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Faculty and Staff Profile

Philip Roth

Professor


Office: 149 Sirrine Hall
Phone: 656-1039
Fax: 656-2015
Email: ROTHP@clemson.edu
Vita: http://people.clemson.edu/~rothp/VITAPost.pdf
 

 Educational Background

Ph.D. Industrial/Organizational Psychology
University of Houston 1988

M.A. Industrial/Organizational Psychology
University of Houston 1985

BA Economics/Psychology/College Scholars
University of Tennessee 1981

 Courses Taught

Intermediate Business Statistics (MGT 3100)
Organizational Behavior (MGT 4000)
Personnel Interviewing (MGT 4350)

 Profile

Phil teaches courses in the area of Organizational Behavior and Human Resource Management. He is a fellow of the Society for Industrial and Organizational Psychology and a member of the Academy of Management. He is past chair of the Research Methods Division of the Academy of Management.

 Research Interests

Phil is interested in content areas such as organizational staffing, gender issues in organizations, and the impact of social media in organizations. His current research methods interests focus on the application of meta-analysis in various aspects of business.

 Research Publications

Gerow, J., Grover, V., Thatcher, J. B., & Roth, P. L. (in press). Looking toward the future of IT-business strategic alignment through the past: A meta-analysis. Management Information Systems Quarterly.

Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (in press). Social media in employee selection: Research needs and reasons for caution in uncharted territory. Journal of Management. (Featured in Time, Business & Money, “Will Your Facebook Profile Sabotage Your Job Search? 14 November, 2013; Interview, Fox Carolina, 21 January 2014).

Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (in press). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management. (Featured in Time, Business & Money, “Will Your Facebook Profile Sabotage Your Job Search?14 November, 2013; Forbes on line, “Facebook Isn't Actually A Good Way To Judge Potential Employees, Say Researchers,” 1 January 2014;. Facebook Isn’t a Good Way to Judge Potential Employees, Business Insider, 6 January, 2014).



Roth, P. L., Le, H., Oh I S., Van Iddekinge, C. H., Buster, M., Robbins, S., & Campion, M. (2014). Differential validity for cognitive ability tests: Not much more than range restriction? Journal of Applied Psychology, 99, 1-20.

Gerow, J., Ayyargi, R., Thatcher, J.B., and Roth, P. (2013). “Can we have fun @ work? The role of intrinsic motivation for utilitarian systems.” European Journal of Information Systems, 22, 360-380.

Roth, P.L., Bobko, P., & Buster, M.A. (2013). Situational judgment tests: The influence and importance of applicant status and targeted constructs on estimates of Black - White subgroup differences. Journal of Occupational and Organizational Psychology, 86, 394-409.

Roth, P. L., & Huffcutt, A. I. (2013). A meta-analysis of interviews and cognitive ability: Back to the future? Journal of Personnel Psychology, 12, 157-169.

Bobko, P., & Roth, P. L. (2013). An analysis of the level of standardized Black-White mean differences on predictors of job performance: Verifying some perceptions and correcting others. Personnel Psychology, 66, 91-126.

Van Iddekinge, C. H., Roth, P. L., Raymark, P., & Odle-Dusseau, H. (2012). The critical role of the research question, inclusion criteria, and transparency in meta-analyses of integrity test research: A reply to Harris et al. and Ones et al. Journal of Applied Psychology. 97, 543-549.

Van Iddekinge, C., H., Roth, P. L., Raymark, P., & Odle-Dusseau, H. (2012). The criterion-related validity of integrity tests: An updated meta-analysis. Journal of Applied Psychology, 97, 499-530.

Roth, P. L., Purvis, K. L., & Bobko, P. (2012). A meta-analysis of standardized gender group differences in job performance for field studies. Journal of Management, 38, 719-739.

Roth, P. L, Switzer, F. S., Van Iddekinge, C. H., & Oh, I. S. (2011). Toward better meta-analytic matrices: How input values can affect research conclusions in human resource management simulations. Personnel Psychology, 64, 899-935.

Van Iddekinge, C. H., Roth, P. L, Putka, D., &. Lanivich, S. (2011). Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover. Journal of Applied Psychology, 96, 1167-1194.

Huffcutt, A. I., Van Iddekinge, C. H., & Roth, P. L. (2011). Development of a conceptual model of interviewee performance. Human Resource Management Review, 21, 353- 367.

Roth, P.L., Buster, M. A., & Bobko, P. (2011). Trainability tests and Black-White subgroup differences: Limitations of the literature and empirical results. Journal of Applied Psychology. 96, 34-45.

Roth, P.L., Buster, M.A., & Barnes-Farrell, J. (2010). Gender differences in work samples exams: The importance of self-construal, social skills, and writing skills. International Journal of Selection & Assessment, 18, 117-130.

Bobko, P., Roth, P.L., & Buster, M. A. (2008). Systematic approach for assessing the
recency of job-analytic information. Public Personnel Administration. 37, 261-277.

Roth, P.L., Bobko, P., McFarland, L.A., & Buster, M. A. (2008). Work sample test ethnic group differences in personnel selection: A meta-analysis of overall and exercise scores. Personnel Psychology, 61, 635-659.

Potosky, D., Bobko, P., & Roth, P.L. (2008). Some comments on pareto thinking, test validity, and adverse impact: When “and” is optimal and “or” is a trade-off. International Journal of Selection and Assessment, 16, 201-205.

Dean, M., Roth, P.L., & Bobko, P. (2008). Ethnic and gender subgroup differences in assessment center ratings: A meta-analysis. Journal of Applied Psychology, 93, 685-691.