Stephen Humphrey
Alvin H. Clemens Professor of Management & Organization
Pennsylvania State University
Research
My research has focused primarily on answering two questions:
How do you make a great team?
– and –
How do you make a team great?
Making a Great Team
My first interest focuses on the “bottom-up” formative design of teams. That is, if one wants to build a successful team from scratch, what are the issues that are most important? It is through this lens that I have addressed topics such as the “seeding” of teams (Humphrey, Hollenbeck, Meyer, & Ilgen, 2007), putting the best members into the most strategically core roles (Humphrey, Morgeson, & Mannor, 2009), configuring the reward structure in a team (Aime, Meyer, & Humphrey, 2010; Beersma, Hollenbeck, Humphrey, Moon, Conlon, & Ilgen, 2003), structuring the team to capitalize on different beliefs and opinions (Homan et al., 2008; Moon, Conlon, Humphrey, Quiqley, Devers, & Nowakowski, 2003), designing work to improve motivational and social processes (Harrison & Humphrey, 2010; Humphrey, Nahrgang, & Morgeson, 2007; Morgeson & Humphrey, 2006), and decomposing the relationship amongst team members (Hambrick, Humphrey, & Gupta, 2015)
Making a Team Great
My second interest deals with the “top-down” management of existing teams. That is, if we look at existing teams embedded in time, how does this temporal context affect a team’s functioning? Although it is valuable to create theories of teamwork that can be used to direct the formation of teams, or be applied to cross-sectional studies of teamwork, there is something fundamentally different in studying how change (in terms of such issues as personnel, rewards, group structure, or task requirements) in teams affects teamwork. My overarching concern in this area is how team members manage the change through their organizing processes. That is, how willing and able is a team to break its entrained routines and produce new processes and relationships? One common way that I have tackled this question is in looking at structural factors inhibiting (or enabling) the transition to new routines, such as role structure (Moon et al., 2004; Summers, Humphrey, & Ferris, 2012), reward structure (Johnson et al., 2006), leadership structure (Hollenbeck et al., 2011), or status characteristics (Min, Humphrey, Aime, Quade, Petrenko, & Fu, 2022). I have expanded this discussion by focusing on how power expression can shift across members as a function of new situational demands (Aime, Humphrey, DeRue, & Paul, 2013), finding that members must perceive a legitimate shift in power expression in order for teams to harness the unique capabilities of diverse, cross-functional teams. In a related theme, I have also produced an unfolding model of team conflict, demonstrating a differentiation between task conflict and relationship conflict over the lifespan of teams (Humphrey, Aime, Cushenberry, Hill, & Fairchild, 2017).
Team Microdynamics
Across both questions, I have an interest on the multilevel, multi-period, and multi-theoretical nature of teamwork (i.e., the microdynamics of teamwork; Humphrey & Aime, 2014). Ultimately, I want to know what the meaning of "team" really is, which means that I am curious about how individual team members are simultaneously role holders, part of numerous dyadic relationships, embedded in subgroups, operating in teams. See also the Handbook of Multilevel Theory, Measurement, and Analysis (Humphrey & LeBreton, 2019) and related chapters within (e.g., Knight & Humphrey, 2019).
Teaching
My primary teaching responsibilities have been focused on delivering Negotiation skills to numerous populations. I also teach how to design valid research, aimed at doctoral level students.
Negotiation Theory and Skills
Dyadic Negotiation, Multiparty Negotiation, and Entrepreneurial Negotiation
I have taught multiple classes focused on developing negotiation skills. I have extensive experience teaching in the undergraduate, MBA, EMBA, and Executive Education programs. Across these spaces, I have delivered different courses aimed at developing core negotiation skills (e.g., dyadic negotiation experiences dealing ), complex negotiation skills (e.g., multiparty negotiation and 3rd party interventions), and entrepeneurial negotiation (i.e., delivering negotiation capabilities to entrepreneurs).
Negotiation Simulations
Available at the Dispute Resolution Research Center
I have published several negotiation simulations that provide an opportunity for hands-on learning. All negotiations are derived from real-world experiences and come with full teaching notes to help provide guidance for delivering in negotiation training contexts.
- Lovely Braids
- MacLorie 3D
- Ocean Business Services
- Rubbermind
- Strengthen-U Mud Run
Research Design
Organizational Research Design for PhD and DBA students
A doctoral seminar (separately for PhD and DBA students) focused on creating valid research. The PhD seminar is delivered in person, whereas the DBA seminar is a combination of in person residency and remote synchronous delivery.
