David B. Balkin is professor of management and chair of the Management Division at the Leeds School of Business at the University of Colorado-Boulder. He earned his MA and PhD in industrial relations at the University of Minnesota and his BA in political science at UCLA. Professor Balkin is co-author of Managing Human Resources and Management. He has published over 40 articles in scholarly journals such as Academy of Management Journal, Personnel Psychology, Industrial Relations, and Strategic Management Journal as well as professional journals such as Organizational Dynamics, Academy of Management Executive, and Compensation and Benefits Review. Professor Balkin's research focuses on design and performance of strategic reward systems and the management of innovation. Prior to joining the University of Colorado, Boulder, Professor Balkin served on the faculties of Northeastern University and Louisiana State University. He has also been a visiting professor at HEC-Montreal in Canada and Toulouse University in France. He has taught internationally in graduate programs at the University of Aix-en-Provence (France), Carlos III University (Spain), the Norwegian School of Management (Norway), Copenhagen Business School (Denmark), Haifa University (Israel), and Catholic University (Dominican Republic). He has also served as expert witness in pay and employment discrimination litigation and consults with for-profit and nonprofit organizations on pay strategy and pay system design.

Nancy A. Bereman is chair of the Management Department at the W. Frank Barton School of Business at Wichita State University and associate professor of management. She earned her PhD in industrial relations from the University of Minnesota following the MBA and BA in psychology from Wichita State University. She teaches courses in all functional areas of human resource management.

Her research has appeared in Human Resource Management Review, Public Personnel Management, Journal of Employee Responsibilities and Rights, The Journal of Higher Education, Journal of Management, and Journal of Real Estate Education. She consults with organizations on a variety of human resource management issues, including compensation system design. Dr. Bereman has served as associate dean of the Barton School of Business and as associate dean for academic affairs and undergraduate programs. She also served as assistant dean of faculties for personnel and as university affirmative action officer at Wichita State University. Dr. Bereman is the [Page 448]1994 recipient of the Wichita State University Board of Trustees teaching award and recipient of the 1987 faculty award for exceptional research published in a refereed journal at the Barton School of Business. She has been faculty advisor for the Wichita State University Student Chapter of the Society for Human Resource Management (SHRM) for 15 years and has guided that chapter to superior merit awards in most of those years. She has served SHRM in a variety of other ways and was elected “Outstanding Student in the Nation” in 1974 by that same organization. Dr. Bereman serves as the Education Advocate for the Wichita Chapter of SHRM and is a member of WorldatWork.

Thomas J. Bergmann earned his PhD in industrial relations from the University of Minnesota and an MS in IR from Loyola University, Chicago. Until his untimely death in 2004, Dr. Bergmann was a professor of management at the University of Wisconsin-Eau Claire. He also served as assistant dean and research director for the College of Business. Dr. Bergmann's primary interests included the human resource areas of compensation, selection, staff readjustment, interpersonal conflict, and employee satisfaction. He is co-author of Compensation Decision Making and published over 50 articles in such journals as Personnel Psychology, Human Resource Management, Compensation and Benefits Review, Compensation and Benefits Management, Journal of Occupational and Organizational Psychology, Human Resource Planning, Journal of Applied Business Research, Journal of Organizational Behavior, Public Personnel Management, Journal of Managerial Issues, Human Relations, Management Communication Quarterly, The Employees' Responsibilities and Rights Journal, and Journal of Contemporary Business Issues. Dr. Bergmann was involved in many professional and academic associations including the American Compensation Association (now WorldatWork), the Society for Human Resource Management (for which he was advisor to the UWEC student chapter), the Academy of Management, and the Industrial Relations Research Association. He also conducted executive workshops in supervisory training, coaching and counseling, hiring, mentoring, and team building. His consulting experiences included job evaluation and performance appraisals, organizational analyses, attitude surveys, and general management advising. In gratitude for his dedication to HRM and HRM education, his friends and colleagues at UWEC have established a yearly HRM scholarship in his name.

Wayne F. Cascio received his PhD in industrial and organizational psychology from the University of Rochester in 1973. Currently he is professor of management and international business at the University of Colorado at Denver. He has taught at Florida International University, the University of California-Berkeley, the University of Hawaii, the University of St. Gallen, Switzerland, the University of Geneva, and the University of Hong Kong. During the academic year 1987–1988 he was a visiting scholar [Page 449]at the Wharton School of the University of Pennsylvania. In 1988 he received the Distinguished Faculty award from the HR Division of the Academy of Management, in 1994 he received the Bemis award for excellence in HRM from the International Personnel Management Association's Assessment Council, and in 1999 he received the Distinguished Career award from the HR Division of the Academy of Management. He has received two “best paper” awards from the Academy of Management Executive for his research on downsizing and restructuring (1993 and 2003), and an honorary doctorate from the University of Geneva (Switzerland) in 2004.

