Key Note Speakers
John D. Kammeyer-Mueller
John received his PhD from the University of Minnesota and has subsequently been working at the Warrington College of Business Administration at the University of Florida. His research has mostly focused on topics related to workplace adjustment including the socialization and adaptation of new organizational members, mentoring, work withdrawal, turnover, and career planning. He has also made occasional research diversions into applied research methods, interpersonal relationships, and personality. His research has appeared in Journal of Applied Psychology, Personnel Psychology, Journal of Vocational Behavior, Industrial Relations, and International Journal of Selection ad Assessment. He serves on the editorial boards of the Journal of Applied Psychology, Personnel Psychology and the Journal of Vocational Behavior.
Goeddeke, F.X., & Kammeyer-Mueller, J.D. (2010). Perceived support in a dual organizational environment: Union participation in a university setting. Journal of Organizational Behavior, 31, 65-83.
Kammeyer-Mueller, J.D., Judge, T.A., & Scott, B.A. (2009). The role of core self-evaluations in the coping process. Journal of Applied Psychology, 94, 177-195.
Kammeyer-Mueller, J.D., & Judge, T.A. (2008). A quantitative review of mentoring research: Test of a model. Journal of Vocational Behavior, 73, 269-283.
Kammeyer-Mueller, J.D. (2007). The dynamics of newcomer adjustment: Dispositions, context, interaction, and fit. In C. Ostroff & T. Judge (Eds.), Perspectives on Organizational Fit, (pp. 99-122). Greenwich: CT: Information Age Publishing.
Kammeyer-Mueller, J.D., Wanberg, C. R., Glomb, T. M. & Ahlburg, D. (2005). The role of temporal shifts in turnover processes: It’s about time. Journal of Applied Psychology, 90, 644-658.
Glomb, T.M., Kammeyer-Mueller, J.D., & Rotundo, M. (2004). Emotional labor and compensating wage differentials. Journal of Applied Psychology, 89, 700-714.
You can find out more about John on his web page at the University of Florida: http://warrington.ufl.edu/faculty/facultyinfo.asp?WEBID=2188
Tony is an associate professor of human resources management in the Schmidt Labor Research Center and the College of Business Administration at the University of Rhode Island. He completed his undergraduate degree at the University of Maryland, College Park and earned both his masters and doctoral degrees at the University of Oklahoma. He has held his Senior Professional in Human Resources Management (SPHR) certification since 2005. His primary research interests include the influence of HRM practices on person-environment fit and include examining issues related to alternative staffing strategies. This research has lead to the publication of several scholarly articles in outlets such as Journal of Business Research, Journal of Management Education, Work & Stress, Leadership Quarterly, Journal of Occupational and Health Psychology, Business Horizons, Issues in Multilevel Research, Research in Personnel and Human Resources Management, International Journal of Selection and Assessment, Journal of Business Ethics, Journal of Managerial Issues, and Journal of Business Logistics. Tony also serves on the editorial review boards for Journal of Business Ethics (Teaching Business Ethics) and Leadership and Organizational Development Journal. He is an active member of the Academy of Management and Southern Management Association. Prior to returning to graduate school, Tony worked in the field of change management consulting for Management Analysis, Inc. and KPMG (now Bearing Point), and he continues to apply his expertise by consulting for high tech and manufacturing companies of all sizes. He actively contributes to the Schmidt Labor Research Center's blog.
Wheeler, A.R., Halbesleben, J.R.B., & Harris, K.J. (forthcoming). The influence of job-level HRM effectiveness on employee intent to turnover and workarounds in hospitals. Journal of Business Research.
Wheeler, A.R., Harris, K.J., & Harvey, P. (2010). Moderating and mediating the HRM effectiveness – intent to turnover relationship: The roles of supervisors and job embeddedness. Journal of Managerial Issues, 22, 182-196.
Harris, K.J., Wheeler, A.R., & Kacmar, K.M. (2009). Leader-Member Exchange and Empowerment: Direct and Interactive Effects on Job Satisfaction and Turnover Intentions. Leadership Quarterly, 20, 371-382.
Halbesleben, J. R. & Wheeler, A. R. (2008). The relative role of engagement and embeddedness in predicting job performance and turnover intention. Work and Stress, 22, 242-256.
Halbesleben, J. R. , Wheeler, A. R., & Buckley, M. R. (2007). Understanding Pluralistic Ignorance in Organizational Setting: Application and Theory. Journal of Managerial Psychology, 22, 65-83.
Wheeler, A. R., Gallagher, V. C. , Brouer, R. L. , & Sablynski, C. J. (2006). When Person-Organization (mis)Fit and Job (dis)Satisfaction Predict Intent to Turnover: The Moderating Influence of Perceived Job Mobility. Journal of Managerial Psychology, 22, 203-219.
You can find out more about Tony on his web page at the University of Rhode Island: http://www.uri.edu/research/lrc/faculty/Wheeler.htm