Andrew B. Speer, PhD
Research Interest/Area of Expertise
My research falls in the areas of personnel selection, judgment and assessment of others (e.g., personality), and performance measurement. These interests have largely been influenced by practice, as I spent the first several years of my career in the private sector. During this time, I worked as an external consultant, building and validating selection tests for several dozen organizations. I also worked internally within a single human resources (HR) department, and most recently as the manager of a People Analytics team that addressed topics such as employee diversity, prediction of employee turnover, attitude measurement (e.g., engagement), employee selection, performance measurement, prediction of leadership outcomes, and 360-degree surveys. My goal as a researcher is to produce research that builds and applies theory to tackle everday work problems.
If interested in research or consulting regarding employee selection (e.g., assessment development), performance management (e.g., 360's), or people analytics (e.g., attrition modeling), you can reach me at firstname.lastname@example.org.
Speer, A.B., Dutta, S., Chen, M., & Trussell, G. (in press). Here to stay or go? Connecting turnover research to applied attrition modeling. Industrial and Organizational Psychology: Perspectives on Science & Practice.
Speer, A.B., Schwendeman, M., Reich, C.C., Tenbrink, A.P., & Siver, S.R. (2018). Investigating the construct validity of performance comments: Creation of the Great Eight Narrative Dictionary. Journal of Business & Psychology.
Speer, A.B. (2018). Quantifying with words: An investigation of the validity of narrative-derived performance scores. Personnel Psychology.
Christiansen, N.D., Robie, C., Burns, G.N., & Speer, A.B. (2017). Using item-level covariance to detect response distortion on personality measures. Human Performance.
Speer, A.B., Robie, C., & Christiansen, N.D. (2016). Effects of item type and estimation method on the accuracy of estimated personality trait scores: Polytomous item response theory models versus summated scoring. Personality and Individual Differences, 102, 41-45.
Speer, A.B., King, B.S., & Grossenbacher, M. (2016). Applicant reactions as a function of test length: Is there reason to fret over using longer tests? Journal of Personnel Psychology, 15, 15-24.
Speer, A.B., Christiansen, N.D., & Honts, C. (2015). Assessment of personality through behavioral observations in work simulations. Personnel Assessment and Decisions, 1, 43-56.
Love, K.G., Speer, A.B., Buschlen, E. (2015). The impact of university culture on unionized faculty intention to strike: Antecedents and factors beyond financial gain. Journal of Higher Education Management, 30, 34-50.
Speer, A.B., Christiansen, N.D., Goffin, R.D., & Goff, M. (2014) Situational bandwidth and the criterion-related validity of assessment center ratings: Is cross-exercise convergence always desirable? Journal of Applied Psychology, 99, 282-295.
Speer, A.B., Christiansen, N.D., Melchers, K.G., König, C.J., & Kleinmann, M. (2014). Establishing the cross-situational convergence of the ability to identify criteria: Consistency and prediction across similar and dissimilar assessment center exercises. Human Performance, 27, 44-60.
Christiansen, N.D., Hoffman, B.J., Lievens, F., & Speer, A.B. (2013). Assessment centers and the measurement of personality. In Tett, R.P, & Christiansen, N.D. (Eds.), The Handbook of Personality at Work. Taylor & Francis/Psychology Press: New York, NY, 477-497.
Principles in Development and Evaluation of Employee Selection Procedures
Psychology in the Workplace
Criterion Development and Performance Evaluation