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Faculty and Staff Profile

Pat Raymark

Professor, Department Chair

Office: 415 Brackett Hall
Phone: (864) 656-4715

 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 3680 (Leadership in Organizations)
Psychology 8610 (Personnel Psychology)
Psychology 8640 (Performance Appraisal)
Psychology 8680 (Leadership in Organizations)
Psychology 8690 (Advanced Personnel Selection)


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 32 full time faculty, 50+ graduate students, and 1000+ 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 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

Giumetti, G. W., & Raymark, P. H. (2017). Engagement, procedural fairness, and perceived fit as predictors of applicant withdrawal intentions: A longitudinal field study. International Journal of Selection and Assessment, 25, 161-170.

Frieder, R. K., Van Iddekinge, C. H., & Raymark, P. H. (2016). How quickly do interviewers reach decisions? An examination of interviewers’ decision-making time across applicants. Journal of Occupational and Organizational Psychology, 89, 223-248.

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.

 Honors and Awards

2018 Outstanding contribution to the literature; Department award for Clemson-based publication exceeding 100 citations (Van Iddekinge, Raymark, Roth & Odle-Dusseau, 2012)

2013 Alumnus of the Year, Lifetime career award, presented by the Psychology Department at Illinois State University


An interview with Dr. Raymark