High Tech with a Human Touch
Industrial Organizational Psychology, College of Psychology and Liberal Arts
-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
Intro to I/O Psychology
Applied Research Methods
Tests & Measurements
Supervised Research Methods
Richard Griffith, Ph.D., received his degree in Industrial Organizational Psychology from The University of Akron in 1997. He is a Professor in the Industrial Organizational Psychology program and the Director of The Institute for Cross Cultural Management at the Florida Institute of Technology. He is the author of over 75 publications and presentations in the area of personnel selection and is the editor and author of several books, chapters, and journals on the topic. He has conducted funded research for the Department of Defense examining the measurement and training of cross-cultural competence and the development of region specific cultural databases. Dr. Griffith provides coaching in global leadership and executive presentations, specializing in presentations conducted abroad. He is a member of the International Association of Applied Psychologists, the European Association of Work and Organizational Psychology, the International Society for the Study of Individual Differences, and the Society of Industrial Organizational Psychology. He is currently the Associate Editor of the European Journal of Psychological Assessment and the co-editor of the upcoming books "The Age of Internationalization" and "Leading Global Teams: Translating the Multidisciplinary Science to Practice". His work has been featured in Time magazine and The Wall Street Journal
Director of the Institute for Cross Cultural Management
Currently Dr. Griffith and the Applicant Response Behavior Research Team are working on a large within subjects study examining the antecedents of Applicant Faking Behavior. This study will utilize over 20,000 applicants for a Fortune 500 company as subjects.
Wildman, J.L. & Griffith, R.L. (in press). Leading Global Teams: Translating the Multidisciplinary Science to Practice. Springer Inc.
Griffith, R.L. & Foster-Thompson, L. (in press). The Age of Internationalization: Developing an International Organizational Psychology Curriculum. 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.
Gammon, A. R., Converse, P. D., Lee L. M., & Griffith R. L. (2011). A personality process model of cyber harassment. International Journal of Management and Decision Making.
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.