People Analytics Lab of the Bayou

Ongoing Studies

Mon, 08 Dec 2025 00:00:00 -0500

We conduct research studies to advance understanding of people analytics, organizational behavior, and workplace psychology. Your participation helps us generate insights that benefit both science and practice.

Note: Most of our studies are currently available only to members of Nicholls State University (faculty, staff, and students). We are actively seeking industry partners for some studies—see details below.

Current Studies

Occupational Fit Study: Replication and Extension of Liu et al. (Click to expand)

Status: In preparation (IRB review pending)

Eligibility: Nicholls State University faculty, staff, and students

This study examines how efficiently students choose their plan of study at Nicholls State University, where some efficiency gains may be possible. We are investigating the role of coursework (e.g., assessment activities in UNIV 101) in helping students identify academic programs that align with their strengths and interests. The study also explores factors that influence students’ decisions about whether to pursue graduate studies.

Participation involves: Completing assessments related to personality, interests, values, and academic fit.

Total Rewards Optimization Study (Click to expand)

Status: Ongoing

Eligibility: Nicholls State University students (especially those in peer teaching contexts)

Seeking: Employers and industry partners

We are testing whether students undergoing peer teaching in economics and human resources can more clearly see how their studies are interrelated and how economic theories they are learning can be applied in related areas (e.g., HR).

For Industry Partners: This study offers a unique opportunity to test different compensation and benefits packages with graduating students. You can learn more about what our graduating students are looking for from prospective employers and, more importantly, what will help retain them. Participating employers benefit from insights into student preferences and can inform their recruitment and retention strategies.

Participation involves: Students complete assessments and choice experiments related to compensation and benefits preferences. Industry partners can test specific reward packages and receive aggregated insights about student preferences.

AI-Based Psychological Coaching Tool Development (Click to expand)

Status: In preparation

Eligibility: Nicholls State University students

We are developing an AI-based psychological coaching tool that helps students navigate complex social challenges they naturally face in their professional studies (e.g., navigating conflict, managing team dynamics, handling difficult conversations).

The tool takes as input students’ profiles on:

Emotional intelligence
General intelligence
Personality traits
Interests
Values

It then provides personalized guidance to help students use their strengths appropriately in interpersonal settings and develop strategies for managing challenging social situations.

Participation involves: Completing a battery of psychological assessments and receiving personalized coaching feedback based on your profile.

Emotional Intelligence and the Dunning-Kruger Effect (Click to expand)

Status: Ongoing

Eligibility: Nicholls State University faculty, staff, and students

This study examines the relationship between emotional intelligence and the Dunning-Kruger effect—the phenomenon where individuals with low ability in a domain tend to overestimate their ability, while those with high ability may underestimate their competence.

Participation involves: Completing assessments of emotional intelligence and self-assessment measures to examine how accurately individuals can evaluate their own emotional competencies.

Career Transition Coaching Assessment (Partnership with Clocking Out) (Click to expand)

Status: Ongoing

Partnership: Raymond Lee at Clocking Out

Eligibility: Professionals seeking career transitions

We are partnering with Raymond Lee at Clocking Out to build a comprehensive assessment that will be integrated into a coaching process designed to help professionals navigate important career transitions. This assessment-based coaching program provides structured support for individuals making significant career changes, helping them understand their strengths, values, interests, and how these align with potential new career paths.

The assessment serves as the foundation for personalized coaching sessions that guide professionals through the career transition process, from initial exploration to successful transition into new roles or industries.

Participation involves: Completing a battery of psychological assessments (personality, interests, values, skills) and participating in coaching sessions that use your assessment results to inform career transition strategies.

Bayou SHRM Mentoring Program (Click to expand)

Status: Ongoing

Partnership: Bayou SHRM

Eligibility: Top HR students at Nicholls State University and experienced HR professionals in the Bayou SHRM network

We are partnering with Bayou SHRM to build a mentoring program that connects our top HR students with experienced, local professionals. This program is designed to help spread evidence-based HR best practices from experienced practitioners to up-and-coming talent.

The mentoring program focuses on high-performance work practices—including selective hiring, extensive training, performance-based pay, and employee involvement—that have been shown to improve organizational performance. Recent meta-analytic evidence indicates these practices are particularly effective in small to medium enterprises, which make up the bulk of our local organizations.

