CURRENT AND FORMER I/O MASTER'S STUDENTS
Dr. Nadler enjoys working with graduate students and is available to serve on and chair graduate theses. Please feel free to contact Dr. Nadler if you are interested in having him on or chair your graduate thesis. Below are some of his past Master's Students.
Master's Theses Chaired
Sarah Bailey has completed her Masters degree and is currently working on her Ph.D. in I/O Psychology at Northern Illinois University.
Thesis Title: The glass cliff: Group versus individual decision making.
Brian Skaggs defended his thesis in the Fall of 2011 and graduated with a Masters degree in Industrial Organizational Psychology. Brian is currently working in human resources in the gaming industry.
Thesis Title: The Impact of Interviewer Characteristics and Interview Support on Perceptions of Organizational Attractiveness and Anxiety
Katie Kufahl is a first year I/O masters student and hopes to continue on to gain her Ph.D.
Thesis Title: Discrimination in Hiring Decisions: Implications for Marital Status and Sexual Orientation
- Leslie Dishman (defended Fall 2011). Mentor Gender and its Effect on
Negative Mentoring Experiences and Mentoring Outcomes.
- Joshua Wombacher (proposed). Online recruitment: Investigating the
prevalence of unqualified applicants in applicant pools.
- Dana Maedge (proposed). Attracting All Ages: Considering How Generational
Differences Impact Organizational Attractiveness.
- Derrick Young (proposed). The Effect of Interviewer’s Sex and Gender
on Interviewee Anxiety and Performance.
- Sean Keating (proposed). The importance of social support in reducing job
- Ashley Decker (defended Spring 2012). Exit Interviews, Type of Interviewer, and
- Amy Rosenblum (proposed). The Influence of Employment Status and Sex on
- Sarah Lofink (defended Fall 2012). The Relationship between Introversion-Extraversion
and Burnout: Is Social Support a Mediator and is Emotional Intelligence a Moderator?
- Amy Quarton (proposed). Work/Non-Work Practices and Employees’ Perceptions of
Organizational Attractiveness: The Roles of Perceived Organizational Support,
Work/Non-Work Interference, and Work/Non-Work Enrichment.