College of Business and Behavioral Science

Profile


Pat Raymark

Professor
Department Chair

Office: 415 Brackett Hall
Phone: 656-4715
Email: PRAYMAR@clemson.edu
 

 Educational Background

Ph.D. Industrial-Organizational Psychology
Bowling Green State University 1993

M.S. Industrial-Organizational Psychology
Illinois State University 1989

B.S. Psychology
University of Wisconsin-Oshkosh 1987

 Courses Taught

Psychology 861 (Personnel Psychology)
Psychology 864 (Performance Appraisal)
Psychology 868 (Leadership in Organizations)
Psychology 869 (Advanced Personnel Selection)

 Profile

Dr. Raymark has served as the Chair of the Psychology Department at Clemson University since January of 2010. In this role, he provides leadership to a department of 27 full time faculty, 50+ graduate students, and nearly 700 undergraduate majors. His broad objective is to effectively manage the resources of the department, whether in the form of people, money, materials, and/or space, in order to enable the continued success of both the teaching and research missions of the department. Prior to serving as chair, Dr. Raymark also served as the graduate program coordinator for the Psychology Department. Dr. Raymark originally arrived at Clemson in 1998 after spending several years as a faculty member at the Ohio State University.

 Research Interests

Dr. Raymark's research interests largely revolve around applied decision making within the context of personnel selection and evaluation. More specifically, he has conducted research investigating the decision making processes used in employment interviewers, job analysis, and performance appraisal.

 Research Publications

Raymark, P. H., & Van Iddekinge, C. H. (2013). Assessing personality using job interviews (pp. 419-438). In. N. Christiansen & R. Tett (Eds.), Handbook of personality at work. New York: Routledge.

Van Iddekinge, C. H., Roth, P. L., Raymark, P. H., & Odle-Dusseau, H. N. (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. (2012) and Ones, Viswesvaran, and Schmidt (2012). Journal of Applied Psychology, 97, 543-549.

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

Van Iddekinge, C. H., Raymark, P. H., & Eidson, C. E., Jr. (2011). An examination of the validity and incremental value of needed-at-entry ratings for a customer service job. Applied Psychology: An International Review, 60 (1), 24-45.

Reynolds, D. H., Wasko, L. E., Sinar, E. F., Raymark, P. H., & Jones, J. A. (2009). UIT or not UIT? That is not the only question. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 52-57.

Raymark, P. H., & Tafero, T. L. (2009). Individual differences in the ability to fake on personality measures. Human Performance, 22, 86-103.