Murray Barrick is a Distinguished University Professor, the Robertson Chair in Business at the Mays Business School at Texas A&M University, and executive director of the Center for Human Resource Management. He joined the faculty in 2006 from the University of Iowa, and prior to that he was at Michigan State University.
Murray’s research focuses on the impact individual differences in behavior, personality, and job design have on employee engagement and job performance. He also studies work team success, examining the roles of team composition, team interdependence, and team processes on team performance. Further, he has examined the influence that CEO and top management team member personality, leadership, and team effectiveness have on firm performance. Finally, he has examined the influence that candidate self-presentation tactics have on the interviewer during an employment interview. The author of more than 50 refereed articles, Murray has published articles in the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, and Personnel Psychology, among others. His work has been cited over 14,000 times (Google Scholar, April 2013). Murray, along with Mick Mount, was the 2009 recipient of the Distinguished Scientific Contributions Award from the Society for Industrial and Organizational Psychology. He has also been recognized as the 5th most published author in two of these management journals in the 1990s (based on category rank) and the 39th most cited author in management between 1981 and 2004, and has received other awards. He has been the keynote speaker at SIOP conferences in South Africa, Australia, and New Zealand. He has conducted two largescale studies of executives in credit unions, with support from the Filene Research Institute in 2004 and 2011.
Murray earned his master’s and doctoral degrees from the University of Akron in industrial/organizational psychology. His teaching interests focus on the strategic utilization of human resources, the development of effective selection systems, and the incorporation of motivation to manage more effectively.
View Murray's Filene reports below.
