Jacqueline Kay Deuling, PhD

This is a static space to celebrate my academic career over the last 12 years. Once or twice over an academic career, you go up for tenure and/or promotion to full professor. In doing so, you organize and present all of your work for review by the powers that be. They then either deem your work worthy of tenure and/or promotion or not. Either way, no one beyond the 20 or so University representatives ever sees that compilation of your academic career again.

I spent a lot of time compiling my life's work in academia and I'd like to share it with my friends and family. I'm so very proud of all the people and students I've had the pleasure to work with over the years and it seems wrong not to celebrate hard work! So without further ado, here is my work separated into the three sections of academics: research, teaching (only since 2013), and service. Each section is its own blog post so you'll need to see "older posts" to view them all.

Oh, and let's be realistic, I'm fully aware that the only person who will read this my mom. So, thanks mom!!!

Deuling Research

I am fortunate that some of my journal articles have been selected as a best paper in the Journal of Research in Personality, as a Top 20 nominated article for the Rosabeth Moss Kanter Award for Excellence in Work-Family Research, and cited in BBCNews online and various International news organizations. With over 25 peer-reviewed publications and 50 peer-reviewed presentations, my program of research focuses on three general areas of inquiry –coping with work-family conflict, understanding bias, diversity, and inclusion and leadership effectiveness. An overarching theme in my research is the interaction between situational aspects and individual differences that may influence behavior in organizations. According to Google Scholar (https://scholar.google.com/citations?user=XR2V05sAAAAJ&hl=en), the impact of my published research is reflected by 2,990 total citations and 2,138 citations since 2013.  

Work-Family Conflict

An area of research that has captured my attention since I was an undergraduate student is the area of work-family conflict. I consider how individual differences influence coping strategies and perceptions of work-family conflict. Specifically, I study the relationship between perfectionism and perceptions of work-family conflict; does the desire to excel or be perfect cause undue distress or conflict in the work and family domains? I found that perfectionism was predictive of work-family conflict above and beyond the effects of the Big Five, trait affectivity and achievement striving (Mitchelson, 2009). In this study I found that having an adaptive form of perfectionism, compared to maladaptive perfectionism or being a non-perfectionist, was related to lower levels of strain and time-based family interfering with work conflict and lower behavior-based work interfering with family conflict. I also found a situational difference in perfectionism levels in the work domain and the family domain and an unanticipated gender difference in perfectionism.

More recently, I have been trying to understand why perfectionists have lower levels of work-family conflict and workplace burnout. In a recent publication (Deuling & Burns, 2017), I found both self-esteem and work-family specific self-efficacy mediate the perfectionism and work-family conflict relationship. I also consider the role of demographic variables and personality in perceptions of work-family conflict. In Page, Deuling, Mazzola, & Rospenda (2018) we consider demographic variables using a cluster analysis approach and these clusters relations with work-family conflict perceptions. We have found similar support for the cluster solution using a European data source as well. In another study (Deuling, Page, & Chung, under review), I have expanded my interest to workplace burnout as perfectionists may represent a more extreme population to studying burnout with the pressure of attaining high personal standards. Once again, adaptive forms of perfectionism seem related to lower workplace burnout compared to non-perfectionists and we consider a few coping mechanisms to explain this relationship. These are lines of research I will continue to investigate in the future.

Deuling, J.K., Page, K., & Chung, A. (under review). Perfectionism, burnout, fatigue and general health: Mediating role of coping strategies.

Page, K., Deuling, J.K., Mazzola, J., & Rospenda, K.M. (2018). A fresh look at demographics in work-family conflict: A cluster analysis approach. Occupational Health Science, 1-21.

Deuling, J.K. & Burns, L.R. (2017). Perfectionism and work-family conflict: Self-esteem and self-efficacy as mediator. Personality and Individual Differences, 116, 326-330.

Mitchelson, J.K. (2009). Seeking the perfect balance: Perfectionism clusters and work-family conflict. Journal of Occupational and Organizational Psychology, 82, 349-367.

Diversity and Inclusion

Initially inspired by research conversations with Adrian Thomas on individuals with disabilities, through learning of differential treatment amongst the diverse population of students in Chicago, having a child with multiple disabilities, and my experiences in the Global Diversity & Inclusion task force, my newest research area is on understanding bias, diversity, and inclusion. I anticipate an ongoing interest in this general research area as I have many research ideas inspired by these experiences.

