Stephanie C. Payne
I examine how individual differences facilitate (or inhibit) the effectiveness of human resource practices and how organizational initiatives can be implemented to be mutually beneficial for both the employee and the organization. Some specific topics of interest include: individual differences, performance appraisal and management, safety climate, family-friendly initiatives, predictors of turnover (commitment, mentoring, and work-family conflict).
Bergman, M. E., & Payne, S. C. (2018). Interdisciplinary collaborations facilitate safety climate research. Journal of Loss Prevention in the Process Industries, 56, 204-208.
Gibson, J. L., Payne, S. C., Botsford Morgan, W., & Allen, J. A. (2018). The Society for Industrial and Organizational Psychology’s Guidelines for Education and Training: An executive summary of the 2016/2017 revision. American Psychologist, 73, 678-682.
Keiser, N. L., & Payne, S. C. (2018). Safety climate measurement: An empirical test of contextspecific vs. general assessments. Journal of Business and Psychology, 33, 479-494.
Naber, A. M., Payne, S. C., & Webber, S. S. (2018). The relative influence of trustor and trustee individual differences on peer assessments of trust. Personality and Individual Differences, 128, 62-68.
Xu, X., & Payne, S. C. (2018). Predicting retention duration from organizational commitment profile transitions. Journal of Management, 44, 2142-2168.
Xu, X., Payne, S. C., & Bergman, M. E. (2018). The measurement equivalence of a safety climate measure across five faultlines. Accident Analysis and Prevention, 121, 321-334.