Steve Risavy is an assistant professor in the Lazaridis School of Business & Economics at Wilfrid Laurier University and he teaches and conducts research in the area of Organizational Behaviour and Human Resources Management. Professor Risavy holds a PhD from the University of Guelph and MASc and BA degrees from the University of Waterloo.

Professor Risavy is also a Certified Human Resources Leader (CHRL) and prior to joining Laurier, he was the Director of Human Resources for Fusion Homes. Professor Risavy has also been employed as a Human Resources Management Consultant by Organization and Management Solutions, Knightsbridge Human Capital Management, and the Waterloo Organizational Research and Consulting Group. He continues to provide consulting services to organizations and specializes in organizational survey development, analysis, and reporting.

Professor Risavy 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.

• Teaching Excellence Award: Full-Time from the Lazaridis School of Business and Economics, Wilfrid Laurier University
• Annual International Alliance for Human Resources Research Award for best Master’s thesis
• RHR Kendall Award for best student paper presented at the annual Canadian Society for Industrial and Organizational Psychology conference
• Ontario Graduate Scholarship from the Ministry of Training, Colleges and Universities

• Robie, C., & Risavy, S. D. (2016). A comparison of frame-of-reference and frequency-based personality measurement. Personality and Individual Differences, 92, 16–21.
• Hausdorf, P. A., & Risavy, S. D. (2015). Predicting training and job performance for transit operators. International Journal of Selection and Assessment, 23, 191–195.
• Kam, C. C. S, Risavy, S. D., Perunovic, W. Q. E., & Plant, L. M. (2014). Do subordinates formulate an impression of their manager's implicit person theory? Applied Psychology: An International Review, 63, 267–299.
• 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.
• 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., 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.

• Human Resources Management (BU 354)
• Organizational Behaviour II (BU 398)
• Recruitment and Selection (BU 408)
• Strategic Compensation in Canada (BU 448)
• Organizational Behaviour (BU 604)
• Communication in a Managerial Context (BU 648)
• Directed Studies (BU 690)
• ​Negotiation and Conflict Management (BU 698b)