Publications

Brando and Joe Podcast: Episode 53

Brandon and Joe were great hosts and had me on their podcast to talk about my various experiences across the field of Organizational Psychology. We discussed my roles internally, externally, and in academia, and things students should know about each.

I also took a moment to discuss the importance of learning about yourself through your career journey, in addition to learning skills and information.

Do You Have Facts or Feelings?

I returned to the DisruptHR Long Island stage to help people stop those HR fire drills that are based on emotional stories. I shared three questions to help critically evaluate the evidence of these stories: “How do we know that?“, “What is missing?”, and “Is this really because of that?“. Finally, we debunk a pervasive HR myth about work stress using one of the three questions!

Mayflower Group: A Benchmark on DE&I Listening Practice

Representing the Mayflower Group, I shared some insights we put together based on a benchmark study of member companies (some of the largest and most well known names in the world) around how they conduct employee listening related to Diversity, Equity, and Inclusion.

The key take away was that across all of the member companies there were some common themes covered (fairness, justice, safety to be yourself, and feeling appreciated for your uniqueness), but no one approach.

Kuschman, H., Bellamy, G., Celestine, P., Herk, N., Johnson, L., Matsch, M., & Meltzer, D. (2022). What’s Really Working? Sharing Lessons Learned from Organizations’ DEI Efforts. (Virtual) IGNITE presentation, Society for Industrial and Organizational Psychology Annual Conference, Seattle, WA.

We demonstrate that at least 1/5 people don’t even bother reading common forms of electronic informed consent forms, and roughly 50% of people don’t recall information.

To continue as ethical researchers, we must find more effective ways of informing people before they consent.

Meltzer, D.P., Betancourt, K. (2020). We Need To Talk About Informed Consent. Poster presented to APS Poster Showcase, Chicago, IL (Virtual).

Stress Happens, What Can HR Do?

I was very excited to have spoken at DisruptHR Long Island 4.0 on May 15th, 2019. It’s a fun challenge, and a great opportunity to bring the science to the people!

It’s time for HR to do stop talking about how stressed people are, and start doing something to balance the scales!

Motivation and Presenteeism: The Whys and Whats

There are a lot of reasons why employees may choose to work while sick, some more positive than others. We explore what motivational theory may suggest about these reasons, and theorize that the outcomes of the decision to work while sick likely relate to that initial reason.

Ma, J., Meltzer, D., Yang, L., & Liu, C. (2018). Motivation and Presenteeism: The Whys and Whats. In C. Cooper & L. Lu (Eds.), Presenteeism at Work (Cambridge Companions to Management, pp. 97-122)

Role Ambiguity and Employee Engagement:
The Mediating Effect of Psychological Detachment from Work

The less clarity people had about their work, the more likely they were to keep thinking about it when they got home (even after accounting for how much they had to do and how urgent it was). Their ability to put work out of their mind was predictive of changes to work engagement at a later time.

Meltzer, D.P., Liu, C. (2017). Role Ambiguity and Employee Engagement: The Mediating Effect of Psychological Detachment from Work. Poster presented to APA’s Work, Stress, & Health conference, Minneapolis, MN.

Ineffective Leadership and Employees’ Negative Outcomes:
The Mediating Effect of Anxiety and Depression

Authoritarian and Abusive leadership styles result in employees experiencing burnout symptoms and other negative outcomes by creating anxiety and depression in those employees.

Pyc, L. S., Meltzer, D. P., & Liu, C. (2016, April 21). Ineffective Leadership and Employees’ Negative Outcomes: The Mediating Effect of Anxiety and Depression. International Journal of Stress Management.

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