Resources

KEY ISSUES

Bias, Fairness, and Validity in Graduate Admissions

• Paper: Woo, S. E., LeBreton, J. M., Keith, M., & Tay, L. (In Press). Bias, fairness, and validity in graduate admissions: A psychometric perspective. Perspectives on Psychological Science.

• Recorded Talk

• Talk Slides

Why and How Do People Quit Jobs?

• I will try to put together a brief introduction to this topic. In the meanwhile, below are some recommended readings:

  • Porter, C. M., Woo, S. E., & Campion, M. (2016). Internal and external networking differentially predict turnover through job embeddedness and job offers. Personnel Psychology, 69(3), 635–672.

  • Porter, C. M., Woo, S. E., Allen, D. A., & Keith, M. (2019). Network centrality and employee turnover: A meta-analytic path modeling approach. Journal of Applied Psychology, 104(4), 511-536.

  • Woo, S. E., Chae, M. W., Jebb, A. T., & Kim, Y. D. (2016). A closer look at the personality-turnover relationship: Criterion expansion, dark traits, and time. Journal of Management, 42(2), 357–385.

  • Zimmerman, R., Swider, B., Woo, S. E. & Allen, D. (2016). Who withdraws? Psychological individual differences and employee withdrawal behaviors. Journal of Applied Psychology. 101(4), 498-519.

• What is hoboism? (Recommended reading: Woo, S. E. (2011). A study of Ghiselli’s hobo syndrome. Journal of Vocational Behavior, 79, 461–469.)

Personality and Situation: Why, How Much, and When Do They Matter?

• This is a pretty broad (and foundational) topic to cover! A few years ago, my collaborators and I developed a conceptual framework for understanding how people perceive situations (i.e., a taxonomy of psychological situations). I believe that utilizing such a dimensional framework is critical for studying both personal and situational factors influencing human behaviors across individuals and contexts.

  • Parrigon, S., Woo, S. E., Tay, L., & Wang, T. (2017). CAPTION-ing the situation: A lexically-derived taxonomy of psychological situation characteristics. Journal of Personality and Social Psychology, 112(4), 642-681.

INNOVATIVE (OR UNDERUTILIZED) RESEARCH METHODOLOGY IN I-O PSYCHOLOGY

• Inductive, Deductive, and Abductive Research

• Person-Centered vs. Variable-Centered Approaches

• Bayesian Methods in I-O Psychology and Related Fields

INTERESTED IN PURSUING A CAREER IN I-O PSYCHOLOGY?

Purdue I-O Psychology Doctoral Program has many useful links. Check out the following documents:

• What is Industrial-Organizational Psychology?

• Pursuing PhD in I-O at Purdue

• Advice from Purdue I-O Faculty (November, 2020)