In his research, Dr. Thomas describes various physical, mental, and cognitive disabilities using disability dimensions, such as the amount of contagion a given disability may be perceived to have, or the aesthetic qualities of a given disability. In our discussion of these disability dimensions, I have proposed using terror management theory to predict personnel discrimination of people with disabilities (PWD). Terror management theory describes the anxiety produced when one’s eventual death is made salient. This mortality salience has been found to relate to a variety of behaviors designed to reduce this anxiety. One such behavior is adherence to an ingroup and derogation of an outgroup; thus the hypothesis is that when presented with a PWD that is more close to death (high on disability dimensions that are perceived as being more linked to death), compared to a PWD that does not relate to perceptions of death, personnel decisions (hiring, promotion, etc.) would be most negatively affected as the key decision maker clings to the ingroup of individuals without a disability and rates more harshly those PWD. We have published research using a policy-capturing approach to uncover those disability dimensions seemingly related to perceptions of death (Sher, Wilson, Thomas, & Deuling, 2017). We have also begun investigating the hypothesis using an experimental design of job applicants (Wilson, Thomas, & Deuling, 2016). This research collaboration continues as we build the case of the role terror management may play in workplace discrimination of PWD and present solutions (currently investigating mindfulness as an effective intervention).

Sher, B., Wilson, K., Thomas, A., & Deuling, J.K. (2017). Death-related dimensions of disability: How terror management theory affects people with disabilities. Journal of Rehabilitation, 83(4).

Wilson, K., Thomas, A., & Deuling, J.K. (2016). Disability dimensions: Course, risk and mortality salience predict workplace bias. Journal of Organizational Psychology, 16(2), 113-125.

Based on experiences with the Global Diversity and Inclusion task force, I have begun to consider how people cope with discriminatory behavior based on gender, sexual orientation, and ethnicity. Surprisingly, there is not much research available on how people manage their own emotional and cognitive reactions to differential treatment and the strategies used to regulate these reactions. I intend to pull multidisciplinary research together to create this line of research. In one stream of research (Wilson, Deuling, DiMambro, & Thomas, 2018), we have created a scale on perceptions of sexism as work. There is considerable research on the extent people are sexist and the damage done by these individuals, but there has been a dearth of research on how people perceive and cope with the sexist behavior directed at them. We have created the items and collected data finalize the perceptions of experienced sexism scale (PESS). Currently, we are using this scale to further investigate women’s responses and coping strategies to perceptions of sexism at work both before and after the introduction of the #MeToo social movement (Deuling, Roebuck, Wilson, & Thomas, in preparation). Specifically, the paper has two goals. One is comparing women’s experiences and perceptions of sexism at work from pre- to post- 2016 Presidential election and #MeToo movement. The second goal is to understand the effects the current post- election/#MeToo movement environment has on women’s perceptions of sexism and workplace outcomes and attitudes. What are the effects on job satisfaction and turnover intentions? What role does organizational trust and perceptions of organizational support play? Data is collected, analyzed, and is currently in the writing stage. The plan is to submit the paper for presentation at the annual Society of Industrial Organizational Psychology conference this September and publication very shortly thereafter.

Wilson, K., Thomas, A.L. & Deuling, J.K. (April, 2018). Development and validation of the Perceived/Experienced Sexism Scale (PESS). Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Wilson, K., Deuling, J.K., DiMambro, J. & Thomas, A.L. (April, 2017). Sexual orientation and perceived sexism mediated by gender identity. Paper presentation for the Society of Industrial Organizational Psychology Conference, Orlando, FL.

Deuling, J.K., Roebuck, A., Wilson, K., & Thomas, A.L. (in preparation). Effects of #MeToo Movement on Women’s Experiences of Sexism at Work.

Another stream of research is in understanding the slower progression of women’s and minorities career compared to others often referred to as called the “sticky middle” by professionals in diversity and inclusion circles. The “sticky middle” is the notion that we can get women and minorities into the talent pipeline through effective recruitment and selection, but once in the organization, women and minorities get stuck in the organization at mid-career or leave the organization before reaching the highest levels of leadership, or the C-suite. Something happens in the “black box” across many organizations that prevent a healthy pipeline to grow into fruition. In other words, we can attract, recruit, and select women and minorities, but we can’t seem to develop, support, and nurture these valuable employees and get them to the highest levels of organizational decision-making. I propose a number of theoretically-based psychological mechanisms to help in opening the black box so we can begin the work of building awareness, testing solutions, building interventions, and making the necessary changes to ensure inclusion at the highest levels of organizational leadership.

