Chuck Pierce

Title: Professor of Management, Dean
Office: 427B Elliott Hall
Phone: (248) 370-2957
Email: [email protected]

Personal Website -- Dr. Pierce's CV

Education:
University at Albany-SUNY, Ph.D. (Psychology)

Biography:
Dr. Charles A. (Chuck) Pierce is Dean and Professor of Management, School of Business, Oakland University. He received his B.S. (1990) from Syracuse University and M.A. (1992) and Ph.D. (1995) from the University at Albany-SUNY. Dr. Pierce's research interests include workplace romance, sexual harassment in organizations, test bias and discrimination in the selection of human capital, and organizational research methods. He has published his research in scholarly journals such as Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Organizational Behavior & Human Decision Processes, Journal of Management, Human Resource Management, Journal of Organizational Behavior, and Organizational Research Methods.

Teaching interests: 

• HR management
• Employee staffing
• Research methods
• Statistics & data analysis

Research interests: 

• Workplace romance
• Sexual harassment in organizations
• Employee staffing decision making
• Managerial ethics & ethical decision making in organizations
• Test bias & discrimination in human capital selection
• Meta-analysis
• Moderated multiple regression
• Virtual reality technology

Awards:

• Great Oaks Foundation Professorship (2013-2018)
• Suzanne D. Palmer Research Professorship (2011-2014; 2007-2008)
• Journal of Organizational Behavior Best Paper Award (1996)

Representative Journal Articles:

• Batra, S., Gupta, V. K., Kumar, V., & Pierce, C. A.  (in press).  Effects of founder gender and workplace romance status on recruits' evaluations of early-stage ventures.  Journal of Small Business Management.
• Baker, A. N., King, D. R., Nalick, M., Tempio, M., Gupta, V. K., & Pierce, C. A.  (2021).  Managers' sexually-oriented behavior and firm performance: Linking media reports to stock market reactions and legal risk.  Journal of Strategy and Management, 14, 562-581.
• Knapp, D. E., Hogue, M., & Pierce, C. A.  (2019).  A gateway theory-based model of the escalation of severity of sexually harassing behavior in organizations.  Journal of Managerial Issues, 31, 198-215.
• Bosco, F. A., Aguinis, H., Field, J. G., Pierce, C. A., & Dalton, D. R.  (2016).  HARKing's threat to organizational research: Evidence from primary and meta-analytic sources.  Personnel Psychology, 69, 709-750.
• Bosco, F. A., Aguinis, H., Singh, K., Field, J. G., & Pierce, C. A.  (2015).  Correlational effect size benchmarks.  Journal of Applied Psychology, 100, 431-449.
• Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A.  (2013).  Meta-analytic review of employee turnover as a predictor of firm performance.  Journal of Management, 39, 573-603.
• Dalton, D. R., Aguinis, H., Dalton, C. M., Bosco, F. A., & Pierce, C. A.  (2012).  Revisiting the file drawer problem in meta-analysis: An assessment of published and non-published correlation matrices.  Personnel Psychology, 65, 221-249.
• Pierce, C. A., Karl, K. A., & Brey, E. T.  (2012).  Role of workplace romance policies and procedures on job pursuit intentions.  Journal of Managerial Psychology, 27, 237-263.
• Salvaggio, A. N., Streich, M., Hopper, J. E., & Pierce, C. A.  (2011).  Why do fools fall in love (at work)?  Factors associated with the incidence of workplace romance.  Journal of Applied Social Psychology, 41, 906-937.
• Aguinis, H., Dalton, D. R., Bosco, F. A., Pierce, C. A., & Dalton, C. M.  (2011).  Meta-analytic choices and judgment calls: Implications for theory development and testing, obtained effect sizes, and scholarly impact.  Journal of Management, 37, 5-38.
• Aguinis, H., Culpepper, S. A., & Pierce, C. A.  (2010).  Revival of test bias research in preemployment testing.  Journal of Applied Psychology, 95, 648-680.
• Aguinis, H., Pierce, C. A., & Culpepper, S. A.  (2009).  Scale coarseness as a methodological artifact:  Correcting correlation coefficients attenuated from using coarse scales.  Organizational Research Methods, 12, 623-652.
• Pierce, C. A., & Aguinis, H.  (2009).  Moving beyond a legal-centric approach to managing workplace romances: Organizationally sensible recommendations for HR leaders.  Human Resource Management, 48, 447-464.
• Aguinis, H., Pierce C. A., Bosco, F. A., & Muslin, I. S.  (2009).  First decade of Organizational Research Methods: Trends in design, measurement, and data-analysis topics.  Organizational Research Methods, 12, 69-112.
• Pierce, C. A., Muslin, I. S., Dudley, C. M., & Aguinis, H.  (2008).  From charm to harm: A content-analytic review of sexual harassment court cases involving workplace romance.  Management Research, 6, 27-45.
• Aguinis, H., Sturman, M. C., & Pierce, C. A.  (2008).  Comparison of three meta-analytic procedures for estimating moderating effects of categorical variables.  Organizational Research Methods, 11, 9-34.
• Aguinis, H., Beaty, J. C., Boik, R. J., & Pierce, C. A.  (2005).  Effect size and power in assessing moderating effects of categorical variables using multiple regression: A 30-year review.  Journal of Applied Psychology, 90, 94-107.
• Pierce, C. A., & Aguinis, H.  (2005).  Legal standards, ethical standards, and responses to social-sexual conduct at work.  Journal of Organizational Behavior, 26, 727-732.
• Pierce, C. A., Block, R. A., & Aguinis, H.  (2004).  Cautionary note on reporting eta-squared values from multifactor ANOVA designs.  Educational and Psychological Measurement, 64, 916-924.
• Pierce, C. A., Broberg, B. J., McClure, J. R., & Aguinis, H.  (2004).  Responding to sexual harassment complaints: Effects of a dissolved workplace romance on decision-making standards.  Organizational Behavior and Human Decision Processes, 95, 66-82.
• Pierce, C. A., & Aguinis, H.  (2003).  Romantic relationships in organizations: A test of a model of formation and impact factors.  Management Research, 1, 161-169.
• Aguinis, H., Boik, R. J., & Pierce, C. A.  (2001).  A generalized solution for approximating the power to detect effects of categorical moderator variables using multiple regression.  Organizational Research Methods, 4, 291-323.
• Pierce, C. A., & Aguinis, H.  (2001).  A framework for investigating the link between workplace romance and sexual harassment.  Group and Organization Management, 26, 206-229.
• Pierce, C. A., Aguinis, H., & Adams, S. K. R.  (2000).  Effects of a dissolved workplace romance and rater characteristics on responses to a sexual harassment accusation.  Academy of Management Journal, 43, 869-880.
• Aguinis, H., Petersen, S. A., & Pierce, C. A.  (1999).  Appraisal of the homogeneity of error variance assumption and alternatives to multiple regression for estimating moderating effects of categorical variables.  Organizational Research Methods, 2, 315-339.
• Aguinis, H., & Pierce, C. A.  (1998).  Heterogeneity of error variance and the assessment of moderating effects of categorical variables: A conceptual review.  Organizational Research Methods, 1, 296-314.
• Aguinis, H., & Pierce, C. A.  (1998).  Testing moderator variable hypotheses meta-analytically.  Journal of Management, 24, 577-592.
• Pierce, C. A.  (1998).  Factors associated with participating in a romantic relationship in a work environment.  Journal of Applied Social Psychology, 28, 1712-1730.
• Pierce, C. A., & Aguinis, H.  (1997).  Bridging the gap between romantic relationships and sexual harassment in organizations.  Journal of Organizational Behavior, 18, 197-200.
• Pierce, C. A., & Aguinis, H.  (1997).  Using virtual reality technology in organizational behavior research.  Journal of Organizational Behavior, 18, 407-410.
• Pierce, C. A., Byrne, D., & Aguinis, H.  (1996).  Attraction in organizations: A model of workplace romance.  Journal of Organizational Behavior, 17, 5-32.