For Students: Receive one-on-one mentoring from experienced HR professionals, learn about evidence-based HR practices, and gain insights into real-world application of HR strategies.

For Professionals: Share your expertise with the next generation of HR talent, contribute to the development of evidence-based HR practices in our region, and help shape the future of the HR profession.

Participation involves: Students and professionals are matched based on interests and goals. The program includes regular mentoring sessions, opportunities to discuss high-performance work practices, and collaborative learning experiences.

How to Participate

For Nicholls State University Members:

If you’re a faculty member, staff member, or student at Nicholls State University and are interested in participating in any of these studies, please check back regularly for sign-up links as studies become available.

For Industry Partners:

If you’re an employer or organization interested in partnering on the Total Rewards Optimization Study, please contact us to discuss partnership opportunities.

For Professionals (Career Transition Coaching):

If you’re a professional interested in the career transition coaching program with Clocking Out, please contact us for more information.

For HR Professionals (Bayou SHRM Mentoring):

If you’re an experienced HR professional interested in mentoring students through the Bayou SHRM partnership, please contact us or visit Bayou SHRM for more information.

Assessment Library (forthcoming)

All studies follow ethical guidelines and institutional review board (IRB) approval where required. Participation is voluntary and confidential. Sign-up links for each study will be added as they become available.

Research Assessment Library

Sat, 11 Oct 2025 14:00:00 -0500

Research Assessment Library

Our assessment library provides validated psychological instruments designed for academic research and organizational applications. Each assessment combines scientific methodology with modern, user-friendly interfaces.

Available Assessments

Current Collection

Occupational Fit Assessment - Adaptive conjoint analysis for workplace preferences
Research Personality Inventory - Big Five personality measurement with workplace applications
People Analyst Fit Assessment - Comprehensive fit assessment across five key domains (Liu et al., 2024)
Emotional Intelligence Assessment - Four-branch ability-based EI measurement (framework ready)

Coming Soon

Additional assessments are in development to expand our research capabilities and organizational applications.

Features

Research-Grade Methodology - Based on established psychological theories and validated instruments
Modern Interfaces - Responsive web applications that work on all devices
Anonymous Data Collection - Privacy-first approach with optional consent for identification
Academic Integration - Designed for peer-reviewed research and organizational consulting

Access the Library

Launch Assessment Library →

The library provides a clean, card-based interface where you can:

Browse available assessments
View detailed descriptions
Launch assessments directly
Access both quick and full assessment modes

For Researchers

These assessments are designed for:

Academic research in organizational psychology
Individual differences research
Longitudinal personality studies
Applied psychology research
Organizational consulting and development

Technical Implementation

The assessment system features:

Zero external dependencies for maximum compatibility
Works in strict environments (incognito mode, content blockers)
Responsive design for desktop, tablet, and mobile
Future-ready for database integration and advanced analytics

Getting Started

Browse the assessment library to see available instruments
Select an assessment that matches your research needs
Launch the assessment in a new window for the full experience
Complete the assessment to receive detailed results and feedback

For research collaborations or custom assessment development, please contact us.

All assessments follow ethical guidelines for psychological measurement and are designed for research purposes.

AOM 2025 Copenhagen: Building Credibility, Collaboration, and Methodological Rigor in Management Research

Sat, 26 Jul 2025 00:00:00 +0000

Introduction: AOM Goes Global

The Academy of Management’s 85th Annual Meeting (AOM 2025) marked a historic milestone as the first time the conference was held outside North America. From July 25-29, 2025, nearly 13,000 management scholars, practitioners, and students gathered at Copenhagen’s Bella Convention Center to engage with cutting-edge research across the field.

This international expansion underscores the Academy’s commitment to building a truly global, inclusive research community. The program featured approximately 4,000 sessions and symposia, along with 900 poster presentations, addressing contemporary topics ranging from artificial intelligence and entrepreneurship to corporate social responsibility, work-life balance, hybrid work arrangements, and employee wellbeing.

Unlike previous years with overarching themes, AOM 2025 embraced diversity by encouraging innovative, research-focused submissions across all divisions. This approach allowed for rich methodological and topical variety, reflecting the multifaceted nature of modern management research.

