Publications

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Curriculum Vitae

Publications

Hu, X., Gilmore, P. L., Tetrick, L. E., Wei, F., & White, A. (2016). On the functioning of reciprocity in organizations: the moderating effects of relationship orientation and power distance, The Psychologist-Manager Journal, 19(3-4), 123 – 147.

Krokos, K. J., Josias, L., Vestal, D. W., Manville, K. M., & Gilmore, P. (2014). Preliminary report on the NextGen mid-term ATSS drivers. (Report submitted to the Federal Aviation Administration under Cooperative Research Agreement #13-G-021). Washington, DC: American Institutes for Research.

Gilmore, P. L. (2013). Toward a stronger motivational theory of innovative performance. Dissertation. College of Humanities and Social Sciences: George Mason University. Fairfax, VA. URI: http://mars.gmu.edu/handle/1920/8220.

*Gilmore, P. L.., *Hu, X., Wei, F., Tetrick, L. E., & Zaccaro, S. J. (2012). Positive affectivity neutralizes transformational leadership’s influence on creative performance and organizational citizenship behaviors, Journal of Organizational Behavior.

Haimann, C., Gilmore, P. L., & Emmer, M. (2013). What is an essential function? A review of evidence used to define essential functions. The Psychologist-Manager Journal. 16, 33 – 52.

Tetrick, L. E., Quick, J. C., & Gilmore, P. L. (2012).  Taking a multi-faceted, multi-level, and integrated perspective for addressing psychosocial issues at the workplace. In Biron, Karanika-Murray & Cooper, improving organizational interventions for stress and well-being: addressing process and context.

Bennett, J. B., Broome, K. M., Schwab, A., & Gilmore, P. L. (2011). A web-based approach to address cardiovascular risks in managers: results of a randomized trial, Journal of Occupational and Environmental Medicine, 53, 8, 911 – 918.

Presentations

Wills, B. & Gilmore, P. L. (2018, April). Consistency of Self-Reported Race and Ethnicity Data throughout Selection. Presented at Society for Industrial & Organizational Psychology. Orlando, FL.

Gilmore, P. L. & Grabarek, P. E. (2016, April). Natural Language Classifiers and Sentiment Analysis for Open-ended Survey Responses. Presented at Society for Industrial & Organizational Psychology. Anaheim, CA.

Brown, D. A. & Gilmore, P. L. (2016). Response Volume and Rating Confidence Levels Effects on Rating Quality. Presented at Society for Industrial & Organizational Psychology. Anaheim, CA.

Nicolaides, V., Adis, C., & Gilmore, P. L. (2016, April). When and How Consistently Employees Arrive and Depart from Work. Presented at Society for Industrial & Organizational Psychology. Anaheim, CA.

Gilmore, P. L. (2013, June). Toward a stronger motivational theory of innovative performance. Presented as invited talk at The Human Resources Research Organization, Alexadria, VA.

Gilmore, P. L., Tetrick, L. E., Buffardi, L. C., & Zaccaro, S. J. (2013). Motivational theories of innovative performance: should one reward and expect? Accepted for interactive poster at Society for Industrial & Organizational Psychology. Houston, TX.

Gorab, A. K., Tetrick, L. E., Gilmore, P. L., Haimann, C. R., & Vega, R. P. (2013). Ethical leadership ratings: the role of followers’ personality. Poster at Society for Industrial & Organizational Psychology. Houston, TX.

Gilmore, P. L. & Ely, K. (2012). Efficacy-based model of military accession. Poster at Society for Industrial & Organizational Psychology. San Diego, CA.

Gilmore, P. L., Hu, X., Wei, F., Tetrick, L. E., & Zaccaro, S. J. (2012). Positive affectivity neutralizes transformational leadership’s influence on creative performance and organizational citizenship. Poster at Society for Industrial & Organizational Psychology. San Diego, CA.

Geller, D. & Gilmore, P. L. (2012). Clarifying the relationship between intra-team task conflict and team innovation. Poster at Society for Industrial & Organizational Psychology. San Diego, CA.

Hu, X., Gilmore, P. L., Nicolaides, V. N., Tetrick, L. E., & Wei, F. (2012). Effects of supervisor-subordinate affectivity fit on subordinate emotional well-being. Paper at International Association for Chinese Management Research. Hong Kong, China.

Hu, X., Gilmore, P. L.,Tetrick, L. E., & Wei, F. (2011). Workplace reciprocity and the Chinese personality: Interpersonal relatedness and power distance.  Presented at the 71st Annual Academy of Management. San Antonio, TX.

Hu, X., Tetrick, L. E., Gilmore, P. L., & Wei, F. (2010). The effects of reciprocity on commitment and OCB: A look at interpersonal relatedness and individual level power distance. Paper presented at the 4th Biennial Conference of International Association for Chinese Management Research. Shanghai, China.

Koehler, T. & Gilmore, P. L. (2010, August). Coordination of communication in multicultural distributed teams. In I. Jose & K. LaPort (Co-chairs), Multicultural team effectiveness: an examination of group processes and leadership. Symposium at Academy of Management. Montréal, Canada.

Peddie, C. I., King, E. B., Gilmore, P. L., & Hsen, K. (2010, April). Reversals of ingroup favoritism: Composition and minorities’ ratings of minorities. In B. J. Lyons & J. L. Raver (Co-chairs), Relational influences on race and sex discrimination in organizations. Symposium at Society for Industrial & Organizational Psychology. Atlanta, USA.