Current Students (Bachelors, Masters)
- Carter, Austin: University of North Florida
- Carusone, Nicole: Muhlenberg College
- Ciarlante, Katherine: Bryn Mawr College
- Peng, Xin: Jiangnan University, University of Texas at Arlington
- Perez, Alyssa: Florida Southern College
- Ramdial, Krystyn: University of South Florida
- Zemen, Betsir: University of Maryland Baltimore
- Zheng, Jimmy: University of California Santa Barbara
Dr. Randy Astwood is a Senior Research Psychologist. He analyzes and evaluates training, training system acquisition, or organizational processes within the Department of Defense. Randy’s position is located in the Training & Human Performance Branch (18.104.22.168) within Human Systems Research & Engineering Division (4.6.5) in the Research and Engineering Competency/Training Systems Department, Naval Air Warfare Center Training Systems Division (NAWCTSD). The purpose of this branch is to conduct research and development in the systems design methodology and the application of advanced systems technology to military training systems, provide acquisition management and production support of training systems including display systems hardware and software, computer systems architecture (hardware and software), and special purpose processing methods and systems. The branch also provides consultation and support for the other engineering divisions, STRICOM and other Navy and DoD labs, on technology applications to training systems development in the areas of acquisition, system development, electronics, computer graphics, software, and system interfacing as well as providing technical and project management leadership and coordination of research programs involving predominantly electronics oriented and systems research programs. He received his B.S. in Psychology and his M.S. and his Ph.D. in I/O Psychology from the University of Central Florida. His dissertation was entitled, “Effective Timing of Feedback during Scenario Based Team Training within a Simulated Environment.”
Dr. Wendy Bedwell is an Assistant Professor of Industrial/Organizational Psychology at the University of South Florida. She studies team performance and training. Dr. Bedwell’s research is focused on understanding the factors that enable interdisciplinary and/or multicultural teams who operate in complex, dynamic environments to effectively adapt—particularly to fluid membership. She also considers training effectiveness, with the goal of tying simulation-based and game-based training techniques and tools to desired learning outcomes. Wendy has conducted both lab-based and applied research with military, medical, NASA, and other professional populations. Currently, she is a member of SIOP, APA, AOM, INGRoup, & ASTD. She received her B.A. in Psychology from James Madison University and her M.D.E. in Distance Education- Training and Technology from the University of Maryland, and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Facilitating Adaptive Team Performance: The Influence of Membership Fluidity on Learning.”
Dr. Nic Bencaz is an Industrial Organizational Scientist at Aptima, Inc. Dr. Bencaz has experience ranging from creating computer-based training simulations, E-mentoring programs, and situational judgment tests, to organizational disaster plans, performance management tools, and surveys. He is well practiced in giving structured interviews, performing competency modeling as well as strategic job analysis, and is proficient in a wide range of statistical analyses using SPSS. He received his bachelors in Psychology from Louisiana State University and his M.S. and Ph.D. in I/O Psychology from the University of Central Florida. His dissertation was entitled, “The Impact of Organizational Politics on Mentoring Relationships.”
Dr. Lauren Benishek is currently working as a Research Fellow at the Johns Hopkins School of Medicine’s Armstrong Institute for Patient Safety and Quality (AI). Her work is guided by a passion for helping others overcome substantial external and personal hurdles so they may become their most effective selves. This motivation manifests in a number of research interests that may be summarized by three major themes: (1) Professional Talent Development, (2) Safety & Well-being, and (3) Teamwork and Unit Dynamics. Within the capacity of her role at AI, these interests take form in efforts to improve care quality and safety via specific projects involving national and multinational collaborations to measure healthcare safety culture and clinical outcomes; develop and evaluate a variety of training programs aimed at improving clinician and staff knowledge, skills, and attitudes (KSAs) about safety science, teamwork, and clinical best practices; implement bundled interventions; and explore the unique barriers to personal wellness and positivity experienced by healthcare workers. Beyond the healthcare arena, she has been fortunate to be able to conduct similar work with organizations in diverse industries including the U.S. military, aerospace (e.g., NASA), and primary to secondary (K-12) education. Her plans for future work involve diving deeper into positive affectivity with aspirations to build and pilot interventions to improve healthcare provider workplace well-being, investigate procedural skill-decay and retention curves, and contribute to the growth of a world-class Learning and Development department within the auspices of AI. Dr. Benishek received her B.S. In Psychology from Virginia Polytechnic Institute and State University. Her dissertation was entitled, “Exploring the Hows and the Whos: The effects of self-regulation prompting and goal orientation on the e-learning process”.
Dr. Laticia Bowens is a Human Performance Technologist (Hudson contractor) at General Dynamics Information Technology. She completed her Ph.D. in Industrial and Organizational Psychology from the University of Central Florida in 2011. She received her B.A. in Psychology and Communication Arts from the University of Alabama, Hunstville. Her dissertation was entitled, “Mixed Signals at the Intersection: The Effect of Organizational Composition on Ratings of Black Women’s Management Suitability.”
