Dr. Chet Robie
Professor (OB/HRM) & Area Coordinator (OB/HRM)
Contact InformationEmail: firstname.lastname@example.org
Phone: 519.884.0710 ext.2965
Office Location: P3108
Office Hours: By appointment
BSc (Towson State University), MA (Towson State University), PhD (Bowling Green State University)
**I will be accepting students for the 2014-2015 academic year**
The latest updates from our OB/HRM faculty and graduate students can be found in our bulletin:
Chet Robie is a Professor in organizational behavior/human resource management in the
Personality in personnel selection and reference checking
Selected Publications (please see CV for full listing)
Griffith, R. L., & Robie, C. (2013). Personality testing and the “F Word”: Revisiting seven questions about faking. In N. D. Christiansen & R. P. Tett (Eds.), Handbook of personality at work (pp. 253-280). New York: Taylor & Francis.
Hedricks, C. A., Robie, C., & Oswald, F. L. (2013). Web-based multisource reference checking: An investigation of psychometric integrity and applied benefits. International Journal of Selection and Assessment, 21(1), 183-194.
Christiansen, N. D., & Robie, C. (2011). Further consideration of the use of narrow trait scales. Canadian Journal of Behavioural Science, 43, 183-194.
Robie, C., Emmons, T., Tuzinski, K. A., & Katrowitz, T. (2011). Effects of an economic recession on leader personality and general mental ability scores. International Journal of Selection and Assessment, 19, 183-189.
Robie, C., Komar, S., & Brown, D. J. (2010). The effects of coaching and speeding on Big Five and impression management scale scores. Human Performance, 23, 446-467.
Robie, C., Taggar, S., & Brown, D. J. (2009). The effects of warnings and speeding on scale scores and convergent validity of conscientiousness. Human Performance, 22, 340-354.
Komar, S. G., Brown, D. J., Komar, J. A., & Robie, C. (2008). Faking and the validity of conscientiousness: A Monte Carlo investigation. Journal of Applied Psychology, 93, 140-154.
Robie, C. (2006). Effects of perceived selection ratio on personality test faking. Social Behavior and Personality, 34, 1233-1244.
Zickar, M. J., Gibby, R. E., & Robie, C. (2004). Uncovering faking samples in applicant, incumbent, and experimental data sets: An application of mixed model item response theory. Organizational Research Methods, 7, 168-190.
Greguras, G. J., Robie, C., Schleicher, D. J., & Goff, M. III (2003). A field study of the effects of rating purpose on the quality of multisource ratings. Personnel Psychology, 56, 1-21.
Robie, C., Schmit, M. J., Ryan, A. M., & Zickar, M. J. (2000). Effects of item context specificity on the measurement equivalence of a personality inventory. Organizational Research Methods, 3, 348-365.
Schmit, M. J., Kihm, J. A., & Robie, C. (2000). Development of a global measure of personality. Personnel Psychology, 53, 153-193.
Zickar, M. J., & Robie, C. (1999). Modeling faking good on personality items: An item-level analysis. Journal of Applied Psychology, 84, 551-563.
Greguras, G. J., & Robie, C. (1998). A new look at within-source interrater reliability of 360-degree feedback ratings. Journal of Applied Psychology, 83, 960-968.
Selected Grants and Awards
2007/2009/2012: Dean’s Commendation for Teaching Excellence, Wilfrid Laurier University.
2005/2007/2009: Standard Research Grants, Social Sciences and Humanities Council of Canada (SSHRC).
2007/2008/2009: Centre for Strategic Leadership Research Grant, Wilfrid Laurier University.
Selected Academic Affiliations