Homepage Slider

Professor Kevin Murphy

Department: 
Personnel & Employment Relations
Teaching Interests: 
Biography
 
Kevin Murphy holds the Kemmy Chair of Work and Employment Studies at the University of Limerick.  Professor Murphy earned his PhD in Psychology from The Pennsylvania State University in 1979, and has served on the faculties of Rice University, New York University, Pennsylvania State University and Colorado State University. He is a Fellow of the American Psychological Association, the Society for Industrial and Organizational Psychology and the American Psychological Society, and the recipient of the Society for Industrial and Organizational Psychology’s 2004 Distinguished Scientific Contribution Award.  He is the author of over one hundred and eighty articles and book chapters, and author or editor of eleven books, in areas ranging from psychometrics and statistical analysis to individual differences, performance assessment, gender, and honesty in the workplace. 
He has served as President of the Society for Industrial and Organizational Psychology and Editor of Journal of Applied Psychology (1991-2002) and as Editor of Industrial and Organizational Psychology: Perspectives on Science and Practice, and is a member of numerous editorial boards. Throughout his career, Dr. Murphy has worked to advance both research and the application of that research to solve practical problems in organizations.   For example, he served as both a member and the Chair of the Department of Defense Advisory Committee on Military Personnel Testing, and has also served on five National Academy of Sciences committees, all of which dealt with problems in the workplace.  He has carried out a number of research projects with military and national security organizations, dealing with problems ranging from training to applying research on motivation to problems of nuclear deterrence.
For the past five years, Dr. Murphy has served as a consultant engaged to help organizations, individuals and the courts to understand a wide range of technical issues that arise when organizations are accused to discrimination in employment, He has served as an expert witness in over 35 cases involving age, race and sex discrimination, and has served as a consultant to private and public-sector organizations.
Research Interests: 
Kevin’s main research interest focus on performance measurement and performance appraisal, personnel selection, psychological measurement and research methods and statistics.  His work has been supported by a number of Federal agencies in the US, where he has worked extensively with the Armed Services.

Publications
Selected publications: Books
Murphy, K., & Saal, F. E. (1990).  Psychology in organizations: Integrating science and practice.  Hillsdale, NJ:  Erlbaum.
 
Murphy, K., & Cleveland, J. (1991).  Performance appraisal:  An organizational perspective. Boston: Allyn & Bacon.
 
Murphy, K. (1993).  Honesty in the workplace.  Monterey, CA:  Brooks/Cole.       
 
Murphy, K. & Cleveland, J. (1995).  Understanding performance appraisal: Social,organizational and goal-oriented perspectives.  Newbury Park, CA: Sage.
 
Murphy, K. (1996).  Individual differences and behavior in organizations.San Francisco: Jossey-Bass.
         
Cleveland, J., Stockdale, M & Murphy, K (2000).  Women and men in organizations.  Mahwah, NJ: Erlbaum.
 
Murphy, K. (2003).  Validity generalization: A critical review.  Mahwah, NJ: Erlbaum.
 
Murphy, K., & Davidshofer, C. (2005).  Psychological testing:  Principles and applications (6th Ed). Upper Sadddle River, NJ:  Prentice Hall.
 
Murphy, K. (2006).  A Critique of Emotional Intelligence:  What are the Problems and How Can They be Fixed? Mahwah, NJ: Erlbaum.
 
Murphy, K., Myors, B. & Wolach, A. (2014).  Statistical power analysis: A simple and general model for traditional and modern hypothesis tests (4th Ed).  New York: Tayor & Francis.
 
Selected Publications: Papers since 2000
 
Cleveland, J.N., Gunnigle, P, Hearty, N., Morley, M. & Murphy. K (2000).  Human resource management
practices of U.S.-owned multinational corporations in Europe: Accommodation or imposition ?  Irish Business Administrative Research, 21, 9-28.
 