Dr. Damon Bryant is the co-founder of Adaptive Assessment Services. He received a B.S. in Psychology from Howard University, M.A. in General Psychology from the University of North Florida, and Ph.D. in I/O Psychology from the University of Central Florida. His dissertation was entitled, “The Effects of Differential Item Functioning on Predictive Bias.” Dr. Bryant is a former National Security Background Investigator for the Office of Personnel Management. In 2003, Dr. Bryant was a Harold Gulliksen Psychometric Research Fellow at the Educational Testing Service in Princeton, NJ. In the same year, he also received the Robert J. Wherry Award for his research in the area of psychometrics from Division 14 of the American Psychological Association. While serving as an HR Global Advisor to IBM, Dr. Bryant designed selection tools for use within emerging markets in Asia Pacific and was recognized in 2006 as one of IBM’s Top Young Innovators for his contribution to employment test security. In 2007, the Louisiana State Senate recognized him for his work in New Orleans after Hurricane Katrina. http://drdamonbryant.com/
Colangelo (Hickson), Kara:
Dr. Kara Colangelo is a Recruiter for Siemens Corporation who specializes in identifying highly talented individuals to join the Siemens Energy Sector. Kara is an Industrial and Organizational Psychologist who passionately leverages her academic background to ensure effective and legally and ethically sound recruiting practices. Kara enjoys working with teams and effecting change through organization-wide projects. She embraces the challenge of locating the best talent for a premier global organization, in the ever-evolving Energy industry.
In prior roles with Siemens, Kara has assisted individuals and teams with career interest exploration, administered organizational development tools, facilitated courses, and made developmental recommendations to individual employees. She received her bachelors and her M.S. and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Work-Family Conflict and Performance Evaluations: Who Gets a Break?”
Dr. Jessica Cornejo is currently a Talent Advisor at CVS Caremark Corporation. She received her B.S. in Psychology from Virginia Polytechnic Institute and State University and her M.S. and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “An Examination of the Relationships among Perceived Gender Discrimination, Work Motivation, and Performance.”
Dr. Chris W. Coultas has nearly three years of experience conducting basic and applied research in the areas of culture, leadership, and collaboration. His areas of expertise include training leaders (particularly through coaching) to effectively lead teams of unique individuals, with an especial emphasis on training leaders to account for followers’ complex systems of beliefs, values, and attitudes. His work to date consists of over a dozen publications and presentations on culture, diversity, leadership, and coaching. He earned his B.S. from Liberty University in 2009.
Dr. Renée DeRouin-Jessen is currently a senior manager of eLearning Implementation at Marriott Vacation Club. She received her B.S. in Psychology from Flagler College and her M.S. and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Game On: The Impact of Game Features in Computer-Based Training.”
Dr. Deborah DiazGranados is an Assistant Professor at Virginia Commonwealth University, School of Medicine. Dr. DiazGranados received a B.S. in Psychology and Management from the University of Houston, and her M.S. and Ph.D. in I/O Psychology from the University of Central Florida. Dr. DiazGranados has over 10 years of conducting team and leadership based research in applied and basic science settings. She has served as scientific lead on several interdisciplinary research grants, including the design of an interdisciplinary training tool for health professional students, the empirical investigation of the influence of leadership on team processes, the assessment of how goal conflict influence multi-team performance and the developing of translational scientists. Dr. DiazGranados’ areas of expertise include teamwork, leadership, contextual influences on team processes and leadership, and leadership and team training and development. Dr. DiazGranados to date has over 40 publications and 100 presentations at national and international conferences. Dr. DiazGranados’ research has been funded by the DoD, NIH, NASA, AAMC, and private industry. Her dissertation was entitled, “Examining the Impact of Leader Social Distance on a Multicultural Team.”
Dixon (Wright), Natalie:
Dr. Natalie Dixon is Director of Research and Evaluation at CIC Planning Group, Inc. Dr. Dixon designs and evaluates programs for Education, Health, and Mental Health service agencies providing support to historically underserved populations. Dr. Dixon develops and executes research plans designed to provide organizations with rapid-cycle, data-driven program feedback, while ensuring that implementations produce practically meaningful results for informing public policy. Drawing on experience in productivity measurement and improvement, she develops programs to enhance the motivation and performance of service providers, support improvements in organizational climate, and ultimately improve client outcomes. Her most recent work in rural, high-needs K-12 school districts includes examination of the impact of human capital management systems on teacher motivation and engagement, the role of non-cognitive factors in predicting student academic performance, and the effects of school climate on program sustainability. Dr. Dixon earned her Ph.D. in Industrial and Organizational Psychology from the University of Central Florida in 2012, and a B.A. in Psychology in 2005 from the University of North Florida. Her dissertation was entitled, “Truly Accomplished: Effectiveness of a Measurement and Feedback Approach to Lifestyle Change.”
Dr. Jennifer Feitosa is an Assistant Professor of the Department of Psychology at the City University of New York, Brooklyn College. She has earned her Ph.D. and M.S. in Industrial-Organizational Psychology as well as her B.S. HIM in Psychology from the University of Central Florida. Currently, she teaches Diversity in the Workplace to graduate students and conducts related research. Her research interests include teams and cultural diversity, with an overarching emphasis on statistical methods. As a graduate research associate at the Institute for Simulation and Training, she has conducted quantitative and qualitative analyses with data funded by the National Aeronautics and Space Administration, Army Research Laboratory, and others. Dr. Feitosa has co-authored 13 peer-reviewed papers, conference proceedings, and chapters as well as personally presented 25 papers or posters at professional conferences. Her dissertation was entitled, “Can Mutual Trust Explain the Diversity-Performance Relationship? A Meta-Analysis.”
