Researchers

Stacie Furst Holloway, Ph.D. is an Associate Professor and Director of the BA in Organizational Leadership and Human Resource programs. Stacie is interested in the impact of technology on individual and team-based work behaviors as well as the implications of balancing work and home demands in the virtual workplace. Her teaching interests include leadership, organizational behavior, human resource management, and HR analytics.

Dr. Holloway received her doctorate in Management from the University of North Carolina at Chapel Hill in 2004 and has more than 15 years of industry and consulting experience working in the areas of Human Resource Management and Organizational Development.   Her research has appeared in leading management journals, including the Journal of Applied Psychology, Personnel Psychology, Journal of Management, Leadership Quarterly, Journal of Organizational Behavior, the Academy of Management Executive, and Human Resource Management.

In addition to her research and teaching activities, Stacie frequently works as a consultant with organizations in the areas of virtual teaming, compliance management, retention, and HR assessment and evaluation. Her past and current clients include GlaxoSmithKline (GSK), Ernst and Young, Virtual Global Technologies, and the VHA National Center for Organizational Development.

Currently recruiting graduate students.

Currently recruiting undergraduate students.

Daniele is a doctoral candidate in the University of Cincinnati Psychology department. He is currently working as a Manager of Global Selection, Testing and Assessments at Procter and Gamble. After receiving his Masters in Industrial-Organizational Psychology from Xavier University, Daniele began a Research Assistantship position in Dr. Stacie Holloway's Human Resources and Workplace Effectiveness laboratory, studying individual and workgroup behavior and performance. Daniele's research interests included employee engagement, internal resource recovery (break taking) at work, as well as the impact of developments in technology on human capital related workplace factors. Currently he is working on investigating the impact of demand and resource congruence on personal well-being as well as how technology impacts perceived job control, work-life balance, break taking behaviors, and other employee factors through a grant from the Society for Human Resource Management (SHRM). He also holds a Bachelor of Science in Psychology from Indiana State University and has over six years of management and/or management consulting experience.