The Department of Human Resource Management (HRM) knows that a company’s people are its most important asset and strategic advantage—and fostering synergies between the human side and the business side of every enterprise is essential.
More and more organizations are hiring well-trained professionals to recruit, develop, manage, and retain their most valuable asset: people. The HRM department prepares students with the knowledge and skills needed for the strategic and interpersonal management of company employees.
We develop ethical leaders and managers who understand that commitment to employee well-being and talent development enhances an organization’s productivity, reputation, and sustainable profits. The program offers theoretical perspectives and practical skills in traditional areas of HR—such as recruitment and succession planning, training and talent development, compensation and benefits, employee relations, and public policy/compliance—emphasizing both local and global considerations. Students take courses designed to enhance their interpersonal leadership skills, including communication, negotiation, conflict management, and team building.
Disciplines & Programs
Choose the Area of Study That is Right for YouExplore the programs in these unique disciplines that will set you apart—and get you ahead.
Advance Business Through ResearchFaculty in the Department of Human Resource Management are committed to the value and impact of research. They regularly edit and publish in leading journals in the discipline, and their research topics span various areas of human resource management and organizational behavior. Research focuses on three fundamental perspectives:
- Micro: with a focus on the individual or employee behavior and human resource issues
- Meso: exploring team- or unit-level composition, processes, and output
- Macro: the impact of organizational-level human resource policies on business and society in general
|Research Interests:||Cynicism toward Big Business, Organizational Corruption, Workplace Incivility, Detrimental Philanthrocapitalism|
Dr. Andersson received her Ph.D. in Organizational Behavior/Social Issues in Management from the University of North Carolina at Chapel Hill. Her research, published in outlets such as Academy of Management Journal, Academy of Management Review, Human Relations, and Organization, focuses on the dark side of business organizations. In particular, she’s been examining some social maladies that are arguably associated with late capitalism and neoliberalism (cynicism, incivility, corruption, detrimental philanthrocapitalism) as well as the role of social activism in countering capitalist barriers to sustainability.
Dr. Andersson teaches courses at the undergraduate and graduate levels in the area of Business, Society and Ethics and Corporate Sustainability, and has been lauded for her curricular innovation and ability to inspire critical thinking in her students. She was the recipient of the 2006 Andrisani-Frank Undergraduate Teaching Award and the 2005 Musser Excellence in Leadership Award for Teaching.
Active on campus, in her profession, and in the community, Dr. Andersson’s service engagements revolve around trying to stir things up, attempting to “ecologize” and “humanize” the business world and business education. She is currently on the Board of Directors at the Sustainable Business Network of Greater Philadelphia.
- Andersson, L. 2017. Of great vampire squids and jamming blood funnels: A socially constructed and historically situated perspective on organizational corruption. Journal of Management Inquiry,26(4): 406-417.
- Andersson, L., & Calvano, L. 2015. Perceived mobility of impact: Global elites and the Bono effect. critical perspectives on international business, 11(2): 122-136.
- Calvano, L., & Andersson, L. 2010. Hitting the jackpot (or not): An attempt to extract value in Philadelphia’s casino controversy. Organization, 17(
- Kim, T., Bateman, T., Gilbreath, B., & Andersson, L. 2009. Employee cynicism and top management credibility: A comprehensive model. Human Relations, 62(10): 1435-1458.
- Pearson, C., Andersson, L., & Wegner, J. 2001. When workers flout convention: A study of workplace incivility. Human Relations, 54: 1387-1419.
- Andersson, L., & Bateman, T. 2000. Individual environmental initiative: Championing natural environmental issues in U.S. business organizations. Academy of Management Journal, 43: 548-570.
- Andersson, L., & Pearson, C. 1999. Tit-for-tat: The spiraling effect of incivility in the workplace. Academy of Management Review, 24: 452-471.
- 1996 Co-investigator, UNC Cato Center for Applied Business Research Grant of $99,480 to study incivility in the workplace (with Christine Pearson, Judith Wegner, & Debra Shapiro).
- 1997 Winner, Saint Joseph’s University Faculty Award for Outstanding Performance in Teaching.
- 1998 Best Paper Proceedings. Framing green issues as greenbacks: How sponsors of environmental issues get heard. 58th Academy of Management Meeting in San Diego, CA.
- 2000 Finalist, Best Paper in Academy of Management Journal. Individual environmental initiative: Championing natural environmental issues in U.S. business organizations, 43: 548-570.
- 2001 Best Paper in Human Relations. When workers flout convention: A study of workplace incivility, 54: 1387-1419.
- 2002 Fox School of Business & Management Research Honor Roll.
- 2002 Fox School of Business & Management Excellence in E-Teaching Award.
- 2005 Winner, Musser Excellence in Leadership Award for Teaching.
- 2006 Winner, Andrisani-Frank Undergraduate Teaching Award.
- 2017 Winner, DBA Faculty of the Year, First Year.
Fox School of Business, Temple University
- BA 9002, “Scientific Inquiry of Management Research”
- BA9815, “Problem Solving Using Qualitative Research Methods”
- BA 3102, “Business, Society & Ethics”
- HRM 5402, “Business, Society & Ethics”
- HRM 2511, “Corporate Sustainability: People, Planet & Profits”
- HRM 3903, “Management Theory & Practice: From the Locker Room to the Board Room” with Coach Fran Dunphy
|Research Interests:||Pay for Performance, Materialism, Human Resource Management Ethics|
John R. Deckop has taught for over 30 years in the areas of Human Resource Management and Business Ethics. He has received several teaching honors including the Musser Award for Teaching (2007), the Fox School’s MBA Professor of the Year (1998) and MS in Human Resource Management (Singapore) Faculty of the Year (2014). His volunteer work includes service on the boards of several nonprofit organizations.
Dr. Deckop is currently researching in the areas of reward systems and motivation, materialism and workplace outcomes, and spirituality and work. He has published in numerous academic journals, including Academy of Management Journal, Journal of Management, Journal of Business Ethics, Industrial and Labor Relations Review, and Nonprofit and Voluntary Sector Quarterly, among others. News articles around the country have quoted his research. He is a member of the editorial board of Group and Organization Management and is a Research Fellow at the Cornell Institute for Compensation Studies.
- Promislo, M., Giacalone, R.A., and Deckop, J.R. 2017. Assessing Three Models of Materialism-Postmaterialism and Their Relationship With Well-Being: A Theoretical Extension.” Journal of Business Ethics, 143: 531–541.
- Deckop, J.R., Giacalone, R.A. & Jurkiewicz, C.L. 2015. Materialism and Workplace Behaviors: Does Wanting More Result in Less? Social Indicators Research, 121 (3), 787-803
- Deckop, J.R., Jurkiewicz C.L. & Giacalone R.A. 2010. Effects of Materialism on Work-Related Personal Well-Being. Human Relations 63 (7), 1007-1030.
