Faculty Director

About Us

In the Social Cognitive Industrial Psychology Lab the central research focus is the application of Social Cognitive Theories of personality (e.g. Higgins regulatory focus ) to Industrial psychology topics (e.g. utilization of feedback). Secondary lines of research include the study of  equal opportunity, affirmative action and diversity, and quantitative techniques for estimating the quality of subjective ratings.


Meet the Team: 

  • Jessica Gladfelter is a recent PhD graduate in I/O Psychology who is currently completing a post-doctoral internship with the Army Research Institute (ARI). Her research interests include regulatory focus, micro-aggressions, instrument development, leadership, and teamwork.
  • Manasia Sturdivant is a 6th year graduate student currently pursuing a PhD in Industrial and Organizational psychology. Her current research interests are diversity, stigmatization, prejudice, and discrimination.
  • Elseheba Abraham is a 5th  year graduate student pursuing a PhD in I/O Psychology. Her research interests include the role of emotional self-regulation on bigotry, and leadership
  • Aaron Coombs is a 2nd year graduate student pursuing a PhD in I/O Psychology. His research interests include hiring and promoting for diversity, and personnel selection for high-risk occupations and teams.
  • Emily Kim is a first year PhD student with broad research interests in diversity and equality in organizations.
  • Christina Ju is an undergraduate research assistant and Senior majoring in psychology. 

Current Research Projects

Social Cognitive:

  • Regulatory Fit Meta-AnalysisThis regulatory fit meta-analysis examines the relationship between motivational orientation and goal pursuit strategies across different contexts. The goal of this research is to establish the robustness of the principle of regulatory fit and to test theoretical predictions based on regulatory fit theory. (Data analysis in progress)
  •  Regulatory Fit and the Utilization of Corrective Task Feedback: Tested regulatory focus/fit theories as an explanation of variability in utilization of corrective task feedback that also conveyed evaluative performance feedback. Participants completed a work simulation and were provided with veridical feedback based on behaviors performed on the simulation task. Horizontal and vertical regulatory fit theories were both tested. (Currently being revised)
  • Testing the Generality of Regulatory Fit with Goal Orientation: Regulatory fit has, thus far, only been tested using regulatory focus theory. In this study, we test the generality of the fit principle using goal orientation. Participants completed an in-basket task and were provided feedback on their performance on the simulation. This feedback provided either sustained regulatory fit or disrupted fit. Regulatory fit between goal orientation and feedback led to greater utilization of feedback behaviors. (Write up in progress)

Equal Opportunity, Affirmative Action, and Diversity:

  • Adverse Impact Detection: To date, studies on adverse impact focus on comparing selection ratios based on gender and ethnicity using the four-fifths rule or significance testing.  Currently have two studies in progress that  project explores alternatives methods for detecting adverse impact in personnel selection. (Write-up in progress)
  • Differential Prediction and Biased Performance Ratings: Differential prediction is the most common method used to detect test bias against minority groups.  Performance ratings are the most common criterion used in differential prediction studies.  This project demonstrates that differential prediction should only be used to detect test bias when it can be clearly shown that the performance ratings are not racially biased. (Write-up in progress)
  • Measuring Bigotry: Currently working on multiple projects related to the measurement of personal bigotry.  Our lab has developed situational judgment measures of personal bigotry toward Blacks and Women. These projects are either in the data collection phase or the write-up phase.

Select Publications and Presentations

  • Hauenstein, N. M. A., Bradley, K. M., O’shea, P. G., Shah, Y. J., & Magill, D. P. (2017). Interactions between motivation to fake and personality item characteristics: Clarifying the process. Organizational Behavior and Human Decision Processes, 138, 74-92.

  • Hauenstein, N.M.A., & McCusker, M. (2017). Rater training: Understanding effects of training content, practice ratings and feedback. International Journal of Selection and Placement, 25, 253-266.

  • Sturdivant, M., Yibass, S., Abraham, E., Hauenstein, N. M. A. (2017). Using situational judgment tests to study subtle discrimination. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 1-4.

  • Scott, M. D., Hauenstein, N. M. A., Coyle, P. (2017). Measuring approach-avoidance motivation: Expanding dimensionality through implied outcomes. Personality and Individual differences,106, 312-324.