I received my doctorate in Industrial-Organizational Psychology from George Mason University. While still living in the DC metro area, I was a Consultant for a strategic Human Resource Consulting firm, Federal Management Partners Inc., for whom I applied my research and contributed to the staffing and workforce planning efforts of various Governmental Agencies (e.g., the US Air Force, the Army, and the Fish and Wildlife Service).
I am currently an Assistant Professor in the Department of Human Resource Management in the Fox School of Business at Temple University. My research aims to enhance organizational recruitment theory and practice. Specifically, I examine the role of person-environment fit perceptions in the applicant job choice process, the role of employer brand image, and strategies for organizations to improve their recruitment processes.
Recent Representative Publications and Conference Presentations
Holtz, B.C., & Harold, C.M. (in press). When your boss says no!: The effects of leadership style and trust on employee perceptions of managerial explanations. Journal of Occupational and Organizational Psychology.
Harold, C.M., & Ployhart, R.E. (2008). What do applicants want: Examining changes in attribute importance judgments over time. Journal of Occupational and Organizational Psychology, 81, 191-218.
Harold, C.M., & Nolan, K.P. (2008). Employer brand image: Review, strategies and future directions. In T. Torres-Corona & M. Arias-Oliva (Eds)The Encyclopedia of HRIS: Challenges in e-HRM. Information Science Reference.
Harold, C.M., & Slaughter, J.E. (2007, August). Organizational personality perceptions and attraction. The role of PO fit and recruitment information. Paper to be presented at the 67th Annual Conference of the Academy of Management. Philadelphia, PA.
Harold, C.M. & Holtz. B.C. (2007). Examining the influence of corporate vision statements on organization attraction. Poster presented at the 22nd annual conference for Industrial Organizational Psychology. New York, NY.
Harold, C.M., Ployhart, R.E., Steiner, Z.J., & Kotheimer, D.A., (2007). Determinants of job seeker organization attraction: The relative importance of person-job, organization, and group fit. Paper presented at the 22nd Annual Conference for Industrial Organizational Psychology. New York. NY.
Harold, C.M., McFarland, L.A., & Weekly, J.A. (2006). The validity of biodata: Effect of context and item type. International Journal of Selection and Assessment, 14, 336-346.
Harold, C.M., Ingerick. M., Diaz, T., & Steiner, Z.J. (2006). The organization offereth and the applicant taketh? Group and individual level differences in fit preferences and their affect on job choice. Paper presented at the 21st Annual Conference for Industrial Organizational Psychology. Dallas, TX.
Harold, C.M., & Slaughter, J.E. (2006). A longitudinal investigation of job search and trait inferences about organizations. Paper presented at the 66th Annual Conference of the Academy of Management. Atlanta, GA.
McFarland, L.A., Yun, G., Harold, C.M, Viera, L., & Moore, L.G. (2005). An examination of impression management use and effectiveness across assessment center exercises: The role of competency demands. Personnel Psychology, 58, 949-980.
Ployhart, R.E., & Harold, C.M. (2005). Computational modeling. In J.M. Cortina (Ed.) The Encyclopedia of Behavioural Statistics. Wiley.
Ployhart, R.E., & Harold, C.M. (2004). A theory of applicant attributional processing in the formation of applicant reactions. International Journal of Selection and Assessment, 12, 84-98.
Weekley, J.A., Ployhart, R.E., & Harold, C.M. (2004). Personality and situational judgment tests across applicant and incumbent settings: An examination of validity, measurement, and subgroup differences. Human Performance, 17, 433-463.