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In-Sue Oh

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In-Sue Oh

  • Fox School of Business and Management

    • Management

      • Charles E. Beury Professor

Biography

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 80 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 has served on the editorial review boards of the Journal of Applied Psychology, Academy of Management, 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 currently serves as an Associate Editor of the Journal of Applied Psychology.

Curriculum Vitae 

Google Scholar: My Google Scholar page

Research Interests

  • Staffing
  • Meta-Analysis Methods
  • Human Capital Resources

Courses Taught

Number

Name

Level

BA 9883

Research Project III

Graduate

HRM 9001

Managing Human Resources

Graduate

HRM 9005

Seminar in Functional Human Resource Management

Graduate

HRM 9006

Doctoral Seminar in Meta-analysis and Research Synthesis Methods

Graduate

Selected Publications

Featured

  • Han, J.H., Kang, S., Oh, I., Kehoe, R.R., & Lepak, D.P. (2019). 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, 62(5), 1388-1412. Academy of Management. doi: 10.5465/amj.2016.1187.

  • Oh, I., Han, J.H., Holtz, B., Kim, Y.J., & 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, 1347-1366. John Wiley & Sons Inc.. doi: 10.1002/job.2304.

  • Wang, G., Holmes, R., Oh, I., & 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. doi: 10.1111/peps.12140.

  • Harold, C., Oh, I., Holtz, B., Han, S., & Giacalone, R. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective. Journal of Applied Psychology, 101(11), 1513-1535. doi: 10.1037/apl0000150.

  • Schmidt, F.L. & Oh, I. (2016). The Crisis of Confidence in Research Findings in Psychology: Is Lack of Replication the Real Problem? Or Is It Something Else? Archives of Scientific Psychology, 4(1), 32-37. doi: 10.1037/arc0000029.

  • Choi, D., Oh, I., & Colbert, A.E. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture. J Appl Psychol, 100(5), 1542-1567. United States. 10.1037/apl0000014

  • Gonzalez-Mulé, E., Mount, M., & Oh, I. (2014). A meta-analysis of the relationship between general mental ability and nontask performance. Journal of Applied Psychology, 99(6), 1222-1243. doi: 10.1037/a0037547.

  • Dragoni, L., Oh, I., Tesluk, P.E., Moore, O.A., VanKatwyk, P., & Hazucha, J. (2014). Developing leaders' strategic thinking through global work experience: the moderating role of cultural distance. J Appl Psychol, 99(5), 867-882. United States. 10.1037/a0036628

  • Oh, I., Guay, R., Kim, K., Harold, C., Lee, J., Heo, C., & Shin, K. (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. doi: 10.1111/peps.12026.

  • Oh, I., Charlier, S., Mount, M., & Berry, C. (2014). The two faces of high self-monitors: Chameleonic moderating effects of self-monitoring on the relationships between personality traits and counterproductive work behaviors. Journal of Organizational Behavior, 35(1), 92-111. doi: 10.1002/job.1856.

  • Schmidt, F. & Oh, I. (2013). Methods for second order meta-analysis and illustrative applications. Organizational Behavior and Human Decision Processes, 121(2), 204-218. doi: 10.1016/j.obhdp.2013.03.002.

  • Roth, P., Switzer, F., Iddekinge, C.V., & Oh, I. (2011). Toward Better Meta-Analytic Matrices: How Input Values Can Affect Research Conclusions In Human Resource Management Simulations. Personnel Psychology, 64(4), 899-935. doi: 10.1111/j.1744-6570.2011.01231.x.

  • Dragoni, L., Oh, I., Vankatwyk, P., & Tesluk, P. (2011). Developing Executive Leaders: The Relative Contribution Of Cognitive Ability, Personality, And The Accumulation Of Work Experience In Predicting Strategic Thinking Competency. Personnel Psychology, 64(4), 829-864. doi: 10.1111/j.1744-6570.2011.01229.x.

  • Chiaburu, D., Oh, I., Berry, C., Li, N., & Gardner, R. (2011). The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96(6), 1140-1166. doi: 10.1037/a0024004.

