Department of Psychology
Baruch College, CUNY, Box B 8-215
New York, NY   10010

Phone: 646-312-3807
Email: Charles.Scherbaum@baruch.cuny.edu
Lab: Personnel Selection and Employee Assessment
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Dr. Scherbaum’s research generally focuses on issues of diversity and equal opportunity in the context of employee selection, measuring individual differences, and analytics. Recent research has focused on sources of bias and construct-irrelevant variance on standardized cognitive tests, non-cognitive predictors of job performance, detecting faking, attitudes toward stigmatized employees, and alternative validation strategies. This research has appeared in peer-reviewed journals such as Personnel Psychology, Organizational Research Methods, Journal of Business and Psychology, and Human Resource Management Review. Dr. Scherbaum was one of the winners of the 2011 M. Scott Myers Award and the 2018 Adverse Impact Reduction Research Initiative and Action Research Grant from the Society for Industrial and Organizational Psychology, the 2011 and 2017 Innovations Award from the International Personnel Assessment Council for his research on personnel selection techniques. He has received funding from the National Science Foundation and the Graduate Management Admissions Council. Dr. Scherbaum teaches courses on employee selection, analytics, and performance management (U.S., Hong Kong, Singapore, and Taiwan). He has consulted with numerous global and Fortune 1000 firms, governmental entities, and consulting firms. Dr. Scherbaum has worked as an expert in employment litigation including several class action settlements and federal consent decrees related to discrimination in hiring, compensation, and performance assessment.

Representative publications:

• Saari, L., & Scherbaum, C. (2020). Data Privacy and Ethical Considerations with Employee Surveys and Emerging Technologies. In B. Macey & A. Fink’s (Eds.) Employee Surveys and Sensing: Challenges and Opportunities. American Psychological Association.
• Scherbaum, C. Dickson, M., Larson, E., Bellenger, B., Yusko, K., & Goldstein, H. (2018). Creating Test Score Bands for Assessments Involving Ratings using a Generalizability Theory Approach to Reliability Estimation. Personnel and Assessment Decisions, 4.
• Scherbaum, C., DeNunzio, M., Oliveira, J. & Ignagni, M. (2017). Race and Cultural Differences on Predictors Commonly Used in Employee Selection and Assessment. In B. Passmore, H. Goldstein, & E. Pulakos’ (Eds.) The Handbook of the Psychology of Recruitment, Selection, and Retention (pg. 400-421). Wiley-Blackwell.
• Scherbaum, C.A., Black, J., & Weiner, S. (2017). With the Right Map, Survey Key Driver Analysis Can Help Get Organizations to the Right Destination. Industrial and Organizational Psychology: Perspectives on Science and Practice.
• Reeve, C. Scherbaum, C., & Goldstein, H. (2015). Manifestations of intelligence: Expanding the measurement space to reconsider specific cognitive abilities. Human Resource Management Review, 25, 28-37.
• Scherbaum, C. Goldstein, H., Ryan, R., Agnello, P., Yusko, K., & Hanges, P. (2015). New Developments in Intelligence Theory and Assessment: Implications for Personnel Selection. In J. Oostrom & I. Nikolaou’s (Eds.) Employee Recruitment, Selection, and Assessment. Contemporary Issues for Theory and Practice. London: Psychology Press-Taylor & Francis.

Office: VC 8-285
Phone: (646) 312-3820

Email: harold.goldstein@baruch.cuny.edu

Lab: Personnel Selection and Employee Assessment

Harold is a professor of industrial‐organizational psychology at Baruch College, The City University of New York. He received his doctoral degree in I/O psychology from the University of Maryland in 1993 and held faculty roles at Bowling Green State University and New York University before joining Baruch College in 1997.  His primary areas of expertise are in personnel staffing and equal employment opportunity issues, leadership development and organizational culture.  He is best known for his work on the design of tests of intelligence that produce reduced racial and gender-based subgroup differences. Harold regularly publishes in scholarly journals and books and is the lead editor of the Wiley Blackwell Handbook of Recruitment, Selection, and Employee Retention.  In addition, his work on designing intelligence tests earned him and his team the M. Scott Myers Award for Applied Research from the Society of Industrial and Organizational Psychology and the International Personnel Assessment Council’s Innovations Award.  Harold has taught classes on topics such as personnel staffing, organizational behavior, and leadership and managerial development.  He also serves as the director of the Masters in Industrial/Organizational Psychology program at Baruch College.

