Industrial/Organizational Psychology: Diversity & inclusion in the workplace
Leadership Development Systems, Training, Skill Decay, Career Progression, Coaching and Mentoring
multidimensional item response theory, computer adaptive testing, differential item functioning (item bias), and moderator variables
Work and family issues, human error, individual differences.
Job performance, judgment and decision-making, work situations, personality, job attitudes and job-related mood/emotions, and psychological approaches to the study of cybersecurity.
Main areas of research include testing and psychometrics, personnel selection, legal issues in the workplace, and the psychology of emerging technologies.
Organizational behavior and development, community involvement in public safety selection and promotion, change management, and personnel psychology and selection.
Employee well-being; Emotions at work; Job attitudes; personality; Team performance; virtual work; metaperceptions; measurement and statistical issues
Effective management of teams; Strengthening the human side of work organizations.
Industrial/Organizational Psychology: Employee well-being; burnout; work-life balance; organizational work-life policies; leisure; meaningful work; career management and decision-making; gender and well-being.
Psychometrics, faking Issues in personnel selection, personality and individual differences, non-cognitive assessments development, machine learning and big data, technology-based assessments (e.g., game-based assessments) in I/O
General and cognitive acuity theory development and validation, personnel selection, personality measurement, survey research.
Sexual harassment bystander intervention, occupational well-being, leadership and teams
Organizational Leadership, Workplace Inclusion, and Employee Motivation.
Employment Discrimination; Adverse Impact; Corporate Social Responsibility; DEI and Personnel Practices; Organizational Justice; Emotional Labor; Job Analysis, Selection, and Assessment; Assessment Centers
Kevin researches human performance, teamwork, multiteam performance, maximal performance, leadership, learning, and adaptation in high-stakes settings. He also studies the assessment, selection, training, and development practices and technology required to cultivate and sustain these phenomena.
Occupational health psychology including stress, work-family, and safety; the employee-organization relationship including psychological contracts, social exchange theory, and the norm of reciprocity; organizational climate and culture; innovation and creativity; positive aging and retirement transitions; cross-cultural aspects of industrial organizational psychology.
Steve has directed (or co-directed) funded research projects in the areas of multiteam systems, cyber security incident response teams, team performance, team mental models, leader-team interfaces, leadership training and development, leader adaptability, and executive coaching.