My research approach is to consider psychological mechanisms that may contribute to the sticky middle phenomenon. Instead of pushing responsibility of change on to the women and minority employees who experience these social pressures, I consider the more unconscious processes that do not have a specific person or type of person to blame. Unconscious processes demonstrate how our being cognitive misers leads us into erroneous decision-making and problematic behavioral responses. Collectively, these mental shortcuts may be creating the conditions that perpetuate the sticky middle. By being aware of these error-prone “tricks of the mind,” we can begin the long process of eliminating them in organizations.

For example, I will be expanding on Kecia Thomas’ (2013) work on the Pet to Threat phenomena identified in a sample of African-American women in STEM fields. Specifically, in the beginning of their careers and workplace experiences, these aspiring scientists are treated with endearing affection, provided extra professional development resources, special grants and funding opportunities, and have a sense of being supported, that colleagues believe in their potential, aka perceived as “pets” to be nurtured. Unfortunately, this common treatment wanes as these eager to learn and develop women gain more competence on the job. These same women report male colleagues switching treatment of them as they become seen as competition and a “threat.” These same STEM women report male colleagues begin accusing them of being cold, competitive, and/or difficult to work with. I propose expanding upon this research and add the role a self-fulfilling prophecy (SFP) may play in extending these effects over time. Generally, the SFP research has found that a target persons behavior is influenced by expectations from important others, which ultimately causes those same expectations to come true. The SFP may lead to more “threat” based behaviors as colleagues’ expectations of confrontation, norm-breaking, “battle-axe” behavior are unwittingly confirmed. This may be the point where diverse employees become more “norm breaking” by not following the rules and becoming seen as more and more confrontational and non-normative. Research in group dynamics shows that a minority opinion is often met with majority opinion members talking to the minority opinion more, in an effort to bring them back into the fold. However, after a certain amount of time and effort is passed, the minority opinion holder may be ostracized, excluded, and dismissed. Possible outcomes of this include more “threat” behavior but also more isolation. The target woman or minority may have a sense of competence, but are starting to get feedback from peers and colleagues that they are a bad performer and/or employee. More importantly, performance evaluations may suffer as supervisors may not appreciate and may fixate on the seemingly non-normative and/or confrontational behaviors instead of the competence of the target woman or minority employee. This is but one example of the theoretical research I will be working on in the next few years to better explain the “sticky middle” and mechanisms that perpetuate it.

Leadership Effectiveness

My leadership interests center on individual differences in leader effectiveness. For example, I am working to finalize a scale to measure personalized and socialized power motivation. In the current literature, use of socialized (power for the greater good) and personalized (power for individual satisfaction) reasons for seeking power are discussed but an actual measure of these motivations has not materialized. Thus, using differential item functioning and item response theory approaches, my graduate students and I have collected numerous data and have refined the items for this scale. Now that the scale is finalized and the writing of the manuscript has begun, I will incorporate this theoretically rich concept into my research on understanding both the positive and negative aspects of leaders and the leadership process.

Baldwin, N., Deuling, J.K., Thomas, A. (May, 2015). Leader motivation matters: Leader power motivation and organizational commitment. Paper presentation for the Society of Industrial Organizational Psychology Conference, Philadelphia, PA.

Stevens, G.W., Scruggs, R.S., & Deuling, J.K. (August, 2011). Development of a Scale for Personalized and Socialized Power (SPSP). Paper presentation for the 2011 Academy of Management Meeting in San Antonio, Texas.

Based on my mentoring relationships, consulting experiences, and research on coping with perfectionism, bias, and diversity, I have become interested in better understanding the traits of high potential employees (often mid- to high- level leaders and managers in organizations). Characteristics I am currently considering are hardiness, resilience, and mental toughness and the role they play in organizational and personal success. Traditionally, these traits have been considered amongst athletes but I hope to consider them in the workplace. I am embarking on longitudinal research to see what coping strategies these individuals most engage in when facing a challenge. By focusing on people who have successfully faced and persevered through more extreme adversity, I hope to decipher those characteristics and behaviors needed for others to effectively perform as leaders in organizations.

