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

Professor Berry is a Professor of Organizational Behavior and Human Resource Management and holds the endowed John F. Mee Chair of Management at the Kelley School of Business. Professor Berry has two main research programs. His first program focuses on the use of pre-employment tests (especially cognitive ability and personality tests) for personnel selection, with a particular focus on factors that affect conclusions about the fairness and/or validity of pre-employment test use. His second main research program focuses on the conceptualization, measurement, and prediction of employee job performance, with a particular focus on the job performance dimensions of organizational citizenship behavior and counterproductive work behavior. Additional themes that commonly appear in his two main research programs are issues related to race/ethnicity in the workplace, agreement between self-ratings of job performance and ratings from other sources (e.g., supervisors, coworkers), individual differences, psychometric corrections for range restriction, and meta-analysis. Professor Berry’s research has been published in many of the top journals in organizational behavior, human resource management, and psychology such as Journal of Applied Psychology, Journal of Management, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Psychological Science. He has received awards for his research from the Academy of Management and the Society for Industrial and Organizational Psychology. From 2014-2020 Professor Berry was an associate editor at Journal of Applied Psychology and he currently serves on the editorial boards of Journal of Applied Psychology, Personnel Psychology, and Journal of Business and Psychology. He is a Fellow of the Society for Industrial and Organizational Psychology. Professor Berry has taught undergraduate, MBA, and Ph.D. courses at the Kelley School on the topics of organizational behavior, human resource management, and statistics.

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

William A. Owens Scholarly Achievement Award from the Society for Industrial and Organizational Psychology (2023)
Scholarly Achievement Award from the Academy of Management Human Resources Division (2023)
Finalist for Indiana University Trustees Teaching Award (2023)
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

Berry, C. M., Lievens, F., Zhang, C., & Sackett, P. R. (2024). Insights From an Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role in the Validity–Diversity Trade-Off. Journal of Applied Psychology, 109(10), 1611-1634.
Steele, L. M., Rees, R., and Berry, C. M. (2024). The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis. Journal of Applied Psychology, 109(3), 362–385.
Berry, C. M. (2023). A critical examination and meta-analysis of the distinction between the dominance and anti-egalitarianism facets of social dominance orientation. Journal of Personality and Social Psychology, 124(2), 413–436.
Cho, I., Berry, C. M., Payne, S. C., & Lee, P. (2023). Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings? Journal of Applied Psychology, 108(1), 167–178.
Sackett, P. R., Berry, C. M., Zhang, C., & Lievens, F. (2023). Correcting for range restriction in meta-analysis: A reply to Oh et al. Journal of Applied Psychology, 108(8), 1311-1315.
Sackett, P. R., Berry, C. M., Lievens, F., & Zhang, C. (2023). A reply to commentaries on “Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors.” Industrial and Organizational Psychology, 16(3), 371-377.
Sackett, P. R., Zhang, C., & Berry, C. M. (2023). Challenging conclusions about predictive bias against Hispanic test-takers in personnel selection. Journal of Applied Psychology, 108(2), 341–349.
Cho, I., Hu, B., & Berry, C. M. (2023). A matter of when, not whether: A meta-analysis of modesty bias in East Asian self-ratings of job performance. Journal of Applied Psychology, 108(2), 291-306.
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2023). Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors. Industrial and Organizational Psychology, 16(3), 283-300.
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107, 2040-2068.
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. https://doi.org/10.1016/j.obhdp.2020.03.010
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.

Edited on March 25, 2024