Session Highlights: Building Research Credibility

Enhancing Research Credibility & Transparency (PDW #21939)

Saturday, July 26, 2025 | 11:00-13:00 CEST | Bella Center, MR5

Organized by Roman Briker (Maastricht University), Fabiola Heike Gerpott (WHU Otto Beisheim School of Management), and Jost Sieweke (Vrije University Amsterdam), this Professional Development Workshop directly addressed the credibility and integrity crisis in management research.

Alongside Nicolas Bastardoz and Johannes Stark, I presented on practical tools for improving research trustworthiness. The workshop provided hands-on introduction to best practices including:

Pre-registration of research designs and hypotheses
Registered reports for reducing publication bias
Causal identification strategies for stronger inference
Better measurement practices and validation
Data sharing and transparency protocols

The session’s key message was clear: building a “credibility community” requires researchers to advocate for these practices systematically. By improving research robustness and transparency, we can increase both policy relevance and the broader impact of management research.

Collaboration Initiative for Doctoral Students: ARIM Symposium (#20376)

Sunday, July 27, 2025 | 12:00-13:30 CEST | Bella Center, Hall C – C4-m3

This symposium introduced the Advancement of Replications Initiative in Management (ARIM), which I’m proud to be part of alongside Andreas Schwab, Xavier Martin, and William Obenauer. The session featured panelists Yannick Griep, Gerdien Sonneveld, Corentin Hericher, and Caitlin C. Belfiore.

ARIM coordinates joint execution and publication of multi-study replications by teams of doctoral students, faculty mentors, and replication-minded scholars. The initiative addresses a critical gap in management research: the need for systematic replication to build evidence-based management theory.

Key Activities:

Brief presentations outlining ARIM’s operational model
Panel discussion exploring replication opportunities and challenges
Q&A session addressing practical implementation questions

Methodological Innovation: Advanced Latent Variable Modeling

Enhancing Model Precision: Advanced Solutions for Common Challenges (#19189)

Tuesday, July 29, 2025 | 08:30-10:00 CEST | Bella Center, Hall C – C2-m4

This symposium addressed critical methodological challenges in structural equation modeling (SEM) and latent variable modeling, featuring presentations by Andrew A. Hanna, Larry J. Williams, and Jinsoo Choi. I participated alongside Steven Culpepper, Bo Zhang, Susu Zhang, and Yonguk Park.

Key Papers Discussed:

Model Selection Using RMSEA-P Fit Index (Williams, Culpepper & Castille)
- Comparison of Traditional vs. Sequential Model Comparison strategies
- Evidence-based guidance for choosing between approaches
Pseudo-Augmentation Strategy for Underidentification (Choi & colleagues)
- Novel method for addressing underidentification in bifactor predictive models
- Supported by Monte Carlo simulations and empirical examples
Parceling Approaches for Multidimensional Constructs (Hanna)
- Examination of how different parceling strategies affect model fit
- Evidence-based recommendations for practice

Large-Scale Collaboration: The Science of Team Science

Navigating Large-Scale Collaborations: Mega-studies, Crowdsourced Research & Massive Meta-Analyses (#11625)

Sunday, July 27, 2025 | 10:00-12:00 CEST | Bella Center, Hall B – B6-m3

Organized by Bart De Jong and Kevin M. Kniffin, this PDW explored the “science of team science” and strategies for managing large-scale collaborations. Presenters included Kevin M. Kniffin, Katherine Milkman, George Banks, Piers Steel, and Bart De Jong, with Matthew A. Cronin serving as discussant.

Session Focus:

Managing mega-studies and crowdsourced research projects
Coordinating massive meta-analyses across multiple teams
Addressing challenges in authorship, data quality, and resource allocation

Key Activities:

Introductory talks setting the stage for collaboration challenges
Roundtable discussions where attendees shared experiences
Report-back sessions synthesizing insights and best practices

Cross-Cutting Themes: Building a Stronger Research Community

Several interconnected themes emerged across these sessions, reflecting broader trends in management research:

Transparency & Credibility

Both the research credibility PDW and the ARIM replication symposium emphasized that transparent methods and systematic replication are foundational to trustworthy science. These sessions demonstrated how management research is actively responding to calls for greater robustness and reproducibility.

Methodological Rigor

The latent variable modeling symposium complemented the credibility theme by addressing technical challenges that, if unresolved, can undermine the validity of findings. The session provided practical tools for enhancing model precision and resolving common methodological issues.

