Psychology, School of
-Society for Industrial Organizational Psychology
-Academy of Management
-International Association of Applied Psychology
-International Society for the Study of Individual Differences
B.A. Youngstown State University
M.A. University of Akron
Ph.D. University of Akron
Recognition & Awards
Keynoye address at the 2104 British Psychological Society conference
Applied Research Methods
Tests & Measurements
Richard Griffith, Ph.D. is a Professor of Industrial Organizational Psychology and the Executive Director of The Institute for Cross Cultural Management at the Florida Institute of Technology. Dr. Griffith provides coaching in global leadership and executive presentations, specializing in presentations conducted abroad. He is the Associate Editor of the European Journal of Psychological Assessment and the co-editor of "Internationalizing the Organizational Psychology Curriculum", "Leading Global Teams" and the upcoming book "Critical Issues in Cross Cultural Management". He is the author of over 100 publications, presentations, and book chapters and has conducted funded research for the Department of Defense examining the assessment and development of cross-cultural competence. His work has been featured in Time magazine and The Wall Street Journal.
Executive Director of the Institute for Cross Cultural Management
Currently Dr. Griffith is conducting research on the development and validation of measures of cross cultural competence, and research and development on a tecchnological solution to optimize experiential learning called Guided Mindfulness.
Wildman, J.L., Armon, B. & Griffith, R.L. (in press). Critical Issues in Cross Cultural Management. NY, New York. Springer Inc.
Wildman, J.L. & Griffith, R.L. (2014). Leading Global Teams: Translating the Multidisciplinary Science to Practice. NY, New York. Springer Inc.
Griffith, R.L., Sudduth, M.M., Flett, A. & Skiba, T.S. (2014). Meeting the Global Need for Leaders through Guided Mindfulness. In J.L. Wildman & R. L. Griffith, (Eds.). Leading Global Teams: Translating the Multidisciplinary Science to Practice. NY, New York. Springer Inc.
Wildman, J.L. & Griffith, R.L. (2014). Leading Global Teams Means Dealing with Different. In J.L. Wildman & R. L. Griffith, (Eds.). Leading Global Teams: Translating the Multidisciplinary Science to Practice. NY, New York. Springer Inc.
Griffith, R.L., Foster-Thompson, L. & Armon, B. (2013). Internationalizing the Organizational Psychology Curriculum. NY, New York. Springer Inc.
Griffith, R.L. & Robie, C. (2012). Personality Testing and the “F Word”: Revisiting Seven Questions about Faking. In Tett, R. & Christiansen, N. (Eds.) Handbook of Personality at Work.
Griffith, R.L., & Converse, P.D. (2011). The Rules of Evidence and the Prevalence of Applicant Faking. In M. Ziegler, C. McCann & R. Roberts (Ed.) New Perspectives on Faking in Personality Assessments. Oxford, UK: Oxford University Press.
Griffith, R.L. & Peterson, M.H. (2011). One Piece at a Time: The Puzzle of Applicant Faking and a Call for Theory. Human Performance, 24, 4, 291-301.
Griffith, R.L., Lee, L.M., Peterson, M.H. & Zickar, M.J. (2011). First Dates and Little White Lies: A Trait Contract Classification Theory of Applicant Faking Behavior. Human Performance, 24, 4, 338-357.
Peterson, M.H., Griffith, R.L., Isaacson, J.A., O'Connell, M.S., & Mangos, P.M. (2011). Applicant faking, social desirability, and the prediction of counterproductive work behaviors. Human Performance. 24, 270–290.
Griffith, R.L., & Wang, M. (2010). The Internationalization of I/O Psychology: We’re not in Kansas Anymore. The Industrial-Organizational Psychologist. 47, 4.
Peterson, M.H., Griffith, R.L., & Converse, P.D. (2009). Examining the Role of Applicant Faking in Hiring Decisions: Percentage of Fakers Hired and Hiring Discrepancies in Single and Multiple Predictor Selection. Journal of Business and Psychology.
Converse, P. D., Peterson, M. H., & Griffith, R. L. (2009). Faking on personality measures: Implications for selection involving multiple predictors. International Journal of Selection and Assessment.
Griffith, R. L., & Peterson, M. H. (2008). The failure of social desirability measures to capture applicant faking behavior. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1(4).
Griffith, R.L., Chmielowski, T.S., & Yoshita, Y. (2007). Do Applicants Fake? An Examination of the Frequency of Applicant Faking Behavior. Personnel Review, 34 (3), 341-355.
Griffith, R.L., & Peterson, M. (2006). A Closer Examination of Applicant Faking Behavior. Greenwich, CT. Information Age Publishing.