Dr. Joel T. Nadler [IMAGE: Joel Nadler]
(university web site) (professional web site) (e-mail)
Education: Ph.D., 2010
Southern Illinois University Carbondale
About Dr. Nadler
Joel T. Nadler received his doctorate in Applied Psychology from Southern Illinois University Carbondale in August of 2010. He is currently an Assistant Professor in the Department of Psychology and teaches Industrial/Organizational Psychology, Personnel Psychology, Statistics and Research Methods, Social Psychology, Psychology of Gender, and Foundations of Psychology. His research interests include gender bias in selection and performance appraisal, sexual harassment, organizational attractiveness, adverse impact (EEO law), and assessing inclusive diversity practices. Additionally, He has expertise in advanced measurement, design, and statistical techniques. His work has been published in journals such as Journal of Applied Social Psychology, American Journal of Evaluation, and Journal of Leadership and Organizational Studies. He has consulted with organizations on areas such as organizational climate and culture, survey development, performance appraisal, program evaluation, needs assessment, organizational change and development, and study design and methodology. He is active in several professional organizations including the Society for Industrial Organizational Psychology (SIOP), Society for the Psychological Study of Social Issues (SPSSI), and Association for Psychological Science (APS). When he is not busy conducting research and teaching he enjoys cycling, traveling, motorcycling, music, science fiction, and wine-making.
Dr. Nadler is available to mentor students interested in careers in industrial/organizational psychology, social psychology, and social justice issues relating to stereotypes, prejudice, and discrimination.
Nadler, J. T., & Swanson, J. L. (2014). Perceptions of graduate student teachers at a midwestern university. North American Journal of Psychology, 16, 319-334.
- Nadler, J. T., Berry, S. A., Stockdale, M.S. (2013). Familiarity and sex based stereotypes on instant impressions of male and female faculty. Social Psychology of Education, 16, 517-539.
- Cameron, S. M., & Nadler, J. T. (2013). Gender roles and organizational citizenship behaviors: Effects on managerial evaluations. Gender in Management: An International Journal, 28, 380-399.
- Bartels. L. K., Nadler, J. T., Kufahl, K., & Pyatt, J. (2013). 50 years after the Civil Rights Act: Diversity-management practices in the field. Industrial Organizational Psychology: Perspectives on Science and Practice, 6, 450-457.
- Stockdale, M. S., & Nadler, J. T. (2013). Paradigmatic assumptions to disciplinary research on gender disparities: The case of occupational sex segregation. Sex Roles, 68, 207-215.
- Nadler, J. T., & Stockdale, M. S. (2012). Workplace Gender Bias: Not Just Between Strangers. North American Journal of Psychology, 14, 281-292.
- Nadler, J. T., Will, K.*, Lowery, M. R., Smith, K. (2012). Don't ask, don't tell and other LGB civil rights issues: Effects of terminology on public opinion. Journal of Gay & Lesbian Social Services, 24, 331-345.
- Stockdale, M. S., & Nadler, J. T. (2012). Situating sexual harassment in the broader context of interpersonal violence: Research, theory, and policy implications. Social Issues and Policy Review (SIPR), 6, 148-176.
- Doerner, J.*, Nadler, J. T., & Lowery, M. R. (2012). Sex Differences in Delaying Family: Effects on Job and Life Satisfaction. Psychology Research, 1, 444-452.
- Nadler, J. T., & Clark, M. H. (2011). Stereotype threat: A meta-analysis comparing African Americans to Hispanic Americans. Journal of Applied Social Psychology, 41, 872-890 .
- Lowery, M. R. & Nadler, J. T. (2011). Increasing the legal defensibility of performance appraisals. EEO Review, 3, 1-5 .
- Nadler, J. T. & Clark, M. H. (2011). Pre-class coming attractions: Interest and program awareness in the classroom. Journal of Instructional Psychology, 37, 332-336 .
- Nadler, J. T., Cundiff, N. L., Lowery, M. R., & Jackson, S. (2010). Perceptions of organizational attractiveness: The differential relationships of various work schedule flexibility programs. Management Research Review, 33, 865-876.