Neil Anderson
Professor of HRM
Contact Details
Brunel University
Uxbridge
UB8 3PH
United Kingdom
Summary
Neil Anderson is Professor of Human Resource Management and Director of Research of the HRM-OB research centre (WORC) at Brunel University. Having obtained his PhD in Industrial/Organizational Psychology from Aston University in 1989, Professor Anderson has previously held chairs at the University of London (Goldsmiths College) and the University of Amsterdam (The Netherlands). He has published in several areas spanning HRM and organizational psychology over a number of years, and is now one of the top-five most cited Industrial-Organizational psychologists in Europe. Professor Anderson is Fellow of the British Psychological Society, a Chartered Occupational Psychologist, and Fellow of both the American Psychological Association and Division 14 of the APA (the Society for Industrial-Organizational Psychology).
Professor Anderson has published over 70 refereed scientific papers, 20 books, and over 30 book chapters. His scholarly work has appeared in a number of the top-tier journals in the field including, Journal of Applied Psychology, Journal of Organizational Behavior, Personnel Psychology, Human Relations, Human Performance, and the Journal of Occupational and Organizational Psychology. Professor Anderson has co-edited a number of major handbooks in the field including, the Blackwell Handbook of Selection (2005) and the Handbook of Industrial, Work, and Organizational Psychology published by Sage (2001). As a former Associate Editor of the Journal of Applied Psychology, he continues to serve as a Consulting Editor on the board of this journal, as well as serving on the international editorial boards of several other scholarly journals (including, Journal of Management, Journal of Business and Psychology, Personnel Psychology, Journal of Occupational and Organizational Psychology, Human Relations, and the European Journal of Work and Organizational Psychology, amongst others).
Professor Anderson is currently Visiting Professor to the Institute of Work Psychology, University of Sheffield, and to City University (London). Committed to an international perspective on work psychology and human performance, he has also been Visiting Professor to the University of Minnesota (USA), and the School of Management, Zhejiang University (China). Retaining a close interest in the practical application of scientific research in human resource management practices in organizations, he has consulted to numerous organizations in the UK, Europe, and the USA on issues relating to personnel psychology and organizational performance, including British Aerospace, the British Army, Shell, Saville Consulting, and NASA in the USA (Jupiter Mission).
His teaching spans Undergraduate, Masters, and MBA levels and he has particular expertise in the areas of staff selection, appraisal, and innovation and creativity in the workplace.
Teaching and Research
Teaching
Organization Behavior
Human Resources Management
Organizational Psychology
Research Interests
Professor Anderson has a range of research interests in different topic areas within the disciplines of industrial-organizational psychology and HRM. These include:
- Innovation and creativity in the workplace
- Personnel selection and assessment
- Equal opportunities monitoring and diversity management
- The science – practice divide in I/O Psychology and HRM-OB
- Psychological testing and organizational test development
- Applicant reactions in selection
- Organizational entry and newcomer socialization
- Climate, trust, and performance in work teams
Research Centres
Publications
Publications
Journal Papers
(2012) Potočnik, K. and Anderson, N., Assessing Innovation: A 360-degree appraisal study, International Journal of Selection and Assessment 20 (4) : 497- 509
(2012) Nikolaou, I., Anderson, N. and Salgado, J., Advances in Selection and Assessment in Europe, International Journal of Selection and Assessment 20 (4) : 383- 384
(2012) Anderson, N., Costa, AC. and Salgado, JF., Sustainability and Industrial, Work, and Organizational Psychology: Globalization, Contribution, and Psychological Sustainability, Industrial and Organizational Psychology 5 (4) : 487- 490
(2012) Singh, S., Darwish, TK. and Anderson, N., Strategic intent, high-performance HRM, and the role of the HR director: an investigation into attitudes and practices in the country of Jordan, INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 23 (14) : 3027- 3044
(2012) Anderson, N., Ahmed, S. and Costa, AC., Applicant reactions in Saudi Arabia: Organizational attractiveness and core self-evaluations, International Journal of Selection and Assessment 20 (2) : 197- 208
(2012) Anderson, N., Ahmed, S. and Costa, AC., Applicant Reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation, International Journal of Selection and Assessment 20 (2) : 197- 208
(2012) Singh, S., Darwish, T., Costa, AC. and Anderson, N., Measuring HRM and organisational performance: Concepts, issues, and framework, Management Decision 50 (4) : 651- 667