He is past chair of the HR Division of the Academy of Management (AOM), a former member of the AOM board of governors, past-president of the Society for Industrial and Organizational Psychology, and chair-elect of the Society for Human Resource Management Foundation (2007). He has authored more than 85 journal articles, 35 book chapters, and 20 books, including Managing Human Resources: Productivity, Quality of Work Life, Profits (7th ed., 2006), Applied Psychology in Human Resource Management (6th ed., 2005), Costing Human Resources: The Financial Impact of Behavior in Organizations (4th ed., 2000), and Responsible Restructuring: Creative and Profitable Alternatives to Layoffs (2002).

Dr. Cascio has consulted with more than 150 organizations on six continents. His research on staffing, training, performance management, and the economic impact of HR activities has appeared in a number of scholarly journals. Current and past editorial board memberships include Journal of Applied Psychology, Academy of Management Review, Journal of Management, Journal of Industrial Psychology (South Africa), International Journal of Selection and Assessment (UK), Human Performance, Asia-Pacific HRM (Australia), Organizational Dynamics, Journal of World Business, and Zeitschrift für Personal Psychologie (Germany). An elected fellow of the Academy of Management, the American Psychological Association, and the National Academy of Human Resources, he currently serves on the boards of directors of CPP, Inc. and the Society for Human Resource Management Foundation.

Debra J. Cohen is the chief knowledge officer, Society of Human Resource Management (SHRM) and is responsible for the Society's Information Center and Research Department. Dr. Cohen joined SHRM in May 2000 as the director of research where she oversaw SHRM's Survey Program, Workplace Trends and Forecasting Program, and other content development initiatives. She received her PhD in management and human resources in 1987 and her Master's degree in labor and human resources (MLHR) in 1982, both from the Ohio State University. She received her bachelor of science in communications from Ohio University. Prior to joining SHRM, Dr. Cohen served as an HRM faculty member at George Washington University (10 years) and at George Mason University (five years). Dr. Cohen has published over 30 articles in such journals as Personnel Psychology, [Page 450]Human Resource Development Quarterly, Journal of Management, Human Resource Management Journal, Journal of Small Business Strategy, Journal of Business and Psychology, Training and Development Journal, Journal of Management Education, and Journal of Business Ethics. Prior to her academic career, she was a practicing human resources manager in training and development. Dr. Cohen remains professionally active, having served on the executive board of the HRM Division of the Academy of Management and on the board of the Academic Partnership Network of the American Compensation Association (now WorldatWork). She is currently an associate editor for Human Resource Management Journal, serves on the editorial review boards of Human Resource Management Review and The Journal of Management, and does ad hoc reviewing for Human Resource Development Quarterly.

John R. Deckop is associate professor of human resource management in the School of Business at Temple University. He earned his PhD in industrial relations from the University of Minnesota. Before coming to Temple University, he was an assistant professor of management at Vanderbilt University. Other appointments at Temple University have included department chair (1995–2002) and associate director of the Henrietta Frankel Ethics Center (1993–1996). He has also served on several nonprofit boards of directors. Dr. Deckop's teaching interests include reward systems, human resource management, and business ethics. In 1988 he was named Temple University's MBA Professor of the Year. His current research interests include the topics of risk and justice in compensation systems, organizational antecedents and consequences of materialism, reciprocity and organizational citizenship behavior, and the design of human resource management practices to benefit the transition of former welfare clients to the world of work. He was co-principal investigator on a $108,850 grant from the Charles Stewart Mott foundation on the latter topic. He has been quoted in numerous newspaper articles nationwide on the topic of compensation systems, particularly executive compensation systems. Dr. Deckop has published in numerous academic journals, including Academy of Management Journal, Journal of Management, Industrial and Labor Relations Review, Human Resource Management Review, Human Resource Management, Journal of Business Ethics, Journal of Occupational and Organizational Psychology, International Journal of Manpower, and Nonprofit and Voluntary Sector Quarterly, among others. He is an ad hoc reviewer for several journals, and is a member of the editorial boards of Academy of Management Journal (1998 to present) and Group and Organizational Management (2003 to present). He is the editor of a 2006 book titled Human Resource Management Ethics.

Renée E. DeRouin is a doctoral candidate in the industrial and organizational psychology program at the University of Central Florida. She was the recipient of the Society for Industrial and Organizational Psychology's 2004 Robert J. Wherry Award and the American Psychological [Page 451]Association/American Psychological Association of Graduate Students' 2005 Distinguished Graduate Student in Professional Psychology Award. Her research interests include training, distance learning, learner control, mentoring, and stereotype threat, and her work has appeared in Journal of Management, Human Resource Management, Research in Personnel and Human Resource Management, Ergonomics in Design, Advances in Human Performance and Cognitive Engineering Research, and Handbook of Human Factors and Ergonomics Methods.

Debra Dookeran earned her PhD in human resources from the W.T. Beebe Institute of Personnel and Employment Relations at Georgia State University. She earned her MBA from Cardiff University, Wales and BSc. with honors from the University of West Indies. Dr. Dookeran was an assistant professor of management at the Ziklin School of Business at Baruch College until her resignation in 2006. She has taught courses in compensation and human resource management. Her research interests include perceived organizational support, psychological contracts, trust, organizational justice, and corporate social responsibility. Dr. Dookeran has worked in banking and manufacturing in supervisory and management positions and is currently managing the care of her family.