Dr. Moshe Feldman is an Assistant Professor in the Office of Assessment and Evaluation Studies at the Virginia Commonwealth University School of Medicine. He received his Ph.D. in Industrial and Organizational Psychology from the University of Central Florida where he conducted most of his work in the areas of human factors, team training, simulation, and organizational behavior. He received his B.S. in Psychology from the University of Florida and his M.S. in I/O Psychology from the University of Central Florida. His dissertation was entitled, “Controlling our Emotions at Work: Implications for Interpersonal and Cognitive Task Performance in a Customer Service Simulation.” After completing his degree, Dr. Feldman served as a Post-Doctoral Fellow in Simulation Initiatives at the University of Central Florida, College of Medicine where he helped develop and implement the strategic plan for simulation in a new medical school. He was responsible for the strategic integration of simulation-based methods into the undergraduate medical school curriculum including the use of human patient simulation, virtual patients, and immersive environments. In addition, he developed and implemented assessment tools to support simulation based educational activities including standardized patient rater training and teamwork assessment tools. Dr. Feldman currently supports the Center for Human Simulation and Patient Safety in the areas of assessment, evaluation, training, and human factors. His current responsibilities include developing and assessing the impact of simulation based training on performance and patient safety outcomes. In addition, he works on multiple projects dealing with human performance across the medical education continuum. http://www.medsim.som.vcu.edu/staff/index.html
Dr. Lakeesha Flowers currently works as a Human Resources Specialist at NASA. As a human resources specialist, she advises KSC customers of strategies to increase the effectiveness of their organizations. She emphasizes using position management and classification, staffing, performance management, and maximizing employee relations to achieve objectives. Her interests include various aspects of applied human resources and industrial/organizational psychology. For example, performance assessment and management, mentoring, social and emotional intelligence, decision-making theories, social network analysis. She received her B.S. in Psychology and her B.A. in Criminology from the University of Florida and her M.S. and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “The Relationship between Mentoring and Social Status at Work: A Social Network Status Study.”
Dr. Julia Fullick-Jagiela is an Assistant Professor of Management at Quinnipiac University. She earned her Ph.D. in I/O Psychology, her M.S. in I/O Psychology, and her B.S., HIM in Psychology from the University of Central Florida. Her research interests include mentoring and professional identity development. She is also interested in advising and teaching methods as they relate to fostering resiliency and motivation. She has over 30 conference presentations and peer-reviewed publications. Julia is a recipient of the 2011 William R. Jones Most Valuable Mentor Award from the Florida Education Fund. She was named a 2014-2015 Faculty SoTL Scholar at QU, and is the founding faculty advisor for SHRM@QU, a Superior Merit Award winning student chapter. Julia is also a board member of HRAGNH. Her dissertation was entitled, “Are You My Profession? Mentoring, Organizational Citizenship, and Professional Identity.”
Dr. Laura Gallaher currently works as an Organizational Development Lead at NASA KSC. She is responsible for managing and influencing the strategic direction of the organizational development. Laura’s specialties include mentoring, interviewing, succession management, feedback delivery, survey development, and analysis, facilitation. She also is Herrmann Brain Dominance Instrument Level 2 Certified. She earned her B.S. in Psychology from Arizona State University at Tempe, her M.S., and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “The Moderating Effect of Gender on the use of Humor during a Structured Interview: That’s What She Said.”
Dr. Carollaine Garcia is a Senior Consultant for the Smarter Workforce team at IBM. She partners with clients to design and implement HR solutions that drive key business outcomes, such as competency models, surveys, and assessments. Dr. Garcia’s expertise include areas such as job analysis and assessment validation, as well as providing bilingual consulting to the emerging Latin America market. Prior to IBM, Dr. Garcia conducted social media and personnel security research for the Department of Defense. Her primary interests include coaching and leadership development, organizational culture, and assessment. Dr. Garcia earned her bachelor’s degree in Psychology and Ph.D. in Industrial/Organizational Psychology (2012) from the University of Central Florida. She is a member of the Society for Industrial and organizational Psychologists (SIOP), the American Psychological Association (APA), and the Dallas Area Industrial-Organizational Psychologists (DAIOP).
Dr. Christina Garofano has provided consulting expertise in leadership evaluation; process mapping, analysis, and redesign; strategic development; employee selection, training and development; survey development; and 360-degree feedback. Client deliverables include online training tools, on-boarding and performance toolkits, employee surveys, and qualitative and quantitative statistical reports for business, healthcare, and academic audiences. Christina received her B.Sc. from the University of Toronto (Cum Laude), her M.A. from York University and both M.S. and Ph.D. degrees from the University of Central Florida (Presidential Fellowship) in I/O Psychology. Her dissertation was entitled, “Initial Testing of the Continuous Employee Development Model: Outcome Expectations and Work-Related Implicit Theory.” http://www.wlhconsulting.com/bios-7.htm
Dr. Rebecca Grossman is an Assistant Professor of Industrial/Organizational Psychology at Hofstra University. She earned her B.A. in Psychology at Florida International University in 2006, and her Ph.D. in Industrial/Organizational Psychology at the University of Central Florida in 2014. Her research focuses on teams (team processes and emergent states, team diversity, measurement of team constructs), training (individual and team training, transfer of training, instructional features), and complex settings (multi-cultural, virtual, and/or distributed teams, extreme and/or high-risk environments, multi-level and multi-team systems). Dr. Grossman was the recipient of SIOP’s Leslie W. Joyce & Paul W. Thayer Graduate Fellowship in I-O Psychology, and the RADM Fred Lewis I/ITSEC (Interservice/Industry Training, Simulation and Education Conference) Doctoral Student Scholarship, both in 2013. Her dissertation was entitled, “How Do Teams Become Cohesive? A Meta-Analysis of Cohesion’s Antecedents.”