(2012) Cooper-Thomas, H., Anderson, N. and Cash, M., Investigating organizational socialization: a fresh look at newcomer adjustment strategies, PERSONNEL REVIEW 41 (1-2) : 41- 55
(2011) Anderson, N., Perceived Job Discrimination: Going beyond a science of mean effects, INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 19 (3) : 258- 261
(2011) Anderson, N., Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection, INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 19 (3) : 229- 244
(2011) Cooper-Thomas, H., Anderson, N. and Cash, M., Investigating organizational socialization: A fresh look at newcomer adjustment strategies, Personnel Review 41 (1) : 41- 55
(2011) Costa, AC. and Anderson, NR., Measuring trust in teams: development and validation of a multi-faceted measure of formative and reflexive indicators, European Journal of Work and Organizational Psychology 20 (1) : 119- 154
(2011) Chen, G., Ployhart, RE., Thomas, HC., Anderson, N. and Bliese, PD., The power of momentum: A new model of dynamic relationships between job satisfaction change and turnover intentions, Academy of Management Journal 54 (1) : 159- 181
(2010) Briner, R., Robertson, I., Patterson, F., Anderson, N., Dietmann, A., Cassell, C., Burke, E. and Kandola, B., Occupational psychology in a changing world, PSYCHOLOGIST 23 (11) : 892- 898 Download publication
(2010) Anderson, N., Salgado, JF. and Hulsheger, UR., Applicant reactions in selection: Comprehensive meta-analysis into reaction generalization versus situational specificity, International Journal of Selection and Assessment 18 (3) : 291- 304
(2009) Hulsheger, UR. and Anderson, N., Applicant perspectives in selection: Going beyond preference reactions, International Journal of Selection and Assessment 17 (4) : 335- 345
(2009) Bledow, R., Frese, M., Anderson, N., Erez, M. and Farr, J., A dialectic perspective on innovation: Conflicting demands, multiple pathways, and ambidexterity, Industrial and Organizational Psychology: Perspectives on Science and Practice 2 (3) : 305- 337
(2009) Hulsheger, U., Anderson, NR. and Salgado, J., Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research, Journal of Applied Psychology 94 (5) : 1128- 1145
(2009) Bledow, R., Frese, M., Anderson, NR., Erez, M. and Farr, JL., Extending and refining the dialectic perspective on innovation: there is nothing as practical as a good theory; nothing as theoretical as a good practice, Industrial and Organizational Psychology: Perspectives on Science and Practice 2 363- 373
(2009) Bledow, R., Frese, M., Anderson, N., Erez, M. and Farr, JL., Rejoinder: Innovation is Quintessentially Multi-channel and Multi-process, Industrial and Organizational Psychology: Perspectives on Science and Practice 3 363- 373
(2008) Inceoglu, I., Gasteiger, RM., Anderson, N., Bartram, D., Port, R., Zibarras, L. and Woods, S., Interindividual differences in social and emotional performance, International Journal of Psychology 43 (3-4) : 585- 585
(2008) Anderson, NR., Myors, B., Eveline, F., Van Hoye, S., Van Hoye, G., Cronshaw, S., Mladinic, A., Rodriguez, V., Aguinis, H., Steiner, D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H., Joubert, T., Salgado, T., Konig, C., Thommen, L., Chuang, A., Sinangil, H., Bayazit, M., Cook, M., Shen, W. and Sackett, P., Broadening international perspectives on the legal environment for personnel selection, Industrial and Organizational Psychology 1 (2) : 266- 270
(2008) Anderson, NR., Myors, B., Lievens, F., Schollaer, E., Van Hoye, G., Cronshaw, S., Mladinic, A., Rodriguez, V., Aguinis, H., Steiner, D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H., Joubert, T., Salgado, J., Konig, C., Thommen, L., Chuang, A., Sinangil, H., Bayazit, M., Cook, M., Shen, W. and Sackett, P., International perspectives on the legal environment for selection, Industrial and Organizational Psychology 1 (2) : 206- 246
(2008) Anderson, NR. and Ones, DS., Rejoinder to Goldberg, Lee and Ashton (2008): explaining counterintuitive findings, European Journal of Personality 22 (2) : 157- 162
(2008) Anderson, N. and Witvliet, C., Fairness reactions to personnel selection methods: an international comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore, International Journal of Selection and Assessment 16 1- 13
(2008) Burch, GSJ. and Anderson, NR., The team selection inventory: Empirical data from a New Zealand sample, Asia Pacific Journal of Human Resources 46 (2) : 241- 252
(2007) Anderson, NR. and Ones, DS., The construct validity of three entry level personality inventories used in the UK: a cautionary case study, European Journal of Personality 22 (2) : 147- 150
(2007) Klehe, U-C. and Anderson, N., Working hard and working smart: Motivation and ability during typical and maximum performance, JOURNAL OF APPLIED PSYCHOLOGY 92 (4) : 978- 992
(2007) Klehe, U-C. and Anderson, N., The moderating influence of personality and culture on social loafing in typical versus maximum performance situations, INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 15 (2) : 250- 262
