My research in Organizational Behaviour
My primary research interests revolve around personnel selection and diversity in the workplace. In my experience, these two topics, which may initially appear disparate, regularly influence one another, driving interesting research questions as they are integrated. As personnel selection processes act as the gateway into organizations and advancement within organizations, they are ideally suited to exploring the influence of biases that might act against a sustainable, inclusive workplace. I am interested in how my primary research areas can generate insight into all aspects of organizations, and how the development of improved employee selection processes that take diversity goals into account, can benefit not only an organization, but society as a whole.
In support of my research, I have been awarded the Canada Graduate Scholarship at both the Master’s and Doctoral levels from the Social Sciences and Humanities Research Council of Canada, as well as the Ontario Graduate Scholarship twice at the Doctoral level from the Government of Ontario. I have also been awarded the Best Masters Thesis Award by the Human Resources Research Institute and second prize in the Canadian Psychological Association, Canadian Society for Industrial Organizational Psychology Division Best Student Research Poster Competition in 2017.
In 2020, my co-authors, Stephen Risavy, Chet Robie, Jennifer Komar, and I were awarded an Insight Development Grant from the Social Sciences and Humanities Research Council of Canada for our project, Helping technology start-up companies grow: A focus on evidence-based hiring practices.
Current research activity
I have a number of projects on the go, all aimed at solving practical problems being faced by businesses and organizations around the world. My most recent conference presentations were at the Society for Industrial and Organizational Psychology, held virtually:
Fisher, P. A., Robie, C., & Rock, L. (2020, April). Does General Mental Ability Saturate Faking Behavior on the RRM? In A. W. Meade (chair), Life in the Fast Lane: Advances in Rapid Response Measurement.
Fisher, P. A., Rupayana, D. D., Robie, C., & Hedricks, C. (2020, April). Gender and employment references: The susceptibility of quantitative vs. qualitative references to gender bias.
Prior to that, I presented at the Academy of Management in Boston, Massachusetts, in August, 2019:
Murphy, S. A., Fisher, P. A., Keeping, L. M., & Brown, D. J. (2019, August). Molding the Online Self: How Job Seekers Modify Their Social Media Profiles During Recruitment. In A. F. Johnson & K. Lukaszewski (chairs), The Use and Collection of Social Media Information and Its Impact on Human Resource Management.
Komar, S. G., Komar, J., & Fisher, P. A. (2019, August). The Hockey Activity: A Simulation for Teaching Human Resources Planning and Succession Management.
I'm always looking for new research opportunities and project ideas. If you're interested in working on a project, please feel free to connect with me!
Fisher, P. A., Risavy, S. D., Robie, C., König, C. J., Christiansen, N. D., Tett, R. P., Simonet, D. V. (in press). Selection myths: A replication, extension, and comparison to HR professionals’ beliefs about effective human resource practices in the United States and Canada. Journal of Personnel Psychology.
Risavy, S. D., Fisher, P. A., Robie, C., & König, C. J. (2019). Selection tool use: A focus on personality testing in Canada, the United States, and Germany. Personnel Assessment and Decisions, 5(1), 62-72.
Hedricks, C., Rupayana, D., Fisher, P. A., & Robie, C. (2019). Factors Affecting Compliance with Reference Check Requests. International Journal of Selection and Assessment, 27, 139-151.
Christiansen, N. D., Fisher, P. A., Robie, C., & Quirk, S. (2019). Tilting at windmills and improving personality assessment practices. Industrial and Organizational Psychology, 12(2), 177-183.
Fisher, P. A., Robie, C., Christiansen, N. D., Speer, A. B., & Schneider, L. (2019). Criterion-related Validity of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian IRT versus Classical Test Theory Scoring. Personnel Assessment and Decisions, 5(1), 49-61.
Fisher, P. A. & Robie, C. (2019). A latent profile analysis of the Five Factor Model of personality: A constructive replication and extension. Personality and Individual Differences, 139, 343-348.
You can read about my Master's Research Project, which was profiled here: Laurier student's award-winning research suggests startups websites could inadvertently give men career advantages
In an effort to maintain a good grasp of real-world selection practices, and with the hope of applying my research to solve real-world problems, I actively consult with a variety of organizations, such as SkillSurvey and TotalHire.