Dr. Stephen Gunter is a lead psychometrician and assessment specialist at Camber Corporation. Stephen’s professional knowledge, skills, and experiences include job analysis, psychometrics (classical test theory and item response theory), the development and validation of employment tests, certification tests, situational judgment tests, and situational interviews, research methods, linear logistic test models, assessment engineering, and automated item and test assembly. He earned his B.A. in Psychology from the University of Central Oklahoma and his M.S. and Ph.D. from the University of Central Florida. His dissertation was titled, “How Do Situational Judgment Tests and Situational Interviews Compare? An Examination of Criterion and Construct Validity.”
Guzman (Sargent), Melissa:
Dr. Melissa Guzman is currently an HR Manager and Senior Consultant at The Travelers Companies. She earned her B.S. in Psychology from the Illinois Institute of Technology and her Ph.D. from the University of Central Florida. Her dissertation was entitled, “The Mediating Role of Motivation and Job Satisfaction in Work Environment-Outcome Relationships.”
Dr. Melissa Harrell is currently working at Google as a People Analytics Manager. She earned her B.S. in Psychology from the University of Florida, a Graduate Certificate in Nonprofit Management from the University of South Florida, and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “The Relationships between Leader Behavior, Follower Motivation, and Performance.”
Dr. Miliani Jiménez is a Senior Research Psychologist at the U.S. Army Research Institute For the Behavioral and Social Sciences Leader Development Unit (ARI). At ARI, Dr. Jiménez plans, designs, and manages portfolios of both intramural and extramural research focusing on military culture and climate to include leadership and communication within multi-team systems, team mental models, cohesion, and resilience. The American Psychological Association (APA) Committee on Early Career Psychologist selected Dr. Jiménez to receive the 2014 APA Early Career Achievement Award where she was selected from among an extraordinary pool of candidates across the field of psychology based on her achievements and demonstration of astute leadership in the field of psychology.
Dr. Dana Kendall joined the I/O faculty at Seattle Pacific University in the fall of 2010. As Director of Research, she is looking forward to coaching students to become informed consumers of existing I/O literature and is anticipating facilitating their growth into knowledgeable investigators. She is excited about the potential for SPU I/O students to make positive changes in the ways organizations function and in the welfare of the individuals who comprise them.
In her free time, Dr. Kendall likes to read from a wide variety of social science topics including history, economics, philosophy (especially epistemology), sociology, and theology. Her greatest passion is gathering and sharing the kinds of knowledge that serve to build bridges of commonality, healing, and connection with others. Finally, she enjoys spending time with her husband Scott and pet parrot, Sunny. She earned her M.S. in I/O Psychology from Florida International University, and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Does Choice Matter? The Impact of Allowing Protégés to Select their own Mentors.” http://www.spu.edu/depts/spfc/aboutus/facultydir/danakendall.asp
Dr. Robert Kennedy spent 8 years in the U.S. Navy as a Submarine nuclear plant operator, supervisor, and instructor. After he was honorably discharged from the Navy, he began his work in productivity, safety, and risk management as an inspector with The Hartford Steam Boiler Inspection and Insurance Company where he evaluated production, safety, and maintenance procedures for industrial facilities. His work later transitioned to industrial systems and management training and consulting. After over 15 years of work at the technician, supervisor and manager level in the assessment and improvement of worker and systems safety, quality control, and unit productivity, his focus transitioned to formal research in the laboratory. He currently conducts research at an experimental psychology laboratory in Orlando, FL and teaches psychology, research methods, and leadership. He has participated in research projects funded by the Department of Defense, NASA, NSF and NIH involving Simulator Performance and Aftereffects, Space Adaptation, Cognitive Effects of Stress, and Dismounted Soldier Performance. He completed his Ph.D. in I/O Psychology at the University of Central Florida where he was involved with human performance, motivation, and productivity research. In addition to those mentioned, his current research interests include individual and team performance, criterion development, job/training and selection. He earned his B.S. in Liberal Arts Sociology from the University of the State of New York and his MBA in Technology Management from the University of Phoenix. His dissertation was entitled, “An Investigation of the Relationships between Motivation, Worker Role Conflicts and Worker Outcomes.”
Dr. Cameron Klein is currently a Senior Consultant, Director at Kenexa, an IBM Company, and works with organizations on organizational development interventions. The most exciting part of his job is building relationships and being a relevant and trusted partner. His work allows him to get face time with C-suite executives, while the variety of the work and diversity of clients keeps it interesting. His hobbies include sports, traveling, reading, and playing with his dog Bella. He earned his M.S. and Ph.D. in I/O Psychology from the University of Central Florida and his bachelors from Kansas State University. His dissertation was entitled, “What do we know about interpersonal skills? A Meta-Analytic Examination of Antecedents, Outcomes, and the Efficacy of Training.”
