David A. Harrison

Biography

David A. Harrison is the Charles & Elizabeth Prothro Regents Chair of Business Administration at the University of Texas, Austin. He earned a doctorate in social, organizational, and individual differences psychology, along with masters'' degrees in psychology and in applied statistics, from the University of Illinois at Urbana-Champaign. Dr. Harrison has published over 100 articles, book chapters, editorial reviews, papers, and monographs addressing a) diversity in organizations, b) work role adjustment, c) time, and d) executive judgment and decision making. In addition to having been a National Science Foundation Fellow, his work has been honored with Walter de Gruyter and Sage Best Paper awards in 1991, 1992, 1995, and 2002 from the Research Methods Division of the Academy of Management, the inaugural Carolyn Dexter International Best Paper award (in 1995) from the Academy of Management, and the inaugural Saroj Parasuraman Award (in 2008) for Outstanding Publication in Gender and Diversity in Organizations (GDO) from the Academy of Management. Further honors include the 2007 Scholarly Achievement Award from the Human Resources Division of the Academy, the 2008 and 2009 Owens Scholarly Achievement Awards from the Society of Industrial-Organizational Psychology (SIOP), and the 2011 Sage Career Scholarly Contributions Award from the GDO Division of the Academy. He has been Editor-in-Chief and Associate Editor of Organizational Behavior and Human Decision Processes. Other editorial board memberships have included Academy of Management Journal, Academy of Management Review, Personnel Psychology, Journal of Applied Psychology, Journal of Management, and Organizational Research Methods. Dr. Harrison has been an active member of SIOP, where he was elected a Fellow. He is also a Fellow of the American Psychological Association and the Association for Psychological Science. In addition, he has supported the Academy of Management in various roles, in the Research Methods Division as an award-winning Professional Development Chair (1996-97), Program Chair (1997-98), and Division Chair (1999-2000). From 2008-2011 he served on the Academy Board of Governors.

David A. Harrison is the Charles & Elizabeth Prothro Regents Chair of Business Administration at the University of Texas, Austin. He earned a doctorate in social, organizational, and individual differences psychology, along with masters'' degrees in psychology and in applied statistics, from the University of Illinois at Urbana-Champaign. Dr. Harrison has published over 100 articles, book chapters, editorial reviews, papers, and monographs addressing a) diversity in organizations, b) work role adjustment, c) time, and d) executive judgment and decision making. In addition to having been a National Science Foundation Fellow, his work has been honored with Walter de Gruyter and Sage Best Paper awards in 1991, 1992, 1995, and 2002 from the Research Methods Division of the Academy of Management, the inaugural Carolyn Dexter International Best Paper award (in 1995) from the Academy of Management, and the inaugural Saroj Parasuraman Award (in 2008) for Outstanding Publication in Gender and Diversity in Organizations (GDO) from the Academy of Management. Further honors include the 2007 Scholarly Achievement Award from the Human Resources Division of the Academy, the 2008 and 2009 Owens Scholarly Achievement Awards from the Society of Industrial-Organizational Psychology (SIOP), and the 2011 Sage Career Scholarly Contributions Award from the GDO Division of the Academy. He has been Editor-in-Chief and Associate Editor of Organizational Behavior and Human Decision Processes. Other editorial board memberships have included Academy of Management Journal, Academy of Management Review, Personnel Psychology, Journal of Applied Psychology, Journal of Management, and Organizational Research Methods. Dr. Harrison has been an active member of SIOP, where he was elected a Fellow. He is also a Fellow of the American Psychological Association and the Association for Psychological Science. In addition, he has supported the Academy of Management in various roles, in the Research Methods Division as an award-winning Professional Development Chair (1996-97), Program Chair (1997-98), and Division Chair (1999-2000). From 2008-2011 he served on the Academy Board of Governors.