James H. Dulebohn is an associate professor of human resource management and organizational behavior at Michigan State University's School of Labor and Industrial Relations. He earned his PhD and Master's degrees from the University of Illinois at Urbana-Champaign in human resource management. Dr. Dulebohn has held faculty appointments at the University of Texas at San Antonio, Georgia State University, the University of Georgia, the University of Illinois, and Michigan State University. He has taught courses at the graduate and undergraduate levels in human resource management, strategic human resource management, organizational behavior, organizational development and change management, compensation, human resource information systems, and research methods. His research interests include decision making in human resource management systems, compensation and benefits, performance management, and social influence in organizations. His articles have appeared in journals including Academy of Management Journal, Personnel Psychology, Journal of Management, and Journal of Risk and Insurance. Dr. Dulebohn has consulted in the areas of human resource management, compensation, and benefits for a variety of organizations including Dow Chemical Company, Monsanto, TIAA-CREF, the State of Illinois, the State of Texas, and Marriott.

John A. Fossum is acting associate dean of faculty and research and professor of human resources and industrial relations in the Carlson School of Management at the University of Minnesota. He holds a BA in economics from St. Olaf College, an MA in industrial relations from the University [Page 452]of Minnesota, and a PhD in labor and industrial relations from Michigan State University. He began his academic career at the University of Wyoming in 1972. In 1974, he joined the School of Business Administration at the University of Michigan as an instructor, was promoted to assistant professor in 1975 and associate professor in 1979, and was elected department chair for the organizational behavior and industrial relations area in 1982. In the early 1980s at Michigan he was a faculty associate at the Institute for Social Research and was also actively involved in developing and delivering executive-level human resource management programs.

In 1983, he joined the industrial relations faculty at Minnesota. During his tenure at Minnesota, he was director of graduate studies in industrial relations between 1984 and 1987 and for a transition year in 1997–1998. From 1987 to 1991,1994 to 1997, and during 2004–2005, he was the director of the Industrial Relations Center (IRC) and chair of the graduate faculty in industrial relations. The IRC operates Master's and doctoral programs with approximately 220 Master's and 15 doctoral students, trains union leaders and members through the Labor Education Service, and produces applied research through the Human Resources Research Institute. While director, he was the chair of the University Council of Industrial Relations and Human Resource Programs (a consortium of schools offering graduate or large undergraduate programs in HR-IR) for a two-year period. He was one of the founding academic members of IRC-GOALS, a joint university-business consortium for recruiting underrepresented minorities into HR-IR graduate programs, and later served as its chair for a three-year term.

He has held visiting faculty positions at UCLA, Cornell, and the Warsaw School of Economics; and has taught in programs offered by the Université Jean Moulin Lyon III (France) and the University of Warmia and Mazury in Olsztyn, Poland. In fall 2001, he was a Fulbright Lecturer at the Warsaw School of Economics. He is the author of Labor Relations: Development, Structure, Process (nine editions) and a co-author (with Herbert G. Heneman, III, Donald P. Schwab, and Lee Dyer) of Personnel/Human Resource Management (four editions). He is a member of the Academy of Management and the Labor and Employment Research Association and was the chair of the Personnel/Human Resources Division of the Academy in 1981–1982. His research interests involve primarily employee compensation, human resource management and firm performance, and labor-management relations issues. He has published widely in these fields.

Collette A. Frayne is professor of international business and human resource management in the Orfalea College of Business at California Polytechnic State University. From September 2003 to 2005, Dr. Frayne held the Thomas F. Gleed Chair of Business Administration in the Albers School of Business at Seattle University. Dr. Frayne earned her doctorate from the [Page 453]University of Washington, the MBA from the University of San Diego, and the BS in business administration from the University of Delaware. At Cal Poly, she teaches courses in international business management and international human resource management. She also serves as faculty advisor for the AIESEC international internship program as well as the International Management Concentration. She has also taught at the University of Western Ontario (Canada), Texas Christian University (USA), the University of Washington (USA), the University of Delaware (USA), Institut Pengembangan Manajemen Indonesia (Jakarta), Lajos Kossuth University (Hungary), the Helsinki School of Economics and Business Administration (Helsinki & Mikkeli, Finland), the Monterey Institute of International Studies (USA), Poznan School of Banking (Poland), and Bond University (Australia). Dr. Frayne's teaching, research, and consulting interests have focused on issues of human resource management, self-management, power and influence, and organizational change, particularly in international joint ventures and alliances. She has authored a book and published approximately 70 articles and case studies in outlets such as Journal of Applied Psychology, Academy of Management Journal, Journal of International Business Studies, Journal of Management Education, and Journal of International Management. Her research has received several “best paper” awards, including the George and Sara McCune Best Paper Award from Journal of Group and Organization Management. Currently, Dr. Frayne serves on the editorial boards of Journal of World Business, Journal of Organizational Behavior, Academy of Management Executive, and Journal of Management Inquiry and has served as a co-chair of the Teaching Committee for the International Management Division of the Academy of Management.