  • Oh, I., Wang, G., & Mount, M.K. (2011). Validity of observer ratings of the five-factor model of personality traits: a meta-analysis. J Appl Psychol, 96(4), 762-773. United States. 10.1037/a0021832

  • Le, H., Oh, I., Robbins, S., Ilies, R., Holland, E., & Westrick, P. (2011). Too Much of a Good Thing: Curvilinear Relationships Between Personality Traits and Job Performance. Journal of Applied Psychology, 96(1), 113-133. doi: 10.1037/a0021016.

  • Oh, I. & Berry, C. (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. doi: 10.1037/a0017221.

  • Robbins, S., Oh, I., Le, H., & Button, C. (2009). Intervention Effects on College Performance and Retention as Mediated by Motivational, Emotional, and Social Control Factors: Integrated Meta-Analytic Path Analyses. Journal of Applied Psychology, 94(5), 1163-1184. doi: 10.1037/a0015738.

  • Dragoni, L., Tesluk, P., Russell, J., & Oh, I. (2009). Understanding managerial development: Integrating developmental assignments, learning orientation, and access to developmental opportunities in predicting managerial competencies. Academy of Management Journal, 52(4), 731-743. doi: 10.5465/AMJ.2009.43669936.

  • Schmidt, F., Oh, I., & Hayes, T. (2009). Fixed- versus random-effects models in meta-analysis: Model properties and an empirical comparison of differences in results. British Journal of Mathematical and Statistical Psychology, 62(1), 97-128. doi: 10.1348/000711007X255327.

  • Schmidt, F., Shaffer, J., & Oh, I. (2008). Increased accuracy for range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology, 61(4), 827-868. doi: 10.1111/j.1744-6570.2008.00132.x.

  • Allen, J., Robbins, S., Casillas, A., & Oh, I. (2008). Third-year college retention and transfer: Effects of academic performance, motivation, and social connectedness. Research in Higher Education, 49(7), 647-664. doi: 10.1007/s11162-008-9098-3.

  • Mount, M., Oh, I., & Burns, M. (2008). Incremental validity of perceptual speed and accuracy over general mental ability. Personnel Psychology, 61(1), 113-139. doi: 10.1111/j.1744-6570.2008.00107.x.

  • Le, H., Oh, I., Shaffer, J., & Schmidt, F. (2007). Implications of methodological advances for the practice of personnel selection: How practitioners benefit from meta-analysis. Academy of Management Perspectives, 21(3), 6-15. doi: 10.5465/amp.2007.26421233.

Recent

  • Oh, I., Le, H., & Roth, P.L. (2023). Revisiting Sackett et al.'s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies. J Appl Psychol, 108(8), 1300-1310. United States. 10.1037/apl0001078

  • Oh, I. (2023). Select on intelligence. In Array, Handbook of Principles of Organizational Behavior Indispensable Knowledge for Evidence-Based Management (pp. 1-25). John Wiley & Sons.

  • Oh, I. (2022). Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else? Industrial and Organizational Psychology, 15(4), 533-536. Cambridge University Press (CUP). doi: 10.1017/iop.2022.68.

  • Oh, I. & Kim, Y. (2022). Organizational differences in personnel selection: Learning from and moving beyond strategic human resource management research. Industrial and Organizational Psychology, 15(3), 415-419. Cambridge University Press (CUP). doi: 10.1017/iop.2022.49.

  • Connelly, B.S., McAbee, S.T., Oh, I., Jung, Y., & Jung, C. (2022). A multirater perspective on personality and performance: An empirical examination of the trait-reputation-identity model. J Appl Psychol, 107(8), 1352-1368. United States. 10.1037/apl0000732

  • Han, S., Harold, C.M., Oh, I., Kim, J.K., & Agolli, A. (2022). A meta‐analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions. Journal of Organizational Behavior, 43(3), 497-523. Wiley. doi: 10.1002/job.2568.

  • Oh, I. (2022). Perfect is the enemy of good enough: Putting the side effects of intelligence testing in perspective. Industrial and Organizational Psychology, 15(1), 130-134. Cambridge University Press (CUP). doi: 10.1017/iop.2021.126.