Collaboration & Scale

The mega-studies PDW and ARIM initiative illustrated how team science and large-scale collaboration can advance knowledge. They also highlighted practical considerations for researchers joining large teams, including coordination strategies and credit allocation protocols.

Community Building

Several sessions aimed to build research communities—the “credibility community” for transparency practices, the ARIM network for replications, and collaborative networks for large-scale projects. This reflects a growing trend toward collective effort and shared norms in management research.

Conclusion

AOM 2025 Copenhagen represented a significant milestone in the Academy of Management’s history as the first conference held outside North America. The event brought together nearly 13,000 management scholars, practitioners, and students to engage with cutting-edge research across diverse methodological and topical areas.

The sessions documented here—focusing on research credibility, replication initiatives, advanced methodological techniques, and large-scale collaboration—demonstrate the field’s commitment to building more robust, transparent, and impactful management research. These initiatives reflect broader trends toward collective effort, shared norms, and enhanced methodological rigor in the management research community.

This blog post reflects on the transformative experience of attending AOM 2025 in Copenhagen, highlighting how the conference is shaping the future of management research through enhanced credibility, collaboration, and methodological innovation.

Women's and Men's Authorship Experiences: A Prospective Meta-Analysis

Wed, 01 Jan 2025 00:00:00 +0000

Cognitively Loaded?

Thu, 19 Dec 2024 00:00:00 +0000

Recently, a colleague asked me to review some experimental stimuli for a study. The issue at hand was how cognitively loaded (i.e., how mentally demanding or effortful) the materials were, and whether the stimuli might unintentionally be a confound in the study by taxing participants’ working memory or attentional resources. In lay terms, complex stuff is much easier to read if you know big fancy words and are not initimidated by trying to understand them. If you don’t understand the big fancy words or find them intimidating, you may make less optimal judgments.

I don’t formally study cognitive load but am familiar with the literature. Still, I fired up Consensus.ai for a quick, systematic review of the literature. The platform identified 1,051 papers, of which 592 were screened, 379 were deemed eligible, and the top 50 most relevant studies were ultimately included. These studies represented a range of designs, including psycholinguistic experiments, dual-task paradigms, EEG and fMRI studies, keystroke logging, recall tasks, and self-report/subjective measures of effort. The full Consensus.ai report is available here.

Across these studies, the evidence was consistent: increased linguistic complexity (longer sentences, abstract vocabulary, complex syntax) elevated cognitive load, as shown in slower response times, higher self-reported effort, and physiological indicators such as pupil dilation and EEG theta power (Cohen et al., 2021; Castro-Meneses et al., 2019; Just et al., 1996; Vogelzang et al., 2020). Importantly, the effects were not uniform. Some studies found that complexity primarily affected speed and effort, while others documented reductions in response validity, particularly in participants with lower working memory, lower language proficiency, or higher anxiety (Révész et al., 2015; Güvendir & Uzun, 2023).

So far, no surprise, but it got me thinking about mission statements. I talk about the importance of mission statements in my HR classes, as well as how designing them may go off the rails. Mission statements are often aspirational, but when written in overly complex or jargon-laden language - often by a well-intended committee - they risk introducing unnecessary cognitive load for the very audiences they are meant to inspire—students, faculty, alumni, and community partners.

Consider Dan Heath’s take on mission statements “How to Write a Mission Statement That Doesn’t Suck” (Fast Company, 2010). Heath provides a perfect example of cognitive load confounds in action. He illustrates how a pizza parlor’s mission statement evolved through committee revisions:

Condition A (Original Mission for a Pizza Parlor):

“Our mission is to serve the tastiest damn pizza in Wake County.”

Condition B (Committee-Revised Mission):

“Our mission is to present with integrity the highest-quality entertainment solutions to families.”

Heath did not talk about cognitive load (why would he as it kinda gets in the way of the point he’s rightly making). That said, I was curious to analyze these conditions using a web tool I created (with the help of Cursor) to measure the cognitive load of text extractions. The app is freely available at: cognitive-load-analysis.shinyapps.io. The tool incorporates multiple validated readability indices (Flesch, Gunning Fog, SMOG, etc.) and cognitive complexity measures based on sentence length, word length, and overall readability scores, using the quanteda and quanteda.textstats R packages for text analysis. Not surprisingly, the cognitive load metrics revealed differences that you would expect: the committee-revised mission statement was more cognitively loaded, containing more abstract terms “entertainment solutions” versus concrete “pizza,” and corporate jargon (“present with integrity,” “highest-quality”) versus plain language (“tastiest damn”). More specific details are below.

