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Ryan Ann Marie Ryan
Primary Program: Organizational
333 Psychology
(517) 353-8855

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SHRM Competency Self-Assessment Validation Dr. Ann Marie Ryan, Dr. Neal Schmitt, & Sarena Bhatia
This project involves examining the criterion-related validity of an assessment tool created by the Society for Human Resource Management (SHRM). The competency self-assessment (CSA) was designed to evaluate human resource competencies, and includes a self-assessment, a situational judgment test, and an interactive video role-play. Employees in multiple private and public sector organizations were asked to take the CSA, and their supervisors were asked to provide performance ratings. A validation of the assessment will improve understanding of the use of this tool in the selection and development of HR professionals.
Amazon Cultural Assessment Development and Validation Project Dr. Ann Marie Ryan, Sarena Bhatia, & Charlotte Powers
Amazon, the world’s largest online retailer, hires thousands of warehouse associates each year to ensure that customers' orders are promptly and accurately put into their hands. An important selection criteria for these incoming employees is their fit with Amazon’s culture. To address this, a team of industrial-organizational psychologists at Amazon has partnered with a team from MSU's Organizational Psychology program to develop a cultural assessment. The MSU team developed and pilot-tested the assessment in 2012, and the Amazon team has recently administered the assessment to hundreds of Amazon employees. Using that data and other information available from Amazon, the MSU team is now in the process of validating the assessment.
The Diversity Lab Dr. Ann Marie Ryan, Christine M. Y. Kermond, Abdifatah A. Ali, Danielle D. King, Marissa Mann
Members of stigmatized social identity groups make decisions about how they present their identity to others. For example, they may choose to hide their identity, avoid talking about it, or openly discuss it. The Diversity Lab seeks to explore how and why members of various social identities manage their identity in a work context, as well as the conditions under which certain identity management strategies are adopted and the consequences of adopting such strategies. We have completed studies examining the identity management strategies of female job applicants of male-dominated jobs, Muslim job seekers, Christian employees, individuals with mental disabilities, individuals with physical disabilities, veterans, atheists in the workplace, and younger and older job seekers. Currently, our lab is investigating the identity management strategies of job seekers with various stigmatized backgrounds and the processes underlying the effectiveness of certain identity management strategies.
Personality and the Workplace Dr. Ann Marie Ryan, Catherine Ott-Holland, Danielle D. King, Jessica Santoro, Patrick Wadlington (Birkman International), Fabian Elizondo (Birkman International), Jason Huang (Wayne State University)
This group is working with both international and US-based archival personality and occupational interest data from a personality assessment company, Birkman International. Past research has investigated how culture and gender influences perceptions of self-other personality similarity, and how culture influences personality-interest relationships. Current projects look at how perceptions of other's personality traits influence job attitudes, how personality trait-performance relationships vary across sources in multi-source feedback contexts, and how the level and dispersion of personality traits differ according to the geographical and organizational context.
Consortium for Multicultural Psychology Research PI: Dr. Frederick Leong
Our primary mission is to generate and apply psychological science to increase our understanding of multicultural issues in both domestic and international contexts.
Cross-culture Family and Work Behavior Study Dr. Frederick Leong, Dr. Ann Marie Ryan, JoAnn Lin, Dr. Hannah Nguyen, Morgan Showler
Scholars have long studied cultural differences on traits such as familism, collectivism-individualism, traditionality, and interpersonal relatedness. However, very few studies have linked these cultural differences in traits to other outcomes. This study develops a comprehensive model to examine how these traits might predict several individual and interpersonal outcomes such as self construal, interdependence with family, family conflict, perceptions on leadership, etc, and how these links vary across cultures. Currently, data have been or will be collected via questionnaires from several locations in US and Asia. Findings from this study would enhance theoretical understanding on cultural differences in the relationships between individual traits, and family and work behavior. They could also provide practical insights into how to better manage employees from different cultures.

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