People
Faculty
Scott B. Morris
Scott B. Morris, Ph.D., is a professor and director of the industrial-organizational psychology program at Illinois Institute of Technology, where he has served on the faculty since 1993. His research sits at the nexus of industrial-organizational psychology, employment law, and applied statistics, particularly as they relate to designing effective and fair hiring practices.
Morris’ research has advanced the statistical tools available for equal employment opportunity analytics. In his book, Adverse Impact Analysis: Understanding Data, Statistics and Risk, he brought together work from I-O psychology, labor economics and employment law to provide a comprehensive summary of best practices for assessing employment disparities. This work has been influential in shaping federal regulatory agency policies and practices.
In his research on meta-analysis, Morris developed methods to ensure compatibility and enhance precision when combining findings from alternate research designs. These methods have been used in hundreds of meta-analyses from a wide range of disciplines around the world.
Dr. Morris has also contributed measurement and methodology expertise to high-impact interdisciplinary research projects on topics ranging from mental health stigma to social security disability adjudication to the development of computer-adaptive measures of healthcare outcomes.
Morris is a highly regarded scholar and has served in advisory roles concerning employee selection and data analysis by the Society for Industrial and Organizational Psychology, the U.S. Equal Employment Opportunity Commission, the U.S. Army Research Institute and the U.S. Air Force Personnel Center. He is a fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association, and currently serves as associate editor of Journal of Applied Psychology.
Dr. Morris holds a bachelor’s degree in psychology and German from the University of Northern Iowa and master’s and doctorial degrees in industrial-organizational psychology from the University of Akron.
PhD Students
Andrew Greenagel
Drew is a third-year student in the Industrial-Organizational Psychology Ph.D. program at Illinois Institute of Technology. He received his B.S. in Psychological Sciences from Purdue University. He is interested in technology in selection, specifically automated video interviews and artificial intelligence. He currently works as an assistant project manager for the CPS project at IIT, but has experience working with assessment centers, a non-profit organization, and in the retail industry.
Tony Lam
Amanda Neuman
Amanda is a second year Ph.D. student at the Illinois Institute of Technology. Her research areas of interest are adverse impact, selection system design, and meta-analysis. She is currently working with Dr. Morris on examining the impact of Pareto-optimal selection systems on multiple protected groups.
Zac Peterson
With Dr. Scott Morris, Zac's research is currently examining the use of Pareto-optimization in personnel selection. Specifically, it is examining what effect optimizing a personnel selection system for one specific racial group has on other racial groups. We are examining this effect with several commonly used predictors in personnel selection, along with a variety of selection ratios to understand if other minority groups are disadvantaged when the system is optimized for another group.
Maxwell Porter
Max is the Manager of the Testing Services Division at IOS, Inc. a personnel and HR consulting firm specializing in testing and assessment. He also is currently in the process of completing his PhD in Industrial-Organizational Psychology at Illinois Institute of Technology. Mr. Porter has experience in entry-level as well as promotional testing processes with a specialty in statistical analysis, test development and validation, and job analysis procedures. Max's research involves examining the presence of gender differences in clinical psychological evaluations of applicants for public safety positions.
Erin Young
Erin is a second year PhD student in the I-O psychology department at IIT. She is currently working in Scott's lab looking at the use of technology in selection interviews, with a particular focus on the use of AI, and how this affects applicants' reactions and fairness perceptions. Additionally, she is currently working on my thesis exploring the relationship between disability, performance, and fairness perceptions. She also work at IIT's Center for Research and Service as an Associate Consultant, predominantly supporting the creation, administration, and analysis of organizational surveys.
Sheng Zhang
Sheng is currently a fifth-year Ph.D. candidate in the I-O Psychology program, under the supervision of Dr. Scott Morris. He is working on his dissertation about the implementation of bi-factor computerized adaptive testing on work engagement items. He has worked with Dr. Morris on multiple research projects including pay equity, machine learning, and computerized adaptive testing.