- Deckop, J.R., Merriman, K.K, & Gupta, S. 2006. The Effects of CEO Pay Structure on Corporate Social Performance. Journal of Management, 32 (3), pp. 329-342.
- Deckop, J.R., Cirka, C.C., & Andersson, L.M. 2003. Doing Unto Others: The Reciprocity of Helping Behavior in Organizations. Journal of Business Ethics, 47, 101-113.
- Deckop, J.R., Mangel, R., & Cirka, C.C. 1999. Getting More Than You Pay For: Organizational Citizenship Behavior and Pay for Performance Plans, Academy of Management Journal, 42, no. 4, pp. 420-428.
- MS in Human Resource Management (Singapore) Faculty of the Year, 2014.
- The Musser Award for Excellence in Leadership, for Teaching, 2007.
- Fox MBA Faculty of the Year, 2007.
- MBA Professor of the Year, May, 1998.
- Business, Society, and Ethics
- Strategic Reward Systems
- Ethical Decisions in Business
|Research Interests:||Workplace Emotion, Performance Appraisal|
Deanna Geddes is Professor and former Chair of the Department of Human Resource Management in the Fox School of Business at Temple University. She received her doctorate degree from Purdue University in the fields of organizational communication and industrial psychology. She teaches at all levels in academe including undergraduate and graduate programs (i.e., MBA, MS, PhD, and EDBA). She is committed to helping her students “think new thoughts in ways that enhance their professional and personal lives.”
Dr. Geddes is recognized as a pioneer in information technology use in the classroom and the recipient of several teaching honors including the Fox Undergraduate Teaching Award, the Musser Award for Leadership in Teaching, and Teacher of the Year for both full-time and part-time MBA programs. She has served as a management consultant to government, financial, pharmaceutical, insurance, and retail corporations.
Dr. Geddes’s research on anger has been featured on ABC World News Tonight and several major media outlets, including the Wall Street Journal, New York and Los Angeles Times, Chicago Tribune, and the BBC. Her conceptual work and empirical studies appear in various prestigious academic journals including Academy of Management Review, Academy of Management Learning and Education, Journal of Organizational Behavior, Human Relations, Journal of Business Ethics, Aggressive Behavior and Management Communication Quarterly, among others. Her research interests focus on workplace emotion and performance feedback practices.
Outstanding Faculty Service Award, Temple University, November 2015
Dean’s Teaching & Service Senior Fellow, Fox School of Business, Temple University, 2015 – 2016
Professional MBA Professor of the Year, Fox School of Business, Temple University, 2015
Full Time MBA Professor of the Year, Fox School of Business, Temple University, 2012
Dean’s Teaching Fellow, Fox School of Business, Temple University, 2005 – 2007
Innovation in Classroom Information Technology Award, Fox School of Business, Temple University, 2005
Musser Excellence in Leadership Award for Teaching, Fox School of Business, Temple University, 2004
Achievement in Technology Award, Fox School of Business, Temple University, 2002
Andrisani-Frank Undergraduate Teaching Award, Fox School of Business, Temple University, 1999
Fox School of Business, Temple University
- Influential Communication in Complex Organizations (MBA)
- Organizational Communication and Information Management (MBA)
- Communicating in Organizations (UG)
- Power, Influence and Negotiation (UG)
- Temple’s Fox School of Business website featured Dr. Geddes’ anger research three times (Aug 2014, Jan 2016, and Apr 2011). She was also featured in the Fox Focus Magazine (Spring 2015 edition).
- Jun 8, 2018 – Scholastica “When victims of harassment fall victim to the legal system”
- Jun 21, 2017 – San Francisco Chronicle. “Anger in the workplace will grow without change in the law.”
- Jun 22, 2016 – Sydney Morning Herald. “Beware the angry employee.”
- June 23, 2017 – Lawprofessors.com. “Eisenstadt and Geddes on Uber and the workplace”
- June 23, 2017 – whyy.org “Risk of employer retaliation must be removed for workers who claim discrimination”
- Jun 23, 2017 – Newsworks.org. “Op-ed: Risk of employer retaliation must be removed for workers who claim discrimination.”
- Jun 1, 2016 – NBC (Philadelphia). “Philadelphia’s the angriest town around but is that something not to get angry over”
- May, 2016 – Entrepreneur. “Don’t Pop Your Top: 5 Thoughts to Keep You Calm in an Angry Moment.”
- BBC, Oct 1, 2013, “Building work relationships.”
- Apr 21, 2016 – Huffington Post. “The right way to get angry.”
- Jan n.d., 2016 – Lifereimagined.org – AARP Magazine. “Is it ever OK to get angry at work?”
- Dec 17, 2015 – phys.org. “’Moral’ anger is a force for good at work”
- Dec 17, 2015 – Daily Mail. “Being angry at work could be GOOD for you: Researchers say ‘moral anger’ can actually improve workplaces”
- Dec 16, 2015 – Financial Times. “The riff: Henry Fonda and ‘good’ anger.” [Paper co-author, Dirk Lindebaum, University of Liverpool, interviewed.]
- Feb 17, 2015 – The Independent, UK “Being angry in the workplace can be beneficial, academic says”
- Feb 17, 2015 – Rawstory.com. “Embrace your inner blowhard — plus seven other ways to deal with your anger.”
- Bloomberg Businessweek, U.S. News & World Report Health, MSN Health, Chicago Tribune, HRExecutive, Canadian HR Reporter, among others, April/May 2011. “Compassionate responses to emotional outbursts at work.”
- New York Times, Oct 2, 2005. “The office collection: To give or not to give.”
- Los Angeles Times, Nov. 1998. “Making sense of the madness: People express anger in ways ranging from tantrums to outbursts”
- Wall Street Journal, Nov. 19, 1996. “Annual agony: It’s time to evaluate your work, and all involved are groaning.”
Daniel E. Goldberg is an Assistant Professor of Instruction in the Department of Human Resource Management. He is also the Academic Director of the Business Management Bachelor of Business Administration Program.
He founded the national optical chain “For Eyes.” Subsequently, he created an international management, marketing, public relations, and advertising firm.
He has been interviewed in publications such as Newsweek, Business Week, and Investor’s Business Daily, as well as many major United States newspapers. He also has appeared on Good Morning America and other television and radio programs.
Goldberg earned his Doctor of Education in Educational Leadership from Delaware Valley University. He achieved a Master of Business Administration from Kutztown University, and a Bachelor of Arts from Temple University.
- Lighten Up and Lead, The Institute for Effective Leadership/AuthorHouse, 2007, link.
- The Entrepreneur’s Guide to Successful Leadership, (co-authored with Don Martin) Praeger, 2008, link.
- Soaring To Enlightenment – The Secret to Living a Contented Life, AuthorHouse, 2012, link.