Dr. Nick Koenig is a Global Selection Consultant at Walmart Stores Inc. He received his Ph.D. in Industrial/Organizational Psychology from the University of Central Florida in 2013. He earned his B.A. in Psychology from the University of Missouri-Columbia. Prior to his work for Walmart Stores Inc. he worked on the selection team for Development Dimensions International (DDI). His work and research includes selection techniques, analytics, and construct measurement.
Dr. Mary Kosarzycki graduated with her Ph.D. in I/O Psychology in 2005 from the University of Central Florida. She earned her bachelors and her MBA from the University of Wisconsin-Eau Claire, and her M.S. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Investigation of the Outcomes of Delivering Training to Spanish Speakers in Standard Spanish Versus Their Native Dialect.”
Dr. Lisa Littrell is currently a Leadership Development Consultant for Bank of America. In her I/O career, Lisa has worked as a researcher, external consultant, internal consultant, and in a center of expertise. Her main area of interest is assessment. She earned her B.S. in Biology from Butler University and her M.S. and Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Mentoring Expatriate Employees: The Influence of Multiple Mentors on Overseas Experiences.”
Dr. Rebecca Lyons earned a B.S. in Psychology from Davidson College in 2004. Rebecca’s research includes individual and team training, simulation, performance measurement, decision-making/adaptation, and theory development related to team macrocognition. Much of this work has related to teams working in complex environments, such as healthcare and military populations. Rebecca is the lead graduate student on a project funded by ARL-STTC examining the usability and learning effectiveness of two educational card games designed to support Combat Lifesaver and Combat Medic trainees in learning critical battlefield medical procedures. She also leads a project funded by the National Institutes of Health, which is evaluating the effectiveness of simulation, examined in multiple degrees of virtuality, for training and assessing medical student diagnosis of cranial nerve palsies. She has co-authored 9 peer reviewed articles, and 6 book chapters related to these areas.
Dr. Justin Marcus obtained dual Bachelor degrees (BA, Psychology; BS, Management) from the University of Nebraska-Lincoln in 2005, M.S. in Industrial/Organizational Psychology from the University of Central Florida in 2007, Graduate Certificate in Statistics from the University of Central Florida in 2008, and Ph. D. in Psychology from the University of Central Florida in 2010. His dissertation was entitled, “Ageist Perceptions in Personnel Selection Decisions: A Prejudice-Reduction Intervention.”
After completing his Ph.D., Dr. Marcus joined the Psychology Department at University of Central Florida, as a Visiting Instructor teaching courses in Statistical Methods, Research Methods, Advanced Research Methods, and History & Systems in Psychology. As of July 2011, Dr. Marcus has been employed as an Assistant Professor of Psychology at Ozyegin University in Istanbul, Turkey. His research focuses on issues related to diversity and prejudice in the workplace, cross-cultural psychology in the workplace, career development, and research methodology. His analytical interests include meta-analyses, data preparation, data mining, structural equation models, validation, and experimentation.
Dr. Cecily McCoy-Fisher is a Research Psychologist at the Naval Air Warfare Center Training Systems Division. She received her Ph.D. in Industrial/Organizational Psychology from the University of Central Florida in 2013. She earned her B.A. in Psychology from Florida International University, her M.S. in Sort Management from Florida International University, and her M.S. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Same Fight, Different Player: An Insight into Culture, Information Sharing and Team Performance.”.
Dr. Daniel Miller is a Selection Consultant at Capital One. Dr. Miller earned his Psychology B.S. in 2005 and his Ph.D. in 2011 from UCF. His main interests include selection, mentoring, and training. His dissertation was entitled, “The Effects of Scoring Technique on Situational Judgment Test Validity.”
Dr. Elizabeth Muniz is an Assistant Professor of Business Management at the University of North Texas Dallas and owner of Ingenium Management Consulting, LLC. She received her Ph.D. in I/O Psychology from the University of Central Florida. Dr. Muniz teaches courses on topics related to Human Resource Management. Her research and consulting interests include diversity, staffing, turnover, and privacy in the workplace.
Dr. Toshio Murase is an assistant professor of psychology at Roosevelt University. Dr. Murase has been fascinated about collaborative power which enables people to achieve marvelous projects which no one can accomplish alone. His research areas include the following areas: teams, leadership, social networks, and measurement issues. Specifically, he is interested in investigating (a) how leaders across multiple levels of an organization manage complex collaboration systems, (b) how multiple teams can collaboratively achieve team-level and department/organization-level objectives, and (c) how effectively researchers can evaluate and measure the quality of collaborative and interactive processes. Dr. Murase’s research has appeared in the following journals: Journal of Management, The Leadership Quarterly, Group Dynamics: Theory, Research, & Practice, Organizational Behavior and Human Decision Processes, Educational and Psychological Measurement, and Industrial and Organizational Psychology: Perspectives on Science and Practice.
