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In-Sue Oh

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In-Sue Oh

  • Fox School of Business and Management

    • Management

      • Charles E. Beury Professor

Biography

Dr. In-Sue Oh (PhD, Tippie College of Business, University of Iowa) is the Charles E. Beury Professor in the Department of Human Resource Management at the Fox School of Business, Temple University. Before joining Temple University, he was a faculty member at the University of Alberta and Virginia Commonwealth University. His research and teaching interests include personnel selection constructs (e.g., personality, cognitive ability) and methods (meta-analysis, employment interviews), strategic human resource management and human capital resources, and person-organization relationships (e.g., person-organization fit, support). Dr. Oh has published over 20 scholarly articles in top tier journals such as the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes. He has received multiple scholarly awards including the two most prestigious early career contributions awards in his field of research: the 2014 Early Career Achievement Award from the Academy of Management (AOM) HR Division and the 2016 Distinguished Early Career Contributions Award from the Society for Industrial and Organizational Psychology (SIOP). He is also the recipient of the two most prestigious scholarly achievement awards in his field of research: the 2016 AOM HR Division Scholarly Achievement Award and the 2017 William A. Owens Scholarly Achievement Award from SIOP. He currently serves on the editorial review boards of the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Organizational Behavior, Leadership Quarterly, and Journal of Business and Psychology and served as an Associate Editor of the Journal of Occupational and Organizational Psychology.

Google Scholar: My Google Scholar page

Research Interests

  • Staffing
  • Meta-Analysis Methods
  • Human Capital Resources

Courses Taught

Number

Name

Level

HRM 9001

Managing Human Resources

Graduate

HRM 9005

Seminar in Functional Human Resource Management

Graduate

HRM 9006

Doctoral Seminar in Meta-analysis and Research Synthesis Methods

Graduate

Selected Publications

Featured

  • Han, J.H., Kang, S., Oh, I., Kehoe, R.R., & Lepak, D.P. The Goldilocks Effect of Strategic Human Resource Management? Optimizing the Benefits of a High-Performance Work System Through the Dual Alignment of Vertical and Horizontal Fit. Academy of Management Journal, 62(5), 1388-1412. Academy of Management. doi: 10.5465/amj.2016.1187.

  • Oh, I., Han, J.H., Holtz, B., Kim, Y.J., & Kim, S. (2018). Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality‐based within‐organization homogeneity and between‐organization heterogeneity progression over time. Journal of Organizational Behavior, 1347-1366. John Wiley & Sons Inc.. doi: 10.1002/job.2304.

  • Wang, G., Holmes, R., Oh, I., & Zhu, W. (2016). Do CEOs Matter to Firm Strategic Actions and Firm Performance? A Meta-Analytic Investigation Based on Upper Echelons Theory. Personnel Psychology, 69(4), 775-862. doi: 10.1111/peps.12140.

  • Harold, C., Oh, I., Holtz, B., Han, S., & Giacalone, R. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective. Journal of Applied Psychology, 101(11), 1513-1535. doi: 10.1037/apl0000150.

  • Schmidt, F.L. & Oh, I. (2016). The Crisis of Confidence in Research Findings in Psychology: Is Lack of Replication the Real Problem? Or Is It Something Else? Archives of Scientific Psychology, 4(1), 32-37. doi: 10.1037/arc0000029.

  • Choi, D., Oh, I., & Colbert, A. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture. Journal of Applied Psychology, 100(5), 1542-1567. doi: 10.1037/apl0000014.

  • Gonzalez-Mulé, E., Mount, M., & Oh, I. (2014). A meta-analysis of the relationship between general mental ability and nontask performance. Journal of Applied Psychology, 99(6), 1222-1243. doi: 10.1037/a0037547.

  • Oh, I., Guay, R., Kim, K., Harold, C., Lee, J., Heo, C., & Shin, K. (2014). Fit happens globally: A meta-analytic comparison of the relationships of person-environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67(1), 99-152. doi: 10.1111/peps.12026.

  • Oh, I., Charlier, S., Mount, M., & Berry, C. (2014). The two faces of high self-monitors: Chameleonic moderating effects of self-monitoring on the relationships between personality traits and counterproductive work behaviors. Journal of Organizational Behavior, 35(1), 92-111. doi: 10.1002/job.1856.

  • Dragoni, L., Oh, I., Tesluk, P., Moore, O., VanKatwyk, P., & Hazucha, J. (2014). Developing leaders' strategic thinking through global work experience: The moderating role of cultural distance. Journal of Applied Psychology, 99(5), 867-882. doi: 10.1037/a0036628.

  • Schmidt, F. & Oh, I. (2013). Methods for second order meta-analysis and illustrative applications. Organizational Behavior and Human Decision Processes, 121(2), 204-218. doi: 10.1016/j.obhdp.2013.03.002.

