Industrial Organizational Psychology
Phone: (970) 491-6821
Office Location: 222 BHSCI
PhD: The Ohio State University, 1983
Area of Specialization: I/O Psychology: training, mentoring, aging and learning.
Teaching Courses: PSY 492: Topics in Industrial/Organizational Psychology
Monday- | Tuesday- | Wednesday- | Thursday- | Friday- | By Appointment-
Current Research: Much of my research focuses on learning in ill-structured environments. In formal training, the trainer or instructor establishes the learning objectives, guides students through training, and determines when training is over. Ill-structured environments are more learner-centric. For example, in technology-mediated learning environments, learners may set their own objectives, determine how they learn, and decide when they are done. In mentoring relationships, mentors and mentees mutually determine developmental outcomes. I am currently working on a 3-year grant to identify effective mentoring behaviors; in this we are seeing that effective mentors are typically non-directive, allowing mentees to take responsibility for their own learning.
Other Web Sites
Kraiger, K., Passmore, J., Nuno Rebelo dos Santos, & Malvezzi, S. (Eds.) (in press). The Wiley-Blackwell Handbook of the Psychology of Training, e-learning, personal development, appraisal and feedback. London, UK: Wiley.
Kraiger, K., & Cavanagh, T. (in press). Best practices and emerging tactics in training and development. In Kraiger, K., Passmore, J., Nuno Rebelo dos Santos, & Malvezzi, S. (Eds.) The Wiley-Blackwell Handbook of the Psychology of Training, e-learning, personal development, appraisal and feedback.
Wolfson, N., & Kraiger, K. (2014). Cognitive aging and training: The role of instructional coherence and advance organizers. Experimental Aging Research.
Wolfson, N. Cavanagh, T., & Kraiger, K. (2014). Older Adults and technology-based instruction: Optimizing learning outcomes and transfer. Academy of Management: Learning and Education.
Wilson, C. L., Huang, J. L., & Kraiger, K. (2013). Personality and the analysis, design, and delivery of training. In R. Tett and N. Christiansen (Eds.), Handbook of Personality and Work pp. 543-564.