Dr. Mike Reeves earned his B.S. in Business Administration (concentrations – Management and Marketing), B.A. in Psychology, and Minor in Economics from Sonoma State University. He is currently researching discrimination in the workplace. Specifically the legal and financial ramifications faced by employers, as well as the performance, health, and stress outcomes experienced by older workers.
Dr. Patrick Rosopa (http://www.clemson.edu/psych-fac/rosopa) joined Clemson University in 2007 as an Assistant Professor in the Department of Psychology. In Fall 2013, he was promoted to Associate Professor. He earned his Ph.D. (2006) and M.S. (2003) in I-O Psychology from the University of Central Florida and his B.S. (2000) in Psychology from Tulane University. His research has been published in such outlets as Human Resource Management Review, Journal of Vocational Behavior, Organizational Research Methods, Personality and Individual Differences, Psychological Methods, and Research in Personnel and Human Resources Management. In addition, he has coauthored a book titled Statistical Reasoning in the Behavioral Sciences (6th ed., 2010, Wiley). Dr. Rosopa’s research interests are in two broad areas—quantitative analysis and topics germane to organizational psychology. He blends statistics and organizational research. Generally, his quantitative interests can be classified into applied statistical modeling and computer-intensive methods. Dr. Rosopa’s substantive research interests include personality and cognitive ability, citizenship performance, stereotypes and fairness in the workplace, and cross-cultural issues in organizational research. Dr. Rosopa has applied experience in the public and private sector (e.g., Workforce Central Florida, Naval Air Warfare Center Training Systems Division, RSK Assessment, and Talent Keepers). He provides research design and statistical analysis consulting services for various organizations. Some specific organizations, for example, include Cognitive Performance Group, CHI Systems, Inc., Greenville Hospital System, and the Institute for Simulation & Training.
Elizabeth Sanz, a McKnight Doctoral Fellow, holds a B.S. in Psychology (2005) and an M.A. in General Psychology (2007) from the University of North Florida. Her research interests include diversity, teams, and LGBT issues. She plans on pursuing a career in applied research.
Dr. Daniel Schmerling is a Manager of Selection Consulting at Capital One. Dr. Schmerling owns Selection for the Financial Services line of business and serves as an expert adviser to senior leadership within Financial Services and HR. He spends most of his time developing options for solving difficult issues, advising senior leadership on how current processes could be improved, and building a consensus of support across the leadership team to begin new and costly initiatives within the organization. Dr. Schmerling consults with the Financial Services line of business leaders and recruiting partners to understand selection needs and develops strategies to meet those needs by designing, developing, and validating practical, effective, defensible and candidate-friendly selection tools and processes. Previously, Dr. Schmerling worked as a Human Capital Consultant at Federal Management Partners. He received his Ph.D. in Industrial/Organizational Psychology from the University of Central Florida in 2013. He earned his B.A. in Psychology from the University of Maryland, College Park in 2008. Dr. Schmerling’s interests include selection, motivation, performance measurement and feedback, and psychometrics. His work includes several studies on the application of ProMES both inside the sports world and professional business settings. He also has conducted research on the moderators of performance feedback and measurement development of the Motivation Assessment System. His dissertation was entitled, ” The Measurement of Motivation: Examining the Measurement of the Motivation Assessment System.”
Dr. Shannon Scielzo is an Assistant Professor at the University of Texas at Arlington. She recently graduated with a Ph.D. in Industrial/Organizational Psychology from the University of Central Florida (UCF). Her dissertation was entitled, “The Effects of Training on Goal Orientation, Mentoring Relationship Processes, and Outcomes.” She also obtained her M.S. from UCF in 2005, and graduated with a B.S. in Psychology in 2003 from Tarleton State University. Her research interests include mentoring, shared cognition, gender, cross-cultural issues, technological applications, and computer-mediated communication. http://www.scielzo.com/
Dr. Heather Seizer is a Human Performance Technologist at General Dynamics Information Technology. She graduated with her Ph.D. in I/O Psychology from the University of Central Florida in 2006 and her M.S. in I/O Psychology from the University of Central Florida in 1999. Her dissertation was entitled, “Examining Employee Use of Family-Friendly Benefits with the Theory of Planned Behavior.”