Education
Michigan State University
Eli Broad College of Business
PhD, Organizational Behavior and Human Resource Management
2004
James Madison University
Department of Psychology
BS, Psychology
Contact Me
The Pennsylvania State University
Department of Management and Organization
Smeal College of Business
University Park, PA 16802
stephen.humphrey (at) psu.edu
LinkedIn
ResearchGate
Google Scholar
ORCiD
My Publications
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Trust in Teams Over Time
Fletcher, K. A., Summers, J. K., Bedwell-Torres, W. L., Humphrey, S. E., Thomas, S. E., & Ramsay, P. S. in press. Initial development of perceptions of ability and intent factors of (un) trustworthiness in short-term teams. Journal of Organizational Behavior. https://doi.org/10.1002/job.2795
Culture and Work Design
Carter, K. M., Hetrick, A. L., Chen, M.,Humphrey, S. E., Morgeson, F. P., & Hoffman, B. J. 2024. How culture shapes the influence of work design characteristics: A narrative and meta-analytic review. Journal of Management. https://doi.org/10.1002/job.2795
Relational Theory of Organizational Reputation
Zavyalova, A., Bundy, J., & Humphrey, S. E. 2022. A relational theory of reputational stability and change. Organization Science, 33(5): 1724-1740. https://doi.org/10.1287/orsc.2021.1494
Meta-Analysis of Team Creativity
Yuan, Y., Humphrey, S. E., & van Knippenberg, D. 2022. From individual creativity to team creativity: A meta-analytic test of task moderators. Journal of Occupational and Organizational Psychology, 95: 358-404. https://doi.org/10.1111/joop.12380
Entrepreneurial Negotiation
Humphrey, S. E., Macy, R., & Wang, C. S. 2022. Teaching entrepreneurial negotiation. Negotiation Journal, 38(1): 93-110. https://doi.org/10.1111/nejo.12377
Team members’ reactions to newcomer’s attractiveness and sex
Min, S. W., Humphrey, S. E., Aime, F., Petrenko, O. V., Quade, M. J., & Fu, S. (2022). Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex. Journal of Applied Psychology, 107(7): 1115-1129. https://doi.org/10.1037/apl0000872
Ethical Champions in Entrepreneurial Teams
Chen, A., Treviño, L. K., & Humphrey, S. E. 2020. Ethical champions, emotions, framing, and team ethical decision making. Journal of Applied Psychology, 105(3): 245–273.
The Handbook of Multilevel Theory, Measurement, and Analysis
Humphrey, S. E. & LeBreton, J. M. (Eds.) 2019. The Handbook of Multilevel Theory, Measurement, and Analysis.Washington, DC: American Psychological Association.
A Primer on Dyadic Data Analysis
Knight, A. P. & Humphrey, S. E. 2019. Dyadic data analysis. In S. E. Humphrey & J. M. LeBreton (Eds.), The Handbook of Multilevel Theory, Measurement, and Analysis. (pp. 426-448). Washington, DC: American Psychological Association.
Meta Analysis of Leadership and Justice
Karam, E. P., Hu, J., Davison, R. B., Juravich, M., Nahrgang, J. D., Humphrey, S. E., & DeRue, D. S. 2019. Illuminating the “face” of justice: A meta-analytic examination of leadership and organizational justice. Journal of Management Studies, 56, 134-171.
Dyadic Conflict
Humphrey, S. E., Aime, F., Cushenbery, L, Hill, A. D., & Fairchild, J. 2017. Team conflict dynamics: Implications of a dyadic view of conflict for team performance. Organizational Behavior and Human Decision Processes, 142: 58-70.
Structural Origins of Interdependence
Hambrick, D. C., Humphrey, S. E., & Gupta, A. 2015. When does executive group heterogeneity matter most (and least)? Identifying the structural origins of interdependence in top management teams. Strategic Management Journal, 36: 449-461.
Riddle of the Heterarchy
Aime, F., Humphrey, S. E., DeRue, D. S., & Paul, J. 2014. The riddle of heterarchy: Power transitions in cross-functional teams. Academy of Management Journal, 57: 327-352.
