Wednesdays 10:00 - 11:00am
There are many research topics in Industrial/Organizational Psychology that interest me, which is why I am flexible with respect to the topics my graduate students can explore. Having said that I currently have several research directions that I am very excited about and would ideally integrate with my graduate student research.
The first involves the development of theory to understand job/task performance (e.g. see Borman, White, Pulakos & Oppler, 1991). In specific terms, how do ability, personality, attitudes, experience and behaviour come together to explain performance? In Industrial Psychology, a core issue is the development of assessment tools to predict future job performance of job applicants. Despite this focus little theory has been developed to understand and explicate the relationship between these tools and job performance. I am currently implementing research studies in lab and field settings to develop a deeper understanding of these relationships.
A second focus of my research is on developing our understanding of the research-practice gap in I/O Psychology. As a researcher-practitioner it is has been my experience that there is not enough communication or collaboration between the researchers and practitioners in our field. To date, we have only explored one aspect of this, which was the application of self-categorization theory (see Turner & Oakes, 1989) to explain this gap. I hope to apply other group behaviour theories to this area in the future.
The third area of research explores succession management practices in organizations and the impact of these programs on manager attitudes and organizational outcomes. Our first study in this area focused on the components of succession management programs and manager perceptions of organizational justice (see Slan-Jerusalim & Hausdorf, 2007). This was followed up with a study assessing the relationship between elements of succession management programs and manager turnover as mediated by manager attitudes. This longitudinal study is currently being prepared for journal submission. The practices that companies use for succession management are critical to ensure that managers remain with their organizations and have an opportunity to develop their skills. I hope to explore these programs from individual learning and development perspectives in the future (e.g. how do managers learn and develop at work through these programs?).
A fourth area of research focuses on understanding adverse impact produced by the use of cognitive ability tests in selection. Specifically we have been exploring the role of immigrant variables (e.g. English as a second language, years of education inside/outside of Canada, and generational status). Also, we have been exploring the use of fixed bands with minority preference hiring as a solution to adverse impact in selection.
My graduate students are working on a diverse range of projects from police officer coping responses to traumatic events experienced at work, the effect of social sharing in response to observed employee incivility, and the impact of high potential identification on leader behaviours.
I value open discussions, mutual respect, critical thinking and hard work. I consider my graduate students to be full research partners and the majority of my research is published in collaboration with them. As a senior member of the I/O Area, I plan to continue involving graduate students in the development of ideas and implementation of my research.
Ph.D. Human Resources Management/Industrial Relations, McMaster University, 1997
M.A. Industrial-Organizational Psychology, University of Guelph, 1990
B.Sc. Psychology, McMaster University, 1987
Robie, C., Christiansen, N. D., Hausdorf, P. A., Fisher, P. A., Keeping, L. M., Murphy, S. A., & Risavy, S. D. (2017). International comparison of group differences in general mental ability for immigrants versus non-immigrants. International Journal of Selection and Assessment. DOI: 10.1111/ijsa.12189
Sorenson, J. B., Hausdorf, P. A., & Risavy, S. D. (2016). Comparing financial and social costs for top down versus fixed band selection. Canadian Journal of Administrative Sciences. DOI: 10.1002/cjas.1425
Hausdorf, P. A., & Risavy, S. D. (2015). Predicting training and job performance for transit operators. International Journal of Selection and Assessment, 23(2), 191-195.
Rieck, T., Hausdorf, P., & Callahan, J. L. (2015). The role of emotional intelligence in peer instructional dyads. Scholarship of Teaching and Learning in Psychology, 1(1), 24 – 37.
Hausdorf, P. A., Risavy, S. D., & Hunter, P. E. (2014). Effective HR project execution: Understanding project, team, and stakeholder issues. In R. Klimoski, B. Dugan, C. Messikomer, & F. Chiocchio, (Eds.), The art and science of managing human resource projects. SIOP Professional Series. Jossey-Bass.
Heffren, C. D. J., & Hausdorf, P. A. (2014). Post traumatic effects in policing: Perceptions, stigmas and help seeking behaviours. Police Research and Practice: An International Journal. DOI: 10.1080/15614263.2014.958488. This paper was awarded best paper by Police Research and Practice in 2017.
Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2014). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Accepted in the Journal of Management.
Risavy, S. D. & Hausdorf, P. A. (2011). Personality testing in personnel selection: Adverse impact and differential hiring rates. International Journal of Selection and Assessment, 19(1), 18-30.
Warner, M. & Hausdorf, P. A. (2009). Understanding work-to-family conflict: The role of organization and supervisor support for work-life issues. Organization Management Journal, 6, 130-145. Rated as one of the top ten articles in OMJ for 2009/2010.
Slan-Jerusalim, R. & Hausdorf, P. A. (2007). Manager’s justice perceptions of high potential identification practices. Journal of Management Development, 26(10), 933-950.