Representation Publications:

• Yusko, K., Aiken, J., Goldstein, H., Scherbaum, C., & Larson, E. (2019). Solving the “Quarterback Problem”: Using Psychological Assessment to Improve Selection Decisions in Professional Sports. In Ronald R. Sims & Sheri K. Bias (Ed.), Human Resources Management Issues, Challenges and Trends: “Now and Around the Corner”. Charlotte, NC: Information Age Publishing.
• Larson, E., Yusko, K., Goldstein, H., Scherbaum, C., Aiken, J., and Oliver, L. (2018). Intelligence in the workplace: Recent developments in theory and measurement in intelligence at work.  In V. Zeigler and T. Shackelford (Eds.), The Sage Handbook of Personality and Individual Differences. Thousand Oaks: CA.
• Goldstein, H., Pulakos, E., Passmore, J., & Semedo, C. (2017). The Wiley-Blackwell Handbook of the Psychology of Recruitment, Selection, and Employee Retention. Hoboken, NJ: John Wiley & Sons.
• Reeve, C. Scherbaum, C., & Goldstein, H. (2015). Manifestations of intelligence: Expanding the measurement space to reconsider specific cognitive abilities. Human Resource Management Review, 25, 28-37.
• Scherbaum, C., Goldstein, H., Ryan, R., Agnello, P., Yusko, K., & Hanges, P. (2015). New Developments in Intelligence Theory and Assessment: Implications for Personnel Selection. In J. Oostrom & I. Nikolaou’s (Eds.) Employee Recruitment, Selection, and Assessment. Contemporary Issues for Theory and Practice (99-116). London: Psychology Press-Taylor & Francis.

Associate Professor
Narendra Paul Loomba Department of Management

Phone: (646) 312-3673
Email: mary.kern@baruch.cuny.edu

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Mary (Molly) Kern is an organizational psychologist whose research broadly follows two streams: negotiation and decision making, and group dynamics. Her work has been published in journals with broad appeal, such as Harvard Business Review, Psychological Science, and Journal of Experimental Social Psychology, and also more select quality “niche” journals oriented specifically around the theoretical and practical questions being studied. Her most recent work on bounded ethicality (Ethical learning: Releasing the moral unicorn) was published this past summer and received the 2014 Abraham J. Briloff Prize in Ethics. Prior to joining academe, Professor Kern worked for Deloitte for five years in Chicago, Detroit, and New York in their Audit Assurance Services, Recruiting, and Global HR Strategy groups.

Academic Degrees

BBA, University of Notre Dame, Accounting, 1995

MS, Loyola University, Human Resources, 2000

PhD, Northwestern University, Management & Organizations, 2005

Chugh, D., & Kern, M. (2016). A dynamic and cyclical model of bounded ethicality. Research in Organizational Behavior, 36, 85-100.

Chugh, D., & Kern, M. (2016). Ethical learning: Releasing the moral unicorn. In Palmer, D. A., Greenwood, R., & Smith-Crowe, K. (Ed.), Organizational wrongdoing. Cambridge: Cambridge University Press.

Chugh, D., Kern, M., Zhu, Z., Lee, S. (2014). Withstanding moral disengagement: Attachment security as an ethical intervention. Journal of Experimental and Social Psychology, 51, 88-93.

Kern, M., Lee, S., Aytug, Z., Brett, J. (2012). Bridging social distance in inter-cultural negotiations: “You” and the bi-cultural negotiator. International Journal of Conflict Management, 23(1).

Lee, A., Lee, S., Kern, M. (2011). Viewing time through the lens of the self: The fit effect of self-construal and temporal distance on task perception. European Journal of Social Psychology, 41(2), 191-200.

Swaab, R., Kern, M., Diermeier, D., Medvec, V. (2009). Who says what to whom? The impact of communication on social exclusion. Social Cognition, 27(3), 385-401.

Kern, Mary C., & Chugh, Dolly. (2009). Bounded ethicality: The perils of loss framing. Psychological Science, 20(3), 378-384.

Loyd, Denise L., White, Judith, and Kern, Mary C. (2008). Duo status: Disentangling the complex interactions within a minority of two. In Mannix, E. and Neale, M. (Eds.), Research on Managing Groups and Teams (11th edition), pps. 75-92.

Brett, Jeanne M., Behfar, Kristin, and Kern, Mary C. (November 2006). Managing Multicultural Teams, Harvard Business Review.

Kern, Mary C., Brett, Jeanne, and Weingart, Laurie. (2005). Getting the floor: Motive-consistent strategy and individual outcomes in multi-party negotiations. Group Decision and Negotiation, 14(1), 21-41.

