Dr. Steve Risavy
Assistant Professor (OB/HRM)
Contact InformationEmail: firstname.lastname@example.org
Phone: 519.884.0710 ext.4663
Office Location: P3032A
Office Hours: By appointment
Academic BackgroundBA, MASc (University of Waterloo), PhD (University of Guelph)
Dr. Steve Risavy is an Assistant Professor in the School of Business & Economics at Wilfrid Laurier University. Steve has researched a variety of topics related to organizational and management issues. The majority of his research endeavours have involved the underlying theme of better understanding the impact of individual differences in making organizations and managers more effective. The quest to better understand personality and its link to improving task-specific performance was the focus of his dissertation. During his graduate studies, Steve won the annual International Alliance for Human Resources Research Award for best Master’s Thesis and the RHR Kendall Award for best student paper presented at the annual Canadian Society for Industrial and Organizational Psychology conference.
Prior to joining Wilfrid Laurier University, Steve was the Director of Human Resources for Fusion Homes. Steve has also been employed as a human resources management consultant by Organization & Management Solutions, Knightsbridge Human Capital Management, and the Waterloo Organizational Research & Consulting Group. He continues to provide consulting services to organizations and specializes in organizational survey development, analysis, and reporting.
Kam, C. C. S, Risavy, S. D., Perunovic, W. Q. E., & Plant, L. M. (in press). Do subordinates formulate an impression of their manager's implicit person theory? Applied Psychology: An International Review.
Guan, Y., Deng, H., Risavy, S. D., Bond, M. H., & Li, F. (2011). Supplementary fit, complementary fit, and work-related outcomes among Chinese employees: The role of self-construal. Applied Psychology: An International Review, 60, 286–310.
Hausdorf, P. A., Risavy, S. D., & Stanley, D. J. (2011). Interpreting organizational survey results: A critical application of the self-serving bias. Organization Management Journal, 8, 71–85.
Risavy, S. D., & Hausdorf, P. A. (2011). Personality testing in personnel selection: Adverse impact and differential hiring rates. International Journal of Selection and Assessment, 19, 18–30.
Risavy, S. D., Komar, S., & Brown, D. J. (2010). Spontaneous trait inferences and organisational actions: The formation of organisation personality perceptions. Canadian Journal of Behavioural Science, 42, 139–149.