Here is a complete list of all my publications and presentations to date.

PEER-REVIEWED PUBLICATIONS **italics denotes student author

Deuling, J.K., Roebuck, A., Wilson, K., & Thomas, A.L. (under review). Effects of #MeToo Movement on Women’s Experiences of Sexism at Work.

Deuling, J.K., Page, K., & Chung, A. (revise & resubmit). Perfectionism, burnout, fatigue and general health: Mediating role of coping strategies.

Gomes, S. & Deuling, J.K. (2019). Helicopter parented Millennials: Family influence as mediator of work attitudes. Journal of Managerial Psychology, 39(1), 2-17.

Page, K., Deuling, J.K., Mazzola, J., & Rospenda, K.M. (2018). A fresh look at demographics in work-family conflict: A cluster analysis approach. Occupational Health Science, 1-21.

Deuling, J.K. & Burns, L.R. (2017). Perfectionism and work-family conflict: Self-esteem and self-efficacy as mediator. Personality and Individual Differences, 116, 326-330.

Sher, B., Wilson, K., Thomas, A., & Deuling, J.K. (2017). Death-related dimensions of disability: How terror management theory affects people with disabilities. Journal of Rehabilitation, 83(4).

Dickson, M. W., Mullins, M.W. & Deuling, J. K. (2017). Organizational culture. In S. G. Rogelberg (Editor), The SAGE Encyclopedia of Industrial Organizational Psychology (2^nd Edition). Thousand Oaks, CA: Sage Publications. http://dx.doi.org/10.4135/9781483386874.n378

Wilson, K., Thomas, A., & Deuling, J.K. (2016). Disability dimensions: Course, risk and mortality salience predict workplace bias. Journal of Organizational Psychology, 16(2), 113-125.

Cohen, E.H. & Deuling, J.K. (2014). Structural analysis of the Abridged Big Five Circumplex: A comparison among gender and ethnic groups. Bulletin of Sociological Methodology, 122, 63-86.

Andrews, M., Burns, L., & Dueling, J. (2014). Positive perfectionism: Seeking the healthy “should,” or should we? Open Journal of Social Sciences, 2, 27-34.

Schloesser, O., Frese, M., Heintze, A., … Mitchelson, J.K. ... & Zhang, K. (2013). Humane Orientation as a New Cultural Dimension of the GLOBE Project: A Validation Study of the GLOBE Scale and Out-Group Humane Orientation in 25 Countries. Journal of Cross-Cultural Psychology, 44, 535-551.

Mazzola, J. & Deuling, J.K. (2013). Forgetting what we learned as graduate students: HARKing and selective outcome reporting in I/O Journal articles. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6(3), 279-284.

Stevens, G., Deuling, J.K., & Armenakis, A. (2012). Successful psychopaths: Are they unethical decision-makers and why? Journal of Business Ethics, 105, 139-149.

Deuling, J.K., Denissen, J. J. A., van Zalk, M., Meeus, W., & van Aken, M. (2011). Perceived influence in groups over time: How associations with personality and cognitive ability can change over time. Journal of Research in Personality, 45, 576-585.

            [Selected as the best JRP paper published in 2011]

Deuling, J.K. & Mallard, A. (2011). Work-nonwork research: Moving towards a scientist-practitioner collaboration. Industrial Organizational Psychology: Perspectives on Science and Practice, 4(3), 406-409.

Michel, J. S., Kotrba, L. M., Mitchelson, J.K., Clark, M. A., & Baltes, B. B. (2011).  Antecedents of work-family conflict: A meta-analytic review. Journal of Organizational Behavior, 32, 689-725.

Resick, C. J., Dickson, M. W., Mitchelson, J. K., Allison, L., & Clark, M. (2010). Team composition, cognition, and effectiveness: Examining mental model similarity and accuracy. Group Dynamics: Theory, Research, and Practice, 14, 174-191.

Sawhney, E., Michel, J. S., & Mitchelson, J. K. (2010).  Where has all the parsimony gone? Revisiting the original work-family conflict model via meta-analytic structural equation modeling.  In C. L. Goossens (Ed.), Family Life: Roles, Bonds, and Impact. (pp. 75-97). Hauppauge, NY: Nova Science Publishers.