Publications

• Seung-Hwan Jeong and David A. Harrison. 2017. Glass Breaking, Strategy Making, and Value Creating: Meta-Analytic Outcomes of Women as CEOs and TMT Members. Academy of Management Journal 60(4), 1219-1252.
• Daniel A. Newman, David A. Harrison, Nichelle Carpenter, and Shannon M. Rariden. 2016. Construct Mixology. Academy of Management Annals 10(1), 943-995.
• Jing Zhu, Connie R. Wanberg, David A. Harrison, and Erica W. Diehn. 2016. Ups and Downs of the Expatriate Experience? Understanding Work Adjustment Trajectories and Career Outcomes. Journal of Applied Psychology 101(4), 549-568.
• Ravi S. Gajendran, David A. Harrison, and Kelly Delaney-Klinger. 2015. Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting''s Effects on Performance Via I-Deals and Job Resources. Personnel Psychology 68(2), 353-393.
• Hong Ren, Barbara Gray, and David A. Harrison. 2015. Triggering Faultline Effects in Teams: The Importance of Bridging Friendship Ties and Breaching Animosity Ties. Organization Science 26(2), 390-404.
• Taeya M. Howell, David A. Harrison, Ethan R. Burris, and James R. Detert. 2015. Who Gets Credit for Input? Demographic and Structural Cues in Voice Recognition. Journal of Applied Psychology 100(6), 1765-1784.
• Liliana Perez-Nordtvedt, Susanna Khavul, David A. Harrison, and Jeffrey E. McGee. 2014. Adaptation to Temporal Shocks: Influences of Strategic Interpretation and Spatial Distance. Journal of Management Studies 51(6), 869-897.
• Hong Ren, Margaret A. Shaffer, David A. Harrison, Carmen Fu, and Katherine M. Fodchuk. 2014. Reactive Adjustment or Proactive Embedding? Multistudy, Multiwave Evidence for Dual Pathways to Expatriate Retention. Personnel Psychology 67(1), 203-239.
• David A. Harrison and D.A. Newman. 2013. Absence, Lateness, Turnover and Retirement: Narrow and Broad Understandings of Withdrawal and Behavioral Engagement, in Handbook of Psychology, vol. 12, Industrial and Organization Psychology, New York, NY: N. Schmitt & S. Highhouse.
• Susan Mohammed and David A. Harrison. 2013. The Clocks that Time Us Are Not the Same: A Theory of Temporal Diversity, Task Characteristics, and Performance in Teams. Organizational Behavior and Human Decision Processes 122(2), 244-256.
• James R. Detert, Ethan R. Burris, David A. Harrison, and Sean R. Martin. 2013. Voice Flows to and around Leaders: Understanding When Units Are Helped or Hurt by Employee Voice. Administrative Science Quarterly 58(4), 624-668.
• M.L. Kraimer, M.A. Shaffer, and David A. Harrison. 2012. No place like home? An identity distress perspective on repatriate turnover. Academy of Management Journal 55(2), 399-420.
• P. Balkundi, M. Kilduff, and David A. Harrison. 2011. Centrality and charisma: Comparing how leader networks and attributions affect team performance. Journal of Applied Psychology 96, 1209 - 1222.
• J.J. Kish-Gephart, David A. Harrison, and L.K. Trevino. 2010. Bad apples, bad cases, and bad barrels: Meta-analytic evidence about sources of unethical decisions at work. Journal of Applied Psychology 95, 1-31.
• James Detert, Ethan R. Burris, and David A. Harrison. 2010. Debunking Four Myths About Employee Silence. Harvard Business Review 88(6), 26.
• David A. Harrison and S. E. Humphrey. 2010. Designing for diversity or diversity for design? Tasks, interdependence, and within-unit differences at work. Journal of Organizational Behavior 31, 328-337.
• D. A. Newman and David A. Harrison. 2008. Been there, bottled that: Are state and behavioral work engagement new and useful construct ''wines?''. Industrial and Organizational Psychology 1, 31-35.
• D.S. Chiaburu and David A. Harrison. 2008. Do coworkers make the place? Conceptual synthesis and meta-analysis of lateral social influences in organizations. Journal of Applied Psychology 93, 1082-1103.
• David A. Harrison and H-S Sin. 2007. Heterogeneity as misfit. in Perspectives on fit in organizations., C. Ostroff & T. Judge, ed. Mahwah, NJ, 372-377.
• K.J. Klein and David A. Harrison. 2007. On the diversity of diversity: Tidy logic, messier realities. Academic of Management Perspectives 21, 26-33.
• David A. Harrison. 2007. Pitching fits in organizational research: Making fit methods fit theory. in Perspectives on fit in organizations (part of the SIOP "Frontiers" series), C. Ostroff & T. Judge, ed. Mahwah, NJ, 389-416.
• R. S. Gajendran and David A. Harrison. 2007. The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology 92, 1524-1541.
• David A. Harrison and K. J. Klein. 2007. What''s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review 32, 1199-1228.
• David A. Harrison, D. A. Newman, and P. L. Roth. 2006. How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal 49, 305-325.
• P. Balkundi and David A. Harrison. 2006. Ties, leaders, and time in teams: Strong inference about network structure''s effects on team viability and performance. Academy of Management Journal 49, 49-68.
• David A. Harrison, D. A. Kravitz, D. Mayer, L. Leslie, and D. Lev-Arey. 2006. Understanding attitudes toward affirmative action programs in employment: Summary and met-analysis of 35 years of research. Journal of Applied Psychology 91, 1013-1036.
