HR job title
- Retired Distinguished Professor
- Contact Info
- 1 979 845 0329
Barrick, Murray Distinguished Professor
Positions
- Distinguished Professor, Management, Mays Business School
My research focuses on the impact individual differences in behavior and personality have on job performance and on methods of measuring and predicting such differences.
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Overview
Publications
selected publications
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academic article
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Mistry, S., Kirkman, B. L., Hitt, M. A., & Barrick, M. R.
(2023).
Take it from the Top: How Intensity of TMT Joint Problem Solving and Levels of Interdependence Influence Quality of Strategy Implementation Coordination and Firm Performance. Journal of Management Studies.
60(2), 400-427.
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Tirol-Carmody, K., Swider, B. W., Li, C., Sullivan, D. W., Tirol-Carmody, K., Whitney, J., ... Zhang, Q. i.
(2022).
Insights from Fit Research on Navigating the Great Resignation. Academy of Management Proceedings.
2022(1),
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Ren, S., DeOrtentiis, P., Gabriel, A. S., Liu, X., Sullivan, D. W., Wanberg, C., ... Zhou, L. e.
(2022).
Person-Environment Fit: New Conceptualizations and the Role in Recruiting and Job Search. Academy of Management Proceedings.
2022(1),
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Barrick, M. R., & Parks-Leduc, L.
(2019).
Selection for Fit. Annual Review of Organizational Psychology and Organizational Behavior.
6(1), 171-193.
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Kelemen, T., Matthews, S., & Barrick, M. R.
(2019).
Personality at Work: Exploring the Relationship with an Eye on the Situation. Academy of Management Proceedings.
2019(1), 12227-12227.
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Mistry, S., Barrick, M. R., Kirkman, B. L., & Hitt, M. A.
(2018).
TMT Strategy Implementation Tasks and Firm Performance: Teamwork Processes and Interdependence. Academy of Management Proceedings.
2018(1), 11418-11418.
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Yim, J., Barrick, M. R., Call, M., & Kim, Y.
(2018).
The Joint Effects of Personality and HR Practices on Job Performance: Extending the TPWB. Academy of Management Proceedings.
2018(1), 15204-15204.
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Barrick, M. R., Bell, S. T., Ryan, A. M., Schneider, B., & Zapata, C.
(2017).
New Directions in Personality Research - Where Do We Go Now?. Academy of Management Proceedings.
2017(1), 10018-10018.
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Swider, B. W., Barrick, M. R., & Harris, T. B.
(2016).
Initial impressions: What they are, what they are not, and how they influence structured interview outcomes. Journal of Applied Psychology.
101(5), 625-638.
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Swider, B. W., Barrick, M. R., & Harris, T. B.
(2016).
Initial Impressions: What They Are, What They Are Not, and How They Influence Structured Interview Outcomes. Journal of Applied Psychology.
101(5), 625-638.
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Barrick, M. R.
(2016).
The Paradox of Predictability and Change in Teams. Academy of Management Proceedings.
2016(1), 14479-14479.
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Swider, B. W., Zimmerman, R. D., & Barrick, M. R.
(2015).
Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology.
100(3), 880-893.
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Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H.
(2015).
COLLECTIVE ORGANIZATIONAL ENGAGEMENT: LINKING MOTIVATIONAL ANTECEDENTS, STRATEGIC IMPLEMENTATION, AND FIRM PERFORMANCE. Academy of Management Journal.
58(1), 111-135.
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Thurgood, G. R., & Barrick, M. R.
(2015).
Individual Differences and the Differential Impact of Strategic HRM Practices on Engagement. Academy of Management Proceedings.
2015(1), 11800-11800.
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Barrick, M. R.
(2014).
New Developments in Impression Management Research during Pre-Organizational Entry. Academy of Management Proceedings.
2014(1), 11846-11846.
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Colbert, A. E., Barrick, M. R., & Bradley, B. H.
(2014).
PERSONALITY AND LEADERSHIP COMPOSITION IN TOP MANAGEMENT TEAMS: IMPLICATIONS FOR ORGANIZATIONAL EFFECTIVENESS. Personnel Psychology: the study of people at work.
67(2), 351-387.
