Wayne Harrison, PhD
- Professor and Director, Social/Personality Psychology Graduate Program
- ASH 347 L
- Email: firstname.lastname@example.org
TeachingSocial, Industrial Psychology, and Statistics
ResearchWorkplace motivation, procedural justice, meaningful work and visionary leadership
B.A., 1973, University of Nebraska–Lincoln, Major: Psychology, Minors: Philosophy, Sociology
M.A., 1977, Ph.D., 1978, University of North Carolina at Chapel Hill, Major: Social Psychology, Minor: Quantitative Psychology. Advisor: John W. Thibaut. Thesis: On intentions and behavior: An extension of the Fishbein model., Dissertation: An idiographic analysis of the relationship of intentions to behavior.
Harrison , W. (2000). [Review of the computer program ES: A computer program for effect size calculation ]. Personnel Psychology, 53, 795-798.
Harrison , W. (2002). [Review of the computer program Power and precision: A computer program for statistical power analysis and confidence intervals ]. Personnel Psychology, 55, 1077-1080.
Harrison , W. (2003). [Review of the book Organizational cognition: Computation and interpretation ]. Personnel Psychology, 56, 555-558.
Harrison , W. (2003). [Review of the book Multilevel modeling: Methodological advances, issues, and applications ]. Personnel Psychology, 56, 1081-1084.
Harrison , W. (2004). [Review of the book Misbehavior in organizations: Theory, research, and management ]. Personnel Psychology, 57, 807-811.
Harland, L., Harrison, W., Jones, J. R., & Reiter-Palmon, R. (in press). Leadership behaviors and subordinate resilience. Journal of Leadership and Organizational Studies.
Harrison , W. (in press). [Review of the book The man who shocked the world: The life and legacy of Stanley Milgram ]. Personnel Psychology .
Harrison , W., & Hendrickson, C. L. (1999, April). The context of accounts: Organizational climate and ideological justifications. Paper presented at the 14th annual meeting of the Society for Industrial and Organizational Psychology, Atlanta.
Hollwitz, J., & Harrison, W. (2000, April). Structured interviews for pre-employment i ntegrity screening. Paper presented at the 15th annual meeting of the Society for Industrial and Organizational Psychology, New Orleans.
Rowlee, E., & Harrison, W. (2001, February). Positive violations of procedural justice. Paper presented at the 2d annual meeting of the Society for Personality and Social Psychology, San Antonio, TX.
Harrison , W., & Park, S. Y. (2002, February). Cultural differences in equity appraisal of inputs and outcomes: U.S. and Korea. Paper presented at the 3d annual meeting of the Society for Personality and Social Psychology, Savannah, GA.
Timmerman, P. D., & Harrison, W. (2003, March). Communicating negative outcomes in the information age: On delivering social accounts through electronic media. Paper presented at the 24th annual meeting of the IOOB Graduate Student Conference, Akron, OH.
Ryan, C., Harrison, W., & Peterson, C. (2003, May). Explaining the declining positivity of new members’ perceptions of in-groups. Paper presented at the 74th annual meeting of the Midwestern Psychological Association, Chicago.
Harland, L. K., Harrison, W., Reiter-Palmon, R., & Jones, J. R. (2004, June). Leadership behaviors and employee resilience. Paper presented at the inaugural Gallup Leadership Institute Summit, Omaha, NE.
Dissertation Committees Chaired
Davis, M. E. (1999). Influence of assessor individual differences on rating errors and rating accuracy in assessment centers.
Hill, E. L. (2000). Expectations of fairness: The influence of pessimism on psychological and psychophysiological reactions to injustice.
Rohde, T. L. (in progress). Individual differences in reactions to interpersonal injustice.
Timmerman, P. D. (in progress). The impact of individual resilience and leader trustworthiness on employees’ voluntary turnover intentions.
Noon, A. (in progress). Reactions to pre-employment assessments: The impact of attitude strength, testing information, and outcome favorability.
Thesis Committees Chaired
Rowlee, E. (1999). Positive violations of procedural justice: Effects on organizational citizenship behavior intentions.
Weimer, J. L. (1999). The relationship between cynicism and dispositional attributions: Examining individual differences of police officers.
Noon, A. (2001). Making organizational punishment work: The effects of social accounts and punishment severity.
Blodgett, E. R. (2001). Work/family policies and perceptions of fairness: Perspectives on supervisor support and work schedule control.
Timmerman, P. (2001). The impact of communication medium and outcome severity on the effectiveness of social accounts.
Dragsten, E. (2001). The moderating role of trust on the relationship between ingratiatory communication strategies and interactional fairness.
Romero, T. (2004). The impact of explanations in rejection letters on perceptions of fairness and accountability.
Gorman, C. A. (2004). The influence of positive performance appraisal ratings and regulatory focus on motivation to improve or maintain performance.
Heckert, C. (in progress). Hiring decisions for older job applicants: The impact of applicant age, expected duration of position, and clientele age.
Guilford, L. A. (in progress). Potential mediators of the effect of participation in employee fitness programs on absenteeism.
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