  • Dragoni, L., Oh, I., Vankatwyk, P., & Tesluk, P. (2011). Developing Executive Leaders: The Relative Contribution Of Cognitive Ability, Personality, And The Accumulation Of Work Experience In Predicting Strategic Thinking Competency. Personnel Psychology, 64(4), 829-864. doi: 10.1111/j.1744-6570.2011.01229.x.

  • Roth, P., Switzer, F., Iddekinge, C.V., & Oh, I. (2011). Toward Better Meta-Analytic Matrices: How Input Values Can Affect Research Conclusions In Human Resource Management Simulations. Personnel Psychology, 64(4), 899-935. doi: 10.1111/j.1744-6570.2011.01231.x.

  • Chiaburu, D., Oh, I., Berry, C., Li, N., & Gardner, R. (2011). The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96(6), 1140-1166. doi: 10.1037/a0024004.

  • Oh, I., Wang, G., & Mount, M. (2011). Validity of Observer Ratings of the Five-Factor Model of Personality Traits: A Meta-Analysis. Journal of Applied Psychology, 96(4), 762-773. doi: 10.1037/a0021832.

  • Le, H., Oh, I., Robbins, S., Ilies, R., Holland, E., & Westrick, P. (2011). Too Much of a Good Thing: Curvilinear Relationships Between Personality Traits and Job Performance. Journal of Applied Psychology, 96(1), 113-133. doi: 10.1037/a0021016.

  • Oh, I. & Berry, C. (2009). The Five-Factor Model of Personality and Managerial Performance: Validity Gains Through the Use of 360 Degree Performance Ratings. Journal of Applied Psychology, 94(6), 1498-1513. doi: 10.1037/a0017221.

  • Robbins, S., Oh, I., Le, H., & Button, C. (2009). Intervention Effects on College Performance and Retention as Mediated by Motivational, Emotional, and Social Control Factors: Integrated Meta-Analytic Path Analyses. Journal of Applied Psychology, 94(5), 1163-1184. doi: 10.1037/a0015738.

  • Dragoni, L., Tesluk, P., Russell, J., & Oh, I. (2009). Understanding managerial development: Integrating developmental assignments, learning orientation, and access to developmental opportunities in predicting managerial competencies. Academy of Management Journal, 52(4), 731-743. doi: 10.5465/AMJ.2009.43669936.

  • Schmidt, F., Oh, I., & Hayes, T. (2009). Fixed- versus random-effects models in meta-analysis: Model properties and an empirical comparison of differences in results. British Journal of Mathematical and Statistical Psychology, 62(1), 97-128. doi: 10.1348/000711007X255327.

  • Schmidt, F., Shaffer, J., & Oh, I. (2008). Increased accuracy for range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology, 61(4), 827-868. doi: 10.1111/j.1744-6570.2008.00132.x.

  • Allen, J., Robbins, S., Casillas, A., & Oh, I. (2008). Third-year college retention and transfer: Effects of academic performance, motivation, and social connectedness. Research in Higher Education, 49(7), 647-664. doi: 10.1007/s11162-008-9098-3.

  • Mount, M., Oh, I., & Burns, M. (2008). Incremental validity of perceptual speed and accuracy over general mental ability. Personnel Psychology, 61(1), 113-139. doi: 10.1111/j.1744-6570.2008.00107.x.

  • Le, H., Oh, I., Shaffer, J., & Schmidt, F. (2007). Implications of methodological advances for the practice of personnel selection: How practitioners benefit from meta-analysis. Academy of Management Perspectives, 21(3), 6-15. doi: 10.5465/amp.2007.26421233.

Recent

  • Holmes, O., Jiang, K., Avery, D., McKay, P., Oh, I., & Tillman, C. (2021). A Meta-Analysis Integrating 25 Years of Diversity Climate Research. Journal of Management, 47(6), 1357-1382. doi: 10.1177/0149206320934547.

  • Oh, I. & Han, J.H. Will investments in human resources during the COVID-19 pandemic crisis pay off after the crisis? Industrial and Organizational Psychology, 14(1-2), 98-100. Cambridge University Press (CUP). doi: 10.1017/iop.2021.13.

  • Oh, I. & Schmidt, F.L. (2021). Suggestions for Improvement in Psychometric Corrections in Meta-analysis and Implications for Research on Worker Age and Aging. Work Aging and Retirement, 7(3), 167-173. doi: 10.1093/workar/waab001.

  • Keynote Speech.

  • Oh, I., Park, H., Huang, J., & Hu, D. A meta-analysis of adaptive, task, and contextual performance and their predictors. Online.

  • Oh, I., Dishi, H., & Hu, B. Why and when helping others is helping yourself? a supervisor attribution perspective. Online.

  • Self-other (in)congruence in Conscientiousness and job performance: A self-other agreement perspective.

  • Self-other (in)congruence in Conscientiousness and job performance: A self-other agreement perspective.