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Li, N., Barrick, M. R., Zimmerman, R. D., & Chiaburu, D. S.
(2014).
Retaining the Productive Employee: The Role of Personality. The Academy of Management Annals.
8(1), 347-395.
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Li, N., Barrick, M. R., Zimmerman, R. D., & Chiaburu, D. S.
(2014).
Retaining the Productive Employee: The Role of Personality. The Academy of Management Annals.
8(1), 347-395.
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Thurgood, G., Smith, T., & Barrick, M. R.
(2013).
"Job Design, HR Systems, CEO Leadership and Firm Performance:A Strategic Theory of Engagement". Academy of Management Proceedings.
2013(1), 11098-11098.
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Barrick, M. R., Mount, M. K., & Li, N.
(2013).
THE THEORY OF PURPOSEFUL WORK BEHAVIOR: THE ROLE OF PERSONALITY, HIGHER-ORDER GOALS, AND JOB CHARACTERISTICS. ACADEMY OF MANAGEMENT REVIEW.
38(1), 132-153.
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Stewart, G. L., Courtright, S. H., & Barrick, M. R.
(2012).
Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance. Journal of Applied Psychology.
97(2), 435-447.
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Barrick, M. R., Dustin, S. L., Giluk, T. L., Stewart, G. L., Shaffer, J. A., & Swider, B. W.
(2012).
Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity. Journal of Occupational and Organizational Psychology.
85(2), 330-352.
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Stewart, G. L., & Barrick, M. R.
(2012).
The Folly of Using Research Lacking Rigor as a Call to Action. Academy of Management Learning and Education.
11(2), 278-284.
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Barrick, M., Mount, M., & Li, N.
(2012).
The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics. ACADEMY OF MANAGEMENT REVIEW.
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Swider, B. W., Barrick, M. R., Harris, T. B., & Stoverink, A. C.
(2011).
Managing and creating an image in the interview: the role of interviewee initial impressions. Journal of Applied Psychology.
96(6), 1275-1288.
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Barrick, M. R., Swider, B. W., & Stewart, G. L.
(2010).
Initial evaluations in the interview: relationships with subsequent interviewer evaluations and employment offers. Journal of Applied Psychology.
95(6), 1163-1172.
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Zimmerman, R. D., Triana, M., & Barrick, M. R.
(2010).
Predictive Criterion-Related Validity of Observer Ratings of Personality and Job-Related Competencies Using Multiple Raters and Multiple Performance Criteria. HUMAN PERFORMANCE.
23(4), 361-378.
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Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W.
(2009).
What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology.
94(6), 1394-1411.
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Barrick, M. R., & Zimmerman, R. D.
(2009).
HIRING FOR RETENTION AND PERFORMANCE. Human Resource Management.
48(2), 183-206.
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Stewart, G. L., Dustin, S. L., Barrick, M. R., & Darnold, T. C.
(2008).
Exploring the handshake in employment interviews. Journal of Applied Psychology.
93(5), 1139-1146.
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Colbert, A. E., Kristof-Broiatn, A. L., Bradley, B. H., & Barrick, M. R.
(2008).
CEO transformational leadership: The role of goal importance congruence in top management teams. Academy of Management Journal.
51(1), 81-96.
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Barrick, M. R., Bradley, B. H., Kristof-Brown, A. L., & Colbert, A. E.
(2007).
The moderating role of top management team interdependence: Implications for real teams and working groups. Academy of Management Journal.
50(3), 544-557.
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BARRICK, M. R., PARKS, L., & MOUNT, M. K.
(2005).
SELFMONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE. Personnel Psychology: the study of people at work.
58(3), 745-767.
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Kristof-Brown, A., Barrick, M. R., & Stevens, C. K.
(2005).
When opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion. Journal of Personality.
73(4), 935-957.
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STEWART, G. L., FULMER, I. S., & BARRICK, M. R.
(2005).
AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES. Personnel Psychology: the study of people at work.
58(2), 343-365.
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MOUNT, M. K., BARRICK, M. R., SCULLEN, S. M., & ROUNDS, J.
(2005).
HIGHERORDER DIMENSIONS OF THE BIG FIVE PERSONALITY TRAITS AND THE BIG SIX VOCATIONAL INTEREST TYPES. Personnel Psychology: the study of people at work.
