Dr. Greg Irving
Contact InformationEmail: firstname.lastname@example.org
Phone: 519.884.0710 ext.3707
Office Location: SBE3256
Office Hours: By appointment
Personal Website: http://www.wlu.ca/page.php?grp_id=670&p=18805
BA (St. Thomas University), MA (Lakehead University), MBA (University of New Brunswick), PhD (University of Western Ontario)
**I will be accepting students for the 2014-2015 academic year**
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Greg Irving is a Professor of Organizational Behaviour and Human Resource Management at the School of Business & Economics, Wilfrid Laurier University. Dr. Irving received his PhD in Industrial/Organizational Psychology from the University of Western Ontario in 1995. He joined Laurier in 1999 after five years on the faculty of the University of New Brunswick. Dr. Irving teaches undergraduate and doctoral levels courses in organizational behaviour and human resource management. His primary research interests focus on attitudes, psychological contracts, met expectations, and realistic job previews, with secondary interests in organizational socialization and methodological issues. Several of his recent research projects were supported by funding from the Social Sciences and Humanities Research Council of Canada (SSHRC). Dr. Irving's research has appeared in a variety of journals including the Journal of Applied Psychology, Personnel Psychology, the Journal of Organizational Behavior, the Journal of Occupational and Organizational Psychology, the Journal of Management, International Journal of Human Resource Management, Basic and Applied Social Psychology, Canadian Journal of Administrative Sciences, Canadian Psychology, and the Canadian Journal of Behavioural Science. He has also coauthored articles in journals in other disciplines such as the Journal of the Academy of Marketing Science and Entrepreneurship Theory and Practice. The second edition of his coauthored textbook, Organizational Behaviour (2nd Canadian Edition), was released in April 2008.
Professor Irving is a past-president of the Administrative Sciences Association of Canada (ASAC), a national organization of management scholars. He served two terms as president, the first in 1999-2000 and the second in 2009-2010. He organized the 1999 ASAC conference held in Saint John, New Brunswick and the 2009 ASAC conference held in Niagara Falls, Ontario. Dr. Irving also served on the ASAC executive as treasurer and member-at-large. In addition to his involvement with ASAC, Dr. Irving is an active member of the Academy of Management and the Society for Industrial and Organizational Psychology. From 2007-2010, he served as Editor-in-Chief of the Canadian Journal of Behavioural Science, which is published by the Canadian Psychological Association.
Dr. Irving served as Area Coordinator for OB/HRM from 2009-2012.
Met expectations, work attitudes, psychological contracts, organizational socialization, organizational justice.
In the News
Selected Publications (please see CV for full listing)
Scott, K. A., Montes, S. D., & Irving, P. G. (2012).† Examining the impact of socialization through trust: An exploratory study. Journal of Personnel Psychology, 11, 191-198.
† McNally, J. J., & Irving, P. G. (2010). The relationship between university student commitment profiles and behavior: Exploring the nature of context effects. Journal of Leadership and Organizational Studies, 17, 201-215.
† Irving, P.G., & Montes, S.D. (2009). Met expectations: The effects of expected and delivered inducements on employee satisfaction. Journal of Occupational and Organizational Psychology, 82, 431-451.
† Montes, S.D., & Irving, P.G. (2008). Disentangling the effects of promised and delivered inducements: Relational and transactional contract elements and the mediating role of trust. Journal of Applied Psychology, 93, 1367-1381.
† Irving, P.G., Coleman, D.F., & Bobocel, D.R. (2005). The moderating effect of negative affectivity in the procedural justice-job satisfaction relations. Canadian Journal of Behavioural Science, 37, 20-32.
† Irving, P.G., & Meyer, J.P. (1999). On using residual and difference scores in the measurement of congruence: The case of met expectations research. Personnel Psychology, 52, 85-95.
† Coleman, D.F., Irving, P.G., & Cooper, C.L. (1999). Another look at the locus of control-organizational commitment relationship: It depends on the form of commitment. Journal of Organizational Behavior, 20, 995-1001.
† Meyer, J.P., Irving, P.G., & Allen, N.J. (1998). Examination of the combined effects of work values and early work experiences on organizational commitment. Journal of Organizational Behavior, 19, 29-52.
† Irving, P.G., Coleman, D.F., & Cooper, C.L. (1997). Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations. Journal of Applied Psychology, 82, 444-452.
† Coleman, D.F., & Irving, P.G. (1997). The influence of source credibility attributions on expectancy theory predictions of organizational choice. Canadian Journal of Behavioural Science, 29, 122-131.
† Irving, P.G., & Meyer, J.P. (1995). On using direct measures of met expectations: A methodological note. Journal of Management, 21, 1159-1175.
† Irving, P.G., & Meyer, J.P. (1994). Re-examination of the met expectations hypothesis: A longitudinal analysis. Journal of Applied Psychology, 79, 937-939.
Selected Grants and Awards
2008: Standard Research Grant (Sole Investigator): Social Sciences and Humanities Research Council of Canada.
2003: Standard Research Grant (Principal Investigator). Social Sciences and Humanities Research Council of Canada (SSHRC).
2003: Standard Research Grant (Co-Investigator). Social Sciences and Humanities Research Council of Canada (SSHRC).
1999: Standard Research Grant (Sole Investigator). Social Sciences and Humanities Research Council of Canada (SSHRC).
2001/2003/2004/2005/2006/2007/2008/2009/2012/2013: Deanís Commendation for Teaching Excellence (Wilfrid Laurier University).
Selected Academic AffiliationsSociety for Industrial and Organizational Psychology (SIOP)