Michel, J. S., Mitchelson, J. K., Pichler, S. M., & Cullen, K. L. (2010). Clarifying relationships among work and family social support, stressors, and work-family conflict.  Journal of Vocational Behavior, 76, 91-104.

Mitchelson, J. K., Wicher, E. W., LeBreton, J. M., & Craig, S. B. (2009). Gender and ethnicity differences on the Abridged Big Five Circumplex (AB5C) of personality traits: A differential item functioning analysis. Educational and Psychological Measurement, 69, 613-635.

Giberson, T. R., Resick, C. J., Dickson, M. W., Mitchelson, J. K. & Randall, K. R. (2009). Leadership and organizational culture: Linking leader characteristics to cultural values. Journal of Business and Psychology, 24, 123-137.

Mitchelson, J. K. (2009). Seeking the perfect balance: Perfectionism clusters and work-family conflict. Journal of Occupational and Organizational Psychology, 82, 349-367.

Michel, J. S., Mitchelson, J. K., Kotrba, L. M., Baltes, B. B., & LeBreton, J. M. (2009). A comparative test of work-family conflict models and critical examination of work-family linkages. Journal of Vocational Behavior, 74, 199-218.

            [Selected as one of the Top 20 nominated articles in the annual competition for the Rosabeth Moss Kanter Award for Excellence in Work-Family Research in 2010]

Resick, C. J., Mitchelson, J. K., Hanges, P. J. & Dickson, M. W. (2009). Culture, corruption, and the endorsement of ethical leadership. In W. H. Mobley, Ying Want, & Ming Li (Eds.), Advances in Global Leadership, Vol 5. (pp. 113-144). Bingley, U.K.: Emerald Group Publishing.

Mitchelson, J. K., Dickson, M. W., Arfken, C. L., & Agius, E. (2007). Level of analysis issues in assessing treatment beliefs in substance abuse treatment clinics. Addictive Behaviors, 32(12), 2837-2851.

Resick, C. J., Hanges, P. J., Dickson, M. W. & Mitchelson, J. K. (2006). A cross-cultural examination of the endorsement of ethical leadership. Journal of Business Ethics, 63, 345-359.

Dickson, M. W. & Mitchelson, J. K. (2006). Organizational culture. In S. G. Rogelberg (Editor), Encyclopedia of Industrial Organizational Psychology, Vol. 2 (pp. 558-562). Thousand Oaks, CA: Sage Publications.

Dickson, M. W. & Mitchelson, J. K. (2006). Organizational climate. In S. G. Rogelberg (Editor), Encyclopedia of Industrial Organizational Psychology, Vol. 2 (pp. 545-548). Thousand Oaks, CA: Sage Publications.

Koch, A. L., Arfken, C. L., Dickson, M. W., Agius, E., & Mitchelson, J. K. (2005). Variables associated with environmental scanning among clinicians at substance abuse treatment clinics. Information Research, 11(1) paper 244 [Available at http://InformationR.net/ir/11-1/paper244.html].

Dickson, M. W., Den Hartog, D. N. & Mitchelson, J. K. (2003). Research on leadership in a cross-cultural context: Making progress, and raising new questions. The Leadership Quarterly, 14, 729-768.

Burns, L. R., Dittmann, K. L., Nguyen, N. L. & Mitchelson, J. K. (2000). Academic procrastination, perfectionism, and control: Associations with vigilant and avoidant coping. Journal of Social Behavior and Personality, 15(5), 35-46.

Mitchelson, J. K. & Burns, L. R. (1998). Career mothers and perfectionism: Stress at work and at home. Personality and Individual Differences, 25(3), 477-486.

PEER-REVIEWED PRESENTATIONS **italics denotes student author

Henserski, T., Beyer, R., Deuling, J.K., & Baldwin, N. (April, 2019). You want the sexist recruiter or the unbiased recruiter, but not in-between. Paper presentation for the Society of Industrial Organizational Psychology Conference, Washington, D.C.

Weaver, M., Gravholt, D., Miguel, M., Page, K. J., & Deuling J.K. (April, 2019). Motivation to lead and burnout: Moderating role of supervisor status. Paper presentation for the Society of Industrial Organizational Psychology Conference, Washington, D.C.

