Areas of Expertise

Human resource management, organizational behavior, job performance, counterproductive work behavior, organizational citizenship behavior, fairness/validity of pre-employment tests.

Academic Degrees

• Ph.D., University of Minnesota, 2007

Awards, Honors & Certificates

• Exceptional Inspiration and Guidance Award from the Kelley School of Business Doctoral Student Association (2018-2019)
• Fellow, Society for Industrial and Organizational Psychology (elected 2019)
• Distinguished Early Career Contributions –Science Award, Society for Industrial and Organizational Psychology (2015)
• Kelley School of Business Research Award – Associate Professor (2014-2015)
• Associate Editor, Journal of Applied Psychology (2014-2020)
• Featured Top Poster, Society for Industrial and Organizational Psychology Conference (2013)
• Early Career Achievement Award, Academy of Management Human Resources Division (2012)
• Finalist, Journal of Organizational Behavior Best Paper Award (2012)
• Reviewer of the Year, Journal of Business and Psychology (2011)
• Featured Top Poster, Society for Industrial and Organizational Psychology Conference (2009)
• Meredith P. Crawford Fellowship, Human Resources Research Organization (2006-2007)
• John C. Flanagan Award, Society for Industrial and Organizational Psychology (2004)

Selected Publications

• Walter, S., Gonzalez-Mulé, E., Guarana, C., O’Boyle, E., Berry, C. M., & Baldwin, T. T. (2021). The race discipline gap: A cautionary note on archival measures of behavioral misconduct. Organizational Behavior and Human Decision Processes, in press.
• Sackett, P. R., Zhang, C., and Berry, C. M. (2021). Challenging conclusions about predictive bias against Hispanic test-takers in personnel selection. Journal of Applied Psychology, in press.
• Berry, C. M., Zhao, P., Batarse, J., & Reddock, C. (2020). Revisiting predictive bias of cognitive ability tests against Hispanic American job applicants. Personnel Psychology, 73(3), 517-542.
• Lee, Y., Berry, C. M., & Gonzalez-Mulé, E. (2019). The importance of being humble: A meta-analysis and incremental validity analysis of the relationship between honesty-humility and job performance. Journal of Applied Psychology, 104(12), 1535-1546.
• Shepherd, D. A., Patzelt, H., & Berry, C. M. (2019). Why didn't you tell me? Voicing concerns over objective information about a project's flaws. Journal of Management, 45(3), 1087–1113.
• Choi, J., Miao, C., Oh, I-S, Berry, C. M., & Kim K. (2019). Relative importance of major job performance dimensions in determining supervisors’ overall job performance ratings. Canadian Journal of Administrative Sciences, 36(3), 377-389.
• Carpenter, N. C., & Berry, C. M. (2017). Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. Journal of Management, 43(3), 834-863.
• Fife, D. A., Mendoza, J. L., & Berry, C. M. (2017). Estimating incremental validity under missing data. Multivariate Behavioral Research, 52, 164-177.
• Kabins, A. H., Xu, X, Bergman, M. E., Berry, C. M., & Willson, V. L. (2016). A profile of profiles: A meta-analysis of the nomological net of commitment profiles. Journal of Applied Psychology, 101, 881-904.
• Kim, A., & Berry, C. M. (2015). Individual differences in social dominance orientation predict support for the use of cognitive ability tests. Journal of Personality, 83, 14-25.
• Berry, C. M., & Zhao, P. (2015). Addressing criticisms of existing predictive bias research: Cognitive ability test scores still overpredict African Americans’ job performance. Journal of Applied Psychology, 100, 162-179.
• Berry, C. M. (2015). Differential validity and differential prediction: Understanding test bias in the employment context. Annual Review of Organizational Psychology and Organizational Behavior, 2, 435-463.

Edited on September 9, 2021