Awards

Bernard Baruch Presidential Teaching Award, Baruch College, 2016.

Lawrence Zicklin Teaching Award, Baruch College, 2016.

Recipient of the 2014 Abraham J. Briloff Prize in Ethics, Baruch College

2014 Abraham J. Briloff Prizes in Ethics for “Becoming as ethical as we think we are: The ethical learner at work.”

2013 Award for Excellence, Emerald Literati Network. “Bridging social distance in inter-cultural negotiations: “you” and the bi-cultural negotiator” published in International Journal of Conflict Management was chosen as an Outstanding Paper Award Winner at the Literati Network Awards for Excellence.

2012 Faculty Service Award, Baruch College Alumni Association.

Academy of Management, Organizational Behavior Division, 2009 Making Connections Award for symposium submission “New directions in ethics research: Disentangling the dynamic processes in ethical decision-making”

PSC-CUNY Research Award, 2005, 2006, 2007, 2008, 2009.

Dispute Resolution Research Center Research Grants, Northwestern University, 2002, 2003, 2004, 2005, 2006, 2007.

Finalist, Best Paper Award 2005, Academy of Management Learning and Education.

Kellogg School of Management Teaching Award, 2003.

Beta Gamma Sigma National Honors Society, Loyola University-Chicago, 2000.

Office location: Vertical Campus 4-240E
Email: Lise.Saari@baruch.cuny.edu

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Lise Saari teaches I/O psychology graduate courses at both CUNY-Baruch and NYU. Prior to her teaching, Lise was director of global workforce research at IBM. Before that, she was senior manager of people research at the Boeing Company and research scientist at Battelle Research Institute. These roles included studies on safety issues at Battelle, people research and management development at the Boeing Company, and worldwide responsibility for employee research, including all surveys globally, at IBM. Lise’s work has involved a variety of countries and cultures, including studies in Japanese power plants, research at Battelle’s London and Geneva offices, studies on leadership in China for Boeing, and working in Europe as part of her global role at IBM. Lise has a Ph.D. in organizational/social psychology from the University of Washington, has over 100 publications and presentations, and serves on a variety of editorial boards. Her research interests include employee attitude measurement, privacy issues with surveys and employee data, goal setting, and cross-cultural topics. Lise is a Fellow in the Society for Industrial Organizational Psychology (SIOP), the American Psychological Association, and the Association for Psychological Science; she also serves as an I/O psychology representative to the United Nations for SIOP.

Representative publications:

• Saari, L. M. (Chair) Employee surveys and new technologies: Privacy and ethical issues. Symposium presented at the 33rd annual conference of the Society for Industrial and Organizational Psychology, Chicago, April 2018.
• Saari, L. M. (Chair) How the science and practice of work (I-O) psychology can help advance women globally. In conjunction with the 60th annual meeting of the United Nations Commission on the Status of Women, UN Plaza, New York, March 2016.
• Saari, L. M. Goal setting and organizational transformation. In E. Locke and G. Latham (Eds.), New Developments in Goal Setting and Task Performance, New York: Routledge, 2013.
• Saari, L. M. & Scherbaum, C.A. Identified employee surveys: Potential promise, perils, and professional practice guidelines. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2011, 4 (4), 435-448.
• Saari, L. M. and Judge, T.A.Employee attitudes and job satisfaction. Human Resource Management Journal, Special Issue on I/O Psychology, 2004, 43(4), 395-407.

Professor of Psychology

Office: VC 8-286
Phone: 646-312-3818

Email: Yochi.Cohen-Charash@baruch.cuny.edu

Professor Cohen-Charash received her Ph.D. from the Department of Psychology at the University of California, Berkeley. She has an M.Sc. in Management, Organizational Behavior from the Faculty of Management, Tel-Aviv University, and a BA in psychology from Tel-Aviv University. Her research interests focus on emotions in general and within organizational settings. She studies how emotions motivate the behavior of individuals, groups, and organizations, and how individuals and organizations can influence the emotions and behaviors of others. She mainly focuses on envy, jealousy, and feeling happy for someone else’s good fortune (firgun). She isalso interested in additional emotions, such as fear and greed. Additional lines of research in which she is involved include issues of fairness and justice in organizations; the interface between justice and emotions; the influence of language on emotions, the value-judgment of emotions, and over-disclosure at work.Professor Cohen-Charash manages the Emotions in Organizations lab (see lab link above). At the Ph.D. level, she teaches the core Organizational Psychology seminar, the core Personality seminar, and elective seminars on emotions and justice. At the undergraduate level, she teaches the Introduction to Psychology general course and a seminar about the Holocaust. Professor Cohen-Charash is an Associate Editor of Emotion Review. She is also an executive coach.

