Biography
Dr. Crystal Harold (PhD, Industrial/Organizational Psychology, George Mason University) is an Associate Professor in Human Resource Management and a Paul Anderson Research Fellow at the Fox School of Business, Temple University Prior to joining the Fox School of Business, she was an Assistant Professor in the Purdue School of Science at IUPUI and also worked as a Strategic Human Resources Consultant for numerous governmental agencies such as the Air Force, The National Geospatial-Intelligence Agency (NGA), and Department of the Interior (DOI).
Her research focuses on issues related to employee recruitment (in particular the role of PE fit and fairness) and the impact of management practices and characteristics that engender perceptions of workplace fairness and counterproductive behaviors. Her work appears in top OB/HRM outlets including Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Personnel Psychology and the Journal of Occupational and Organizational Psychology. Findings from her research have been discussed in numerous media outlets including the CBS Early Show, Strategy + Business, The Telegraph, and The Chronicle of Higher Education. Dr. Harold was awarded a 2005 APA Dissertation Award and the HUMRRO Fellowship in I/O Psychology. In recognition of her research and teaching accomplishments, she was recently appointed a Paul Anderson Research Fellow, and was awarded the Adrisani-Frank Undergraduate Teaching Award and Lindback Award for Distinguished Teaching.
Research Interests
- Employee Recruitment, Fairness, Leadership
Courses Taught
Number | Name | Level |
|---|---|---|
HRM 3504 | Leadership in the 21st Century | Undergraduate |
HRM 3904 | Honors, The Leadership Experience: Leading Yourself, Leading Change, Leading Communities | Undergraduate |
BA 9003 | Seminar in Organizational Behavior | Graduate |
Selected Publications
Featured
Harold, C., Oh, I., Holtz, B., Han, S., & Giacalone, R. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective. Journal of Applied Psychology, 101(11), 1513-1535. doi: 10.1037/apl0000150.
Harold, C., Holtz, B., Griepentrog, B., Brewer, L., & Marsh, S. (2016). Investigating the Effects of Applicant Justice Perceptions on Job Offer Acceptance. Personnel Psychology, 69(1), 199-227. doi: 10.1111/peps.12101.
Harold, C. & Holtz, B. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36(1), 16-38. doi: 10.1002/job.1926.
Recent
Harold, C.M., Hu, B., & Koopman, J. (2022). Employee time theft: Conceptualization, measure development, and validation. Personnel Psychology, 75(2), 347-382. Wiley. doi: 10.1111/peps.12477.
Han, S., Harold, C.M., Kim, J.K., & Vogel, R.M. (2022). Perceived Benefits and Costs of Empowerment: Conceptualization, Measure Development, and Its Impact on Empowering Leadership. JOURNAL of MANAGEMENT. 10.1177/01492063221081443
Hu, B., Harold, C.M., & Kim, D. (2022). Stealing Time on the Company's Dime: Examining the Indirect Effect of Laissez-Faire Leadership on Employee Time Theft. JOURNAL of BUSINESS ETHICS. 10.1007/s10551-022-05077-2
Han, S., Harold, C.M., Oh, I., Kim, J.K., & Agolli, A. (2021). A meta‐analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions. Journal of Organizational Behavior, 43(3), 497-523. doi: 10.1002/job.2568.
Han, S., Harold, C., & Cheong, M. (2019). Examining why employee proactive personality influences empowering leadership: The roles of cognition- and affect-based trust. Journal of Occupational and Organizational Psychology, 92(2), 352-383. doi: 10.1111/joop.12252.