• C. S. Cycyota and David A. Harrison. 2006. What (not) to expect when surveying executives: A meta-analysis of top manager response rates and techniques over time. Organizational Research Methods 9, 133-160.
• David A. Harrison and H-S Sin. 2006. What is diversity and how should it be measured?, in Handbook of workplace diversity, A. M. Konrad, P. Prasad, & J. K. Pringle, ed. Newbury Park, CA: Sage Publications, 191-216.
• K. H. Price, David A. Harrison, and J. H. Gavin. 2006. Withholding inputs in team contexts: Member composition, interaction processes, evaluation structure, and social loafing. Journal of Applied Psychology 91, 1375-1384.
• M. A. Shaffer, David A. Harrison, H. Gregersen, J. S. Black, and L. A. Ferzandi. 2006. You can take it with you: Individual differences and expatriate effectiveness. Journal of Applied Psychology 91, 109-125.
• M. E. Brown, L. K. Trevino, and David A. Harrison. 2005. Ethical leadership: A social learning theory perspective for construct development. Organizational Behavior and Human Decision Processes 97, 117-134.
• P. Bhaskar-Shrinivas, David A. Harrison, M. A. Shaffer, and D. M. Luk. 2005. Input-based and time-based models of international adjustment: Meta-analytic evidence and theoretical extensions. Academy of Management Journal 48, 259-281.
• P.P. Mykytyn, Jr., K. Mykytyn, and David A. Harrison. 2005. Integrating intellectual property concepts into IS training: An empirical assessment. Decision Sciences: Journal of Innovative Education 3, 1-27.
• David A. Harrison and M. A. Shaffer. 2005. Mapping the criterion for expatriate success: Task-based and relationship-based performance, effort and adaptation. International Journal of Human Resources Management 16, 1454-1474.
• J. M. Stevens, H. K. Steensma, David A. Harrison, and P. L. Cochran. 2005. Symbolic or substantive document? The influence of ethics codes on financial executives'' decisions. Strategic Management Journal 26, 181-195.
• David A. Harrison, M. A. Shaffer, and P. Bhaskar. 2004. Going places: Roads more and less traveled in research on expatriate experiences. in Research in Personnel and Human Resources Management, J. J. Martocchio, ed. Greenwich, CT: JAI Press, 203-252.
• David A. Harrison and K. H. Price. 2003. Context and consistency in absenteeism: Studying dispositional and social influences across multiple settings. Human Resources Management Review 13, 203-225.
• David A. Harrison, S. Mohammed, J. E. McGrath, A. T. Florey, and S. Vanderstoep. 2003. Time matters in team performance: Effects of member familiarity, entrainment, and task discontinuity on speed and quality. Personnel Psychology 56, 633-669.
• C. S. Cycyota, David A. Harrison, and A. S. Stahl. 2002. Enhancing response rates at the executive level: Are employee or consumer-level techniques effective? Journal of Management 28, 163-189.
• S. D. Ryan, David A. Harrison, and L. R. Schkade. 2002. Information-technology investment decisions: When do costs and benefits in the social subsystem matter? Journal of Management Information Systems 19, 85-127.
• David A. Harrison. 2002. Meaning and measurement of work role withdrawal: Current controversies and future fallout under changing technology. in Voluntary employee withdrawal and inattendance: A current perspective, M. Koslowsky & M. Krausz, ed. London: Plenum Publishing, 95-132.
• David A. Harrison, K. H. Price, J. H. Gavin, and A. T. Florey. 2002. Time, teams and task performance: Changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal 45, 1029-1045.
• C. K. Riemenschneider, David A. Harrison, and P. P. Mykytyn. 2002. Understanding IT adoption decisions in small business: Integrating current theories. Information and Management 40, 269-285.
• M. A. Shaffer and David A. Harrison. 2001. Forgotten partners: Developing and testing a model of spouse adjustment to international assignments. Journal of Applied Psychology 86, 238-254.
• David A. Harrison. 2001. Structure and timing in limited range dependent variables: Regression models for predicting if and when. in Measuring and analyzing behavior in organizations: Advances in measurement and data analysis, F. Drasgow & N. Schmitt, ed. San Francisco: Jossey-Bass, 531-568.
• M. A. Shaffer and David A. Harrison. 2001. Struggling for balance amid turbulence: Work-family conflict on international assignments. Journal of Management 27, 99-121.
• S. D. Ryan, B. Bordoloi, and David A. Harrison. 2000. Acquiring conceptual date modeling skills: The effect of cooperative structure and self-efficacy on learning outcomes. DATABASE for Advances in Information Systems 31(4), 9-26.
• David A. Harrison, G. Johns, and J. J. Martocchio. 2000. Changes in technology, teamwork, and diversity: New directions for a new century of absenteeism research. in Research in Personnel and Human Resources Management, G. Ferris, ed. Greenwich, CT: JAI Press, (18) 43-91.
• J. J. Martocchio, David A. Harrison, and H. Berkson. 2000. Connections between lower back pain, interventions, and absence from work: A time-based meta-analysis. Personnel Psychology 53, 595-624.
• S. D. Ryan and David A. Harrison. 2000. Considering the social subsystem in IT investment decisions: A view from the field on anticipated costs and payoffs. Journal of Management Information Systems 17, 11-40.