Thornton, G.C.III, Murphy, K.R, Everest, T.M. & Hoffman, C.C. (2000).  Higher cost, lower validity and higher
utility: Comparing the utilities of two tests that differ in validity, costs, and selectivity. International Journal of Selection and Assessment, 8, 61-75.
 
Murphy, K. (2000).  Impact of assessments of validity generalization and situational specificity on the
science   and practice of personnel selection.  International Journal of Selection and Assessment, 8, 194-206.
 
Murphy, K & DeShon, R. (2000).  Inter-rater correlations do not estimate the reliability of
                job performance ratings. Personnel Psychology, 53, 873-900.
 
Murphy, K. & DeShon, R. (2000).  Progress in psychometrics: Can industrial and organizational
psychology catch up? Personnel Psychology, 53, 913-924.
 
Campion, M.A., Outtz, J.L., Zedeck. S., Schmidt, F.L., Kehoe, J.F., Murphy, K.R. & Guion, R.M.
(2001).  The controversy over score banding in personnel selection: Answers to 10 key questions.  Personnel Psychology, 54, 149-186.
 
Beaty, J.C., Cleveland, J.N. & Murphy, K.R. (2001).  The relationship between  personality and
contextual performance in "strong" versus "weak" situations.  Human Performance,14, 125-148.
 
Tziner, A., Murphy, K.R. & Cleveland, J.N. (2001).  Relationships between attitudes toward
organizations and performance appraisal systems and rating behavior.  International Journal of Selection and Assessment, 9, 226-239.
 
Murphy, K. (2002).   Can conflicting perspectives on the role of "g" in personnel selection be resolved? 
                Human Performance, 15, 173-186.
 
Tziner, A., Murphy, K. & Cleveland, J. (2002).  Does conscientiousness moderate the relationship
between attitudes and beliefs regarding performance appraisal and rating behavior?  International  Journal of Selection and Assessment, 10, 218-224.
 
Gunnigle, P., Murphy, K., Cleveland, J., Heraty, N. & Morley, M. (2002).  Localization in human
resource management: Comparing American and European multinational corporations.  Advances in International Management, 14, 259-284.
 
Murphy, K.R. (2002).  Editorial. Journal of Applied Psychology, 87, 1019.
 
Murphy. K.R. (2002).  Chronicling the careers of eminent women: A wealth of data and a shortage of
                analysis .  Contemporary Psychology, 47 (5), 618-620.
 
Murphy, K.R., Cronin, B. & Tam, A.P. (2003).  Controversy and consensus regarding the use of
cognitive ability testing in organizations.  Journal of Applied Psychology, 88, 660-671.
 
Murphy, K.R., Cleveland, J.N., Kinney, T.B., Skattebo, A.L., Newman, D.A. & Sin, H.P. (2003).  Unit
climate, rater goals, and performance ratings in an instructional setting.  Irish Journal of Management, 24, 48-65.
 
Murphy, K.R., Cleveland, J.N., Skattebo, A.L. & Kinney, T.B. (2004).  Raters who pursue different
goals give different ratings.  Journal of Applied Psychology, 89, 158-164.
 
Murphy, K.R. & Tam, A.P. (2004).  The decisions job applicants must make: Insights from a Bayesian
                perspective,  International Journal of Selection and Assessment, 12, 66-74.
 
Tam,  A.P, Murphy, K.R & Lyall, T. (2004).  Can changes in differential dropout rates reduce adverse
impact: a computer simulation of a multi-wave selection system.  Personnel Psychology, 57, 905-934.
 
Tziner, A., Murphy, K.R. & Cleveland, J.N. (2005).  Contextual and rater factors affecting rating
behavior.  Group and Organizational Management, 30, 89-98.
 
Murphy, K.R. & Dzieweczynski, J.L. (2005).  Why don’t measures of broad dimensions of personality
                perform better as predictors of job performance?  Human Performance, 18, 343–357.
 