Dr. Frayne is a member of her university's Athletics Governing Board and has served on the University Research Grants Award Committee. She is the recipient of the Dean's Emeritus Award for faculty teaching, research, and service excellence in 1994 and 1999 as well as recipient of two prestigious awards from the Academy of Management and the Society for Industrial/Organizational Psychology for her research in self-management. At the University of Western Ontario she received the Dean's Team distinction for teaching excellence each year from 1987 to 1992 and also the Dean's List commendation for teaching excellence and the Global Perfection Award for teaching in 2001. At Cal Poly she was nominated for the University Distinguished Teacher Award in 1997 and 1998, and received it in 1999. Dr. Frayne also is president and CEO of an international management consulting company where she is actively involved in international management consulting and executive development activities in North America, Europe, and the Asia-Pacific region. Her clients include a variety of domestic and multinational organizations, several Fortune 500 and Fortune Global 500 organizations, and nonprofit organizations. In her management development and training activities she has worked with executives from Nokia Oy, Hewlett Packard, Eastman Kodak, [Page 454]Cisco, Starbucks, Costco, Safeco, Agilent Technologies, Hewlett Packard, Caterpillar, ITT Sheraton, California Highway Patrol, Rautaruukki Oy, Eastman Chemical Company, Digital Equipment Corporation, AT&T, DuPont, Ericsson, Polartest Oy, DHL Courier International, Corporate Image, Ernst & Young, Valio Oy, and the Ontario Ministry of Industry Trade and Technology. She has also taught in numerous university and corporate executive education programs in Canada, the U.S., Australia, Europe, and Asia.

Gerald H. Graham is the R.P Clinton Distinguished Professor of Management and former dean of the W. Frank Barton School of Business at Wichita State University. He received his PhD in management from Louisiana State University. Dr. Graham has published four management textbooks and numerous research articles. His research interests include study of nonfinancial incentives, leadership, conflict resolution, employee appraisal, and organizational communication and use of goals and objectives. He has made management presentations to more than 750,000 participants in 46 states, Canada, Mexico, and Slovakia. He also has been the recipient of the Wichita State University Excellence in Teaching and the Barton School of Business Teaching awards. Dr. Graham is past-president of the board of directors of Goodwill Industries of Kansas and former board member of the United Way of the Plains. Besides being an active management consultant, Dr. Graham has facilitated more than 100 partnering workshops with the Army Corps of Engineers, several state agencies, cities, and private firms. He has also delivered more than 30 educational seminars to state departments of transportation and private contractors on the concepts of partnering.

Mary E. Graham is the Newell Associate Professor of Organizational Studies in the School of Business at Clarkson University. She earned her PhD from the School of Industrial and Labor Relations at Cornell University, with a concentration in human resource studies. Dr. Graham teaches courses in introductory and advanced human resource management, change management, rewards management, and organizational behavior. Dr. Graham has published on incentive pay programs, gender-related pay disparities, and perceptions of corporate reputation, in such journals as Organization Science, Journal of Organizational Behavior, Organizational Research Methods, Eastern Economic Journal, and Cornell Journal of Law and Public Policy. She has served as an associate editor of Human Resource Management journal, and she is a member of the editorial review board of Human Resource Management Review. Before her academic career, Dr. Graham worked as a tax accountant and earned her CPA, and served as a legislative aide in the U.S. House of Representatives.

Greg Hundley is professor of management in the Krannert School of Management at Purdue University and director of the Center for [Page 455]International Business Education and Research (CIBER) at Purdue. He earned his PhD and MA in industrial relations from the University of Minnesota and B.Com. degree from the University of Western Australia. Prior to joining Purdue University, Dr. Hundley held faculty appointments at the University of Oregon, where he served as chair of the Department of Management and director of the Institute of Human Resource Management and Industrial Relations and also at the University of Minnesota, the University of Western Australia, and Xavier University. His teaching spans a wide variety of courses at all educational levels and includes human resource management, HR for the general manager, quantitative methods in industrial relations and human resource management, strategic human resource management, compensation theory and administration, employee benefits and risk management, issues in labor markets, management context and environment, labor and employment relations, and management of technology. In recent years, he has focused primarily on teaching international HR. Dr. Hundley's research has been published in many major journals, including Academy of Management, Strategic Management Journal, British Journal of Industrial Relations, Industrial Relations, Industrial and Labor Relations Review, and Journal of Human Resources. Professor Hundley has served on the editorial board of Academy of Management Journal and the Asia-Pacific Journal of Human Resources. His current research programs are concerned with the effects of individual values and national culture on HR practices, the transfer of management consequences of self-employment, and the relationship between self-employment and entrepreneurship.

Cameron Klein is a doctoral candidate in the industrial and organizational psychology program at the University of Central Florida (UCF) in Orlando. He is currently employed as a senior graduate research assistant at UCF's Institute for Simulation & Training. He has presented his work at regional and national psychology and management conferences and has published over a dozen journal articles and book chapters. His primary research interests include interpersonal skills, team and individual training, training evaluation, assessment centers, and item development, analysis, and revision, and his work has appeared in Leadership Quarterly, International Encyclopedia of Ergonomics and Human Factors, International Review of Industrial and Organizational Psychology, and Encyclopedia of Applied Psychology.