• M. P. Bell, David A. Harrison, and M. E. McLaughlin. 2000. Forming, changing, and acting on attitudes toward affirmative action programs: A theory-based approach. Journal of Applied Psychology 85, 784-798.
• A. T. Florey and David A. Harrison. 2000. Responses to informal accommodation requests from employees with disabilities: Theory and evidence on the willingness to comply. Academy of Management Journal 43, 224-233.
• M. A. Shaffer, David A. Harrison, and M. K. Gilley. 1999. Dimensions, determinants, and differences in expatriate adjustment. Journal of International Business Studies 30, 557-581.
• C. Ostroff and David A. Harrison. 1999. Meta-analysis, level of analysis, and best estimates of population correlations: Cautions for interpreting meta-analytic results in organizational behavior. Journal of Applied Psychology 84, 260-270.
• David A. Harrison, K. H. Price, and M. P. Bell. 1998. Beyond relational demography: Time and the effect of surface-versus deep-level diversity on group cohesiveness. Academy of Management Journal 41, 96-107.
• M. A. Shaffer and David A. Harrison. 1998. Expatriates'' psychological withdrawal from international assignments: Work, non-work, and family influences. Personnel Psychology 51, 87-118.
• David A. Harrison and J. J. Martocchio. 1998. Time for absenteeism: A 20-year review of origins, offshoots, and outcomes. Journal of Management 24, 305-350.
• M. P. Bell, David A. Harrison, and M. E. McLaughlin. 1997. Asian-American attitudes toward affirmative action in employment: Implications for the model minority myth. Journal of Applied Behavioral Science 33, 356-377.
• David A. Harrison, P. P. Mykytyn, and C. K. Riemenschneider. 1997. Executive decisions about adoption of information technology in small business: Theory and empirical tests. Information Systems Research 8, 171-195.
• C. K. Riemenschneider, P. P. Mykytyn, and David A. Harrison. 1997. How universities can help small businesses manage IT. Journal of Computer Information Systems 37, 79-84.
• S. Lovett, David A. Harrison, and M. Virick. 1997. Managing boundary spanner turnover for customer retention. Human Resources Management Review 7, 405-424.
• David A. Harrison, M. E. McLaughlin, and T. M. Coalter. 1996. Context, cognition, and common method variance: Psychometric and verbal protocol evidence. Organizational Behavior and Human Decision Processes 68, 246-261.
• David A. Harrison and M. E. McLaughlin. 1996. Structural properties and psychometric qualities of self-reports: Field tests of connections derived from cognitive theory. Journal of Management 22, 313-338.
• D. Dickter, M. Roznowski, and David A. Harrison. 1996. Temporal tempering: An event history analysis of the process of voluntary turnover. Journal of Applied Psychology 81, 705-716.
• M. P. Bell and David A. Harrison. 1996. Using intra-national diversity for inter-national assignments: A model of bicultural life experiences and expatriate adjustment. Human Resources Management Review 6, 47-74.
• David A. Harrison, M. Virick, and S. William. 1996. Working without a net: Time, performance, and turnover under maximally contingent rewards. Journal of Applied Psychology 81, 331-345.
• R. L. Priem, David A. Harrison, and N. K. Muir. 1995. Structured conflict and consensus outcomes in decision making groups. Journal of Management 21, 691-710.
• David A. Harrison. 1995. Volunteer motivation and attendance decisions: Competitive theory testing in multiple samples from a homeless shelter. Journal of Applied Psychology 80, 371-385.
• David A. Harrison and M. A. Shaffer. 1994. Comparative examinations of self reports and perceived absenteeism norms: Wading through Lake Wobegon. Journal of Applied Psychology 79, 240-251.
• R. L. Priem and David A. Harrison. 1994. Exploring strategic judgments: Methods for testing the assumptions of prescriptive contingency theories. Strategic Management Journal 15, 311-324.
• David A. Harrison and L. Z. Liska. 1994. Promoting regular exercise in an organizational fitness program: Health-related differences in motivational building blocks. Personnel Psychology 47, 47-71.
• David A. Harrison and M. E. McLaughlin. 1993. Cognitive processes in self-report responses: Tests of item context effects in work attitude measures. Journal of Applied Psychology 78, 129-140.
• P. P. Mykytyn and David A. Harrison. 1993. The application of the theory of reasoned action to senior management and strategic information systems. Information Resources Management Journal 6, 15-25.
• J. J. Martocchio and David A. Harrison. 1993. To be there or not to be there? Questions, theories and methods in absenteeism research. in Research in Personnel and Human Resources Management, K. Rowland and G. Ferris, eds. Greenwich, CT: JAI Press, (11) 259-329.
• David A. Harrison and C. L. Hulin. 1989. Investigations of absenteeism: Using event history models to study the absence-taking process. Journal of Applied Psychology 74, 300-316.
• David A. Harrison. 1986. Robustness of IRT parameter estimation to violations of the unidimensionality assumption. Journal of Educational Statistics 11, 91-115.