Flesch Score Gap: 63.5 points (the committee version is rated “very difficult” to read compared to the original, which is “fairly easy” to read)
Word Count Difference: Only 1 word (14 vs 13), yet vastly different complexity. The words are longer in the revised mission statement.
Cognitive Load Gap: 19.7 points (basically the commitee version requires more cognitive processing than the original mission statement)

In prioritizing sounding professional over being understood, a well-intended committee makes it harder for their employees to get behind the company’s mission. In other words, “entertainment solutions” should be swapped for “tastiest damn pizza” (or something close to it – like ‘darn pizza’)!!!

References

Castro-Meneses, L. J., Kruger, J. L., & Doherty, S. (2019). Validating theta power as an objective measure of cognitive load in educational video. Educational Technology Research and Development, 68(1), 181-202. https://doi.org/10.1007/s11423-019-09681-4

Cohen, M. L., Boulton, A., Lanzi, A., Sutherland, E., & Pompon, R. H. (2021). Psycholinguistic features, design attributes, and respondent-reported cognition predict response time to patient-reported outcome measure items. Quality of Life Research, 30(6), 1693-1704. https://doi.org/10.1007/s11136-021-02778-5

Güvendir, E., & Uzun, K. (2023). L2 writing anxiety, working memory, and task complexity in L2 written performance. Journal of Second Language Writing, 62, Article 101016. https://doi.org/10.1016/j.jslw.2023.101016

Heath, D. (2010, February 24). How to write a mission statement that doesn’t suck [Video]. Fast Company. https://www.fastcompany.com/1404951/how-write-mission-statement-doesnt-suck-video

Just, M. A., Carpenter, P. A., Keller, T. A., Eddy, W. F., & Thulborn, K. R. (1996). Brain activation modulated by sentence comprehension. Science, 274(5284), 114-116. https://doi.org/10.1126/science.274.5284.114

Vogelzang, M., Thiel, C., Rosemann, S., Rieger, J., & Ruigendijk, E. (2020). Neural mechanisms underlying the processing of complex sentences: An fMRI study. Neurobiology of Language, 1, 226-248. https://doi.org/10.1162/nol_a_00011

Benoit, K., Watanabe, K., Wang, H., Nulty, P., Obeng, A., Müller, S., & Matsuo, A. (2018). quanteda: An R package for the quantitative analysis of textual data. Journal of Open Source Software, 3(30), 774. https://doi.org/10.21105/joss.00774

This work represents a collaboration between traditional psycholinguistic research methods and modern AI-assisted analysis, motivated by practical research needs and grounded in established cognitive load theory.

A Primer on Open Science for Industrial-Organizational Psychologists.

Mon, 01 Jan 2024 00:00:00 +0000

Big team science initiatives: A catalyst for trustworthy advancements in IO psychology

Mon, 01 Jan 2024 00:00:00 +0000

Shedding Light on Invisible Influences: Reviewing HROB Scholars' Use of Unmeasured Latent Method Factors

Mon, 01 Jan 2024 00:00:00 +0000

Translational Science, Open Science, and Accelerating Practical Impact

Mon, 01 Jan 2024 00:00:00 +0000

A brighter vision of the potential of open science for benefiting practice: A ManyOrgs proposal

Sun, 01 Jan 2023 00:00:00 +0000

Mon, 24 Oct 2022 00:00:00 +0000

Bio

Mon, 24 Oct 2022 00:00:00 +0000

Christopher M. Castille

Lab Director & Gerald Gaston Endowed Associate Professor of Management

Nicholls State University

About Me

Dr. Christopher M. Castille is the Director of the People Analytics Lab of the Bayou and the Gerald Gaston Endowed Associate Professor of Management at Nicholls State University. He was recognized as one of Leadership Lafourche’s 2024 Best of Lafourche Forty Under Forty honorees. His research bridges psychological science with practical organizational applications, focusing on three interconnected areas: (1) Personality and Individual Differences at Work (PAID @ Work)—examining how personality traits, values, and abilities influence workplace outcomes; (2) Organizational Research Methods—developing better approaches to organizational research, including open science practices and techniques for understanding method variance; and (3) People Strategy and Tactics—applying analytics to real-world HR challenges, including predictive attrition modeling, compensation strategy, and demonstrating ROI through utility analysis. He teaches undergraduate students in Human Relations and Interpersonal Skills (MNGT 370), Performance and Compensation Management (MNGT 475), and HR Analytics (MNGT 425), and also teaches in the graduate (MBA) and Executive MBA programs where he teaches Managing Human Capital (MNGT 502).

