Jenna R Pieper
Joined the college in
- Human Resource Management
PH.D., Management and Human Resources
University of Wisconsin - Madison, Madison, WI
M.A., Industrial and Organizational Psychology
University of Tulsa, Tulsa, OK
B.A., Psychology & Business Administration
University of Nebraska - Kearney, Kearney, NE
Strategic Human Resource Management:
The purpose of my research in this area is to generate evidence for the impact of human resource management practices on organizational performance through employee behavior. In general, my ongoing work targets three interrelated employee outcomes that influence organizational success: employee performance, turnover, and attitudes. I seek to understand the antecedents of these outcomes as well as their consequences on organizations.
Here, I am interested in studying how surface-level (i.e., overt demographic variables such as age, race, and gender) and deep-level (i.e., underlying psychological characteristics such as personality, attitudes, and values) composition variables influence workplace outcomes. Diversity among these characteristics is a reality in the workplace, and ultimately influences the effectiveness of human resource and management practices. In turn, it is important for managers to understand how these factors affect employees and groups and how best to manage a diverse workforce.
Journal of Organizational Behavior
Journal of Management
Human Resource Management
Academy of Management Best Paper Proceedings
Journal of Occupational and Organizational Psychology
Pieper, J. R. (in press). Uncovering the Nuances of Referral Hiring: How Referrer Characteristics Affect Referral Hires’ Performance and Likelihood of Voluntary Turnover. Personnel Psychology.
Triana, M., Jayasinghe, M., & Pieper, J. R. (in press). Perceived workplace racial discrimination and its correlates: A meta-analysis. Journal of Organizational Behavior.
Nyberg, A. J., Pieper, J. R., & Trevor, C. O. (in press). Pay-for-performance’s effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective. Journal of Management.
Richard, O, Roh, H., & Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter? Human Resource Management, 52, 215-242.
Oh, K., Pieper, J. R., & Gerhart, B. (2010). Comparing the predictive power of national cultural distance measures: Hofstede versus Project GLOBE. Best Paper Proceedings of the Seventieth Annual Meeting of the Academy of Management (CD), ISSN 1543-8643.
Tett, R. P., Fitzke (Pieper), J. R., Wadlington, P. L., Davies, S. A., Anderson, M. G., & Foster, J. (2009). The utility of personality test norms: Effects of sample size and sample representativeness. Journal of Occupational and Organizational Psychology, 82, 639-659.
Triana, M., Pieper, J. R., Jayasinghe, M., & Delgado, D. Racial/Ethnic discrimination in U.S. workplaces. (2012) In M. Paludi (Ed.), Women and Careers in Management Series. Vol. 1: Gender, Race, Sexual Orientation, Ethnicity and Power.
Westport, CT: Praeger.
Ralph Alexander Dissertation Award, HR Division, Academy of Management (2012)
Wisconsin Distinguished Graduate Fellowship (Fall 2010 – Spring 2011)
Ph.D. Research Competition Selection Committee Grant (2010)
CIBER Grant to attend Faculty Development Workshop (2009)
Best Reviewer Award, OB Division, Academy of Management Annual Meetings (2007, 08, 11)
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