Psychology

Dr. Joel T. Nadler

Professor

(professional web site) (e-mail)

Education: Ph.D., 2010
Southern Illinois University Carbondale

Specialization:
Applied (Industrial/Organizational) Psychology

Phone:
(618) 650-3347

Office:
AH-0124

About Dr. Nadler

Joel T. Nadler received his doctorate in Applied Psychology with a specialization in Industrial- Organizational psychology from Southern Illinois University Carbondale in August of 2010. He is a Professor in the Department of Psychology and teaches Personnel Psychology, Organizational Development. Graduate and Undergraduate Statistics and Research Methods, Industrial/Organizational Psychology, Social Psychology, Psychology of Gender, as well as other classes. His research interests include personnel assessment, measurement, gender bias in selection and performance appraisal, sexual harassment, adverse impact (EEO law), and assessing inclusive diversity practices. Additionally, he has expertise in advanced measurement, design, and statistical techniques. His work has been published in journals such as Journal of Applied Social Psychology, The Industrial-Organizational Psychology, American Journal of Evaluation, Psychology of Sexual Orientation and Gender Diversity, and Journal of Leadership and Organizational Studies. He has consulted with organizations on areas such as organizational climate and culture, survey development, performance appraisal, program evaluation, needs assessment, organizational change and development, and study design and methodology. He is active in several professional organizations including the Society for Industrial Organizational Psychology (SIOP), Association for Psychological Science (APS), and Midwestern Psychological Association (where he is a Fellow). When he is not busy conducting research and teaching, he enjoys exercising, traveling, motorcycling, music, science fiction, and spending time with his wife, son, horses, dogs, and cats.

Mentoring Expertise

Dr. Nadler is available to mentor students interested in careers in industrial/organizational psychology, social psychology, and social justice issues relating to stereotypes, prejudice, and discrimination.

Representative Publications

• Nadler, J. T. & Voyles, E. (Eds.) (2020). Stereotypes: The Incidence and Impact of Bias.  Santa Barbara: CA: ABC-CLIO/Praeger Publishing.
• Lowery, M. R., Nadler, J. T., & Putka, D. J. (2018). Allies from Within: I/O Practitioners in Organizations.  The Industrial-Organizational Psychology, 11(4), 582-585.
• Nadler, J. T. & Lowery, M. R. (Eds.) (2017). The U.S. War on women: Assaults, Battles, and Unintended Consequences. Praeger Publishing.
• Nadler, J. T. Gann-Bociek, M*., & Skaggs, B.*, (2017). Interview support on perceptions of organizational attractiveness: The effects of applicant gender and socio-economic status. Management Research Review, 40, 783-799.
• Nadler, J. T., Bartels, L. K., Naumann, S. *, Morr, R. L. *, Locke, J. *, Beurskens, M. *, Wilson, D. *, & Ginder, M. * (2015). Sampling strategies in the top I/O journals: What gets published?  The Industrial-Organizational Psychologist, 53, 139-147.
• Nadler, J. T., Weston, R., & Voyles, E. C. (2015). Stuck in the middle: the use and interpretation of mid-points in items on questionnaires. The Journal of general psychology, 142(2), 71-89.
• Nadler, J. T. & Kufahl, K. M. (2014). Marital status, gender, and sexualorientation: Implications for employment hiring decisions. Psychology of Sexual Orientation and Gender Diversity, 1, 270-278.
• Bartels. L. K., Nadler, J. T., Kufahl, K., & Pyatt, J. (2013). 50 years after the Civil Rights Act: Diversity-management practices in the field. Industrial Organizational Psychology: Perspectives on Science and Practice, 6, 450-457.
• Stockdale, M. S., & Nadler, J. T. (2013). Paradigmatic assumptions to disciplinary research on gender disparities: The case of occupational sex segregation. Sex Roles, 68, 207-215.
• Nadler, J. T., & Stockdale, M. S. (2012). Workplace Gender Bias: Not Just Between Strangers. North American Journal of Psychology, 14, 281-292.
• Nadler, J. T., Will, K.*, Lowery, M. R., Smith, K. (2012). Don't ask, don't tell and other LGB civil rights issues: Effects of terminology on public opinion. Journal of Gay & Lesbian Social Services, 24, 331-345.
• Stockdale, M. S., & Nadler, J. T. (2012). Situating sexual harassment in the broader context of interpersonal violence: Research, theory, and policy implications. Social Issues and Policy Review (SIPR), 6, 148-176.
• Nadler, J. T., & Clark, M. H. (2011). Stereotype threat: A meta-analysis comparing African Americans to Hispanic Americans. Journal of Applied Social Psychology, 41, 872-890 .
• Lowery, M. R. & Nadler, J. T. (2011). Increasing the legal defensibility of performance appraisals. EEO Review, 3, 1-5 .
• Nadler, J. T., & Cundiff, N.L. (2009). Applied Research Consultants (ARC): A vertical practicum model of training applied research. American Journal of Evaluation, 30, 592-602.
• Starks, T.J., Nadler, J.T, Sagrestano, L.M. & Sarvela, P.D. (2009).  Examining discrepancies among sexual orientation components in a representative sample of men at risk for HIV/AIDS.  Journal of Gay and Lesbian Mental Health, 13, 234-252.
• Cundiff, N. L., Nadler, J. T., & Swan, A. (2009). The influence of cultural empathy and gender on perceptions of diversity programs. Journal of Leadership and Organizational Studies, 16, 97-110.