Research Interests

Personality and Individual Differences at Work (PAID @ Work)
Organizational Research Methods (including Open Science)
People Strategy and Tactics (People Analytics)

Education

PhD in Industrial/Organizational Psychology - Louisiana Tech University (2015)
MA in Industrial/Organizational Psychology - Louisiana Tech University (2012)
BS in Business Administration - Louisiana State University (2008)

Contact

Email: christopher.castille@nicholls.edu
Google Scholar: Christopher M. Castille
LinkedIn: Christopher Castille
University Profile: Nicholls State University

Contact

Mon, 24 Oct 2022 00:00:00 +0000

The open science challenge: Adopt one practice that enacts widely shared values

Sat, 01 Jan 2022 00:00:00 +0000

To partial or not? Re-examining the unmeasured latent method construct (ULMC)

Sat, 01 Jan 2022 00:00:00 +0000

The Incremental Value of Controlling for Covert Insufficient Effort Responding

Fri, 01 Jan 2021 00:00:00 +0000

The search for meaningful work: A network analysis of personality and the job characteristics model

Wed, 01 Jan 2020 00:00:00 +0000

Assessing ideal personalities at work: Is it all just a little bit of history repeating?

Tue, 01 Jan 2019 00:00:00 +0000

Disparate treatment and adverse impact in applied attrition modeling

Tue, 01 Jan 2019 00:00:00 +0000

How does collaborative cheating emerge? A case study of the Volkswagen emissions scandal

Mon, 01 Jan 2018 00:00:00 +0000

Prosocial citizens without a moral compass? Examining the relationship between Machiavellianism and unethical pro-organizational behavior

Mon, 01 Jan 2018 00:00:00 +0000

The Psychological Science Accelerator: Advancing psychology through a distributed collaborative network

Mon, 01 Jan 2018 00:00:00 +0000

Prevailing to the peers' detriment: Organizational constraints motivate Machiavellians to undermine their peers

Sun, 01 Jan 2017 00:00:00 +0000

Bright or dark, or virtues and vices? A reexamination of the big five and job performance

Thu, 01 Jan 2015 00:00:00 +0000

Some key research questions for mindfulness interventions

Thu, 01 Jan 2015 00:00:00 +0000

The Five Factor Model of personality and employees' excessive use of technology

Sun, 01 Jan 2012 00:00:00 +0000

An investigation of musical performance anxiety in the marching arts

Sat, 01 Jan 2011 00:00:00 +0000

Mon, 01 Jan 0001 00:00:00 +0000

title: Bio date: 2022-10-24

type: page

Christopher M. Castille

Lab Director & Gerald Gaston Endowed Associate Professor of Management

Nicholls State University

About Me

Dr. Christopher M. Castille is the Director of the People Analytics Lab of the Bayou and the Gerald Gaston Endowed Associate Professor of Management at Nicholls State University. He was recognized as one of Leadership Lafourche's 2024 Best of Lafourche Forty Under Forty honorees. His research bridges psychological science with practical organizational applications, focusing on three interconnected areas: (1) Personality and Individual Differences at Work (PAID @ Work)—examining how personality traits, values, and abilities influence workplace outcomes; (2) Organizational Research Methods—developing better approaches to organizational research, including open science practices and techniques for understanding method variance; and (3) People Strategy and Tactics—applying analytics to real-world HR challenges, including predictive attrition modeling, compensation strategy, and demonstrating ROI through utility analysis. He teaches undergraduate students in Human Relations and Interpersonal Skills (MNGT 370), Performance and Compensation Management (MNGT 475), and HR Analytics (MNGT 425), and also teaches in the graduate (MBA) and Executive MBA programs where he teaches Managing Human Capital (MNGT 502).