- The Entrepreneur’s Guide to Running a Business: Strategy and Leadership, (contributor) Praeger 2014
- Giacalone, R.A., Promislo, M.D., Goldberg, D., & Giacalone, E.A. (Vol. 11, 2014). “Shifting Values, Student Educational Preferences, and Ethics in the Business Curriculum.”
- Journal of Business Ethics Education
- Alter, Theodore R., Glenn E. Sterner III, Elyzabeth W. Engle, Madison S. Miller, Alyssa M. Gurklis, Paloma Z. Frumento, Susannah H. Barsom, Gary S. Calore, and Daniel E. Goldberg “Achieving the Promise of Sustainability Though Civic Engagement and Public Scholarship,”
- Prepared for Public Scholarship, Sustainability, Community Engagement Colloquium, October 30th, 2015 link.
- Smart Business Now Magazine – Columnist (5 years)
- ROI Magazine – Contributor (4 years)
- 1975- United States Senate: Senate Select Committee on Small Business – Recognition for the Marketing of Professional Services
- 1977 – Chapel of the Four Chaplains – Recognition for Business and Community Work
- 2002 – Citizen Diplomacy Award for American Business by the International Visitors Council of Philadelphia (IVC) – now Citizens Diplomacy International, Philadelphia, PA: for teaching Russian business executives strategic planning. These executives were chosen by the President of Russia and sponsored by the United States government under the Presidential Management Training Initiative (PMTI)
- 2002 – The Commonwealth of Pennsylvania House of Representatives: “Certificate of Appreciation” for his activities with PMTI
- 2017 – HRM Adjunct Faculty of the Year
- HRM 5402 – Ethical Management
- HRM 1101 – Leadership and Organizational Management
- BA 3102 – Business Society and Ethics
- HRM 4597 – Critical Skills for Effective Managers
- HRM 3501 – Power, Influence and Negotiation
- HRM 3507 – Intrapreneurship in the 21st Century
Dr. Kelly Grace is the Director of the Fox School’s Online Master of Science in Human Resource Management program.
Grace joined the Fox School in 2017 as an adjunct professor. She previously had served on the faculties of Georgia State University, the Georgia Institute of Technology and Texas Christian University. In her pedagogical appointments, Grace has led courses on leadership and organizational management, influence and negotiation, human resources management, talent acquisition, and compensation. She holds professional memberships with the Society for Human Resource Management and the Academy of Management.
She earned her PhD in Organizational Behavior from the University of Florida, where she also achieved her Juris Doctor and Master of Business Administration.
- Grace, K. The Instructor Interview: A Reliability and Validity Exercise. Under preparation for submission to Management Teaching Review.
- Willey, S. L., Grace, K.A., Mansfield, N. R., Sherman, P. B. Does the Content of Codes Influence Company Ethics? An Examination of Employee Codes of Conduct of the Fortune 500. Under review at Southern Journal of Business & Ethics.
- Doneff, A., Grace, K. A. (1995). Alternative Dispute Resolution Systems: A New Way to Resolve Conflict. Atlanta, GA:.
- Robey, D., Saunders, C., Grace, K. A. (1994). Computerspeak: Message Content and Perceived Appropriateness in an Educational Setting. 22(2).
- Robey, D., Saunders, C., Grace, K. A. (1994). The Persistence of Status Differentials in Computer Conferencing. 20(4).
- Grace, K. A., Organizational Behavior Teaching Conference, “The Use of Fishbowls to Improve the Quantity and Quality of Student Contribution,” Organizational Behavior Teaching Society, Walsh University, North Canton, OH. (June 9, 2016).
- Grace, K. A., Willey, S. L., Mansfield, N. R., Sherman, P. B., Southeastern Academy of Legal Studies in Business, “Does the Content of Codes Influence Company Ethics? An Examination of Employee Codes of Conduct of the Fortune 500,” Southeastern Academy of Legal Studies in Business, Atlanta. (November 14, 2015).
- Grace, K. A., Willey, S. L., Mansfield, N. R., Sherman, P. B., Academy of Legal Studies in Business, “Employee Codes of Conduct of the Fortune 500: Does the Code’s Content Influence the Company’s Ethics?” Academy of Legal Studies in Business, Philadelphia. (August 9, 2015).
- Grace, K. A., Roth, W. A. S., Organizational Behavior Teaching Conference, “Blooming Our Learning Objectives in a World with Handheld Libraries,” Organizational Behavior Teaching Society, University of La Verne, La Verne, CA. (June 19, 2015).
- Grace, K. A., Employment Law: 2015 Comprehensive Guide, “Monitoring Employees: Privacy Issues and Employer Risks,” National Business Institute, Atlanta, GA. (June 17, 2015).
- Roth, W. A. S., Grace, K. A., Teaching Professor Conference, “Building Students Digital Discernment Skills,” Teaching Professor, Atlanta. (May 2015).
- Willey, S. L., Grace, K. A., Mansfield, N. R., Sherman, P. B., Southeast Academy of Legal Studies in Business, “Comparing the Frequency of Ethics and Compliance Terms in Corporate Codes of Conduct,” Southeast Academy of Legal Studies in Business, Savannah, GA. (November 14, 2014).
- Willey, S. L., Grace, K. A., Mansfield, N. R., Sherman, P. B., Academy of Legal Studies in Business, “Language of the Codes: Comparing the Frequency of Ethics and Compliance Terms in Corporate Codes of Conduct,” Academy of Legal Studies in Business, Seattle, Washington. (August 2014).
- Grace, K. A., Human Resources Law from A to Z, “Current Issues in Human Resources: Wellness Programs,” National Business Institute, Atlanta, GA. (August 2014).
- Grace, K. A., Organizational Behavior & Teaching Conference, “Teaching the Hard Stuff: A Reliability and Validity Exercise,” Organizational Behavior & Teaching Society, Vanderbilt University. (June 2014).
- Grace, K. A., APW Seminar and 51st Anniversary Celebration, “Negotiation in the Work Place,” IAAP DeKalb Chapter, Decatur, GA. (April 12, 2014).
- Multiple Certificates of Recognition for Outstanding Teaching Performance, Department of Managerial Sciences, J. Mack Robinson College of Business, Georgia State University. (2013-2016).
- Digital Champions Fellowship, Georgia State University Center for Instructional Innovation. (December 2013).
- Class of 1969 Teaching Fellow, Georgia Institute of Technology. (2011).
- Finalist, Scheller College of Business, Georgia Institute of Technology, Teacher of the Year – Undergraduate. (2009, 2010, 2011).
