Jay Hardy
Overview
Biography
Dr. Jay Hardy is the Associate Dean for Research and Stirek Professor of Management in Oregon State University’s College of Business. In his role as ADR, he leads research strategy and operations for the college, working with faculty, staff, and campus partners to expand access to resources, strengthen infrastructure, and support high-quality, trans-disciplinary scholarship. An organizational scientist, his research examines learning and adaptation at work, curiosity and self-regulation, selection and retention, and methods that improve cumulative science. His work appears in leading outlets, including the Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Processes, and Personnel Psychology. Dr. Hardy was selected as an incoming Associate Editor for the Journal of Applied Psychology and has received multiple recognitions and awards for his scholarship, reviewing, and teaching. He earned his Ph.D. and M.S. in Industrial and Organizational Psychology (with a secondary concentration in Quantitative Methods) from the University of Oklahoma, and his B.S. in Psychology (minor in Business) from Colorado State University. His leadership and scholarship contribute to the advancement of knowledge across the various Business Disciplines and Design.
Credentials
Ph.D. in Industrial Organizational Psychology from the University of Oklahoma ('15)
M.S. in Experimental Psychology from the University of Oklahoma ('12)
B.S. in Psychology with a minor in Business from Colorado State University ('09)
Career Interests
Research areas: Human Resources Management and Organizational Behavior
Research interests: Training and Development, Employee Selection, Systemic Bias, Simulations and Computational Modeling
Dr. Hardy's research is in the field of human resource management (HR). His recent work has focused on (a) understanding how self-regulated learning processes can be leveraged for improving dynamic training and development interventions, (b) exploring the implications of the job applicant experience for shaping applicant behavior, and (c) applying simulation and computational modeling methodologies to understanding practical HR phenomena, such as voluntary turnover.