As the academic year comes to a close, the Industrial-Organizational Psychology and Human Resource Management (IOHRM) program proudly recognizes the remarkable achievements of its graduate students. After over a year of rigorous research, analysis, and refinement, several students have successfully defended their theses, marking a significant milestone in their academic and professional journeys. Their work not only reflects their individual dedication and resilience but also showcases the depth and impact of research emerging from the IOHRM program. In this article, we take a moment to highlight the students who have reached this impressive achievement and delve into the diverse topics they explored.
Madison Culver
Title: The Dark Triad and Counterproductive Work Behaviors: Power as a Moderator
Madison’s thesis examined the link between the Dark Triad traits—narcissism, Machiavellianism, and psychopathy—and counterproductive work behaviors (CWBs), which are intentional actions that harm organizations and colleagues. Additionally, her research focused on how power dynamics, both positional power (e.g., authority to hire or fire) and perceived power (e.g., the ability to influence others), influence this relationship. To delve deeper into this, participants completed a self-report survey that assessed their Dark Triad traits, experiences with CWBs, and both perceived and actual organizational power. By exploring the interaction between personality traits and power, Madison’s work provides valuable insights into how power shapes negative behaviors and the underlying factors driving harmful actions inside the workplace.
Caleb Pollard
Title: Applicant Reactions to Automated Assessments: Applicant Quality as a Moderator
Caleb’s thesis investigated how job applicants respond to AI-driven selection tools such as automated resume screening and interviews. More specifically, throughout his time in the IOHRM program, his research focused on whether applicant quality, measured through cognitive ability, education, experience, and personality traits, moderates reactions to these technologies. Using participant data gathered through the Prolific platform, he was able to explore how individual differences shape perceptions of fairness and acceptance in automated hiring. Moving forward, his findings highlight how applicant characteristics influence their acceptance of automated hiring processes, providing a clearer understanding of the factors that could impact the widespread adoption of AI in recruitment.
Steven Vogel
Title: Performing on the Glass Stage: Examining Role Congruity's Effect on Firm Performance
Steven’s thesis explored how the fit between a lead actor’s gender and the traits expected of their role affected the performance of Broadway plays. His research focused on whether gender role congruity, the alignment of a lead actor’s gender with traits typically associated with their role (e.g., communal for women, agentic for men), influenced play performance. Using ratings from an auditioning database and performance measures like awards and attendance, Steven was able to analyze whether gender mismatches in leadership roles resulted in poorer performance quality. By examining these dynamics, his research provides a clearer understanding of how gender roles impact leadership and performance in industries with deeply ingrained gender expectations.