- HRM 1101 – Leadership and Organization Management
- HRM 2501 – Introduction to Human Resource Management
- HRM 3501 – Power, Influence & Negotiation
A business professional with over 35 years of experience gained at Fortune 500 and mid-sized companies, Mike Guglielmo has held numerous positions in a myriad of disciplines throughout his career. He has held officer, mid-management, and staff positions in Accounting, Finance, Materials Management, Operations, Information Technology, and Human Resources throughout his career, and draws from this eclectic mix of experience and knowledge in dealing with the daily challenges of corporate America. He is a Certified Six Sigma Green Belt and holds a MBTI® Certification as well. In 2011, Mike was named HR Person of the Year for the Philadelphia area.
Mike is currently a Non-Tenure Track Assistant Professor of Instruction in the Department of Human Resource Management at Temple University, where he has served as an adjunct instructor for more 25 years. He is also Director of External Relations for the HRM Department; Co-Director of Fox’s Center for Human Resource Analytics; and Chair of the Human Resources Senior Advisory Group. He has developed two undergraduate courses – “Organizational Staffing and Career Development” and “HR Metrics,” and received a Teacher of the Year Award for Instructional Innovation in 1999 and Adjunct Teacher of the Year Award in 2010. He has instructed at Temple’s Singapore, Colombia, and Tokyo campuses, Temple’s EMBA Partner school in Paris – Ecole des Ponts since 2017; and since 2003, has taught a graduate level course in HR at Institut de Gestion Sociale (IGS) in Paris.
Mike is also currently a Partner at HR & Recruiting Solutions, LLC, a full-service HR consulting organization; and was previously Vice President of Human Resources for the largest division of Genesis HealthCare, a $6 billion publicly traded enterprise with nearly 100,000 employees. Genesis provides skilled nursing, assisted living, and rehabilitation therapy services at over 1,800 sites in 47 states. Mike was previously Vice President of Talent Acquisition and Development for all of Genesis HealthCare from 2007-2014; and he also had operational oversight responsibilities for CareerStaff Unlimited, Inc. (a wholly owned subsidiary of Genesis Healthcare), and one of the nation’s leading providers of temporary staffing services to the healthcare industry.
Mike received his BS in Marketing/Management from Saint Joseph’s University, and his MBA in Human Resources from Temple University. He is a member of SHRM (Society of Human Resource Management) and PSPS (Philadelphia Society for Planning and Strategy). Mike also cofounded the Human Capital Analytics Forum (a PSPS SIG), and served as Chairman of Temple University’s HR / Business Roundtable from 2007-2014. He has also served as a member of Profiles International’s Client Advisory Council; and served on the Board of Advisors for the YMCA in Kennett Square, PA, as Board Member, Treasurer, Chairman, and Past Chairman from 2008-2014.
- Intro to HR Metrics – Human Capital Analytics: It’s a Journey, But One Worth Taking – Temple University Executive Education – Morgan, Lewis Bockius HR Department – January 2018 – Philadelphia, PA
- HR Metrics – Human Capital Analytics: It’s a Journey, But One Worth Taking – EACE – June 2016 – Philadelphia, PA
- HR Metrics – Human Capital Analytics: It’s a Journey, But One Worth Taking – Philly SHRM – February 2016 – Philadelphia, PA
- HR Metrics – Human Capital Analytics: It’s a Journey, But One Worth Taking – PSPS – October 2015 – King of Prussia, PA
- Executive Recruiting – What’s Next for Recruiting Leaders? – Salevson-Stetson Conference – December 2012 – Paoli, PA
- Using Metrics to Customize Talent Development – October 17, 2012 – IEEC Knowledge Learning Series Event – Singapore
- Executive Recruiting – What’s Next for Recruiting Leaders? – DoubleStar Conference – August 2012 – Paoli, PA
- Talent Assessment – Making the Quality of Hire Difference – August 16, 2012 – Webinar – Aberdeen Group (delivered with Mollie Lombardi, Research Director – Human Capital Management, Aberdeen Group and Jack Kramer, Vice President of Field Operations for SkillSurvey)
- Making the Business Case for Right-Sizing Recruiting – May 1, 2012 – Human Capital Institute – New York, NY (delivered with Loren Moore, Manager, Talent Acquisition, Vertex and moderated by Harry Griendling, Founder & CEO, DoubleStar, Inc.)
- Taking a New Look at Talent Management in Healthcare – April 19, 2012 – Webinar – Bersin & Associates (delivered with Kim Lamoureux, Senior Director Research Practices and Principal Analyst at Bersin & Associates)
- Assessment Methods and Processes Used to Identify Top Internal Talent – December 6, 2011 – The Talent Acquisition Leadership Alliance Philadelphia, PA
- Talent 2012: Measuring the Impact of Talent Management on Corporate Sustainability – December 6, 2011 – Webinar – Philadelphia Human Resource Planning Society
Succession Preparation Made Simpler – Using Metrics to Customize Talent Development – September 23, 2011 – Evanta HR Leadership Summit – Philadelphia, PA (delivered with Jeanne Phillips, CHRO, Genesis HealthCare)
- Talent 2011: Measuring the Impact of Talent Management on Corporate Sustainability – September 15, 2011 – Profiles International Client Conference Dallas TX
- Making Talent Management Relevant to the Business – Linking Talent and Business Outcomes – April 5, 2011 – Philadelphia Human Resource Planning Society King of Prussia, PA
- Chair of Senior HR Advisory Board – Fox School HRM Department (current)
- Director of External Relations – Fox School HRM Department (current)
- Co-Director Human Capital Analytics Center – Fox School HRM Department (current)
- Co-lead of PSPS Human Capital Analytics Forum (2013-2015)
- Member SHRM & PSPS (current)
- Chairman of Temple University’s HR / Business Roundtable – 2008-2015
- Member Client Advisory Council – Profiles International (2009-2014)
- Board of Advisors for the YMCA in Kennett Square, PA. Served as Board Member, Treasurer, Chairman, and Past Chairman – 2008 through 2014
- Delaware Valley HR Department of the Year Award for Excellence in Talent Acquisition – November 2013
- Alumnus of the Year Award (HR Department) – Fox School of Business, Temple University – April 2012
- HR Person of the Year for the Philadelphia area – May 2011
- Adjunct Teacher of the Year Award (HR Department) – Fox School of Business, Temple University – November 2010
- Six Sigma Green Belt – October 2006
- MBTI® Certified – July 2006
- Commencement speaker for MBA graduates at Temple University – September 2001
- Teacher of the Year Award (for Excellence in Instructional Innovation) – Fox School of Business, Temple University – April 1999
- Developed an HR Metrics course and co-developed a Human Resource Information System course for exclusive use at Temple University. Students learn consultative HR partnering techniques using information analysis tools to solve business problems in staffing, succession planning, retention, compensation and benefits, outsourcing, and mergers and acquisitions, as well as developing a business-linked HR dashboard.
- Courses include: Introduction to Management, Introduction to Human Resources, Organizational Staffing (HRIS offering), Leadership Best Practices, and HR Metrics at the graduate and undergraduate level.