(2007) Anderson, N., The practitioner-researcher divide revisited: Strategic-level bridges and the roles of IWO psychologists, JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 80 175- 183
(2007) Klehe, U-C., Anderson, N. and Viswesvaran, C., More than peaks and valleys: Introduction to the special issue on typical and maximum performance, HUMAN PERFORMANCE 20 (3) : 173- 178 Download publication
(2007) Klehe, U-C., Anderson, N. and Hoefnagels, EA., Social facilitation and inhibition during maximum versus typical performance situations, HUMAN PERFORMANCE 20 (3) : 223- 239
(2007) Klehe, U-C. and Anderson, N., The role of typical and maximum performance in personnel selection, Spanish Journal of Work and Organization Psychology 14 20- 34
(2006) Anderson, N. and Goltsi, V., Negative psychological effects of selection methods: Construct formulation and an empirical investigation into an assessment center, INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 14 (3) : 236- 255
(2006) Anderson, N., Lievens, F., van Dam, K. and Born, M., A construct-driven investigation of gender differences in a leadership-role assessment center, Journal of Applied Psychology 91 (3) : 555- 566
(2006) Cooper-Thomas, HD. and Anderson, N., Organizational socialization: A new theoretical model and recommendations for future research and HRM practices in organizations, Journal of Managerial Psychology 21 (5) : 492- 516
(2005) Bertua, C., Anderson, N. and Salgado, JF., The predictive validity of cognitive ability tests: A UK meta-analysis, JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 78 387- 409
(2004) Anderson, N., De Dreu, CKW. and Nijstad, BA., The routinization of innovation research: a constructively critical review of the state-of-the-science, JOURNAL OF ORGANIZATIONAL BEHAVIOR 25 (2) : 147- 173
(2003) Salgado, JF., Anderson, N., Moscoso, S., Bertua, C., de Fruyt, F. and Rolland, JP., A meta-analytic study of general mental ability validity for different occupations in the European community, Journal of Applied Psychology 88 (6) : 1068- 1081
(2003) Salgado, JF., Anderson, N., Moscoso, S., Bertua, C. and De Fruyt, F., International validity generalization of GMA and cognitive abilities: A European community meta-analysis, PERSONNEL PSYCHOLOGY 56 (3) : 573- 605
(1998) Thomas, HDC. and Anderson, N., Changes in newcomers' psychological contracts during organizational socialization: a study of recruits entering the British Army, JOURNAL OF ORGANIZATIONAL BEHAVIOR 19 745- 767
(1998) Anderson, NR. and West, MA., Measuring climate for work group innovation: Development and validation of the team climate inventory, Journal of Organizational Behavior 19 (3) : 235- 258
(1998) Anderson, N. and Schalk, R., The psychological contract in retrospect and prospect, JOURNAL OF ORGANIZATIONAL BEHAVIOR 19 637- 647 Download publication
(1996) West, MA. and Anderson, NR., Innovation in top management teams, Journal of Applied Psychology 81 (6) : 680- 693
Book Chapters
(2010) Anderson, NR. and Costa, AC., Innovation and Knowledge Management: The Constant Idyll of Change. In: Anderson, NR. and Costa, AC. eds. Major works in innovation and knowledge management. Sage xxiii- xli
(2009) Kehoe, JF., Mol, ST. and Anderson, NR., Managing sustainable selection programs. In: Farr, JL. and Tippins, NT. eds. Handbook of Employee Selection. Psychology Pr 213- 234
(2009) Salgado, JF., Anderson, NR. and Hülsheger, UR., Employee selection in Europe: psychotechnics and the forgotten history of modern scientific employee selection. In: Farr, JL. ed. Handbook of Employee Selection. Psychology Press 921- 942
(2009) Burch, SJ. and Anderson, NR., Personality at Work. In: Corr, PJ. and Matthews, G. eds. The Cambridge Handbook of Personality Psychology. Cambridge Univ Pr 748-
(2009) Sackett, PR., Shen, W., Lievens, F., Schollaert, E., Anderson, NR. and Salgado, JF., Perspectives from twenty- two countries on the legal environment for selection. In: Farr, JL. and Tippins, N. eds. Handbook of Employee Selection. Psychology Press 651- 676
(2008) Hulsheger, U., Anderson, N., Havermans, LL. and Salgado, JF., Back to the Future: Employee Selection and Performance Management in Overview. In: Anderson, N. and Hülsheger, U. eds. Employee Selection and Performance Management. Sage Publications Ltd -
(2008) Anderson, NR. and Gasteiger, RM., Innovation and creativity in organizations: individual and work team findings and implications for government policy. In: Nooteboom, B. and Stam, E. eds. Micro-Foundations for Innovation Policy. Amsterdam Univ Pr -
(2008) Burch, G. and Anderson, N., Personality in workplace and occupational settings: recent research and future directions. In: Hodgkinson, G. and Ford, K. eds. International Review of Industrial - Organizational Psychology.. Chichester : Wiley
Books
(2008) Anderson, N. and Hulscheger, U., Major works in employee selection and performance management - Three-volume major works set. Sage
(2008) Anderson, N. and Costa, AC., Major works in Innovation and Knowledge Management. Sage
(2007) Anderson, N., Major Works: Fundamentals in Human Resources Management. Sage