Bittner, K., Deuling, J.K., Sokol, M., & Sylvan, D. (April, 2018). Regional IOP Association Presidents: Local initiatives and SIOP integration. Panel discussion for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Wilson, K., Thomas, A.L. & Deuling, J.K. (April, 2018). Development and Validation of the Perceived/Experienced Sexism Scale (PESS). Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Page, K., Deuling, J.K., & Mazzola, J. (June, 2017). A fresh look at demographics in work-family conflict: A cluster analysis approach. Paper presentation submitted for the Work, Stress, & Health Conference, Minneapolis, MN.

Gomes, S. & Deuling, J.K. (May, 2017). Helicopter parented Millennials: Family influence as mediator of work attitudes. Paper presentation for the Association for Psychological Science Conference, Boston, MA.

Wilson, K., Deuling, J.K., DiMambro, J. & Thomas, A.L. (April, 2017). Sexual orientation and perceived sexism mediated by gender identity. Paper presentation for the Society of Industrial Organizational Psychology Conference, Orlando, FL.

Chung, A. & Deuling, J.K. (April, 2017). Coping strategies and its mediation of the relationship between perfectionism and burnout and fatigue. Paper presentation for the Society of Industrial Organizational Psychology Conference, Orlando, FL.

Wilson, K., Thomas, A., & Deuling, J.K. (April, 2016). Disability dimensions: Course, risk and mortality salience predict workplace bias. Paper presentation for the Society of Industrial Organizational Psychology Conference, Anaheim, CA.

Baldwin, N., Deuling, J.K., Thomas, A. (May, 2015). Leader motivation matters: Leader power motivation and organizational commitment. Paper presentation for the Society of Industrial Organizational Psychology Conference, Philadelphia, PA.

Roberts, A. L. D. & Deuling, J. K. (June, 2012). Cross-cultural perspectives on family dynamics and children’s involvement in household work (chores). Paper presentation for the Society for Research in Child Development Conference in Seattle, WA.

Deuling, J. K. (June, 2012). Work-nonwork research: Moving toward a Scientist-Practitioner collaboration. Paper presentation for the inaugural Work and Family Researchers Network (WFRN) Conference in New York City, New York.

Stevens, G.W., Scruggs, R.S., & Deuling, J.K. (August, 2011). Development of a Scale for Personalized and Socialized Power (SPSP). Paper presentation for the 2011 Academy of Management Meeting in San Antonio, Texas.

Doyle, A., Thomas, A.L., & Deuling, J.K. (August, 2011). True factor structure of and gender differences in psychological reactance. Paper presentation for the American Psychological Association, Washington, D.C.

Kongable, E., & Deuling, J.K. (May, 2011). Reduced version of Almost Perfect Scale-Revised: Home and work contexts explored. Paper presentation for the Association for Psychological Science Annual Convention, Washington, D.C.

Bubb, R., Kongable, E., Deuling, J. K., & Thomas, A.L. (April, 2011). Development of a multidimensional attitude toward disability scale. Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Brown, V.R., Deuling, J. K., & Thomas, A.L. (April, 2011). Differential performance of a regulatory focus measure by political affiliation. Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Stevens, G., Deuling, J.K., & Armenakis, A. (April, 2011). Successful psychopaths: Are they unethical decision-makers and why? Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Stevens, G., Wicher, E.W., & Deuling, J.K. (April, 2011). Differential functioning by gender of conditional reasoning test of aggression. Paper presentation for the Society of Industrial Organizational Psychology Conference, Chicago, IL.

Kongable, E., Cunningham, K., & Mitchelson, J. K., (May, 2010). Relationship quality: A person-by-situation approach. Poster presentation for the Association for Psychological Science Annual Convention, Boston, MA.

Brown, V., Kongable, E., Mitchelson, J. K., & Teague, S. (April, 2010). Personality and work-family conflict: Situation strength as moderator. Paper presentation for the Society of Industrial Organizational Psychology Conference, Atlanta, GA.

Stevens, G., Mitchelson, J. K., & Michel, J. S. (April, 2010). Are happy leaders engaged leaders? Affect and leadership style. Paper presentation for the Society of Industrial Organizational Psychology Conference, Atlanta, GA.