Associate Professor of Psychology

Office: VC 8-287
Phone: (646) 312-3834

Email: Zhiqing.Zhou@baruch.cuny.edu

Dr. Zhou’s research mainly focuses on the following four areas: workplace mistreatment (e.g., workplace aggression, workplace incivility, abusive supervision, and counterproductive work behavior), employee health and well-being, work-nonwork interface, and illegitimate tasks. His work has appeared in peer-reviewed journals such as Journal of Organizational Behavior, Journal of Occupational Health Psychology, Human Relations, and Work & Stress. He is an Associate Editor of Group & Organization Management and is on the editorial board of Journal of Organizational Behavior, Journal of Business and Psychology, Applied Psychology: An International Review, and Occupational Health Science. He also serves as an ad-hoc reviewer for multiple journals such as Journal of Applied Psychology, Journal of Vocational Behavior, and Journal of Occupational Health Psychology. He received two NIOSH (National Institute for Occupational Safety and Health) pilot grants from the Sunshine Education and Research Center at the University of South Florida (2012, 2016), the SIOP International Research and Collaboration Small Grant (2021), and an NSF Grant ($172,688, 2020-2022). Dr. Zhou currently teaches Master’s Applied Statistics Analysis class and PhD seminars Occupational Health Psychology and Work-Life Interface.

Assistant Professor of Psychology

Office: VC 8-282
Phone: 646-312-3813

Email: Dia.Chatterjee@baruch.cuny.edu

Dr. Dia (Deepshikha) Chatterjee received her PhD in Organizational Psychology from Michigan State University, and her BS in psychology from Illinois Institute of Technology. She received her Associates in Arts from Harold Washington College and is a proud community college alum. Her major research interests include diversity (stigmatization and identity management) and careers in organizations. Dr. Chatterjee has published in journals such as Journal of Organizational Behavior, Nature Human Behavior, Occupational Health Science, and Industrial and Organizational Psychology to name a few. Her paper on policing won the Journal of Organizational Behavior’s First Runner Up Best Paper Award for 2020. Prior to Baruch, she was an Assistant Professor at Salem State University where she also led the MS in IO Psychology program. In addition to her research, teaching, and leadership positions, she has worked in domains such as strategy consulting (Incandescent), healthcare (Spectrum Health), educational testing (ETS and ACT), and finance (Accident Fund Insurance) focusing largely on issues such as organizational strategy, performance management, and organizational change.

Assistant Professor of Psychology

Email: elliott.c.larson@gmail.com

Elliott’s research is focused on the development of fair, valid, and innovative employee selection systems. Through his research on test design and psychometric properties, he examines the predictive validity and group score differences of cognitive and non-cognitive assessments and the utility of these measures in high-stakes testing situations. In addition, Elliott partners with organizations to implement evidence-based programs for identifying and developing talent and maximizing inclusivity. His work has been published in Current Directions in Psychological Science, the Encyclopedia of Industrial and Organizational Psychology, and the Wiley Blackwell Handbook of the Psychology of Recruitment, Selection, and Retention. In addition, Elliott was one of the recipients of the International Personnel Assessment Council’s 2017 Innovations Award for his work on personnel selection and validity techniques.

Assistant Professor of Psychology

Email: Anna.Godollei@baruch.cuny.edu
Lab: Motivation and Technology Lab

Anna Gödöllei earned her Ph.D. in I/O Psychology at the University of Waterloo and her M.S. in I/O Psychology from the University of Calgary. Her research focuses on two main areas: 1) employee motivation and 2) technology at work.  In the area of employee motivation, she studies people’s subjective experiences of goal progress (e.g., perceived progress, boredom, regulatory focus) and how these experiences shape people’s self-regulatory behaviors. In the area of technology at work, her research examines employees’ attitudinal and behavioural reactions to the implementation of technology in various organizational domains. Anna collaborates internationally with scholars from Canada, Australia, and the United States. Her work has been published in outlets such as Human Performance and the Handbook of the Psychology of the Internet at Work. She has won numerous awards, in excess of $180,000, from agencies such as AoM, SIOP, Canadian-SIOP and the Canadian federal government’s Social Sciences and Humanities Research Council (SSHRC).