Dr Marissa Shuffler has over 11 years of experience conducting basic and applied research in the areas of team development, leadership, and organizational effectiveness. Dr. Shuffler is presently an Assistant Professor of Industrial/Organizational Psychology at Clemson University. Her areas of expertise include team and leader training and development, intercultural collaboration, multi-team systems, communication, and adaptation, with an emphasis on high risk and complex environments (e.g., virtual, space exploration, medicine). Dr. Shuffler has served as scientific task lead on several major interdisciplinary research projects, including the design of a computer-based training tool for improving critical social thinking training for Soldiers, the empirical investigation of key leadership issues in autonomous and distributed teams, and the design of training interventions aimed at improving multiteam system coordination and functioning. Additionally, Dr. Shuffler has conducted quantitative and qualitative research to assess training and development needs for military and civilian populations, including the design, implementation, and analysis of both field and laboratory experimental studies. Dr. Shuffler conducted this and similar research for government, military, and industry, including the U.S. Army Research Institute, the National Science Foundation, the Center for Army Leadership, the Department of Homeland Security, the U.S. Air Force, TIAA-CREF, Greenville Health System, and NASA. Her work to date includes an edited book on multiteam systems, over 40 publications, and over 90 presentations. Additionally, Dr. Shuffler has served as either Principal Investigator or Co-Principal Investigator on research grants and contracts totaling over $500,000. Dr. Shuffler received her master’s degree in I/O psychology from George Mason University in 2006, and her PhD in I/O psychology from the University of Central Florida in 2013. Her dissertation was entitled, “Where’s the Boss? The Influence of Emergent Team Leadership Structure on Team Outcomes in Virtual & Distributed Environments.” Additional information about Dr. Shuffler’s research lab, DIGITAL (Developing and Improving Globally Integrated Teamwork and Leadership) at Clemson can be found at: https://sites.google.com/site/marissashuffler/home
Sierra, Mary Jane:
Dr. Mary Jane Sierra is currently Head of CDC University’s Leadership and Management Development School at the Centers for Disease Control and Prevention (CDC) and is an Adjunct Professor at DeSales University. Her research and applied work focuses primarily on selection, training/development, leadership, teams, stress, deviance, organizational culture, and person-environment fit. She is particularly interested in multilevel phenomena occurring in high-risk, high stress environments, including military, law enforcement, public safety, public health, and aeronautics and space organizations. She received her B.A. in Psychology from Stony Brook University, her M.A. in Forensic Psychology from John Jay College of Criminal Justice, and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled “Seriously Though… is Positive Workplace Humor a Help or a Hindrance?: The Impact of Coworker-Employee Humor Interactions on Employee Well-Being and Effectiveness.”
Dr. Dana Sims is currently a Research Psychologist at the Office of the Assistant Secretary for Preparedness and Response. She earned her B.A. in Psychology from the University of South Florida and her M.S. and Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “The Impact of Intra-organizational Trust and Learning-oriented Climate on Error Reporting.”
Dr. Kevin Stagl is a Senior Research Scientist at CHI Systems, Inc. He earned his bachelors from the University of North Florida and his M.S. and Ph.D. in I/O Psychology from the University of Central Florida. His dissertation was entitled, “The Construct Validity of a Situational Judgment Test in a Maximum Performance Context.”
Dr. Amanda L. Thayer is an Assistant Professor of Industrial/Organizational Psychology at The University of Akron. Her research focuses on the impact of interpersonal dynamics and team composition on teamwork and team performance, with a particular emphasis on trust, cohesion, interpersonal deviance, and complex organizational systems. To investigate these topics, Dr. Thayer has utilized both qualitative and quantitative methods and conducted research in both laboratory and field settings. Additionally, she has experience designing and managing funded collaborative research efforts with government and industry sponsors, including previous work with NASA and the U.S. Army Research Institute. She earned her B.A. in Psychology from the University of North Carolina at Wilmington and her PhD in I/O Psychology from the University of Central Florida. Her dissertation was titled, “Trust Trajectories as a Function of Violation Type and Repair Efforts.”
Thornson, Carol Ann:
Carol Ann Thornson, Ph.D. has over eight years of applied experience in developing and validating assessments to measure individual difference variables. During her second year in the doctoral program, Dr. Thornson functioned as an associate investigator on a project funded by the U.S. Army Research Institute to develop and construct validate the Tendency toward Presence Inventory (TPI), which offers designers a way to measure the human factors related to the tendency to experience telepresence (i.e., immersion in virtual and augmented environments). She published this work as first author in the peer-reviewed International Journal of Human-Computer Interaction. Dr. Thornson served as principal investigator and project manager at Cognitive Performance Group for four years, working on several major interdisciplinary research projects for government, military, and industry, including the U.S. Army Research Institute, PDRI, the Defense Language Office, and the Defense Equal Opportunity Management Institute, among others. Currently, Dr. Thornson is serving as principal investigator on three projects for the U.S. Army Medical Research and Materiel Command. All revolve around validating and/or evaluating the usefulness, reliability, predictive validity, and measurement properties of newly developed return-to-duty assessments following mild traumatic brain injury in Soldiers. Dr. Thornson received her M.S. degree in 2007 and Ph.D. in 2010 in I/O Psychology from the University of Central Florida. She developed and validated the Cross-Cultural Competence Inventory (3CI) to measure the ability to interact effectively and appropriately with individuals from other cultures, in the context of military missions (e.g., training, negotiations), and this applied project was the focus of her dissertation. She may be contacted at https://www.linkedin.com/in/carolthornson.
Dr. Sallie J. Weaver is an Assistant Professor in the Department of Anesthesiology and Critical Care Medicine at the Johns Hopkins University School of Medicine. She holds an appointment as core faculty within the Johns Hopkins Medicine Armstrong Institute for Patient Safety and Quality, as well as appointments with the Johns Hopkins Carey School of Business, the Department of Health Policy and Management in the Johns Hopkins School of Public Health, and the School of Nursing. She earned a B.S. in Psychology with a certificate in Performance Management from The Florida State University and an M.S. in Industrial/ Organizational Psychology from UCF. She received her Ph.D. from UCF in 2011. Dr. Weaver’s stream of research focuses on organizational factors that influence team performance and interventions designed to optimize patient safety and quality of care. This includes a particular focus organizational culture, teamwork processes within and between teams, and leadership. For her applied research, Sallie was awarded the 2009 Thayer & Joyce Graduate Fellowship by the Society for Industrial/Organizational Psychology and the 2009 Doctoral Scholarship awarded by the National Training and Simulation Association at the Interservice/Industry Training, Simulation, and Education Conference. Her dissertation was entitled, “A Configural Approach to Patient Safety Climate: The Relationship between Climate Profile Characteristics and Patient Outcomes.” To learn more visit: http://www.hopkinsmedicine.org/profiles/results/directory/profile/0618870/sallie-weaver.