Brown, V. & Mitchelson, J. K. (April, 2010). The effect of perfectionism on self-efficacy for work family conflict. Paper presentation for the Society of Industrial Organizational Psychology Conference, Atlanta, GA.

Mitchelson, J. K., Denissen, J. J. A., Bruce, L. & Selfhout, M. (August, 2009). Concurrent and longitudinal group influence: Impact of cognitive ability and personality traits. In N. A. Cohen (Chair), Longitudinal Perspectives on Leadership in Autonomous Work Teams. Symposium at the Annual Meeting of the Academy of Management, Chicago, IL.

Mitchelson, J. K., Brown, V., & Teague, S. (April, 2009). Person and situation predictors of perfectionism in work and family domains. In R. J. Weiss (Chair), The Many Faces of Perfectionism in Organizations. Symposium at the Society of Industrial Organizational Psychology Conference, New Orleans, LA.

Michel, J. S., Mitchelson, J. K., & Cullen, K. (April, 2009). Non-symmetrical relationships between support, involvement, role stressors, and work-family conflict. Paper presentation at the Society of Industrial Organizational Psychology Conference, New Orleans, LA.

Teague, S., Thomas, A., Winkelspecht, C., & Mitchelson, J. K. (April, 2009). Intelligence and mood state influence faking behavior on personality tests. Paper presentation at the Society of Industrial Organizational Psychology Conference, New Orleans, LA.

Mitchelson, J. K., & Dickson, M. W. (July, 2008). Follower emotional responses to leader communications. Paper presentation at the International Congress of Psychology Conference, Berlin, Germany.

Mitchelson, J. K., & Dickson, M. W. (May, 2008). Follower persuasion and motivational responses to leader communications. In P. Johnson & J. C. Wallace (Chairs), Advances in Regulatory Focus Research. Symposium at the Society of Industrial Organizational Psychology Conference, San Francisco, CA.

Teague, S., Thomas, A., Mitchelson, J. K., & Scokel, C. (May, 2008). Effects of individual differences on willingness and ability to fake on personality inventories. Paper presented at the National Conference for Undergraduate Research, Salisbury, MD.

Wicher, E. W., Mitchelson, J. K., LeBreton, J. M., & Craig, S. B. (May, 2007). Gender and ethnicity differences on the Abridged Big Five Circumplex (AB5C) of personality traits: A differential item functioning analysis. Paper presentation at the Society of Industrial Organizational Psychology Conference, New York City, NY.

Michel, J. S., Mitchelson, J. K., Kotrba, L. M., Baltes, B. B., & LeBreton, J. M. (May, 2007). Work-family interface: A meta-analysis of structural models. Paper presentation at the Society of Industrial Organizational Psychology Conference, New York City, NY.

Dwight, S. A., Bauer, C. C., & Mitchelson, J. K. (May, 2007). A critical evaluation of a role-play assessment for screening salespeople. In S. A. Dwight (Chair), Validity and Practical Application of Role-Play Assessments for Customer-Facing Positions. Practitioner forum to be held at the Society of Industrial Organizational Psychology Conference, New York City, NY.

Mitchelson, J. K. & Dickson, M. W. (May, 2006). Personality and leadership style: The Abridged Big Five Circumplex (AB5C) of personality traits as predictor of transformational leadership factors. In L. M. Hough & M. Ingerick (Co-chairs), What Makes a "Great" Leader? Refining the Personality-Leadership Relationship. Symposium held at the Society of Industrial Organizational Psychology Conference, Dallas, TX.

Mitchelson, J. K., Dickson, M. W., Arfken, C. L., Agius, E., & Koch, A. (October, 2005). Emotional drain and turnover intentions: The role of the organizational leader. Paper presentation at the Addiction Health Services Research Conference, Santa Barbara, CA.

Dickson, M. W., Agius, E., Arfken, C. L., Mitchelson, J. K., & Koch, A. L. (May, 2005). The effects of turnover and leadership in creating homogeneity on organizational values. Paper presentation at the meeting of the American Psychological Society, Los Angeles, CA.

Mitchelson, J. K. (April, 2005). Exploratory study of perfectionism clusters as predictor of work-family conflict. Poster presentation at Society of Industrial Organizational Psychology Conference, Los Angeles, CA.