- Guest lecturer for Executive MBA classes at Temple University’s Singapore, Colombia, and Tokyo campuses, and Temple’s EMBA Partner school in Paris – Ecole des Ponts since 2017
- Instructor for Graduate level HR courses at IGS Paris campus (2003-present).
|Research Interests:||Employee Recruitment, Fairness, Leadership|
Dr. Crystal Harold (PhD, Industrial/Organizational Psychology, George Mason University) is an Associate Professor in Human Resource Management and a Paul Anderson Research Fellow at the Fox School of Business, Temple University Prior to joining the Fox School of Business, she was an Assistant Professor in the Purdue School of Science at IUPUI and also worked as a Strategic Human Resources Consultant for numerous governmental agencies such as the Air Force, The National Geospatial-Intelligence Agency (NGA), and Department of the Interior (DOI).
Her research focuses on issues related to employee recruitment (in particular the role of PE fit and fairness) and the impact of management practices and characteristics that engender perceptions of workplace fairness and counterproductive behaviors. Her work appears in top OB/HRM outlets including Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Personnel Psychology and the Journal of Occupational and Organizational Psychology. Findings from her research have been discussed in numerous media outlets including the CBS Early Show, Strategy + Business, The Telegraph, and The Chronicle of Higher Education. Dr. Harold was awarded a 2005 APA Dissertation Award and the HUMRRO Fellowship in I/O Psychology. In recognition of her research and teaching accomplishments, she was recently appointed a Paul Anderson Research Fellow, and was awarded the Adrisani-Frank Undergraduate Teaching Award and Lindback Award for Distinguished Teaching.
- *Han, S., Harold, C.M., & Cheong, M. (2019). Examining why employee proactive personality influences empowering leadership: The roles of cognition and affect-based trust. Journal of Occupational and Organizational Psychology, 92, 352-383.
- Harold, C.M., Oh, I-S., Holtz, B.C., *Han, S., & Giacalone, R.A. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective. Journal of Applied Psychology.
- Harold, C.M., Holtz, B.C., Griepentrog, B.K., Brewer, L., & Marsh, S.M. (2016). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology, 69, 199-227.
- Harold, C.M. & Holtz, B.C. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36, 16-38.
- Oh, I.S., Guay, R.P., Kwanghyun, K., Harold, C.M., Jong-Huyn, L., Chang-Goo, H., & Shin, K.H. (2014). Fit happens globally!: A cross-cultural meta-analysis comparing the relative importance of person-environment fit on work attitudes and performance. Personnel Psychology, 67, 99-152.
- Harold, C.M., Uggerslev, K.L., & Kraichy, D. (2013). Recruitment and job choice (pages 47-72). In T.K.Y. Yu & D. Cable (Eds.), The Oxford Handbook of Recruitment. Oxford University Press.
- Holtz, B.C. & Harold, C.M. (2013). The effects of leader 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.
- Marks, M.M., & Harold, C.M. (2011). Who asks and who receives in salary negotiation. Journal of Organizational Behavior, 32, 371-394.
- *Nolan, K.P., & Harold, C.M. (2010). Fit with what? The influence of multiple self-concept images on organizational attraction. Journal of Occupational and Organizational Psychology, 83, 645-662.
- 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 perceptions of managerial explanations. Journal of Occupational and Organizational Psychology, 81, 777-802.
- Harold, C.M. & Ployhart, R.E. (2008). What do applicants want: Examining changes in attribute importance judgments over time. Journal of Occupational and Organizational Psychology, 81, 191-218.
- Lindback Award for Distinguished Teaching (2017)
- Paul Anderson Research Fellow, Temple University (2015)
- Andrisani-Frank Undergraduate Teaching Award, Temple University (2014)
- Dean Teaching Fellow, Temple University (2013)
- Young Scholars Interdisciplinary Seed Funding (2013, 2012, 2010)
- Dean Teaching Fellow, Temple University (2012)
- Cigna Research Fellow, Temple University (2012)
- Faculty Senate Seed Money Grant, Temple University (2010-2011)
- Seminar in Organizational Behavior (BA 9003; PhD Course)
- The Leadership Experience (HRM 3904; Honors Undergraduate Course)
- The Co-Op in HRM (HRM 3581; Undergraduate Course)
- Introduction to Human Resource Management (HRM 2501; Undergraduate Course)
- Business Society and Ethics (BA 3102; Undergraduate Course)
- Men’s Health, “Boost Your Salary by $33,800”
- CBS News, “Study: Being Forceful Helps in Salary Negotiations”
- Metro MBA, “Fox Holds HRM Co-Op Event”
- Men’s Fitness Magazine. The Best Success Breakthroughs for March 2014.
- Fastcompany.com: “49% of job candidates never negotiate an initial employment offer. Do you?”
- The Chronicle of Higher Education: “On the market? Don’t sell yourself short, even now.”
- Harvard Business Review Daily Stat: “Tough bargaining gets you higher starting pay.”
- Forbes.com: “Salary negotiation pays.”
- Strategy + Business: “Getting a new job? It pays to speak up about salary.”
- The Telegraph.com: “Assertive Workers ‘Most Likely to Win Pay Rises’ Scientists Discover”
- CBS News Early Show: “Being Forceful Helps in Salary Negotiation”
- AOL News Interview: “Professor Cracks the Code to Negotiating a Bigger Salary”
- Online MBA course: HRM 5113 Power, Influence, and Negotiation in Organizations
- HRM 5113 – EMBA – Philadelphia & Tokyo (TUJ)
- HRM 3501 – OBBA
- HRM 3501 – Temple Rome
- Fox’s John DeAngelo Award for Excellence in the Use of Technology in Teaching – 2017
- Career Service Award from American Federation of Teachers Pennsylvania – 2017
- American Federation of Teachers Higher Education Leadership Award – 2016
- Faculty of the Year Award – Master of Science in Human Resource Management, Fox School of Business — 2015
- Innovation in Technology Award, Fox School of Business — 2013
- President & Chief Negotiator, Temple Association of University Professionals, AFT local 4531, AFL-CIO
- Consultant, Pew Charitable Trusts, Philadelphia — 2006 – 2006
- Consultant, Sheet Metal Industry Advancement Committee — 2001 – 2002
Dr. Brian Holtz is an Associate Professor and Boettner Research Fellow in the Department of Human Resource Management at the Fox School of Business, Temple University. He received his Ph.D. in Industrial–Organizational Psychology from George Mason University. His research interests primarily concern issues of fairness and trust in organizations. Dr. Holtz currently serves on the editorial boards of Personnel Psychology and the Journal of Organizational Behavior.
He would welcome collaborations with doctoral students on projects related to workplace fairness, trust, and time-related considerations
|Research Interests:||Social Exchange Relationships, Motives, Proactivity and Work Behavior|
Dr. You Jin (YJ) Kim joins the Fox School on a Tenure-Track appointment from California State University-Dominguez Hills, where she served as an Assistant Professor in the Human Resource Management department.