58(2), 447-478.
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Barrick, M. R.
(2005).
Yes, Personality Matters: Moving on to More Important Matters. HUMAN PERFORMANCE.
18(4), 359-372.
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Barrick, M. R., & Zimmerman, R. D.
(2005).
Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology.
90(1), 159-166.
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Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R.
(2004).
Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology.
89(4), 599-609.
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BARRICK, M. R., MOUNT, M. K., & GUPTA, R.
(2003).
METAANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVEFACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES. Personnel Psychology: the study of people at work.
56(1), 45-74.
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KristofBrown, A.
(2002).
Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity. Journal of Management.
28(1), 27-46.
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Kristof-Brown, A., Barrick, M. R., & Franke, M.
(2002).
Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity. 28(1), 27-46.
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Witt, L. A., Burke, L. A., Barrick, M. R., & Mount, M. K.
(2002).
The interactive effects of conscientiousness and agreeableness on job performance. Journal of Applied Psychology.
87(1), 164-169.
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Barrick, M. R., Stewart, G. L., & Piotrowski, M.
(2002).
Personality and job performance: test of the mediating effects of motivation among sales representatives. Journal of Applied Psychology.
87(1), 43-51.
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Strauss, J. P., Barrick, M. R., & Connerley, M. L.
(2001).
An investigation of personality similarity effects (relational and perceived) on peer and supervisor ratings and the role of familiarity and liking. Journal of Occupational and Organizational Psychology.
74(5), 637-657.
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Barrick, M. R., Mount, M. K., & Judge, T. A.
(2001).
Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?. International Journal of Selection and Assessment.
9(1-2), 9-29.
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Barrick, M. R., Mount, M. K., & Judge, T. A.
(2001).
Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?. International Journal of Selection and Assessment.
9(1‐2), 9-30.
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BARRICK, M. R., PATTON, G. K., & HAUGLAND, S. N.
(2000).
ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS. Personnel Psychology: the study of people at work.
53(4), 925-951.
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MOUNT, M. K., WITT, L. A., & BARRICK, M. R.
(2000).
INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS. Personnel Psychology: the study of people at work.
53(2), 299-323.
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Stewart, G. L., & Barrick, M. R.
(2000).
TEAM STRUCTURE AND PERFORMANCE: ASSESSING THE MEDIATING ROLE OF INTRATEAM PROCESS AND THE MODERATING ROLE OF TASK TYPE. Academy of Management Journal.
43(2), 135-148.
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Stewart, G. L., & Barrick, M. R.
(2000).
Team Structure and Performance: Assessing the Mediating Role of Intrateam Process and the Moderating Role of Task Type. Academy of Management Journal.
43(2), 135-148.
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Mount, M. K., Barrick, M. R., & Strauss, J. P.
(1999).
The Joint Relationship of Conscientiousness and Ability with Performance: Test of the Interaction Hypothesis. Journal of Management.
25(5), 707-721.
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Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R.
(1999).
THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN. Personnel Psychology: the study of people at work.
52(3), 621-652.
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MOUNT, M. K., & BARRICK, M. R.
(1998).
FIVE REASONS WHY THE BIG FIVE ARTICLE HAS BEEN FREQUENTLY CITED. Personnel Psychology: the study of people at work.
51(4), 849-857.
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Mount, M. K., Barrick, M. R., & Stewart, G. L.
(1998).
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions. HUMAN PERFORMANCE.
11(2-3), 145-165.
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Mount, M., Barrick, M., & Stewart, G.
(1998).
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions. HUMAN PERFORMANCE.
11(2), 145-165.
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Barrick, M. R., Stewart, G. L., Neubert, M. J., & Mount, M. K.
(1998).
Relating Member Ability and Personality to Work-Team Processes and Team Effectiveness. Journal of Applied Psychology.
83(3), 377-391.
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Barrick, M. R., & Mount, M. K.
(1996).
Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology.
81(3), 261-272.
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Dunn, W. S., Mount, M. K., Barrick, M. R., & Ones, D. S.
(1995).
Relative importance of personality and general mental ability in managers' judgments of applicant qualifications. Journal of Applied Psychology.
80(4), 500-509.