Professional Awards

• Thomson Reuters Highly Cited Researcher for Economics and Business2015
• Finalist, Academy of Management, HR Division International Human Resources Management Scholarly Research Award2015
• McCombs School of Business Research Excellence Award2013
• Academy of Management, Research Methods Division, Advancement of Organizational Research Methodology Award2012
• Academy of Management, Sage Career Scholarly Contributions to Gender & Diversity in Organizations2011
• Society for Industrial-Organizational Psychology, William A. Owens Scholarly Achievement Award (with Katherine J. Klein)2009
• Academy of Management, Saroj Parasuraman Outstanding Publication in Gender & Diversity Award (with Katherine J. Klein)2008
• Nominated and inducted into the Society for Organizational Behavior2008
• Society for Industrial-Organizational Psychology, William A. Owens Scholarly Achievement Award (D. Newman and P. Roth)2008
• Academy of Management, HR Division Scholarly Achievement Award (with Daniel Newman and Philip Roth)2007
• Decision Sciences Best Paper Award (with Peter and Kathleen Mykytyn)2005
• Fellow, American Psychological Association, 2003; Fellow, Society for Industrial-Organizational Psychology2003
• Fellow, Association for Psychological Science2003
• Finalist, William A. Owens Scholarly Achievement Award2002
• Finalist, 2002 Rosabeth Moss Kanter Award for Excellence in Work-Family Research (with Margaret Shaffer)2002

Teaching Awards

• Nominated for Joe D. Beasley Award for Excellence in MBA Teaching2015
• MBA Applause Award for MBA Core Teaching: "Leading People" (UT)2014
• Faculty Honor Roll for Excellence in DFW MBA Working Professional Teaching: "Leading People" (UT)2013
• MBA Applause Award for MBA Core Teaching: "Leading People" (UT)2013
• Faculty Honor Roll for Excellence in DFW MBA Working Professional Teaching: "Leading People" (UT)2012
• Nominated for Fred Brand Award for Excellence in Undergraduate Teaching (Smeal College, Pennsylvania State University)2004
• Highest student teaching evaluation from junior core business majors (Smeal College, Pennsylvania State University)2003
• Highest student teaching evaluation from junior core business majors (Smeal College, Pennsylvania State University)2002
• Inductee to the Academy of Distinguished Teachers (University of Texas at Arlington)1997
• Highest student teaching evaluation from junior core business majors ( Pennsylvania State University)2002,2003,2004