Dr. Kim’s research interests lie in the area of social exchange relationships, proactivity and work behavior. Her research aims to provide a more complete understanding of when and why social exchange relationships and proactivity contribute to individual and organizational effectiveness in various contexts (e.g., organizational supportive climate). She has written many articles, exploring leadership, citizenship behavior, motivation and justice. She has also published two book chapters.
She obtained a Bachelor of Arts degree in psychology and business administration from Yousei University in South Korea. In the U.S., she obtained a Ph.D. in organizational behavior and human resource management from Michigan State University.
|Research Interests:||Mindfulness, Sensemaking, Organizational Cognition|
Ravi S. Kudesia (PhD in Management, Washington University in St. Louis) is an Assistant
Professor of Human Resource Management at the Fox School of Business, Temple University.
Before joining the Fox School, he was a research fellow at Future Resilient Systems: a think tank
established collaboratively by ETH Zürich and the National Research Foundation of Singapore.
Dr. Kudesia researches how people can organize more mindfully. In doing so, he explores three
interdependent processes: attention (what information people notice in situations), interpretation
(how people give meaning to that information), and energy (how engaged people are in
responding to situations). Going beyond the individual level, his research further concerns how
attention, interpretation, and energy transfer across individuals as they organize into
collectives—and how these collectives solve problems and make sense of their environments.
Taking a multimethod and interdisciplinary approach, Dr. Kudesia has conducted research using
experiments, qualitative methods, and agent based models—and has collaborated with
neuroscientists, theoretical physicists, and a Buddhist monk. In addition to the more conventional
organizational contexts, his research also captures organizing processes in contexts as diverse as
protest crowds, explosive demolition projects, and NCAA Division 1 sports teams. His research
has appeared in leading outlets such as Academy of Management Review and Journal of Business
Dr. Kudesia welcomes collaborations with doctoral students on projects related to mindfulness,
sensemaking, and problem solving in complex systems—including students who wish to pursue
qualitative research methods. For examples of his projects, please visit the research link above.
- BA-9202: Qualitative Research Methods
- HRM-5113: Power, Influence, and Negotiation
|Research Interests:||Organizational commitment, Organizational justice, Motivation|
Dr. Andrea Lopez (PhD, Temple University) is an Assistant Professor in the Department of Human Resource Management at the Fox School of Business, Temple University. Before returning to teach at Temple University, Dr. Lopez was a faculty member at Philadelphia University.
Dr. Lopez’s research interests include organizational justice, motivation and organizational commitment. In addition to teaching compensation management and business ethics, Dr. Lopez regularly pursues independent study projects with students and is committed to student professional development. She serves as a faculty advisor to the student chapter of the Society of Human Resource Management, and is actively involved in programming to maintain the strong connection alumni have to the department and the current student body.
- Blau, G., Monos, C., Lopez, A., Boyer, E., Davis, K., Flanagan, R., Lan, T. & Konda, S. (2012). “Exploring Correlates of Work Exhaustion and Physical Exhaustion For a Sample of Massage Therapists and Body Workers” Career Development International, 17(5), 414-434
- Chapman, S., Blau, G., Pred, R., Lopez, A., 2009. “Correlates of Intent to Leave Job Versus Intent to Leave Profession for Emergency Medical Technicians and Paramedics” Career Development International Journal, 14(5), 487-503.
- Blau, G., Chapman, S., Pred, R., Lopez, A., 2009. “Can a Four-Dimensional Model of Occupational Commitment Help to Explain Emergency Medical Service Intent to Leave Occupation?” Journal of Allied Health, 38, (3), 177-186.
Fox School of Business, Temple University
- HRM 3511: Compensation Management
- BA 3102: Business Society and Ethics
- BA 3902: Honors, Business Society and Ethics
Online MBA course: HRM 5051 Human Resources Management Strategies
- Faculty of the Year, Master of Science in Human Resource Management, Fox School of Business — 2016
- John DeAngelo Excellence in Teaching and Innovation Award, Fox School of Business — 2015
- Faculty of the Year (Singapore), Master of Science in Human Resource Management, Fox School of Business —2013, 2012
- Faculty of the Year, Part-Time MBA, Fox School of Business — 2014, 2011, 2010
- Faculty of the Year (Paris), Executive MBA, Fox School of Business — 2015, 2013, 2010
- Faculty of the Year, Executive MBA, Fox School of Business — 2015, 2010
- Temple University Great Teacher Award — 2006
- MBA Teacher of the Year, Fox School of Business — 2005
- Andrisani-Frank Award for Excellence in Teaching — 1993
Patrick F. McKay, PhD. Professional Biography
Patrick F. McKay, PhD, is the Stanley and Fanny 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.
- 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.
- 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.
- The award recognizes the published research article judged to have the highest potential to significantly impact understanding of gender and diversity within organizations.
- The award included two years ($11,000 per year) of summer research and travel support.
|Research Interests:||Human resources, Professional competencies, Employee engagement and organizational culture, Business ethics|
Katherine A Nelson is currently a full-time faculty member at the Fox School of Business and Management, Temple University, where she has taught business ethics, introduction to management, and “HR on the Ground,” a course she designed that was named one of “Ten College Courses That Pay Off at Work” (U.S. News & World Report, April 26, 2010). She also has taught business ethics to executive MBAs at the University of Delaware and to executives at Wharton Executive Education at the University of Pennsylvania. (She was a senior fellow in ethics at the Wharton School for several years in the early 1990s.) In 2010, she was honored with the Fox School’s annual Andrisani-Frank Award for Excellence in Teaching and in 2011 she was named a Dean’s Teaching Fellow.
Kate enjoyed a thirty-year career in business before transitioning to academia. She was a principal and communication practice leader for Mercer Human Resources Consulting in Philadelphia, where she managed a 19-person team of consultants delivering services to Mercer’s clients in southeastern Pennsylvania, New Jersey, and upstate New York. Earlier, she was vice president and head of worldwide HR communication at Citicorp in New York and has held similar positions at a subsidiary of Merrill Lynch and at Honeywell. In the late 1980s, she was a pioneer in the field of business ethics training. The ethics game she created at Citicorp, The Work Ethic, was awarded the Gold Quill of Excellence by the International Association of Business Communicators and was featured in the Wall Street Journal, the Financial Times, and many more international business media. The Work Ethic and similar games she developed have been used in numerous business schools including Harvard, Wharton, Columbia, Oxford, and INSEAD; and by numerous organizations including NASA, General Electric, and J.P. Morgan.