  • Chiaburu, D.S., Oh, I., Stoverink, A.C., Park, H.H., Bradley, C., & Barros-Rivera, B.A. (2022). Happy to help, happy to change? A meta-analysis of major predictors of affiliative and change-oriented organizational citizenship behaviors. Journal of Vocational Behavior, 132, 103664-103664. Elsevier BV. doi: 10.1016/j.jvb.2021.103664.

  • Oh, I. (2021). Challenges and pitfalls of Cinderella-izing descriptive statistics in Table 1. INDUSTRIAL and ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES on SCIENCE and PRACTICE, 14(4), 521-523. 10.1017/iop.2021.105

  • Hu, D. & Oh, I. (2021). Beyond individuals’ use of information and communication technologies (ICTs): A multilevel approach in research on ICTs. Industrial and Organizational Psychology, 14(3), 441-443. Cambridge University Press (CUP). doi: 10.1017/iop.2021.78.

  • Hu, D. & Oh, I. (2021). The “why” and “how” of human resource (HR) practices: A critical review of the antecedents and consequences of employee HR attributions research. In Array, Research in Personnel and Human Resources Management (pp. 157-204). Emerald Group Publishing.

  • Oh, I. & Schmidt, F.L. (2021). Suggestions for Improvement in Psychometric Corrections in Meta-analysis and Implications for Research on Worker Age and Aging. WORK AGING and RETIREMENT, 7(3), 167-173. 10.1093/workar/waab001

  • Holmes, O., Jiang, K., Avery, D., McKay, P., Oh, I., & Tillman, C. (2021). A Meta-Analysis Integrating 25 Years of Diversity Climate Research. Journal of Management, 47(6), 1357-1382. doi: 10.1177/0149206320934547.

  • Oh, I. & Han, J.H. (2021). Will investments in human resources during the COVID-19 pandemic crisis pay off after the crisis? Industrial and Organizational Psychology, 14(1-2), 98-100. Cambridge University Press (CUP). doi: 10.1017/iop.2021.13.

  • Park, H.H., Wiernik, B.M., Oh, I., Gonzalez-Mulé, E., Ones, D.S., & Lee, Y. (2020). Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go. J Appl Psychol, 105(12), 1490-1529. United States. 10.1037/apl0000476

  • Oh, I. & Iddekinge, C.V. (2020). I-O Psychology and management journal prestige in business schools: Do institutional versus individual views differ? Industrial and Organizational Psychology, 13(3), 307-311. doi: 10.1017/iop.2020.58.

  • Lee, J., Shin, K., & Oh, I. (2020). Workplace Factors Affecting Meeting Satisfaction and Effectiveness in Korean Work Settings. 경영학연구, 49(4), 799-840. doi: 10.17287/kmr.2020.49.4.799.

  • Oh, I. (2020). Beyond Meta-Analysis: Secondary Uses of Meta-Analytic Data. Annual Review of Organizational Psychology and Organizational Behavior, 7, 125-153. doi: 10.1146/annurev-orgpsych-012119-045006.

  • Choi, J., Miao, C., Oh, I., Berry, C., & Kim, K. (2019). Relative Importance of Major Job Performance Dimensions in Determining Supervisors' Overall Job Performance Ratings. Canadian Journal of Administrative Sciences, 36(3), 377-389. doi: 10.1002/cjas.1495.

  • Guay, R.P., Kim, Y., Oh, I., & Vogel, R.M. (2019). The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model. Human Performance, 32(3-4), 181-199. Informa UK Limited. doi: 10.1080/08959285.2019.1649677.

  • Schmidt, F., Le, H., & Oh, I. (2019). Correcting for the distorting effects of study artifacts in meta-analysis and second order meta-analysis. In Array, The handbook of research synthesis and meta-analysis (3rd edition). Russell Sage Foundation. Retrieved from https://www.amazon.com/Handbook-Research-Synthesis-Meta-Analysis/dp/0871540053.