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BARRICK, M. R., MOUNT, M. K., & STRAUSS, J. P.
(1994).
ANTECEDENTS OF INVOLUNTARY TURNOVER DUE TO A REDUCTION IN FORCE. Personnel Psychology: the study of people at work.
47(3), 515-535.
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ONES, D. S., MOUNT, M. K., BARRICK, M. R., & HUNTER, J. E.
(1994).
PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) METAANALYSIS. Personnel Psychology: the study of people at work.
47(1), 147-156.
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Mount, M. K., Barrick, M. R., & Strauss, J. P.
(1994).
Validity of Observer Ratings of the Big Five Personality Factors. Journal of Applied Psychology.
79(2), 272-280.
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VISWESVARAN, C., BARRICK, M. R., & ONES, D. S.
(1993).
HOW DEFINITIVE ARE CONCLUSIONS BASED ON SURVEY DATA: ESTIMATING ROBUSTNESS TO NONRESPONSE. Personnel Psychology: the study of people at work.
46(3), 551-567.
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Barrick, M. R., & Mount, M. K.
(1993).
Autonomy as a Moderator of the Relationships Between the Big Five Personality Dimensions and Job Performance. Journal of Applied Psychology.
78(1), 111-118.
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Barrick, M. R., Mount, M. K., & Strauss, J. P.
(1993).
Conscientiousness and Performance of Sales Representatives: Test of the Mediating Effects of Goal Setting. Journal of Applied Psychology.
78(5), 715-722.
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Viswesvaran, C., & Barrick, M. R.
(1992).
Decision-Making Effects on Compensation Surveys: Implications for Market Wages. Journal of Applied Psychology.
77(5), 588-597.
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Barrick, M. R., & Alexander, R. A.
(1992).
Estimating the benefits of a quality circle intervention. Journal of Organizational Behavior.
13(1), 73-80.
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Barrick, M. R., Day, D. V., Lord, R. G., & Alexander, R. A.
(1991).
Assessing the utility of executive leadership. The Leadership Quarterly.
2(1), 9-22.
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BARRICK, M. R., & MOUNT, M. K.
(1991).
THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A METAANALYSIS. Personnel Psychology: the study of people at work.
44(1), 1-26.
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Barrick, M. R., & Alexander, R. A.
(1991).
Assessing the Utility of Stochastic Employee Movements. Decision Sciences.
22(1), 171-180.
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Barrick, M. R., Barrett, G. V., Doverspike, D., Robison, S. J., & Grubs, L. L.
(1990).
Central tendency and its impact on three SDy procedures: A case study. Journal of Occupational and Organizational Psychology.
63(3), 265-268.
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BARRICK, M. R., & ALEXANDER, R. A.
(1987).
A REVIEW OF QUALITY CIRCLE EFFICACY AND THE EXISTENCE OF POSITIVEFINDINGS BIAS. Personnel Psychology: the study of people at work.
40(3), 579-592.
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Cronshaw, S. F., Alexander, R. A., Wiesner, W. H., & Barrick, M. R.
(1987).
Incorporating risk into selection utility: Two models for sensitivity analysis and risk simulation. Organizational Behavior and Human Decision Processes.
40(2), 270-286.
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Alexander, R. A., & Barrick, M. R.
(1987).
Estimating the Standard Error of Projected Dollar Gains in Utility Analysis. Journal of Applied Psychology.
72(3), 475-479.
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Mistry, S., Kirkman, B. L., Hitt, M. A., & Barrick, M. R.
(2023).
Take it from the Top: How Intensity of TMT Joint Problem Solving and Levels of Interdependence Influence Quality of Strategy Implementation Coordination and Firm Performance. Journal of Management Studies.
60(2), 400-427.
-
book
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Sheldon, K. M., Turban, D. B., Brown, K. G., Barrick, M. R., & Judge, T. A.
(2003).
APPLYING SELF-DETERMINATION THEORY TO ORGANIZATIONAL RESEARCH. Ed. 22.
Emerald (MCB UP ).
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Sheldon, K. M., Turban, D. B., Brown, K. G., Barrick, M. R., & Judge, T. A.
(2003).
APPLYING SELF-DETERMINATION THEORY TO ORGANIZATIONAL RESEARCH. Ed. 22.
