|A temporary faculty advisor will be assigned to students on the first day of orientation. This advisor will help students design their curriculum. Later in the first year, students will, through discussions with faculty members, choose a primary advisor. During the second year, students and their primary advisor will work together to develop student's portfolio and thesis.|
|Core faculty members:|
|Dr. Chieh-Chen Bowen||Dr. Michael Horvath|
Dr. Chieh-Chen Bowen
Dr. Bowen enjoys teaching such graduate courses in I-O such as PSY 511 Univariate Statistics, PSY 518 Personnel Psychology, and PSY 631 Job Analysis and Performance Management, and such undergraduate courses as PSY 411 Computer Software Package for Statistics and PSY 255 Psychology of Women. Dr. Bowen feels that she was lucky to encounter some great professors during her years of graduate study. Having been inspired and motivated by them, she now tries to motivate and encourage her students the same way. She is delighted to see the progress in her students as they from develop from being confused and struggling to mastering material in class.
Dr. Bowen's research interests include women's issues in the workplace, cross-cultural issues encountered by multi-national corporations seeking to establish themselves in foreign countries, performance management, employee/customer satisfaction surveys, selection, job analysis, and application of psychometric techniques to validate tests or questionnaires as well as application of meta-analysis in human resource management.
One of her publications examined attitudes toward women as managers in China (Bowen, Wu, Hwang, Scherer, 2007) and another examined sex discrimination in selection and compensation in Taiwan (Bowen, 2003). Several recent publication related to research methods and statistics were in content analysis (Bowen & Bowen, in press), meta-analysis (Bowen, in press) and normative versus ipsative measures (Encyclopedia of Industrial and Organizational Psychology , 2007), Two of her publications examined 'How effective are people at faking on occupational personality questionnaires?' (Martin, Bowen & Hunt, 2002) and 'A comparison of ipsative and normative approaches for ability to control faking in personality questionnaires' (Bowen, Martin, & Hunt, 2002).
Dr. Bowen was also in charge of developing and administrating an ongoing university-wide Quality of Service Survey that investigated students' perception of the quality of service they received on CSU campus. The results of the annual survey were used for campus improvement interventions.
For more information, including a list of publications and courses taught, please visit the following web address:http://facultyprofile.csuohio.edu/csufacultyprofile/detail.cfm?FacultyID=C_C_BOWEN
Dr. Michael Horvath
Dr. Horvath received his undergraduate degree in psychology from Bowling Green State University, followed by his masters and PhD in Industrial-Organizational Psychology from Michigan State University. After completing his education, he worked for several years at Clemson University before returning to Ohio in 2007 to join the psychology department at Cleveland State.
As a member of the Consumer and Industrial Research (CIRP) group at Cleveland State, Dr. Horvath researches and applies psychological principles in the work world. His primary interest is in different types of employee attitudes and motivation (such as the motivation of job applicants or trainees). In collaboration with his mentors, colleagues, and graduate students, Dr. Horvath has applied his skills to address real-world issues for such organizations such as Michelin, Torrington, Microsoft, Ford, and the City of Columbus, Ohio.
Dr. Horvath participates actively in his professional community. As a member of the Education and Training Committee of the Society for Industrial and Organizational Psychology, he led a team that runs a web-based resource for instructors of I-O psychology, where they can find (and post) syllabi, exercises, and other information. He is also an active reviewer for professional journals and conferences.
Dr. Horvath's research interests can be described generally as the study of work-related motivation and attitudes. More specifically, his research tends to fall into three categories (see the sample research questions below):
1) Recruitment/Job Applicant Motivation and Attitudes: What can organizations do to make their recruitment more efficient? What attracts potential employees -- what motivates them to apply to a company and accept job offers from a company? Which characteristics of organizations are most important to applicants? How do an organization's recruitment and selection policies affect applicant attraction? How does the type of recruitment medium (such as newspaper ads vs. Internet websites vs. personal networking) affect applicant quality, attitudes, and behavior?
2) Motivation in Training or Back on the Job: In a work world that is changing at an increasing pace, how can organizations motivate their employees to want to learn? What organizational policies and cultures enhance or inhibit learning motivation? What can trainers do before, during, and after training to maximize trainee motivation? What can managers to after training to encourage trainees to continue to develop their new skills back on the job? How do the personalities of individual trainees interact with assigned training or performance goals to influence trainee goals and motivation?
3) Reactions to Fair (and Unfair) Treatment: What can organizations do to make sure that their employees feel valued and fairly treated? What types of policies and procedures are seen as most fair? How can companies best communicate their policies and decisions? How can we predict when (and towards whom) an employee will retaliate because of a perception of unfair treatment?
PSY 311: Behavioral Science Statistics
For more information, including a list of publications and courses taught, please visit the following web address:http://facultyprofile.csuohio.edu/csufacultyprofile/detail.cfm?FacultyID=M_HORVATH59