• Measurement-driven, design-centered view of work: leveraging the Job Diagnostic Survey (JDS) and the PAQ-based characterization framework to diagnose and redesign jobs, complemented by the Job Characteristics Inventory and systematic job-enrichment experiments to examine effects on motivation and performance. [1] [3] [5] [12] [16] [17]

• Biases and contrast effects in employment processes drive selection decisions: explore contrast effects in interviews, training to eliminate them, and the influence of attitude similarity and competency on interview outcomes, as well as criterion use in hiring decisions. [2] [14] [10] [15] [13]

• Job characteristics and individual differences shape attitudes, satisfaction, and work behavior; research maps underlying job element structures and assesses moderation by backgrounds and decision involvement. [3] [5] [7] [9]

• Fairness, validation, and demographic effects in selection/testing: minority vs nonminority validations of tests, and the roles of sex, attractiveness, and information timing on evaluations. [11] [18] [6] [19]