Team Microdynamics
Humphrey, S. E. & Aime, F. 2014. Team microdynamics: Towards an organizing approach to teamwork. Academy of Management Annals, 8: 443-503.
Change is disruptive to teams
Summers, J. K., Humphrey, S. E., & Ferris, G. R. (2012). Team member change, flux in coordination, and performance: Effects of strategic core roles, information transfer, and cognitive ability. Academy of Management Journal, 55: 314-338.
I-C and Team Member Performance
Wagner, J. A. III, Humphrey, S. E., Meyer, C. J., & Hollenbeck, J. R. (2012). Individualism-collectivism and team member performance: Another look. Journal of Organizational Behavior.
Better to Give or Receive in negotiations?
Conlon, D. E., Tinsley, C. H., Humphrey, S. E., & Ellis, A. P. J. (2012). Is it sometimes better to receive than to give? Preferences for receiver roles over proposer roles in consumer behavior ultimatums. Organizational Behavior and Human Decision Processes, 119, 64-77.
Where does Personal Reputation come from?
Zinko, R. A., Ferris, G. R., Humphrey, S. E., Meyer, C. J., & Aime, F. (2012) The nature of personal reputation in organizations: Two complementary studies aimed at construct and criterion-related validity. Journal of Organizational and Occupational Psychology, 85, 156-180.
Personality Configurations in Teams
Humphrey, S. E., Hollenbeck, J. R., Meyer, C. J., & Ilgen, D. R. (2011). Personality configurations in self-managed teams: A natural experiment on the effects of maximizing and minimizing variance in traits. Journal of Applied Social Psychology.
What is a Great Meta-Analysis?
Humphrey, S. E. (2011). What does a great meta-analysis look like? Organizational Psychology Review, 1, 99-103.
Leadership - What is it?
DeRue, D. S., Nahrgang, J. D., Wellman, N. & Humphrey, S. E.(2011). Trait and behavioral theories of leadership: A meta-analytic test of their relative validity. Personnel Psychology, 64, 7-52.
Teams Change Differently
Hollenbeck, J.R., Ellis, A.P.J., Humphrey, S.E., Garza, A., & Ilgen, D.R. (2011). Asymmetry in structural adaptation: The differential impact of centralizing versus decentralizing team decision-making structures. Organizational Behavior and Human Decision Processes, 114, 64-74
Decision makers aren't ethical when project is almost finished
Jensen, J. M., Conlon, D. E., Humphrey, S. E., & Moon, H. (2011). The consequences of completion: How level of completion influences information concealment by decision makers. Journal of Applied Social Psychology, 41, 401-428.
How do you reward groups?
Aime, F., Meyer, C. J., & Humphrey, S. E.(2010). Legitimacy of group rewards: Analyzing legitimacy as a condition for the effectiveness of group incentive designs. Journal of Business Research, 63, 60-66.
How do you design for diversity in teams?
Harrison, D. A. & Humphrey, S. E.(2010). Designing for diversity or diversity for design? Tasks, interdependence, and within-unit differences at work. Journal of Organizational Behavior, 31, 328–337.
What is the core role of a team?
Humphrey, S. E., Morgeson, F. P., & Mannor, M. J. (2009). Developing a Theory of the Strategic Core of Teams: A Role Composition Model of Team Performance. Journal of Applied Psychology, 94, 48-61.
Role negotiation in teams
Beersma, B., Hollenbeck, J. R., Conlon, D. E., Humphrey, S. E., Moon, H., & Ilgen, D. R. (2009). Role negotiation in self-managed teams: The effects of history and composition on coordination and performance. Organizational Behavior and Human Decision Processes, 108, 131-142.
Diffusing the negative components of team diversity
Homan, A. C., Hollenbeck, J. R., Humphrey, S. E., van Knippenberg, D., Ilgen, D. R., & Van Kleef, G. A. (2008). Facing differences with an open mind: Openness to experience, salience of intra-group differences, and performance of diverse work groups. Academy of Management Journal, 51, 1204-1222.
Extroversion promotes helping
Moon, H., Marinova, S. V., Hollenbeck, J. R. & Humphrey, S. E. (2008). Beneath the surface: Uncovering the relationship between Extraversion and Organizational Citizenship Behavior through a facet approach. International Journal of Selection and Assessment.
How do we design work?