Kate received her B.A. from the College of Mount St. Vincent in New York City and has completed coursework at Temple, Harvard, and the State University of New York. She is co-author with Linda Klebe Treviño of Managing Business Ethics, published by John Wiley & Sons; 7th edition, 2017
- Managing Business Ethics, with Linda Klebe Treviño, John Wiley & Sons, 7th edition, 2017
- Andrisani-Frank Excellence in Teaching Award, Fox School of Business, 2010
- Dean’s Teaching Fellow, Fox School of Business, 2011-2012
- HRM 19101 – Honor Introduction to Leadership & Organizations
- HRM1101 – Introduction to Leadership and Organizations
- HRM3531 – HR on the Ground
- BA3125 – Business, Society & Ethics
- “Worried About a Performance Review?” Philadelphia Inquirer
- “Temple Class Offers HR Students a View of Real-World Retail,” Philadelphia Inquirer
- “Focus on the ‘Me,” Not the ‘We,’” Philadelphia Inquirer
- “Fox School of Business Puts Its Students on the Shop Floor,” Philadelphia Business Journal
- “10 College Courses That Will Pay Off at Work,” U.S. News & World Report
|Research Interests:||Staffing, Meta-Analysis Methods, Strategic Human Capital Resources|
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.
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 70 scholarly articles with many 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 many 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.
- Oh, I.-S. Beyond meta-analysis: Secondary uses of meta-analytic data. (forthcoming). Annual Review of Organizational Psychology and Organizational Behavior.
- Han, J., Kang, S., Oh, I.-S., Kehoe, R. R., & Lepak, D. (forthcoming). The Goldilocks effect of strategic human resource management? Optimizing the benefits of a high performance work system through the dual alignment of vertical and horizontal fit. Academy of Management Journal.
- Oh, I.-S., Han, J., Holtz, B., Kim, Y., & Kim, S. (2018). Do birds of a feather flock, fly, and continue to fly together?: The differential and cumulative effects of attraction, selection, and attrition on personality-based within-organization homogeneity and between-organization heterogeneity progression over time. Journal of Organizational Behavior, 39(10), 1347–1366
- 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.
- 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.
- 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 Profiled as the 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 Joyce and Robert Hogan Award for Personality and Performance from the SIOP Foundation
Temple University, Department of Human Resource Management
- HRM 9001: Managing Human Resources (Strategic/Macro Human Resource Management)
- HRM 9005: Functional/Micro Human Resource Management
- HRM 9006: Meta-analysis and Research Synthesis Methods (Doctoral Seminar)
|Research Interests:||Leadership, Team Performance, Task and Relationship Conflict, Incivility|
Dr. Tony Petrucci started his career as an officer in the US Army where he attained the rank of Captain. He then went to work for the PepsiCo organization in the Pizza Hut division. At PepsiCo he held the positions of District Manager, operating 36 restaurants, and then as a Human Resources Manager. He then moved to the ARAMARK Corporation, a Fortune 500 Most Admired Company, where he was a Human Resources Director and Senior Human Resources Director. As a Senior Human Resources Director he was responsible for leading Human Resources for the International Division. Tony was then promoted to a Vice President of Human Resources where he was responsible for all Human Resource functions for a 14,000 person organization and became a member of the Executive Leadership Council for the company. In 2005 Tony started his own executive search and leadership consulting firm, Career Movement, which he built into a national firm and sold in 2010. Tony is now an owner and managing partner of Gravitas. Gravitas is a national retained executive search, board of director search, and leadership consulting firm.
Tony has written two books titled Move Up and Make Your Move which are focused on leadership and career development. He has been quoted, published or featured in publications or media outlets such as US News and World Report, HR Executive Magazine, HR Magazine, Fox News, Workforce.com, CBS Marketwatch, Yahoo Finance, Journal of Corporate Recruiting Leadership, Chief Learning Officer, HR.com, Nations Restaurant News, Career Development International, Veritude, Vending Times, CBS KYW News, Yahoo News!, Business News Daily, British Psychological Society, The Journal of Workplace and Behavioral Health, The Journal of Employment Counseling, OCS and Vending Magazine and the Automatic Merchandiser. His research interests include leadership, team performance, task and relationship conflict, and incivility.
Tony teaches Full Time, Professional, International, and Online MBA students, MS students and undergraduate students. He specializes in teaching leadership, negotiations, and strategic HR courses. He is the Director for MS in Human Resources Program. He has been awarded the Fox Dean’s Teaching Fellow Award, the Temple Crystal Teaching Award, the Fox School of Business Center for Innovation in Teaching and Learning Award, and has twice been awarded the Fox Blue Mouse Award for innovation in teaching. He holds a Bachelor’s Degree in Industrial Engineering Technology from the University of Dayton. He received his MBA from the University of Louisville and his PhD in Organizational Leadership from Regent University.
- Blau, G., Petrucci, T., & McClendon, J. (2013). Exploring the impact of situational background, emotional, and job search variables on coping with unemployment by drinking versus considering self-employment. Journal of Workplace Behavioral Health, 28(3), 212-233.
- Blau, G., Petrucci, T., & McClendon, J. (2013). Correlates of life satisfaction and unemployment stigma and the impact of length of unemployment on a unique unemployed sample, Career Development International, 18(3), 257-280.
- Blau, G., Petrucci, T., & McClendon, J. (2013). Exploring the impact of demographic, personality and job reattainment variables on unemployment-delayed retirement intent. Journal of Workplace Behavioral Health, 28(1), 13-29.
- Blau, G., Petrucci, T., & McClendon, J. (2012). Effects of layoff victims’ justice reactions and emotional responses on attitudes toward their previous employer. Career Development International, 17(6), 500-512.
- Petrucci, T. (2011).Divine empowerment of leaders in early Christianity. Emerging Leadership Journeys, 4(1), 58- 69.
- Innovative Use of Technology in the Classroom, Center for Innovation in Teaching and Learning, Fox School of Business — 2015, 2012, 2011
- Andrisani-Frank Undergraduate Teaching Award, Fox School of Business — 2015
- Faculty of the Year, Online MBA, Fox School of Business — 2014
- Dean’s Teaching Fellow, Fox School of Business — 2014
Fox School of Business, Temple University
- Online MBA course: FIN 5001 Financial Analysis and StrategyHRM 5404, Leadership
- HRM 5112, Leading High Performing Teams
- HRM 1101, Leadership in Organization
- Philadelphia Business Journal. (August 29, 2014).
- Fox News. (September 19, 2012).
- British Psychology Society. (September 19, 2012).
- Main Street. (September 18, 2012).
- MPR News. (September 17, 2012).
- Yahoo News. (September 17, 2012).
- Business News Daily. (September 17, 2012).
- The Science Blog. (September 17, 2012).
- US News and World Report. (April 11, 2012).
- CBS Marketwatch. (May 2003).
- Northeast Times. (April 9, 2014).
- Philadelphia Inquirer. (February 9, 2014).
- HR Magazine. (November 1, 2012).