  • Park, H.H., Wiernik, B.M., Oh, I., Gonzalez-Mulé, E., Ones, D.S., & Lee, Y. Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go. J Appl Psychol, 105(12), 1490-1529. United States. 10.1037/apl0000476

  • Oh, I. & Iddekinge, C.V. (2020). I-O Psychology and management journal prestige in business schools: Do institutional versus individual views differ? Industrial and Organizational Psychology, 13(3), 307-311. doi: 10.1017/iop.2020.58.

  • Lee, J., Shin, K., & Oh, I. (2020). Workplace Factors Affecting Meeting Satisfaction and Effectiveness in Korean Work Settings. 경영학연구, 49(4), 799-840. doi: 10.17287/kmr.2020.49.4.799.

  • Oh, I., Han, S., Harold, C., & Kim, J. A meta-analytic examination of the effects of workplace incivility on discretionary work behaviors. Online.

  • Oh, I., Lee, Y., Kaifeng, J., & Wang, G. Toward a better understanding of less-structured interviews: A contrarian review. Online.

  • Oh, I. (2020). Beyond Meta-Analysis: Secondary Uses of Meta-Analytic Data. Annual Review of Organizational Psychology and Organizational Behavior, 7, 125-153. doi: 10.1146/annurev-orgpsych-012119-045006.

  • Choi, J., Miao, C., Oh, I., Berry, C., & Kim, K. (2019). Relative Importance of Major Job Performance Dimensions in Determining Supervisors' Overall Job Performance Ratings. Canadian Journal of Administrative Sciences, 36(3), 377-389. doi: 10.1002/cjas.1495.

  • Guay, R.P., Kim, Y., Oh, I., & Vogel, R.M. (2019). The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model. Human Performance, 32(3-4), 181-199. Informa UK Limited. doi: 10.1080/08959285.2019.1649677.

  • Kim, J., Oh, I., Holtz, B.C., Han, S., & Hu, D. (2019). The Antecedents and Consequences of Impression Management Across Culture: A Meta-Analysis. doi: 10.5465/ambpp.2019.11127abstract.

  • Lee, Y., Gonzalez-Mule, E., & Oh, I. (2019). Do Constructs in Organizational Behavior Predict Job Performance over Job Satisfaction? doi: 10.5465/ambpp.2019.14000abstract.

  • Self-other (dis)agreement in conscientiousness and its impact on job performance. Seoul, Korea.

  • Vogel, R., Guay, R., Kim, Y., & Oh, I. (2019). Interaction effects of leader and follower conscientiousness on PS fit and outcomes. Chicago, IL.

  • Steffensen, D., Kinicki, A.J., Oh, I., Park, H.S., Dierendonck, D.V., & Wright, P. (2018). Bridging the Gap: Exploring the Overlap Between Leadership and Human Resource Management. doi: 10.5465/ambpp.2018.17151symposium.

  • Wang, G., Maher, L.P., Mead, B., O'Boyle, E., & Oh, I. (2018). Unit Agreement and Reliability Generalization in Management and Organizational Research. doi: 10.5465/ambpp.2018.13594abstract.

  • Miao, C., Humphrey, R.H., Qian, S., & Oh, I. (2018). (How) Does 360-degree feedback benefit the field of entrepreneurship? New England Journal of Entrepreneurship, 21(1), 65-72. doi: 10.1108/neje-04-2018-0009.

  • Zhang, Z., Jiang, K., Liu, H., & Oh, I. (2017). Bayesian meta-analysis of correlation coefficients through power prior. Communications in Statistics - Theory and Methods, 46(24), 11988-12007. doi: 10.1080/03610926.2017.1288251.

  • Oh, I., Kim, Y., & Kim, M. (2017). Cautions about the Usefulness of Indirect Measures of Personality Based on Personnel Selection Methods. European Journal of Personality. Wiley-Blackwell. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3034287.

  • Kang, S., Han, J., Ok, J., & Oh, I. (2017). Internal fit effects between and within ability, motivation, and opportunity domains of HR practices.

  • Roth, P.L., Le, H., Oh, I., & Iddekinge, C.V. (2017). Using Beta Coefficients in Meta-Analysis: Biased Mean and True Standard Deviation Estimates. doi: 10.5465/ambpp.2017.10356abstract.

  • McAbee, S., Connelly, B., Jung, Y., & Oh, I. (2017). A Multi-rater perspective on personality and performance: The Trait-Reputation-Identity Model.

  • Han, J., Kang, S., & Oh, I. (2017). Which firms can benefit more from high-performance work systems, first movers or fast followers?

  • Chiaburu, D., Oh, I., Wang, J., & Stoverink, A. (2017). A bigger piece of the pie: The relative importance of affiliative and change-oriented citizenship and task performance in predicting overall job performance. Human Resource Management Review, 27(1), 97-107. doi: 10.1016/j.hrmr.2016.09.006.