Becoming a Golden Hawk means more than just cheering on our (really good) varsity teams – it means being a student who cares about your community, who works hard in the classroom, and who takes advantage of all the learning opportunities that can happen outside the classroom, too.
Greg Irving is a professor of organizational behaviour and human resource management at the School of Business and Economics, Wilfrid Laurier University. 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. Irving teaches undergraduate and doctoral levels courses in organizational behaviour and human resource management.
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. Irving also served on the ASAC executive as treasurer and member-at-large. In addition to his involvement with ASAC, 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. Irving served as Area Coordinator for OB/HRM from 2009-2012.
Academic Background: BA (St. Thomas University), MA (Lakehead University), MBA (University of New Brunswick), PhD (University of Western Ontario).
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. 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.
2001/2003/2004/2005/2006/2007/2008/2009/2012/2013: Dean’s Commendation for Teaching Excellence (Wilfrid Laurier University).
Dawson, A., Irving, P. G., Sharma, P., Chirico, F., and Marcus, J. (2014). “Behavioural outcomes of next generation family members’ commitment to their firm.” European Journal of Work and Organizational Psychology, 23, 570-581.
Scott, K. A., Montes, S. D., and Irving, P. G. (2012). “Examining the impact of socialization through trust: An exploratory study.” Journal of Personnel Psychology, 11, 191-198.
McNally, J. J., and 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., and 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., and 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., and 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., and 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., and 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., and 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., and 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., and 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., and Meyer, J.P. (1995). “On using direct measures of met expectations: A methodological note.” Journal of Management, 21, 1159-1175.
Irving, P.G., and Meyer, J.P. (1994). “Re-examination of the met expectations hypothesis: A longitudinal analysis.” Journal of Applied Psychology, 79, 937-939.