Elliott Crofts Larson
Undergraduate institution: University of Connecticut
My research interests include personnel selection, training and development, and emotions in the workplace. I've had the opportunity to work on several programs of research, including predicting performance in high-stakes testing situations and investigating the predictors of constructive and destructive reactions to envy in the workplace.
Representative publications and presentations:
Larson, E., Yusko, K., Goldstein, H, Scherbaum, C., & Oliver, L. (2018). Modernizing intelligence in the workplace: Recent developments in theory and measurement of intelligence at work. In V. Zeigler-Hill & T. Shackelford (Eds.), SAGE handbook of personality and individual differences (pp. 568-587). Thousand Oaks, CA: SAGE
Scherbaum, C., Dickson, M., Larson, E., Bellenger, B., Yusko, K., & Goldstein, H. (2018). Creating test score bands for assessments involving ratings using a generalizability theory approach to reliability estimation. Personnel and Assessment Decisions, 4, 1-8.
Yusko, K., Bellenger, B., Larson, E., Hanges, P., and Aiken, J. (2017). Legal and fairness considerations in employee selection. In H. Goldstein, E. Pulakos, J. Passmore, & C. Semedo (Eds.) The Wiley Blackwell handbook of the psychology of recruitment, selection, and retention (pp. 422-441). Hoboken, NJ: Wiley Blackwell.
Cohen-Charash, Y., & Larson, E. (2017). An emotion divided: Studying envy is better than studying “benign” and “malicious” envy. Current Directions in Psychological Science, 26, 174-183.
Cohen-Charash, Y., & Larson, E. (2017). What is the nature of envy? In U. Merlone, M. Duffy, M. Perini & R. Smith (Eds.), Envy at work and in organizations: Research, theory, and applications (pp. 1-38). New York, NY: Oxford University Press.