Greg Irving
Professor

• employee attitudes
• employee psychological contracts
• organizational socialization   

"My research interests centre on the processes by which individuals move from being organizational outsiders to insiders. To that end, I examine the role of factors such as the impact of Realistic Job Previews (RJPs) and applicants’ pre-entry expectations on their post-entry adjustment. Although post-entry adjustment can mean many things, my interests focus primarily on employee attitudes toward the organization (e.g. organizational commitment) and behaviours (e.g. turnover). I am also interested in the ways that organizations can facilitate the transition from outsider to insider via activities such as organizational socialization and the development of psychological contracts."

Lisa Keeping
Professor

• processes and outcomes of performance evaluations
• employee selection
• leadership   

"Employee performance reviews are conducted by most organizations on an annual or semi-annual basis, often at great time and expense. Interestingly, research indicates that managers and employees alike find performance evaluations to be among the most disliked aspects of their jobs. My research examines the process and outcomes of performance evaluations from the perspective of both managers conducting the evaluations and employees being evaluated. Some of the issues I examine are why managers deliberately provide evaluations of employees that they know to be inaccurate as well as the reactions employees have to receiving performance feedback. The approach I like to take to research is to examine what are largely considered to be human resource issues by applying theories and concepts from organizational behaviour. Secondary areas of interest to me are leadership and employee selection."

Lindie Liang
Assistant Professor

• Leadership
• Emotions
• Mindfulness
• Motivation
• Workplace aggression

“My research interests can be broadly classified into three overlapping areas: leadership, workplace aggression, and emotions. In my research, I apply motivational theories to answer the questions when and why employees behave in certain ways. For example, I am interested in exploring why leaders mistreat their employees, what emotions leaders experience after mistreating their employees, and why mistreated employees behave badly. My other research interests include mindfulness, conflict in the workplace, and ostracism."

• personality
• testing
• faking   

"My research interests focus on the use of personality variables in the workplace. I am interested in questions such as, 'What personality variables predict important individual and organizational outcomes such as performance and retention?' and 'What is the best way to measure personality variables in the face of such threats as applicant faking?'"

Simon Taggar
Professor

• Creativity and Innovation
  
• Teamwork
• Leadership
• New Venture Teams
• Strategic Human Resources Management

"Much of my research is on understanding and predicting team performance, especially when that performance relates to team creativity and innovation. I am interested in what team members bring to their team (inputs) and how that affects team dynamics. I have examined team member gender, personality, intelligence, cultural values, attitudes, entrepreneurial passion and leadership skills as team inputs. In terms of team dynamics, I have examined collective beliefs, values and attitudes that emerge when team members work together to achieve a common goal. In particular, I am interested in understanding why highly capable team members sometimes develop a team that performs poorly and why mediocre team members sometimes create a high performing team. Lastly, I am interested in the organizational culture that surrounds teams and how that culture influences team performance."

Yujie (Jessie) Zhan
Associate Professor

• emotional regulation
• work stress and well-being
• employee retirement

"My research interests include two streams: emotion regulation and retirement. My research on emotion regulation mainly concerns service employees who are required to express a cheerful emotion when they are interacting with clients or customers. I am particularly interested in how service employees react to difficult customers and why they use different strategies to regulate their emotions. My interest in retirement research is stimulated by the aging trend of population. My research aims to explore factors that impact older employees’ retirement decision and retirement adjustment process."