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N.
(2007). Reconsidering the use of personality tests in personnel selection contexts.  Personnel Psychology, 60, 683-729.  Recepient of Emerald Publishing Group Citations of Excellence Award.
 
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N.
(2007).  Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60, 1029-1049.
 
Murphy, K.R. (2008).  Explaining the weak relationship between job performance and ratings of job
performance. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 148-160.
 
Murphy, K.R. (2008).  Perspectives on the relationship between job performance and ratings of job
                Performance. Industrial and Organizational Psychology: Perspectives on Science and
Practice, 1, 197-205.
 
 
 
Tziner, A., Murphy, K.R., Cleveland, J.N., Yavo, A. & Hayoon, E. (2008).  A new old question: Do
contextual factors relate to rating behavior? - An investigation with peer evaluations.  International Journal of Selection and Assessment, 16, 59-67.
 
Murphy, K.R., Dzieweczynski, KJ.L. & Yang, Z. (2009).  Positive manifold limits the relevance of
content-matching strategies for validating selection test batteries. Journal of Applied Psychology, 94, 1018-1031.
 
Murphy, K.R. (2009).  Content validation is useful for many things, but validity isn’t one of them.
Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 453-464.
 
Murphy, K.R. (2009).  Validity, validation and values. The Academy of Management Annals, 3, 421-
461.
 
Murphy, K.R. (2009).  Is content-related evidence useful in validating selection tests? Industrial and
                Organizational Psychology: Perspectives on Science and Practice, 2, 517-526.
 
Murphy, K.R. (2010).  Synthetic validity: A great idea whose time never came. Industrial and
Organizational Psychology: Perspectives on Science and Practice. 3, 356-359.
 
Murphy, K.R. & Jacobs, R. (2010).  Obituary: Frank Landy (1942-2010). American Psychologist. 65,
614.
 
Murphy, K.R. (2012).  How the unintended consequences of organizational interventions complicate
the assessment of economic utility.  Economic and Business Letters, 1(4), 33-42.
 
Murphy, K.R. & Jacobs, R. (2012).  Using effect size measures to reform the determination of adverse
                impact in equal employment litigation.  Psychology, Public Policy and Law, 18, 477-499.
 
Murphy, K.R. (2012).   Validity for what?  The peril of over-clarifying.  Measurement:
Interdisciplinary Research and Perspective, 10, 97-99.
 
Jacobs, R., Murphy, K.R & Silva, J. (2013). Unintended consequences of EEO enforcement
policies:  Being big is worse than being bad.  Journal of Business and Psychology, 28, 467-471.
 
Murphy, K.R., Deckert, P., Kinney, T. & Chung, M. (2013). Subject matter expert judgments
regarding the relative importance of competencies are not useful for choosing the test batteries that best predict performance.  International Journal of Selection and Assessment, 21, 419-429.
 
Adler, S., Campion, M., Colquitt, A., Grubb. A., Murphy, K.R., Ollander-Krane, R. & Pulakos, E.D.
           (2016). Getting Rid of Performance Ratings: Genius or folly.  Industrial and Organizational
           Psychology: Perspectives on Science and Practice, 9, 219-252.
 
Wüstenberg, S. Greiff, S., Vainikainen, M. & Murphy, K.R. (2016).  Individual differences in students’
             complex problem solving skills: How they evolve and what they imply.  Journal of
            Educational  Psychology, 108, 1028-1044.
 
Murphy, K.R. (2017). What inferences can and cannot be made on the basis of a meta-analysis? 
Human Resource Management Review, 27, 193-200.
 
Murphy, K.R. & Russell, C.J. (In press).  Mend It or End It: Redirecting the Search for Interactions in
               the Organizational Sciences.  Organizational Research Methods.
 
Murphy, K.R. (In press).  Reflections on the Journal of Applied Psychology for 1997-2002.  Journal of       
               Applied Psychology.
 
