D. R., McKay, P. F., Volpone, S. D., & Malka, A. (2015). Judging companies by the company they keep: A stigma-by-association approach to customer patronage. Organizational Behavior and Human Decision Processes, 127, 85–102.
  • David, E., Avery, D. R., Witt, L. A., & McKay, P. F. (2015). A time-lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity. Journal of Organizational Behavior, 36, 582–606.
  • Jiang, K., Hong, Y., McKay, P. F., Avery, D. R., Wilson, D. C., & Volpone, S. D. (2015). Saying “no” to sexual harassment: Enhancing employee engagement through anti-sexual harassment practices. Human Resource Management, 54, 1–21.

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[dd heading=”Awards”]

  • Fellow, 2013, Society for Industrial-Organizational Psychology, Division 14 of the American Psychological Association.
    • This award acknowledges a scholar (or practitioner) who has made a noteworthy contribution to the field of industrial-organizational psychology.
  • Saroj Parasuraman Outstanding Publication Award, 2009, Gender and Diversity in Organizations division of the Academy of Management for the article, Mean racial-ethnic differences in work performance: The moderating role of diversity climate (McKay, P. F., Avery, D. R., & Morris, M. A.) published in Personnel Psychology.
    • The award recognizes the published research article judged to have the highest potential to significantly impact understanding of gender and diversity within organizations.
  • Assurant Health Research Fellow Award, 2007, Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee
    • The award included two years ($11,000 per year) of summer research and travel support.
  • Dorothy Harlow Distinguished Paper Award, 2007, from the Gender and Diversity in Organizations division of the Academy of Management conference for the paper, The interaction of subordinates’ and managers’ diversity climates on store unit sales performance (McKay, P. F., Avery, D. R., and Morris, M. A.).
  • Business Advisory Council Scholarly Achievement Award for Junior Faculty, 2006, Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee ($5,000.00 honorarium received)
  • Gold Star Teaching Award, 2006 (Spring Semester), Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee
  • Gold Star Teaching Award, 2004 (Spring Semester), Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee

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