Scott Lester is associate professor of management and director of the Center for Leadership at the University of Wisconsin-Eau Claire. He earned his PhD in organizational behavior from the University of South Carolina in 1997. Prior to his doctoral work, he received a BA in psychology and business from the University of Richmond in 1991 and worked for a year as a management and training consultant. Scott teaches organizational behavior and human resource management courses at both the undergraduate and [Page 456]graduate levels. He also facilitates supervisory management workshops for area companies through the University of Wisconsin-Eau Claire's Office of Continuing Education. His current research interests include dyadic trust, psychological contracts, group potency, and other-oriented work values. He has published his research in a variety of journals including Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Journal of Organizational Behavior, Journal of Management Education, Human Resource Planning, Journal of Occupational and Organizational Psychology, Human Resource Development Quarterly, Journal of Leadership and Organizational Studies, and Journal of Managerial Issues. Dr. Lester is a member of a number of professional organizations including the Academy of Management, the Midwest Academy of Management, the Southern Management Association, and the Society for Human Resource Management (SHRM). He is currently a representative on the executive board of the Midwest Academy of Management. Currently he serves as the faculty advisor for the University of Wisconsin-Eau Claire student chapter of SHRM. He has served as an ad hoc reviewer for a number of journals including Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Management, Journal of Organizational Behavior, Human Relations, and Journal of Managerial Issues.

Kimberly Lukaszewski is an assistant professor of management at the State University of New York at New Paltz. She earned her MBA in human resources information systems (HRIS) and her doctorate in organizational studies from the State University of New York at Albany. Her research focuses on human resources information systems, information privacy, and the effects of race and disability on employment decisions. Results of her research have been published in such journals such as Human Resource Management Review and International Association for Human Resources Information Management Journal. She has also written various book chapters that have been published in Handbook of Workplace Diversity, The Brave New World of eHR: Human Resources Management in the Digital Age, and Advances in Human Performance and Cognitive Engineering Research. She has presented various papers at the annual meetings of the Academy of Management, the Society for Industrial and Organizational Psychology, the Eastern Academy of Management, and the International Association for Human Resource Information Management.

Patricia Lynch, PhD, SPHR, earned her doctorate in human resources, with a minor in employment law, from the W.T. Beebe Institute of Personnel and Employment Relations at Georgia State University. She earned the MBA from University of Memphis and BBA from Smith College. Dr. Lynch is principal of HR Value, a consulting firm in Long Beach, California, that helps clients align employee behaviors and decisions with organizational goals. Dr. Lynch is an expert in measurement and evaluation, compensation, performance management, and employee training and development. Her [Page 457]practical advice and customized interventions enable her clients to leverage their investment in employees to achieve measurable bottom-line outcomes. Dr. Lynch has more than a dozen years of HR experience working with managers at all levels in the public, private, and nonprofit sectors. A former university professor, she has taught courses in human resources such as compensation, labor relations, staffing, performance management, and training at the graduate and undergraduate levels. She has been an instructor, a curriculum designer, and a special project leader for the Los Angeles County Learning Academy for six years. Dr. Lynch has published articles in both academic and practitioner journals and has contributed chapters to two books. Prior to earning her doctorate, she had a successful career as a senior financial analyst for Federal Express Corporation (now FedEx Corporation). Dr. Lynch serves on the Human Resource Certification Institute's (HRCI) Western Region Item Writing Panel, which writes questions for the SPHR and PHR (Professional in Human Resources) exams. Because of her expertise, HRCI has invited her to serve the profession in a number of capacities, including as a reviewer for the HRCI Practice Analysis Task Force, which updated the PHR/SPHR body of knowledge in 2005, as a member of the team that reclassified all items in the PHR and SPHR databases in 2006 following the 2005 update, and as a subject matter expert for the new California Practice Exam that will test individuals' knowledge of California employment law beginning in 2007.

Thomas A. Mahoney (deceased 2004) earned his PhD and MA in economics from the University of Minnesota in 1956 and his BA in economics from Wabash College. He was the Frances Hampton Currey Professor of Organization Studies, Emeritus, Owen Graduate School of Management, Vanderbilt University. From 1956 to 1982, Dr. Mahoney was on the faculty of industrial relations, Graduate School of Management at the University of Minnesota. From 1964 to 1966 he served as director of the Industrial Relations Center at Minnesota. During his career, Dr. Mahoney also held visiting professorships at the Graduate School of Business Administration at the universities of Stellenbosch and Witwatersrand in South Africa; Faculty of Commerce, University of British Columbia; and University of Wisconsin-Milwaukee.

Dr. Mahoney is remembered fondly by his MA and PhD students at the universities of Minnesota and Vanderbilt. Although he taught a wide range of graduate courses, his most memorable courses are in the areas of compensation theory and organization theory and design. During his career he supervised 19 dissertations.

