Keynote Speakers
The following speakers have been scheduled for the conference.
Walter Borman, Ph.D.
Dr. Borman received his Ph.D. in Industrial/Organizational Psychology from the University of California at Berkeley. His research is in the areas of performance measurement, contextual or citizenship performance, personnel selection, and personality assessment. He is a Fellow of the Society for Industrial and Organizational Psychology (SIOP), and in 1994-95 served as President of the Society. Dr. Borman has written more than 300 books, book chapters, journal articles, and conference papers. He recently co-edited the I/O volume of the Handbook of Psychology (Borman, llgen, & Klimoski, 2003), and, with two PDRI colleagues, wrote the Personnel Selection chapter for the 1997 Annual Review of Psychology. He also has served on the editorial boards of several journals in the I/O field, including the Journal of Applied Psychology, Personnel Psychology, Human Performance, and the International Journal of Selection and Assessment. He was the recipient of SIOP's Distinguished Scientific Contributions Award for 2003, the M. Scott Myers Award for applied psychology, and best practice projects with such governmental agencies as the Department of Labor, Federal Aviation Administration, and U.S. Army Research Institute.
John Scott, Ph.D.
Dr. Scott received his Ph.D. in Industrial/Organizational Psychology from Illinois Institute of Technology. He is a co-founder and Chief Operating Officer of the Applied Psychological Techniques Company (APT). APT is a national full-service human resource consulting firm specializing in delivering flexible HR solutions based on sound measurement principles. APT offers Fortune® 100 organizations systems and services in the areas of: selection, litigation support, job analysis, multi-source feedback, staffing for organizational change, surveys, HR process audits, performance management, executive assessment/coaching, compensation, and career planning.
John is co-editor of The Human Resources Program Evaluation Handbook, is co-author of Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance and is co-editor of the forthcoming Handbook of Workplace Assessment: Selecting and Developing Organizational Talent. He has also authored numerous chapters and articles in the areas of assessment, selection and organizational surveys.
John was the 2009 SIOP conference program chair and serves on several Professional Practice Book Series editorial boards. In addition, he serves as SIOP’s representative to the United Nations.
Robert Eisenberger, Ph.D.
Dr. Eisenberger received his Ph.D. in Psychology from the University of California (Riverside). Dr. Eisenberger is a professor of psychology at the University of Delaware. He is the author of more than 60 publications on motivation and organizational behavior that have appeared in such journals as the Psychological Review, Psychological Bulletin, American Psychologist, Journal of Applied Psychology, and the Journal of Personality and Social Psychology. Dr. Eisenberger’s construct of perceived organizational support (POS) has spurred more than 225 empirical studies. His research on creativity and perceived organizational support have been focal topics of symposia at the annual meetings of the Society for Experimental Social Psychology, the Society for Industrial Organizational Psychology, and the Academy of Management. Dr. Eisenberger’s research on learned industriousness was recognized with the Psi Chi Distinguished Lectureship, and he is a fellow of the Association for Psychological Science and Divisions 1, 6, 14, and 25 of the American Psychological Association. Two special reports focusing on his research were carried nationally on National Public Radio, and reports on his research have appeared in the American Psychological Association Monitor, Encylopaedia Britannica Science and the Future Yearbook, Science News, Report on Educational Research, and School Board Notes. Dr. Eisenberger’s research has been supported by grants from the National Institutes of Health and the National Park Service.
Sheldon Zedeck, Ph.D.
Dr. Zedeck is a Professor of Psychology at the University of California at Berkeley. He received his Ph.D. in Industrial and Organizational Psychology from Bowling Green State University. Dr. Zedeck has co-authored a number of books in the field and has written numerous journal articles on the topics of moderator variables, selection and validation, test fairness, banding, performance appraisal, assessment centers, stress, and work and family issues. He has served on the editorial boards of the Journal of Applied Psychology, Contemporary Psychology, and Industrial Relations. He has also served as Editor and Associate Editor of Human Performance, a journal that he and Frank Landy founded in 1988, as well as Associate Editor of Applied Psychology: An International Review. Dr. Zedeck was the editor of the Journal of Applied Psychology in 2004-2008. In addition, he was the editor of a research series of books that deals with People and Organizations published by Routledge (1986 to 1995) and the Frontiers Series Editor, sponsored by SIOP, from 1993 to 1998. Also, he is the editor of the Industrial and Organizational Psychology section for the Encyclopedia of Applied Psychology (published by Elsevier in 2004). Dr. Zedeck served as president of the SIOP during the 1986/1987 term. He has been on the Society's Educational and Training Committee; its Workshop Committee; a Member-at-Large; editor of the Society's newsletter, TIP; served on two ad hoc committees concerned with revising the Society's "Principles for the Validation and Use of Personnel Selection Procedures;" and represented the Society on the APA Council of Representatives. Dr. Zedeck has also served on the executive committees for the Academy of Management's Personnel/Human Resources Division and for the Society for Organizational Behavior. Finally, Dr. Zedeck has been quite active in consulting with private and public sector organizations and serving as an expert witness in employment discrimination cases.