Michel, J. S., Gramzow, A. M., Mitchelson, J. K., Young, L. M., Baltes, B. B., & LeBreton, J. M. (April, 2005). Work-family conflict: An examination of three models. Poster presentation at Society of Industrial Organizational Psychology Conference, Los Angeles, CA.

Resick, C. J., Dickson, M. W. & Mitchelson, J. K. (April, 2005). Cognitive ability, personality, and shared mental models in teams. Poster presentation at Society of Industrial Organizational Psychology Conference, Los Angeles, CA.

Mitchelson, J. K., Dickson, M. W., Arfken, C. L., Agius, E., & Anderson, H. L. (October, 2004). Understanding information dissemination in substance abuse community treatment programs: Levels of analysis issues. Poster presentation at the Addiction Health Services Research Conference, Philadelphia, PA.

Agius, E., Arfken, C. L., Dickson, M. W., Mitchelson, J. K., & Anderson, H. L. (October, 2004). Impact of turnover on organizational climate of substance abuse treatment clinics. Paper presented at the Meeting of the Addiction Health Services Research Conference, Philadelphia, PA.

Resick, C. J., Hanges, P. J., Dickson, M. W. & Mitchelson, J. K. (September, 2004). Cultural variation and agreement in the endorsement of ethical leadership. Paper presentation at British Academy of Management Conference, St. Andrews, Scotland.

Resick, C. J., Hanges, P. J., Dickson, M. W. & Mitchelson, J. K. (September, 2004). A cross-cultural examination of the endorsement of ethical leadership. Paper presentation at Irish Academy of Management Conference, Dublin, Ireland.

Resick, C. J., Mitchelson, J. K., Dickson, M. W. & Hanges, P. J. (June, 2004). Culture, corruption, and the endorsement of ethical leadership. Paper presentation at the Gallup Leadership Summit, Lincoln, NE.

Mitchelson, J. K., Hargis, M. & Zhdanova, L. (April, 2004). Evaluation of the Detroit Fellows Tutoring Program. Poster presentation at Promoting the Well-Being of Children and Youth in Urban America Conference, Detroit, MI.

Young, L. M., Michel, J. S., Mitchelson, J. K. & Baltes, B. B. (April, 2004). Antecedents of work-family conflict: A meta-analytic review. Interactive poster presentation at Society of Industrial Organizational Psychology Conference, Chicago, IL.

[The first, second and third authors contributed equally to this research project]

Dickson, M. W. & Mitchelson, J. K. (February, 2004). Leadership and culture: Untying, cutting, or living with that Gordian knot. Invited presentation at the Douglas A. Fraser Center for Workplace Issues, Detroit, MI.

Resick, C. J., Mitchelson, J. K. & Dickson, M. W. (August, 2003). Culture, corruption and prototypes of ethical leadership. In C. Resick (Chair), Leadership and Organizational Ethics: Perspectives from Multiple Levels. Showcase symposium to be held at the 2003 Annual Meetings of the Academy of Management, Seattle, WA.

Giberson, T. R., Resick, C. J., Dickson, M. W. & Mitchelson, J. K. (April, 2003). Organizational culture and effectiveness outcomes: Examining culture content and strength. Poster presentation at Society of Industrial Organizational Psychology Conference, Orlando, FL.

Mitchelson, J. K., Burns, L. R. & Spoor, J. R. (May, 1999). Perfectionism and defining personality variables. Poster presentation at the Midwestern Psychological Association, Chicago, IL.

Burns, L. R., Dittmann, K. L., Nguyen, N. L. & Mitchelson, J. K. (May, 1999). Academic procrastination, perfectionism, and control: Associations with vigilant and avoidant coping. Poster presentation at the Midwestern Psychological Association, Chicago, IL.

Mitchelson, J. K. & Burns, L. R. (May, 1998). Career mothers and perfectionism: Stress at work and at home. Paper presentation at the Midwestern Psychological Association, Chicago, IL.

Mitchelson, J. K. & Burns, L. R. (April, 1998). Career mothers and perfectionism: A look at stress at work and at home. Paper presentation at Grand Valley State University’s Student Scholarship Day, Allendale, MI.

Mitchelson, J. K. & Burns, L. R. (November, 1997). Perfectionism and stress: A look at career mothers. Poster presentation at the 6th Annual Ronald E. McNair National Research Conference, Delavan, WI.