DeNisi, A. & Murphy, K.R. (In press). Performance Appraisal and Performance Management: 100
             Years of Progress? Journal of Applied Psychology
 
Murphy, K.R. (In press).  The legal context of the management of human resources, Annual Review of
           Organizational Psychology and Organizational Behavior.
 
Selected Publications: Chaters Since 2000
 
Murphy, K. (2000).  What constructs underlie measures of honesty or integrity?  In R. Goffin and E.
Helmes (Eds.), Problems and Solutions in Human Assessment: A Festschrift to Douglas N. Jackson at Seventy (pp. 265-284). London: Kluwer.
 
Murphy, K., Cleveland, J. & Mohler, C. (2001).  Reliability, validity and meaningfulness of
multisource ratings. In D. Bracken, C. Timmreck and A. Church (Eds). Handbook of MultiSource Feedback (pp. 130-148). San Francisco: Jossey-Bass.
 
Murphy, K. (2002).  Using power analysis to evaluate and improve research.  In S. Rogelberg (Ed.), 
Handbook of Research Methods in Industrial and Organizational Psychology (pp. 119-137).  Malden, MA: Blackwell.
 
Murphy, K. & Bartram, D. (2002).  Recruitment, personnel selection and organizational effectiveness. 
In I. Robertson, D. Bartram and M. Callinan (Eds.).  Organizationaleffectiveness: The role of psychology (pp. 85-114).  Chichester: Wiley.
 
Murphy, K & Byrne, Z. (2002).  Assessment in personnel selection.  In R. Fernandez-Ballestoros (Ed.) 
                Encylopedia of Psychological Assessment .  London: Sage.
 
Murphy, K. (2002).  Individual differences can both facilitate and limit individual development. In M.
Pearn (Ed.) Handbook of Individual Development (pp. 53-70). Chichester, UK:Wiley.
 
Murphy, K. (2003).  The logic of validity generalization.  In K. Murphy (Ed.),Validity generalization:
A critical review (pp. 1-29).  Mahwah, NJ: Erlbaum.
 
Murphy, K. & Newman, D. (2003).  The past, present and future of validity generalization.  In K.
Murphy                 (Ed.), Validity generalization: A critical review (pp. 403-424).  Mahwah, NJ: Erlbaum.
 
Tziner, A., Murphy, K. & Cleveland, J. (2003).  Personality moderates relationships between  context
factors and rating behavior. In S. Shohov (Ed.) Advances in Psychology Research, Vol. 22 (pp. 107-120).  Hauppauge, New York: Nova Science Publishers.
 
Tziner, A., Murphy, K., Cleveland, J. & Levy, S. (2003).  Examining the structure of performance
appraisal behavior.  In S. Levy & D. Elizur (Eds.), Facet theory: Towards cumulative social science.  Ljubljana, Slovenia: Center for Educational Development, University of Ljubljana.
 
Murphy, K. (2004).  Conflicting values and interests in banding research and practice. In H. Aguinis
(Ed.), Test score banding in human resource selection: Legal, technical and societal issues (pp. 175-192).  New York: Quorum Press.
 
Murphy, K. (2004).  Assessment in work settings. In M. Hersen (Ed.) Comprehensive Handbook of
                Psychological Assessment (Vol. 3, pp. 346-364) . New York: Wiley.
 
Murphy, K. (2006).  Four conclusions about emotional intelligence.  In K. Murphy (Ed.).  A Critique of
Emotional Intelligence:  What are the Problems and  How Can They be Fixed? pp. 345-354. Mahwah, NJ: Erlbaum.
 
Murphy, K. & Sideman, L. (2006).  The fadification of emotional intelligence.  In K. Murphy (Ed.).               A Critique of Emotional Intelligence:  What are the Problems and How Can They be Fixed?
pp. 283-300.  Mahwah, NJ: Erlbaum.
 
