Dan spent his childhood in Huntsville, AL. During college, Dan discovered the field of Industrial/Organizational Psychology and fell in love with the field's scientific approach to improving organizations and the employees in them. Dan currently holds a Bachelor's degree in Psychology (with Political Science minor) from Auburn University and a Master's degree in Industrial/Organizational Psychology (with a statistics minor) from Wayne State University.
Dan currently works as a data analyst for the Office of Diversity and Equal Opportunity at NASA's Marshall Space Flight Center as a contractor through Aetos Systems, Inc. Dan previously served as a Personnel Classification and Assessment Analyst at the Mobile County Personnel Board, and he has experience consulting with organizations in the automotive industry, in the education industry, with career placement services, and in local government.
Despite working full time in a consulting position, Dan is still an active researcher. Dan’s research interests include: 1. Interpersonal aggression including group-based mistreatment (e.g. discrimination) and individual-based mistreatment (e.g. incivility); 2. Fairness in organizational processes including psychometric issues, heuristic errors, and stereotyping; 3.Work-life conflict and balance
He is a member of several professional organizations and one honor society (Psi Chi). He is most active in the Society for Industrial and Organizational Psychology. He is also a member of the Society for the Psychological Study of LGBT issues, the Society for the Teaching of Psychology, and the Alabama Association of Public Personnel Administrators.
Research interest(s)/area of expertise
Interpersonal Aggression and Discrimination- Specificaly, I study forms of interpersonal mistreatment and aggression including constructs such as incivility and bullying. I am also interested in how these forms of mistreatment manifest as forms of discrimination.
Fairness in Formal Organizational Processes- Specifically, I examine in psychometric issues such as reliability and validity in various assessments used for hiring and assessing performance quality. I also examine mental heuristics (e.g. leniency error, halo error, etc.) and stereotype related biases in processes such as personnel selection and performance appraisal.
Work/Non-Work Paradigm- Specifically, I focus on the identification, reduction, and understanding of work-family conflict.
- M.A. in Psychology (Industrial/Organizational)
- B.A. in Psychology
Marchiondo, L.A., Biermeier-Hanson, B., Krenn, D.R., & Kabat-Farr, D. (In Press). Target meaning-making of workplace incivility based on perceived personality similarity with perpetrators. Journal of Psychology: Interdisciplinary and Applied.
Clark, M.A., Early, R.J., Baltes, B.B., & Krenn, D. (In Press) Work-family behavioral role conflict: Scale development and validation. Journal of Business and Psychology.
Odeh, A., Bruce, T. J., Krenn, D. R., & Ran, S. (2017). A broader perspective on subtle discrimination interventions. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 118-123.
Baltes, B.B., Wynne, K., Sirabionian, M., Krenn, D.R., & De Lange, A (2014). Future time perspective, regulatory focus, and Selection, optimization and compensation: Testing a longitudinal model. Journal of Organizational Behavior, 35, 1120-1133.
Baltes, B. B., & Krenn, D. R., (2017). Flexible work schedules, In S. G. Rogelberg (Ed.), The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd edition. Sage Publications.
PSY 1010- Introduction to Psychology
PSY 1020- Elements of Psychology
PSY 2600- Psychology of Social Behavior