Emerald (MCB UP ).
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chapter
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Barrick, M. R., & Mount, M. K.
(2017).
Select on Conscientiousness and Emotional Stability. The Blackwell Handbook of Principles of Organizational Behaviour.
(pp. 15-28).
Wiley.
-
Barrick, M. R., & Mount, M. K.
(2012).
Nature and Use of Personality in Selection. The Oxford Handbook of Personnel Assessment and Selection.
(pp. 225-251).
Oxford University Press (OUP).
-
Barrick, M. R., & Mount, M. K.
(2012).
Nature and Use of Personality in Selection. The Oxford Handbook of Personnel Assessment and Selection.
-
Barrick, M. R., & Mount, M. K.
(2012).
Select on Conscientiousness and Emotional Stability. Handbook of Principles of Organizational Behavior.
(pp. 19-39).
Wiley.
-
Stewart, G. L., & Barrick, M. R.
(2004).
Personality and Organizations. Schneider, B., & Smith, D. B. (Eds.),
Personality and Organizations.
(pp. 61-85).
Taylor & Francis.
-
Barrick, M. R., & Mount, M. K.
(2017).
Select on Conscientiousness and Emotional Stability. The Blackwell Handbook of Principles of Organizational Behaviour.
(pp. 15-28).
Wiley.
-
conference paper
-
Barrick, M. R.
(2018).
Expanding the Social Context Surrounding Impression Management at Work. Academy of Management Proceedings.
11537-11537.
-
STEWART, G. L., COURTRIGHT, S. H., & BARRICK, M. R.
(2009).
PEER-BASED REWARD AND INDIVIDUAL PERFORMANCE: A FIELD EXAMINATION. Academy of Management Proceedings.
1-7.
-
Barrick, M. R.
(2018).
Expanding the Social Context Surrounding Impression Management at Work. Academy of Management Proceedings.
11537-11537.
Teaching
teaching activities
- MGMT372 Adv Concepts In Org Bhvr Instructor
- MGMT622 Organization Staffing Instructor
- MGMT624 Seminar In Human Res Instructor
- MGMT634 Sem In Org Behavior Instructor
- MGMT685 Directed Studies Instructor
- MGMT691 Research Instructor
Works By Students
chaired theses and dissertations
-
Li, Ning (2012-10). Is Everyone Created Equal? A Social Network Perspective on Personality in Teams.
-
Mistry, Sal (2014-04). Bridging the Macro-Micro Divide: An Examination of the Proximal Top Management Team Factors that Influence Strategy Implementation and Organizational Performance.
-
Swider, Brian (2012-07). Applicant Attitudes across the Recruitment Process: Time is of the Essence.
-
Thurgood, Gary Roy (2016-12). Job Design, Personality Traits, and the Pursuit of Meaningful Work: A Configural Approach.
Background
education and training
- M.A. in Industrial/Organizational Psychology, University of Akron - (Akron, Ohio, United States) 1986
- B.A. in Business Management & Psychology, University of Northern Iowa - (Cedar Falls, Iowa, United States) 1980
- University of Akron - (Akron, Ohio, United States) , Postdoctoral Training 1988
awards and honors
- Fellow, conferred by Association for Psychological Science - (Washington D.C., District of Columbia, United States), 2013
- Fellow, conferred by Academy of Management - (Briarcliff Manor, New York, United States), 2010
- Ricky Griffin Outstanding Research Award, conferred by Texas A&M University - (College Station, Texas, United States), 2009
- Division 14-Society for Industrial and Organizational Psychology-Distinguished Scientific Contributions Award, conferred by American Psychological Association - (Washington D.C., District of Columbia, United States), 2009
- Division 14-Society for Industrial and Organizational Psychology-William A Owens Scholarly Achievement Award, conferred by American Psychological Association - (Washington D.C., District of Columbia, United States), 2001
- Outstanding Published Paper Award, conferred by Academy of Management - (Briarcliff Manor, New York, United States), 1992
Contact
first name
- Murray
has last name
- Barrick
mailing address
-
Texas A&M University
Management
4221 TAMU
College Station, TX 77843-4221
USA
Other
In the News
- mbarrick@tamu.edu