Among his doctoral students are well-known academics such as George T Milkovich, Marc Wallace, Peter Frost, and Jerry Newman, as well as consultants Norman Crandall, Paul Nystrom, and David Pierson. More recent students include John Deckop, Arlen Honts, and Mary Watson.

Dr. Mahoney is also remembered for his keen intellect and range of knowledge within the field. This range is particularly evident from his published works. During his career, Dr. Mahoney published eight books and [Page 458]monographs and 71 articles and chapters on a wide range of topics in an equally wide range of prestigious academic and professional outlets. For instance, his books and monographs range from the topics of compensation to leadership and executive development to problems of union administration. Among the academic outlets for his work are such prestigious journals as Administrative Science Quarterly, Academy of Management Journal, Organizational Behavior and Human Performance, Management Science, and Industrial Relations. Professional journal outlets are equally prestigious, such as Organizational Dynamics, Harvard Business Review, Business Horizons, and California Management Review. Dr. Mahoney also contributed chapters to such outlets as Research in Organizational Behavior, Frontiers in Industrial/Organizational Psychology: Productivity in Organizations, Publishing in Organizational Sciences, and Handbook of Human Resource Management: Compensation and Benefits (BNA), among others.

Dr. Mahoney's service to the profession includes editorial board membership for Human Resource Management Review and Human Resource Planning Journal. He served as editor for Academy of Management Journal and as ad hoc reviewer for Administrative Science Quarterly, Journal of Applied Psychology, Industrial & Labor Relations Review, Academy of Management Journal, Management Science, Journal of Management, and Personnel Psychology. Dr. Mahoney served on the board of governors for the Academy of Management and board of directors for the Human Resource Planning Society. Finally, he served as chair of the Human Resource Division of the Academy of Management.

Dr. Mahoney's external activities include consulting, expert testimony, and management and executive development seminar instructor. Among his consulting clients were State Farm Insurance Companies, Honeywell, General Mills, Northern Telecom, Pfizer, J.C. Penny, Peat Marwick & Mitchell, Hay Associates, Manville, NASA, the World Bank, and others. Dr. Mahoney testified in 14 employment discrimination litigation cases involving a wide-ranging group of large employers. His management and executive development seminars were conducted at 11 universities in four countries (U.S., South Africa, Mexico, Canada). U.S. universities include the University of Michigan, the University of Wisconsin, Cornell, Vanderbilt, and the University of Minnesota. Dr. Mahoney was an invited presenter at 19 major university research colloquia.

Last but not least, Dr. Mahoney is listed in Who's Who in the Management Sciences. Other honors include five Outstanding Teaching Awards; Academy of Management Career Achievement Award, Human Resources Division; Fellow, Academy of Management; University of South Carolina Human Resource Research Center Special Award; Southern Management Association, Distinguished Last Lecture; and Distinguished Achievement Award, University of Minnesota Alumni Association.

Patrick P. McHugh is an associate professor of employment and labor relations in the Management Department at The George Washington University. Professor McHugh earned his BS in business administration at Bowling Green State University and an MA in economics at Washington State University. He earned his PhD in labor and industrial relations from Michigan State University. He has written more than 30 articles, papers, and book chapters related to employment and labor-management relations, employee participation, collective bargaining, and employment law. His articles have appeared in Industrial & Labor Relations Review, Human Relations, Industrial Relations (Berkeley), Economic and Industrial Democracy, Journal of Labor Research, Labor Law Journal, and Human Resource Planning, among other publications. He is an editorial board member for Human Resource Management Journal. In addition to teaching and writing activities, he has provided technical assistance to the American Pharmacists Association, Federal Mediation and Conciliation Service, Ford Motor Company, United Auto Workers, and the American Federation of State, County, and Municipal Employees.

Brian Murray is an associate professor and associate dean for the College of Business at the University of Dallas. He earned his PhD from Cornell University in human resource studies. He has taught courses in human resource management, HR strategy, compensation, staffing, careers, and organizational behavior. His research has included examinations of skill-based pay, quality awareness training effectiveness, and employee pension choice decisions, and has been published in journals including Academy of Management Journal, Personnel Psychology, and Decision Sciences, among others. His current research focuses on employee benefits, human resource service quality, and effectiveness. Dr. Murray's consulting includes work in compensation and surveying and has focused on not-for-profit organizations and professional associations, including the University of Texas at San Antonio, the San Antonio Development Agency, the San Antonio Human Resource Management Association, and the San Antonio Manufacturers Association.

Jerry M. Newman is Distinguished Professor of Organization and Human Resources in the School of Management at the State University of New York-Buffalo. He earned his PhD in industrial relations from the University of Minnesota and his BA from the University of Michigan. As a faculty at SUNYAB for 30-plus years, he has received frequent teaching awards, including the Chancellor's Distinguished Teaching Award, State University of New York System. Dr. Newman also served his school as Interim Dean. He is co-author (with George Milkovich) of Compensation, author of My Secret Life on the McJob: Lessons From Behind the Counter Guaranteed to Supersize any Management Style, and author of 12 book [Page 460]chapters and more than 40 articles on compensation, performance management, and general human resource issues. He has served on editorial boards of Journal of Contemporary Business Issues and Academy of Management Journal and is a regular reviewer for nine other publications. Dr. Newman has consulted with more than 50 companies nationally and locally on compensation, performance management, and other HR issues. He is a charter member of the Society for Human Resource Management, Buffalo, New York, and in 1993 was named Human Resource Professional of the Year by its Niagara Frontier Chapter.