To learn more about the Armstrong Institute for Patient Safety & Quality visit: http://www.hopkinsmedicine.org/armstrong_institute/
Dr. Keisha Wicks is an Industrial Psychologist for the city of Jacksonville, Florida. She earned her B.S. in Psychology from Louisiana State University, her M.S. in I/O Psychology from the University of Tennessee-Chattanooga, and her Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “Using a Contingency-Based Method for Combining Individual Assessment Center Dimension Ratings into Overall Assessment Ratings.”
Dr. Christopher W. Wiese is a Post-Doctoral researcher at Purdue University. He earned his Ph.D. in I/O Psychology and his B.S. in Psychology/Management from the University of Central Florida. His research interests include multicultural leadership, assessment center validation, and subjective well-being. Christopher has vast experience in conducting both laboratory and field research as well as working with organizations in both the public and private sector including NASA, ARL, Gallup, and Liberty Mutual. His dissertation was entitled, “Assessment Center Structure and Construct Validity: A New Hope.” Please see Google Scholar for a complete list of his published papers or contact him (ChrisWiese@purdue.edu) for his updated CV.
Jessica L. Wildman, PhD, is an Assistant Professor in the Industrial Organizational Psychology program and the Research Director of the Institute for Cross Cultural Management at the Florida Institute of Technology. She is also the Vice President, Conference Coordinator, of the Interdisciplinary Network for Group Research. She earned a B.S. in Psychology in 2007, an M.S. in I/O Psychology in 2010, and her Ph.D. in I/O Psychology in 2011 from the University of Central Florida. To date, she has co-authored sixteen book chapters and eleven journal articles and has presented over twenty times at professional conferences on topics including team processes, team cognition, team performance measurement, global virtual teams, trust development and repair, and cultural competence. She was awarded the Interservice/Industry Training, Simulation, and Education Conference (I/ITSEC) doctoral scholarship in 2010 and the Interdisciplinary Network for Group Research (INGRoup) best conference poster award in 2009 for her work on measuring trust and distrust as separate workplace attitudes. Dr. Wildman is the co-editor of the 2014 book “Leading Global Teams: Translating Multidisciplinary Science to Practice.” Her current research interests include interpersonal trust dynamics across cultures, multicultural work performance, and global virtual team processes and performance. Her dissertation was entitled, “Cultural Difference in Forgiveness: Fatalism, Trust Violations, and Trust Repair Efforts in Decision-Making Teams.”
Dr. Luiz Xavier earned his B.A. in Psychology and M.S. in I/O Psychology from San Francisco State University. His main interests include selection, training, and workforce diversity. He is currently examining the effects of stereotype threat in selection contexts, as well as examining the effects of mentoring underrepresented groups in science and mathematics fields.
Yarbrough, C. Staci:
Dr. C. Staci Yarbrough is a Project Director in the research and evaluation branch of The John J. Heldrich Center for Workforce Development, Rutgers University. She conducts evaluations of education and workforce programs using mixed-method research designs. She serves as the project lead for several of the Center’s k-12 education, higher education, and disability employment evaluation projects. Her research interests include training theory, program design and evaluation, attitude theory, measurement and change; career development and organizational learning and evaluation capacity building. She earned a B.S. in Psychology from Bowie State University, and her M.S. and Ph.D. in I/O Psychology from the University of Central Florida. Her dissertation was entitled, “The Influence of Goal Orientation on Trainee Learning Strategies.” http://www.heldrich.rutgers.edu/about-center/staff/charyl-yarbrough-phd
Dr. Brandon Young is the Manager of Testing and Measurement for Mountain States Employers Council, Inc. and Lead Consultant, Organizational Research and Performance at BreakThroughs, Inc. As a consultant for more than 10 years, he has collaborated with hundreds of employers to find solutions to a wide variety of challenging management issues. Brandon regularly partners directly with clients to assess and diagnose problems, prescribe management and organizational change solutions, and influence future business decisions. He leads applied organizational research initiatives, designs and executes validation studies, and creates and implements selection processes and performance measurement and feedback systems for a wide variety of organizations. Dr. Young’s research interests include psychometric applications, linkages between HR practices and organizational outcomes, and motivating organizational productivity through measurement and feedback. He has designed, conducted, published, and presented research on topics including job attitudes, feedback, performance management, the multi-generational workforce, and learning goal orientation. Brandon’s work includes the first successful application of ProMES (Productivity Measurement and Enhancement System) with a collegiate athletic team. He earned his B.A. in Psychology at the University of Northern Iowa and his M.A. in I/O Psychology at the University of Colorado at Denver. Dr. Young’s dissertation was entitled, “Feedback Intervention Perceptions: Development and Validation of a Measure.” He is also certified as a Professional in Human Resources (PHR) by the Human Resources Certification Institute.