- HR Executive Magazine. (December 2009).
- Workforce Insights.com and Veritude.com. (May 2005).
- Workforce Management. (August 2004).
- Nations Restaurant News. (August 2003).
- HR Executive Magazine. (October 2002).
- CEO, Gravitas Board and Executive Search — 2010 – present
- Founder and President, Career Movement Leadership Consulting, Executive Coaching and Outplacement — 2008 – 2010
- Founder and President, Career Movement Executive Search — 2006 – 2010
- Vice President, Human Resources, Aramark — 2000 – 2006
- Senior Director, Human Resources, International, Aramark — 1999 – 2000
- Director, Human Resources, Aramark — 1998 – 1999
Stuart M. Schmidt is a Professor of Human Resource Management in the Fox School of Business and Management where he teaches courses in management, power and influence, and negotiations in organizations. His B.A in Psychology, Masters in International Business and Ph.D. in Industrial Relations are from the University of Wisconsin-Madison.
Schmidt’s research spans many fields including leadership, conflict, organizational influence, virtual team relationships, cross-cultural team relationships, and currently, the relationship between technology and performance evaluation. His research findings have been reported in over 45 articles published in journals that include the Journal of Applied Psychology, Decision Sciences, Administration and Society, Human Relations, Organizational Dynamics, Administrative Science Quarterly [three articles], and Psychology Today. His research has been reported in numerous popular publications, newsletters, and even the National Enquirer. With his Fox School co-authors, Deanna Geddes and Art Hochner, he recently completed the 4th edition of Power and Negotiation in Organizations.
Schmidt is also known for his training and assessment instruments such as the Profiles of Organizational Influence Strategies [POIS] instruments and training programs that have been translated into 12 languages and used worldwide in leadership training and research.
Over the years, Schmidt has applied his talents and energy to the public and non-profit sector as a US Peace Corps Volunteer in Afghanistan, an organizational behavior consultant and labor relations specialist to the State of Wisconsin, training program consultant to the US Department of Justice, and a board member of Philadelphia religious and non-profits.
|Research Interests:||Work-related stress, leadership and teams, research methods|
Dr. Yifan Song is an Assistant Professor of Human Resource Management at the Fox School of Business, Temple University. She obtained a Ph.D. in Management from University of Florida in 2019.
Dr. Song’s main areas of research include work-related stress and leadership in teams. Specifically, her work on work-related stress has focused on understanding how employees and teams react to work-related stressors and identifying effective interventions to reduce the undesired consequences of these stressors. In particular, apart from stressors that commonly exist in most employees’ daily work routines (e.g., mistreatment from customers, coworkers, and supervisors), she is also interested in studying work stressors that are uniquely relevant to specific employee populations (e.g., organizational newcomers, migrant workers, and older workers). In addition, her work on leadership in teams has mainly focused on examining how CEO leader behaviors and top management team leadership structures impact business unit performance.
Dr. Song’s work has appeared in leading outlets, such as Academy of Management Journal, Journal of Applied Psychology, and Academy of Management Discoveries.
Dr. Ryan Vogel (Ph.D., University of Georgia) is an Assistant Professor in the Department of Human Resource Management at the Fox School of Business at Temple University. Prior to joining Temple, he held academic positions at Southern Methodist University and Penn State University in Erie.
Dr. Vogel is known for his research in the area of person-environment fit, abusive supervision, and employee engagement. Recently, his work on fit has focused on the work lives of those who can be considered ‘misfits’ in organizations. His latest work on abusive supervision has focused on the long-term and traumatic consequences of this unfortunate behavior. His recent work in the area of engagement has focused on the day-to-day dynamics of this motivational state. His research has appeared in leading outlets, such as Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Strategic Management Journal, Journal of Management, and Journal of Organizational Behavior. Ryan serves on the Editorial Review Board of the Academy of Management Journal.
Ryan currently teaches in the MBA and Ph.D. programs, specializing in courses on organizational behavior and leadership, and quantitative research methods.
Dr. Vogel welcomes collaborations with doctoral students on projects related to any of his three major areas of research focus, along with projects using experience sampling methodology (ESM).
- Vogel, R. M., Rodell, J. B., & Sabey, T. Meaningfulness misfit: Consequences of daily meaningful work needs-supplies incongruence for daily engagement. In press at Journal of Applied Psychology.
- Vogel, R. M., & Bolino, M. C. Recurring nightmares and silver linings: Understanding how abusive supervision may lead to posttraumatic stress and posttraumatic growth. In press at Academy of Management Review.
- Thompson, M., Carlson, D., Kacmar, K. M., & Vogel, R. M. The cost of being ignored: Burnout in the work and family domains. In press at Journal of Applied Psychology.
- Mitchell, M.S., Greenbaum, R. L., Vogel, R. M., Mawritz, M. B., & Keating, D. (2019). Can you handle the pressure? The effect of performance pressure on stress appraisals, self-regulation, and behavior. Academy of Management Journal, 62(2), 531-552.
- *Bundy, J., Vogel, R. M., & Zachary, M. (2018). Organization-stakeholder fit: A dynamic theory of cooperation, compromise, and conflict between an organization and its stakeholders. Strategic Management Journal, 39(2), 476-501.
- *All three authors contributed equally and listed in alphabetical order.
- Vogel, R. M. & Mitchell, M. S. (2017). The motivational effects of diminished self-esteem for employees who experience abusive supervision. Journal of Management, 43(7), 2218-2251.
- Vogel, R. M., Rodell, J. B., & Lynch, J. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561-1584.
- Mitchell, M. S., Vogel, R. M., & Folger, R. (2015). Third parties’ reactions to the abusive supervision of coworkers. Journal of Applied Psychology, 100(4), 1040-1056.
- Vogel, R. M., Mitchell, M. S., Tepper, B. J., Restubog, S., Hu, C., Hua, W., & Huang, J.C. (2015). A cross-cultural examination of subordinates’ perceptions of and reactions to abusive supervision. Journal of Organizational Behavior, 36(5), 720-745.
Kathleen Voss joined the Fox School’s Human Resource Management department in 2014 as an adjunct professor, and transitions to a Non-Tenure Track Assistant Professor in fall 2015.
She brings a wealth of industry experience to Fox. As Principal at CCHP Consulting, LLC, Kathleen designs and initiates global talent assessment and development processes for a diverse group of private and public organizations. She has previously served as vice president and senior consultant with Right Management. She has also held managerial positions in Human Resources with The Vanguard Group and AstraZeneca Pharmaceuticals.
Her pedagogical appointments include instructorships and adjunct professorships at Rutgers University and the University of Pittsburgh.
Kathleen earned her Master of Science degree in library science and her Bachelor of Arts degree in business and political science from the University of Pittsburgh. She earned her Ph.D. in industrial and organizational psychology from Grand Canyon University in 2017.
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