Industrial-Organizational Division

Race disparity in personnel selection (adverse impact); Time, job attitudes, personality, and work performance (dynamic models, role engagement); Social networks and levels of analysis (group agreement, climate emergence); Research methods (missing data in longitudinal/multilevel models, survey nonresponse, Bayesian meta-analysis)

Representative Publications:

• Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. Journal of Applied Psychology, 94, 298-317.
• Newman, D. A., Jacobs, R. R., & Bartram, D. (2007). Choosing the best method for local validity estimation: Relative accuracy of meta-analysis vs. a local study vs. Bayes-analysis. Journal of Applied Psychology, 92, 1394-1413.
• Newman, D. A., Hanges, P. J., & Outtz, J. L. (2007). Racial groups and test fairness: Considering history and construct validity. American Psychologist, 62, 1082-1083.
• Harrison, D. A.†, Newman, D. A.†, & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305-325. († Authors contributed equally.)
• Newman, D. A. (2003). Longitudinal modeling with randomly and systematically missing data: A simulation of ad hoc, maximum likelihood, and multiple imputation techniques. Organizational Research Methods, 6, 328-362.

Classes Recently Taught:

• Organizational Behavior (Ph.D. Seminar)
• Multilevel and Social Network Views of Organizations (Ph.D. Seminar)
• Advanced Statistics I and II (Ph.D. Seminars)