Ph.D. in Business Administration with a major in Organizational Behavior and Human Resources

Notable Recent Placements

Auburn University; Baylor University, Boise State University, California State University – Fresno, Kennesaw State University, Michigan State University, Northeastern University, University of Missouri, University of New South Wales (Sydney), University of North Texas

Awards & Honors

John Arnold, Best Convention Paper in the Human Resources Division at the Academy of Management Conference; College of Business Teaching Assistant Award
B. Parker Ellen III, Outstanding Reviewer for the Academy of Management's Organizational Behavior Division; Society for Industrial and Organizational Psychology's Conference Student Travel Award.
Samantha Jordan, Editorial Review Board (Journal of Organizational Behavior and Group & Organizational Management)
Liam Maher, Academy of Management Grant and Outstanding Reviewer
Charn McAllister, Society for Human Resource Management Dissertation Research Grant
Josh Palmer, Best Conceptual Paper (Group & Organization Management)
Liwen Zhang, Schmidt-Hunter Meta-Analysis Award (Society for Industrial and Organizational Psychology)

Recent Defended Dissertations

• “What Does Behavioral Consistency Really Mean? A Meta-Analysis of Method Factors and Outcomes in Employee Selection” by John Arnold; Dr. Chad Van Iddekinge, major professor
• “Newly promoted leaders: Role identity management strategies and their effectiveness in new leader transition” by Yufan Deng; Dr. Shanna Daniels and Dr. Gang Wang, co-major professors
• “Understanding the Impact of Pay Transparency on Attracting Talent” by Andrew Keyes; Dr. Samantha Paustian-Underdahl, major professor
• “Politics got you down? Unmet motivational strivings and experienced meaninglessness as consequences of perceptions of organizational politics” by Samantha Jordan; Dr. Jerry Ferris and Dr. Wayne Hochwarter, co-major professors
• “Is The Ally Helping or Hurting You? An Empirical Research Study on Allyship Experiences of Marginalized Employees” by Yingge Li; Dr. Samantha Paustian-Underdahl and Dr. Shanna Daniels, co-major professors
• "Three Essays Examining the Stress Processes of Non-Veterans and Veterans of the United States Military in the Civilian Workplace" by Jeremy Mackey; Dr. Pamela Perrewé, major professor
• “An examination of the role of abusive supervisor behavior on supervisor affect and future behaviors” by Josh Palmer; Dr. Pamela Perrewe and Dr. Gang Wang, co-major professors
• “Formal and informal leaders in organizations: A nomological investigation” by Michael Paik; Dr. Gang Wang, major professor. 
• “Managing uncertainty: An examination of leadership factors that increase HRM system strength” by David Steffensen Jr., Dr. Gerald Ferris and Dr. Gang Wang, major professors
• "Do we Measure Human Capital Resources Right? A Meta-analysis of Human Capital Resources Measures" by Liwen Zhang, Dr. Chad Van Iddekinge, major professor

Selection of Recent Student Publications

Some recent representative publications from current or former students:

• De La Haye, D. C., Daniels, S. R., & Simmons, A. L. (2023). Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals. Human Resource Management Review.
• Paustian-Underdahl, S. C., Little, L. M., Mandeville, A. M., Hinojosa, A. S., & Keyes, A. (2024). Examining the role of maternity benefit comparisons and pregnancy discrimination in women's turnover decisions. Personnel Psychology.
• Hochwarter, W., Jordan, S. L., Kapoutsis, I., Franczak, J., Babalola, M. T., Khan, A. K., & Li, Y. (2022). EXPRESS: Sometimes enough is enough: Nurses' nonlinear levels of passion and the influence of politics. Human Relations.
• Hochwarter, W. A., Jordan, S. L., Kiewitz, C., Liborius, P., Lampaki, A., Franczak, J., Deng, Y., Babalola, M.T. and Khan, A.K. (2022). Losing compassion for patients? The implications of COVID-19 on compassion fatigue and event-related post-traumatic stress disorder in nurses. Journal of Managerial Psychology.
• Chawla, N., Gabriel, A. S., Evans, J. B., Rosen, C. C., Koopman, J., Hochwarter, W. A., Palmer, J. C., & Jordan, S. L. (2021). A person-centered view of impression management, inauthenticity, and employee behavior. Personnel Psychology.
• Holmes, R. M., Hitt, M. A., Perrewé, P. L., Palmer, J. C., & Molina-Sieiro, G. (2021). Building cross-disciplinary bridges in leadership: Integrating top executive personality and leadership theory and research. The Leadership Quarterly, 32(1), 101490.
• Gabriel, A. S., Koopman, J., Rosen, C. C., Arnold, J. D., & Hochwarter, W. (2020). Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges. Journal of Applied Psychology, 105(8), 907-929.
• Hochwarter, W.A., Rosen, C.C., Jordan, S.L., Ferris, G.R., Ejaz, A., & Maher, L.P. (2020). Perceptions of organizational politics research: Past, present, and future. Journal of Management, 46(6), 879-907.
• Jordan, S. L., Hochwarter, W. A., Palmer, J. C., Daniels, S. R., & Ferris, G. R. (2020). Supervisor narcissistic rage: Political support as an antidote. Journal of Managerial Psychology, 35(7/8) 559–574. 
• Palmer, J. C., Chung, Y., Park, Y., & Wang, G. (2020). Affectivity and riskiness of retirement investment decisions. Personnel Review, 49(9), 2093–2110. 
• Palmer, J. C., Holmes, R. M., & Perrewé, P. L. (2020). The cascading effects of CEO dark triad personality on subordinate behavior and firm performance: A multi-level theoretical model. Group & Organization Management, 45(2), 143–180. 
• Zhang, L. Van Iddekinge, C.H., Arnold, J., Roth, P.L., Lievens, F., Lanivich, S., & Jordan, S.L. (2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105(12), 1530-1536.
• Jordan, S.L., Ferris, G.R., Wright, T.A., & Hochwarter, W.A. (2019) The roles of grit in organizational science theory and research. Group & Organization Management, 44(2), 320-360.
• Steffensen, D.S., Ellen, B., Wang, G., & Ferris, G. R. (2019). Putting the “management” back in human resource management: A review and agenda for future research. Journal of Management, 45(6), 2387-2418.
• Van Iddekinge, C. H., Arnold, J. D., Frieder, R. E., & Roth, P. L. (2019). A meta-analysis of the criterion-related validity of pre-hire work experience. Personnel Psychology, 72(4), 571-598
• Wang, G., Van Iddekinge, C. H., Zhang, L., & Bishoff, J. (2019). Meta-analytic and primary investigations of the role of followers in ratings of leadership behavior in organizations. Journal of Applied Psychology, 104(1), 70-106.

Prerequisites

Organizational Behavior and Human Resources doctoral students must have a bachelor's degree from an accredited college or university. Although many students also have a master's degree in business or a related field (e.g., industrial and organizational psychology), it is not a requirement.

Major Requirements

All OBHR doctoral students must complete courses in three areas: Tools for Analytical Research (TAR), Primary, and Support.

I. Primary OBHR Coursework
The primary area courses and seminars provide opportunities for in-depth study. OBHR doctoral students must complete the following six (6) primary area seminars.

• MAN 6275 Organizational Behavior
• MAN 6306 Human Resource Management
• MAN 6917 Research Design 
• MAN 6931 Strategy I (Microfoundations)
• MAN 6932 Strategic Management: Literature
• MAN 6933 Special Topics

In addition to these courses, first-year and second-year students will participate in a professional development series that will be an additional registered course in each semester of the first two years of the program. The development series is designed to introduce doctoral students to the roles and responsibilities of faculty, including research ethics, communication with faculty at other universities, the research review process, balancing research, teaching and service, among other topics. Third-year students and beyond continue to register for the professional development courses for 0 hours to meet the university scholarly engagement requirement.

II. Tools and Analytical Research (TAR) Area
OBHR doctoral students take four (4) Tools and Analysis and Research (TAR) courses.

Students must take the following three (3) TAR courses:

• PSY 6919 Research Design Analysis I
• PSY 6919 Research Design Analysis II
• MAN 6934 Data Analysis

Plus, one (1) additional TAR course, such as:

• EDF 5406 Multivariate Analysis
• MAR 6506 Consumer Behavior Methods
• MAR 6636 Qualitative Methods I 
• MAR 6665 Seminar in Marketing Models
• PSY 5916 Multilevel Modeling
• PSY 5916 Structural Equation Modeling

TAR course selection is done in conjunction with student’s adviser and the OBHR doctoral program coordinator, and must be approved by the program coordinator

II. Support Area Coursework
The Support area further develops the student’s research skills.

OBHR students are required to have a support area in research methods and must take the following two (2) courses:

• PSY 5916 Meta-analysis 
• PSY 5916 Psychometrics

Sample Course sequence