Top 20 Most Prolific Presenters at SIOP 2015
2015 March 11
The Society for Industrial and Organizational Psychology is the primary organizational affiliation for industrial/organizational psychologists, and its annual conference has a substantial impact each year on the thinking and networking of the field. So have you ever wondered who the most prolific presenters are each year?
Well I did. And not just because I thought I’d be on it! That’s very cynical of you! (Wait, was that out loud?)
This year, 2724 different people appear on the SIOP program. It’s huge! Who are the biggest influencers? The Top 20 appear below (because who can resist a listicle?), which are really 21, because there was an 8-way tie for 14th! If you don’t appear on the list, never fear – you can find your precise ranking and value as a human being by taking a look at the original data here.
And if it’s not blatantly obvious by now, I think judging yourself on rankings is a little silly. This is just for fun!
| Rank | Count | Name | Affiliation | More Info |
| 1st | 14 | Salas, Eduardo | University of Central Florida | His expertise includes helping organizations on how to foster teamwork, design and implement team training strategies, facilitate training effectiveness, manage decision making under stress, develop performance measurement tools, and design learning environments. |
| 2nd | 13 | Ryan, Ann Marie | Michigan State University | Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace. |
| 3rd | 11 | Boyce, Anthony S | Aon Hewitt, Inc. | In my research and development capacity, I have led the creation of more accurate, efficient, engaging, and globally relevant selection and assessment processes by using computerized adaptive testing methods, web-based job simulations, and media-rich item types. |
| 4th | 10 | Joseph, Dana | University of Central Florida | Her research interests include emotions in the workplace, employee engagement, workplace deviance, and time and research methods. |
| 10 | Wang, Mo | University of Florida | He specializes in research areas of retirement and older worker employment, expatriate and newcomer adjustment, occupational health psychology, leadership and team processes, and advanced quantitative methodologies. | |
| 6th | 9 | Carter, Nathan T | University of Georgia | My main area of research involves understanding the use of psychological measures in organizational settings. |
| 9 | Dalal, Dev K | University of Connecticut | His research interests include judgment and decision making, applications of measurement, item response theory, structural equation modeling, and research methods and design. | |
| 9 | Hebl, Michelle (Mikki) | Rice University | My research focuses on issues related to diversity and discrimination. I am particularly interested in examining subtle ways in which discrimination is displayed, and how such displays might be remediated by individuals and/or organizations. | |
| 8 | Allen, Tammy D | University of South Florida | Her research centers on employee career development and employee well-being at both work and home. Specific interests include work-family issues, career development, mentoring relationships, organizational citizenship, mindfulness, and occupational health. (Ed. I also hear she’s tam-tastic!) | |
| 9th | 8 | Burke, Shawn | University of Central Florida | C. Shawn Burke’s expertise includes teams and their leadership, team adaptability, team training, measurement, evaluation, and team effectiveness. |
| 8 | Cucina, Jeffrey M | US Customs and Border Protection | The man, the myth. (Ed. He didn’t really write that. He’s missing from the Internet! Like a ghost!) | |
| 8 | Kozlowski, Steve W | Michigan State University | My primary research interests focus on the processes by which individuals, teams, and organizations learn, develop, and adapt. | |
| 8 | Oswald, Fred | Rice University | His research and grants deal with personnel selection and testing in corporate, military and educational environments; more specifically, his wide array of publications and grants deal with the issues and findings related to developing, implementing, analyzing, interpreting and meta=analyzing various measures of individual differences (e.g., personality, ability, biodata, situational judgment). | |
| 14th | 7 | Behrend, Tara S | The George Washington University | Her research interests center around understanding and resolving barriers to computer-mediated work effectiveness, especially in the areas of training, recruitment, and selection. |
| 7 | Dahling, Jason | The College of New Jersey | His research and teaching interests focus on applications of self-regulation research to understanding feedback processes, employee deviance, career development, and emotion management in the workplace. | |
| 7 | Fink, Alexis A | Intel Corporation | She is currently leading the Talent Intelligence and Analytics team at Intel. Her team delivers insight that drives business results, including external talent marketplace analytics, and research across leadership, management and employee audiences. | |
| 7 | Hoffman, Brian J | University of Georgia | My primary research interest revolves around the person-perception domain and its application to the assessment of human performance. | |
| 7 | King, Eden B | George Mason University | Dr. King is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. Her research integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface. | |
| 7 | Kuncel, Nathan R | University of Minnesota, Twin Cities | His specialities include the structure and prediction of academic and work performance and the predictive validity of standardized tests and non-cognitive predictors. | |
| 7 | Landers, Richard N | Old Dominion University | His research program focuses upon improving the use of Internet technologies in talent management, especially the measurement of knowledge, skills and abilities, the selection of employees using innovative technologies, and learning conducted via the Internet. | |
| 7 | Martinez, Larry R | Pennsylvania State University | He specializes in stigmatization, prejudice, and discrimination across the spectrum of employment experiences (e.g., hiring, interviewing, conflict, turnover, climate, attitudes), particularly from the target’s perspective and the role of nonstigmatized allies in reducing discrimination. |
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2 Responses
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“Prolific” – interesting word choice. Assume given you are on the list, it describes value not simply volume.
Not surprising that researchers/academia top the list with only 1 consultancy and 1 firm making the list. Would be good to see a more international representations of institutions and research focus descriptions going forward.
Oh no, it only describes volume. I like to think my contributions are of value, but I cannot vouch for the others. 🙂