  <h3>Research Interests</h3>
  <ul>
    <li><strong>Personality and Individual Differences at Work (PAID @ Work)</strong></li>
    <li><strong>Organizational Research Methods</strong> (including Open Science)</li>
    <li><strong>People Strategy and Tactics</strong> (People Analytics)</li>
  </ul>

  <h3>Education</h3>
  <ul>
    <li><strong>PhD in Industrial/Organizational Psychology</strong> - Louisiana Tech University (2015)</li>
    <li><strong>MA in Industrial/Organizational Psychology</strong> - Louisiana Tech University (2012)</li>
    <li><strong>BS in Business Administration</strong> - Louisiana State University (2008)</li>
  </ul>

  <h3>Contact</h3>
  <ul>
    <li><strong>Email:</strong> <a href="mailto:christopher.castille@nicholls.edu">christopher.castille@nicholls.edu</a></li>
    <li><strong>Google Scholar:</strong> <a href="https://scholar.google.com/citations?user=vO-9e7MAAAAJ">Christopher M. Castille</a></li>
    <li><strong>LinkedIn:</strong> <a href="https://www.linkedin.com/in/christopher-castille-0b0860b">Christopher Castille</a></li>
    <li><strong>University Profile:</strong> <a href="https://www.nicholls.edu/business/faculty/dr-chris-castille/">Nicholls State University</a></li>
  </ul>
</div>

Mon, 01 Jan 0001 00:00:00 +0000

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People Analytics Lab of the Bayou

Ongoing Studies

Current Studies

How to Participate

Assessment Library (forthcoming)

Research Assessment Library

Research Assessment Library

Available Assessments

Current Collection

Coming Soon

Features

Access the Library

For Researchers

Technical Implementation

Getting Started

AOM 2025 Copenhagen: Building Credibility, Collaboration, and Methodological Rigor in Management Research

Introduction: AOM Goes Global

Session Highlights: Building Research Credibility

Enhancing Research Credibility & Transparency (PDW #21939)

Collaboration Initiative for Doctoral Students: ARIM Symposium (#20376)

Methodological Innovation: Advanced Latent Variable Modeling

Enhancing Model Precision: Advanced Solutions for Common Challenges (#19189)

Large-Scale Collaboration: The Science of Team Science

Navigating Large-Scale Collaborations: Mega-studies, Crowdsourced Research & Massive Meta-Analyses (#11625)

Cross-Cutting Themes: Building a Stronger Research Community

Transparency & Credibility

Methodological Rigor

Collaboration & Scale

Community Building

Conclusion

Women's and Men's Authorship Experiences: A Prospective Meta-Analysis

Cognitively Loaded?

References

A Primer on Open Science for Industrial-Organizational Psychologists.

Big team science initiatives: A catalyst for trustworthy advancements in IO psychology

Shedding Light on Invisible Influences: Reviewing HROB Scholars' Use of Unmeasured Latent Method Factors

Translational Science, Open Science, and Accelerating Practical Impact

A brighter vision of the potential of open science for benefiting practice: A ManyOrgs proposal

Bio

Christopher M. Castille

About Me

Research Interests

Education

Contact

Contact

The open science challenge: Adopt one practice that enacts widely shared values

To partial or not? Re-examining the unmeasured latent method construct (ULMC)

The Incremental Value of Controlling for Covert Insufficient Effort Responding

The search for meaningful work: A network analysis of personality and the job characteristics model

Assessing ideal personalities at work: Is it all just a little bit of history repeating?

Disparate treatment and adverse impact in applied attrition modeling

How does collaborative cheating emerge? A case study of the Volkswagen emissions scandal

Prosocial citizens without a moral compass? Examining the relationship between Machiavellianism and unethical pro-organizational behavior

The Psychological Science Accelerator: Advancing psychology through a distributed collaborative network

Prevailing to the peers' detriment: Organizational constraints motivate Machiavellians to undermine their peers

Bright or dark, or virtues and vices? A reexamination of the big five and job performance

Some key research questions for mindfulness interventions

The Five Factor Model of personality and employees' excessive use of technology

An investigation of musical performance anxiety in the marching arts

type: page

Christopher M. Castille

Lab Director & Gerald Gaston Endowed Associate Professor of Management

Nicholls State University

About Me

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