Research

My research focuses on the study of individual differences variables, such as vocational interests, personality traits, cognitive abilities, and work values, for application in a variety of settings, including vocational counseling, personnel selection, and career development. I study the role of these individual differences in driving a variety of work-related behaviors, including career choices and development, job performance, deviant behaviors, and pro-environmental behaviors. I am also interested in the development of quantitative methods for facilitating high-quality decision-making by individuals and organizations using psychological assessments. In addition, my research also focuses on the systematic integration of research using meta-analysis and the development of new meta-analytic methods.

Google Scholar Profile

You can download most of my publications directly from this website under the “Download Articles” section above.

These are a few of my most recent and in-press publications.

Employee ethical behaviors are a critical criterion for organizations seeking to implement socially responsible, ethical business practices. In this article, we present a critical review of theoretical conceptualizations, taxonomies, and assessment of employee (un)ethical behaviors.

Effect size variability in meta-analyses is often overlooked or misinterpreted. We describe two methods for making practical interpretations of credibility intervals and determining whether a particular SDρ represents a meaningful level of variability.

We present and provide support for a theoretical framework conceptualizing negative commuting-health relations as a stress-strain process. Stress strongly accounts for commuting-health relations, particularly among parents. We discuss implications for commuting research and interventions.

We present a meta-analysis of demographic differences in protean, boundaryless, and proactive career orientations. We find that demographic differences are generally negligible to small. Age shows curvilinear relations with new career orientations.

We report meta-analyses of Big Five personality-job performance research conducted in South Africa. Results showed that the Big Five traits have similar validity for job performance as found in other cultural contexts.

Increased conceptual clarity and methodological rigor is needed in personality-outcome research. We describe the hierarchical nature of personality and the impact of multiple traits and errors on score interpretation.