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Winfred Arthur, Jr.

Professor
Areas of Speciality
  • Industrial/Organizational
  • Personality Processes
Contact
  • (979) 845-2502
  • w-arthur@tamu.edu
  • Psychology 272
Professional Links
Rank
Professor

Research Interests

My current research is broadly in the areas of (1) personnel psychology with an emphasis on testing, assessment, selection, validation, and associated methodological issues including but not limited to meta-analysis; (2) individual and team training with a focus on complex skill acquisition and factors related to minimizing skill decay and enhancing retention. This line of research also focuses on training design features and their relationship to the effectiveness of organizational training; and (3) the identification and examination of individual difference variables related to complex information processing tasks such as driving behaviors and vehicle crash involvement.

Recent Publications

Arthur, W., Jr., & Day, E. A. (in press). Skill decay: The science and practice of mitigating loss and enhancing retention. In P. Ward, J. M. Schraagen, J. Gore, & E. Roth (Eds.), The Oxford handbook of expertise: Research and application. Oxford: Oxford University Press.

Arthur, W., Jr., & Traylor, Z. (in press). Mobile assessment in personnel testing: Theoretical and practical implications. In R. N. Landers (Ed.), The Cambridge handbook of technology and employee behavior. New York: Cambridge University Press.

Arthur, W., Jr., Keiser, N. L., Hagen, E., & Traylor, Z. (in press). Unproctored internet-based device-type effects on test scores: The role of working memory. Intelligence.

Arthur, W., Jr., Doverspike, D., Kinney, T. B., & O’Connell, M. (2017). The impact of emerging technologies on selection models and research: Mobile devices and gamification as exemplars. In J. L. Farr, & N. T. Tippins (Eds.), Handbook of employee selection (2nd ed., pp. 967-986). New York: Taylor & Francis/Psychology Press.

Arthur, W., Jr., Keiser, N. L., & Doverspike, D. (2017). An information processing-based conceptual framework of the effects of unproctored Internet-based testing devices on scores on employment-related assessments and tests. Human Performance. doi: 10.1080/08959285.2017.1403441

Beus, J. M., Payne, S. C., Arthur, W., Jr., & Muñoz, G. J. (2017). Addressing safety climate’s measurement problem: The development and multilevel construct validation of a cross-industry measure. Journal of Management. doi: 10.1177/0149206317745596

Doverspike, D., Arthur, W., Jr., & Flores, C. (2017). Analyzing EEO disparities in pay: A primer on structuring analyses. In S. B. Morris, & E. M. Dunleavy (Eds.), Adverse impact analysis: Understanding data, statistics, and risk (pp. 197-215). New York: Routledge/Psychology Press.

Morelli, N. A., Potosky, P., Arthur, W., Jr., & Tippins, N. (2017). A call for conceptual models of technology in I-O psychology: An example for technology-based talent assessment. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 634-635.

Jarrett, S. M., Glaze, R. M., Schurig, I., & Arthur, W., Jr. (2017). The importance of team sex composition in team training research employing complex psychomotor tasks. Human Factors, 59, 833-843.

Arthur, W., Jr., Cho, I., & Muñoz, G. J. (2016). Red vs. green: Does the exam booklet color matter in higher education summative evaluations? Not likely. Psychonomic Bulletin & Review, 23, 1596-1601.

Jarrett, S. M., Glaze, R. M., Schurig, I., Muñoz, G. J., Naber, A. M., McDonald, J. N., Bennett, W., Jr., & Arthur, W., Jr. (2016). The comparative effectiveness of distributed and co-located team after-action reviews. Human Performance, 29, 408-427.