Murphy, K. & Sideman, L. (2006).  The two EIs.  In K. Murphy (Ed.). A Critique of Emotional
Intelligence:  What are the Problems and  How Can They be Fixed? pp. 37-58, Mahwah, NJ: Erlbaum.
 
Cleveland, J, Lim, A. & Murphy, K. (2007).  Feedback Phobia?  Why Employees Do Not Want to
Give or Receive It.  In J. Langan-Fox, C. Cooper & R. Klimoski (Eds.). Research Companion to the Dysfunctional Workplace: Management Challenges and Symptoms, pp. 168-186, Cheltenham, U.K., Edward Elgar Publishing.
 
 
Murphy, K. (2007).   Organisational psychology’s greatest hits and misses: A personal view.  In A. I.
Glendon, B. Myors, & B. M. Thompson (Eds.). Advances in Organizational Psychology: An Asia-Pacific Perspective, pp. 11-36. Brisbane: Australian Academic Press.
 
Murphy, K & DeNisi, A. (2008).  A model of the performance appraisal process.  In A. Varma, P.
Budhwar and A. DeNisi (Eds.) Performance Management Systems Around the Globe, pp. 81-96. London: Routledge.
 
Murphy, K. (2010).  How a broader definition of the criterion domain changes our thinking about
adverse impact.  In J. Outtz (Ed).  Adverse Impact (pp. 137-160). San Francisco: Jossey-Bass.
 
Murphy, K. (2010).  Models and methods for evaluating reliability and validity.  In S. Cartwright and
C. Cooper (Eds).  The Oxford Handbook of Personnel Psychology. (pp. 263-290). Oxford, UK: Oxford University Press.
 
Kehoe, J. & Murphy, K. (2010).  Modern applications of the concept of validity and the validation
process. In J. Farr and N. Tippins (Eds). Handbook of Employee Selection.  (pp. 99-123). Mahwah, NJ: Erlbaum.
 
Murphy, K. (2010).  Power analysis.  In G. Hancock and R. Mueller (Eds) Quantitative methods in the
social and behavioral sciences: A guide for researchers and reviewers.  (pp. 329-336). Mahwah, NJ: Erlbaum.
 
Murphy, K. (2010).  Individual Differences that Influence Performance and Effectiveness: What
Should We Assess?  In J. Scott and D. Reynolds (Eds).  Handbook of Workplace Assessment: Selecting and Developing Organizational Talent (pp. 3-26). New York: Wiley.
 
Murphy, K. (2012).  Individual differences. In N. Schmitt (Ed.). Oxford Handbook of Personnel
Assessment and Selection (pp.31-47). New York: Oxford University Press.
 
Murphy, K. & Deckert, P. (2013). Performance appraisal. In K. Geisinger (Ed.), APA Handbook of
Testing and Assessment. Vol 1., pp. 611-627.  Washington DC: American Psychological Association.
 
Murphy, K., Deckert, P. & Hunter, S. (2013).  What personality does and doesn’t predict and Why:
                Lessons learned and future directions.  In N. Christiansen and R. Tett (Eds).  Handbook of
                Personality at Work.  pp. 633-650. New York: Taylor & Francis.
 
Murphy, K. (2014).  Apollo, Dionysus, or both? The evolving models and concerns of JDM. 
In S. Highhouse, R. Dalal & E. Salas (Eds.).  Judgment and Decision Making at Work, p 347-
361.
 
Murphy, K. (2015).  Physical abilities.  In C. Hanvey & K. Sady (Eds.).  Practitioner’s Guide to Legal
Issues in Organizations.  London: Springer International.
 
Cleveland, J.N. & Murphy, K.R. (2016).  Organizations want to abandon performance appraisal: Can
they? Should they? In D.L. Stone and J.H. Dulebohn (Eds.) Human Resource Management
and Research on New Employment Relationships, PP. 15-46.  Charlotte,  NC:  Information Age Publishing.