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology
Seeding differences in teams
Humphrey, S. E., Hollenbeck, J. R., Meyer, C. J., & Ilgen, D. R. (2007). Personality configurations in self-managed teams: A conceptual examination of the use of seeding to maximize and minimize trait variance in teams. Journal of Applied Psychology.
Measuring work design
Morgeson, F. P. & Humphrey, S. E. (2006). The work design questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work, Journal of Applied Psychology, 91, 1321-1339.
Brokered Ultimatum Negotiations
Ellis, A. P. J., Humphrey, S. E., Conlon, D. E., & Tinsley, C. H. (2006). Improving customer reactions to brokered ultimatums: The benefits of prior experience and explanations, Journal of Applied Social Psychology, 36, 2293-2324.
Changing team rewards can hurt
Johnson, M. D., Hollenbeck, J. R., Humphrey, S. E., Ilgen, D. R., Jundt, D. K.. & Meyer, C. J. (2006). Cutthroat cooperation: Asymmetrical adaptation of team reward structures, Academy of Management Journal, 49, 103-119.
Projects aren't safe at the beginning and end
Humphrey, S. E., Moon, H., Conlon, D. E., & Hofmann, D. A. (2004). Decision making and behavioral fluidity: How focus on completion and emphasis on safety changes over the course of projects. Organizational Behavior and Human Decision Processes, 93, 14-27.
Changing team structure can hurt
Moon, H., Hollenbeck, J. R., Humphrey, S. E., Ilgen, D. R., West, B. J., Ellis, A. P. J., & Porter, C. O. L. H. (2004). Asymmetric adaptability: Dynamic team structures as one-way streets. Academy of Management Journal, 47 , 681-695.
Brokered Ultimatum Negotiations
Humphrey, S. E., Ellis, A. J. P., Conlon, D. E., & Tinsley, C. H. (2004). Customer reactions to brokered ultimatums: Applying negotiation and justice theory. Journal of Applied Psychology, 89, 466-482.
Cooperation and competition in teams: Rewards matter
Beersma, B., Hollenbeck, J. R., Humphrey, S. E., Moon, H., Conlon, D. E., & Ilgen, D. R. (2003). Cooperation, Competition, and Team Performance: Towards a Contingency Approach. Academy of Management Journal, 46, 572-490.
Groups are incremental decision makers
Moon, H., Conlon, D. E., Humphrey, S. E., Quigley, N., Devers, C. E., & Nowakowski, J. M. (2003). Group structure and incrementalism in organizational decision-making. Organizational Behavior and Human Decision Processes, 92, 67-79.
Neuroticism leads to escalation of commitment
Moon, H., Hollenbeck, J. R., Humphrey, S. E., & Maue, B. (2003). The tripartite model of neuroticism and the suppression of depression and anxiety within an escalation of commitment dilemma. Journal of Personality, 71, 347-368.
Group climate can lead to unethical behaviors
Humphrey, S. E., & Kahn, A. S. (2000). Fraternities, athletic teams, and rape: Importance of identification with a risky group. Journal of Interpersonal Violence, 15, 1313-1322
Team Selection
Morgeson, F. P., Humphrey, S. E., & Reeder, M. C. 2012. Team selection. In N. Schmitt (Ed.), The Oxford Handbook of Personnel Assessmentand Selection. (pp. 832-848). New York: Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199732579.013.0036
Designing Jobs and Teams
Morgeson, F. P., & Humphrey, S. E. (2008). Job and team design: Toward a more integrative conceptualization of work design. In J. Martocchio (Ed.), Research in personnel and human resource management (Vol. 27, pp. 39-92). United Kingdom: Emerald Group Publishing Limited.
A Video Game for Training Teams
Humphrey, S. E., Hollenbeck, J. R., Ilgen, D. R., & Moon, H. (2004). The changing shape of large scale programs of research: MSU-DDD as an illustrative example. In S. G. Schiflett, L. R. Elliott, E. Salas, & M. D. Coovert (Eds.), Scaled Worlds: Development, Validation and Applications. (pp. 200-219). England : Ashgate Publishing Limited.
Hierarchical Decision Making in Teams
Humphrey, S. E., Hollenbeck, J. R., Meyer, C. J., & Ilgen, D. R. (2002). Hierarchical team decision making. In G. R. Ferris, & Martocchio, J. J. (Eds.),Research in Personnel and Human Resource Management (Vol. 21, pp. 175-214). Oxford: Elsevier Science Ltd