Skip Owens is a self-employed human resources consultant. He received his MS in management & organizations from the University of Iowa.

David A. Pierson is an independent consultant and founded The Pierson Group in 1997. His general emphasis is human resource consulting with a concentration in diagnosing and designing fixed and variable reward programs for all employee levels. He has extensive experience in developing performance-based compensation programs in a variety of industries including healthcare, medical equipment, electronic, and general manufacturing; finance; distribution; and consumer products. Dr. Pierson earned his PhD and MA in industrial relations and a BME in mechanical engineering, all from the University of Minnesota. He is a member of WorldatWork and has been an instructor in its certification series. He is also the author of various articles on compensation and human resources management and has spoken to numerous groups on these topics. Dr. Pierson has more than 20 years of experience in human resources consulting, most recently with the Hay Group, and prior to that he was a Principal with Towers Perrin. Before entering consulting, he was a tenured faculty member of the Human Resource Administration Department within the School of Business at Temple University, where he currently serves as an adjunct faculty member.

Christine Quinn Trank is an assistant professor in the Rawls College of Business at Texas Tech University, where she teaches general management and organization theory. She earned her PhD in organization studies from the University of Iowa. Her current research examines the intersection of symbolic interaction and institutional theory and the relationship between universities and business from an institutional perspective. She serves on the editorial boards of Academy of Management Journal and Academy of Management Learning and Education. Prior to receiving her doctorate, she served as an administrator in higher education for a number of years.

Sara L. Rynes is the John F. Murray Professor and Chair of the Department of Management and Organizations at the University of Iowa. She earned her PhD in industrial relations from the University of Wisconsin. Her current research interests include compensation, recruitment, field influences on higher education, and knowledge transfer between academics and practicing professionals. Dr. Rynes is current editor of Academy of Management [Page 461]Journal and previously served two terms on this journal's editorial board. Additionally, she has served on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Quality Management Journal, Academy of Management Learning and Education, and Society for Industrial and Organizational Psychology's Frontier Series. She is co-author of a compensation book with Barry Gerhart (Sage Publications) and is a Fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology. She is the 2006 recipient of the Career Achievement Award presented by the Human Resources Division of the Academy of Management.

Eduardo Salas is trustee chair and professor of psychology at the University of Central Florida, where he also holds an appointment as program director for the Human Systems Integration Research Department at the Institute of Simulation and Training. He is also the director of UCF's PhD in Applied Experimental & Human Factors Program. Previously, he was a senior research psychologist and head of the Training Technology Development Branch of the naval Air Warfare Center Training Systems Division for 15 years. During this period, Dr. Salas served as a principal investigator for numerous R&D programs focusing on teamwork, team training, advanced training technology, decision making under stress, and performance assessment. He received his PhD (1984) in industrial and organizational psychology from Old Dominion University. Dr. Salas has co-authored over 300 journal articles and book chapters and has co-edited 18 books. He is a current or past member of the editorial boards of Journal of Applied Psychology, Personnel Psychology, Military Psychology, Interamerican Journal of Psychology, Applied Psychology: An International Journal, International Journal of Aviation Psychology, Group Dynamics, and Journal of Organizational Behavior and is current editor of Human Factors Journal. In addition, he has edited special issues in Human Factors, Military Psychology, Journal of Organizational Behavior, and International Journal of Aviation Psychology. He currently edits the annual series Advances in Human Performance and Cognitive Engineering Research (Elsevier). Dr. Salas has held numerous positions in the Human Factors and Ergonomics Society during the past 15 years. He is past chair of the Cognitive Engineering and Decision Making Technical Group and of the Training Technical Group, and served on the executive council. He is a very active member of Society for Industrial and Organizational Psychology (SIOP) and is past series editor for the Professional Practice Book Series. Dr. Salas consults with a variety of manufacturing companies, pharmaceutical laboratories, industrial organizations, and government organizations. He is a fellow of the American Psychological Association (SIOP and Division 21) and the Human Factors and Ergonomics Society.

Leon Schjoedt is an assistant professor of management at Illinois State University. He received his PhD in management from the University of Colorado at Boulder, and received his MBA at the University of [Page 462]Wisconsin-Oshkosh and his BA at the University of Southern Denmark. He has served on the faculty at the University of Copenhagen.

