My research can be grouped into three categories, plus a fourth "catch-all" category. First, in my dissertation I investigated the effects of intra-team conflict on team task performance and team innovation, and possible moderation of these effects by a number of conflict management strategies. I believe my model could have a profound impact on the theory of task conflict, conflict management, team performance, and team innovation. The predictions advanced in my dissertation have never been investigated empirically, to my knowledge. Moreover, I recently completed a meta-analysis investigating the effects of conflict types on team performance with Dr. Natalie Allen. We believe our results may have important implications for current theory and practice.

Second, I am interested in personality as it relates to human performance at work. I am interested in the limitations of the Five-Factor Model and how they can be overcome. I am specifically interested in research that looks at personality traits that fall beyond the famous five factors of personality as well as narrow traits that fall within them. In collaboration with Dr. Sampo Paunonen we have reviewed these issues. With my colleagues I have found that alternative traits can predict variance in work-related criteria beyond that predicted by the Big Five factors. I'm also interested in how personality traits affect team functioning and performance.

Third, I do research that investigates what makes virtual teams work well, and what virtual leaders need to do to facilitate virtual team effectiveness. Along with this, I maintain an interest in teleworking arrangements and how they can be made more effective, from both selection and organizational development initiatives.

Finally, I am interested in a collection of other niche methodological areas. One project I'm currently working on is a quantitative review of statistics used to justify aggregation in teams research (with Dr. Natalie Allen). We reviewed hundreds of studies and preliminary findings suggest that "emergence" tends to be supported by aggregation statistics even when team tenure is extremely short. Our findings may have important implications for how aggregation statistics are interpreted in future research. Another research area in which I'm involved is the construct validity of job performance ratings (with Drs. Richard Goffin & Ian Gellatly; and Dr. Julie Carswell & Matthew McLarnon). We have found that as much as half the variance in job performance ratings can be explained by the rater. Ratee variance, often referred to as "true" variance, appears to explain much less than half the variance in job performance ratings. This is extremely troublesome as a great deal of research uses job performance ratings in order to study other work-related variables, and it calls for more research on the construct validity of job performance ratings. A third niche area of research is a review of, and prescription for, Personality-Oriented Job Analysis (with Drs. Richard Goffin & Mitchell Rothstein). Surprisingly, Personality-Oriented Job Analysis (POJA) methods are underdeveloped despite the fact that personality is a differentially-valid predictor of job performance. That is, the personality traits that predict job performance vary depending on the nature of the job, yet no clear guidelines exist to support identification of potentially job-relevant traits. Our contribution is to narrow that gap by advancing methodology on POJA.