Faculty Profile

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Resume/CV

812-856-7903

cmberry2@indiana.edu

HH 3100
1309 E. 10th Street
Bloomington, IN
47405

Chris Berry

Professor of Organizational Behavior and Human Resource Management
John F. Mee Chair of Management

Department: Management and Entrepreneurship

Campus: Bloomington

Biography

Professor Berry is a Professor of Organizational Behavior and Human Resource Management and holds the endowed John F. Mee Chair

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, 166, 166-178.
Sackett, P. R., Zhang, C., & Berry, C. M. (2021). Challenging conclusions about predictive bias against Hispanic test-takers in personnel selection. Journal of Applied Psychology, in press.
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2021). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. 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 October 15, 2021