Lynn M. Shore earned her PhD in industrial and organizational psychology from Colorado State University in 1985. Prior to joining the faculty at San Diego State University, she was on the faculty at the University of California, Irvine, and Georgia State University. Her primary research areas are on the employment relationship and workforce diversity. In the area of employment relationships, she has researched such topics as perceived organizational support, psychological contracts, leader-member exchange, and international aspects of employment relationships. Dr. Shore's work on diversity has examined the impact that composition of the workgroup and employee/supervisor dyads has on the attitudes and performance of workgroups and individual employees. Her work has appeared in elite scholarly journals such as Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, and Journal of Organizational Behavior. Professor Shore is an associate editor of Journal of Applied Psychology and is a fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology. Professor Shore has held leadership roles in the Academy of Management, having served as chair of the Human Resources Division (2000–2001) and on the executive committee (1995–1998). She has taught a variety of courses in human resource management and organizational behavior at the undergraduate, Master's, and PhD levels.

Kevin C. Stagl has partnered with dozens of organizations over the past decade to cultivate lasting business value via targeted human capital management solutions and decision support. In his current role as an organizational consultant with Assessment Technologies Group (ATG), and formerly as a research scientist at the Institute for Simulation and Training (IST), Dr. Stagl has been fortunate to have had the unique opportunity to learn from, and collaborate with, an influential list of individuals working on the leading edge of organizational science and practice. At IST, Dr. Stagl, with the guidance of his academic mentors, Drs. Eduardo Salas and Barbara A. Fritzsche, initiated a program of research that spans the spectrum of team issues, with an emphasis on fostering leadership, performance, development, and adaptation. The lessons learned and best practices distilled from this effort have appeared in three dozen scholarly outlets, including Journal of Applied Psychology, Leadership Quarterly, Organizational Frontiers Series, Research in Multilevel Issues, and International Review of Industrial and Organizational Psychology.

Dianna L. Stone earned her PhD from Purdue University and is currently a professor of management at the University of Texas at San Antonio. Her research focuses on employees' reactions to electronic human resources systems, information privacy, and diversity in organizations including [Page 463]issues of race, culture, and disability. Results of her research have been published in Journal of Applied Psychology, Personnel Psychology, Academy of Management Review, Organizational Behavior and Human Decision Processes, and Journal of Management. She is a fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology. She has served as the chair of the Human Resources Division of the Academy of Management and as financial officer for the Society for Industrial and Organizational Psychology. Dr. Stone serves on the editorial boards of Human Resources Management Review and Human Resources Management Journal. She has published two books on the topic of electronic human resources management, including The Brave New World of eHR: Human Resource Management in the Digital Age (with Hal G. Gueutal) and an edited volume titled Advances in Human Performance and Cognitive Engineering Research.

Eugene F. Stone-Romero, PhD (University of California-Irvine), is a professor of management at the University of Texas at San Antonio. He is a fellow of the Society for Industrial and Organizational Psychology, the Association for Psychological Science, and the American Psychological Association. He previously served as the associate editor of Journal of Applied Psychology and on the editorial boards for Academy of Management Journal, Journal of Applied Psychology, and Journal of Management. He is now on the editorial boards of Personnel Psychology, Organizational Research Methods, and Asian Journal of Business and Information Systems. Dr. Stone-Romero's research interests include unfair discrimination in employment, personality-based biases in selection, cross-cultural issues in organizations, organizational justice, job design, privacy, reactions to feedback, work-related values, and moderator variable detection strategies. The results of his research have been published in such journals as Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Management, and Applied Psychology: An International Review. He is also the author of numerous book chapters and two books, Research Methods in Organizational Behavior and Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance. Stone-Romero is the 2007 recipient of the T. A. Mahoney Mentoring Award presented by the HR Division of the Academy of Management.

Rebecca A. Thacker is an associate professor of HRM at Ohio University, having received an MBA and a PhD in HRM from Texas A&M University's College of Business. Her publications appear in such journals as Journal of Management, Human Relations, Human Resource Management Review, Journal of Psychology, HR Magazine, Business Horizons, Training & Development, and Employee Responsibilities and Rights Journal. Dr. Thacker currently serves on the editorial boards of Human Resource Management[Page 464]and Human Resource Management Review and also serves as chair of the teaching committee of the HR Division of the Academy of Management. She consults with both private- and public-sector organizations and has testified on employment-related issues before a committee of the United States House of Representatives, the Ohio State Senate's Judiciary Committee, and the Ohio Advisory Commission to the U.S. Commission on Civil Rights. Dr. Thacker is professionally certified by the Human Resource Certification Institute of SHRM as a Professional in Human Resources (PHR).

Herman A. Theeke is professor of management and industrial relations in the College of Business at Central Michigan University. He earned his PhD in industrial relations from the University of Minnesota and his MBA from the University of Michigan. Dr. Theeke has worked as the human resource director for a large urban hospital, as the associate director of the University of Michigan's Human Resource Accounting Program, and as the program coordinator for the Human Resource Research Programs at the University of Minnesota. At various times he has served as a consultant to major U.S. corporations, such as General Motors and Ford Motor Company.

Dr. Theeke teaches a variety of management and industrial relations classes and championed an AACSB award winning program that provided the educational model for a new and innovative undergraduate business program. He has also served his College as chair of the Management Department and is an executive board member of the faculty union. His research in the area of human resource accounting includes a recent (2005) award-winning article that proposes abandoning the human resource asset paradigm and replacing it with a human resource liability model.