Ph.D., George Mason University

Research interests:
Dr. Holtz’s research focuses on organizational justice. In particular, he examines the effects of various human resource practices on applicants’ and employees’ perceptions of organizational fairness. Further he studies the impact of (un)fairness on peoples’ attitudes and behaviors in the workplace.

Courses taught:
Strategic Human Resource Management, Organizational Behavior

Representative Publications:

Holtz, B. C., & Harold, C. M. (in press). Fair today, fair tomorrow? A longitudinal investigation of overall justice perceptions. Journal of Applied Psychology.

Holtz, B. C., & Harold, C. M. (2008). When your boss says no!: The effects of leadership style and trust on employee reactions to managerial explanations. Journal of Occupational and Organizational Psychology, 81, 777-802.

Ployhart, R. E., & Holtz, B. C. (2008). Enhancing diversity through staffing: Strategies for reducing adverse impact. Personnel Psychology, 61, 153–172.

Weekley, J. A., Ployhart, R. E., & Holtz, B. C. (2006). On the development of situational judgment tests: Issues in item development, scaling, and scoring. In J. A. Weekley & R. E. Ployhart (Eds.), Situational Judgment Tests (pp 157-182). Mahwah, NJ: Lawrence Erlbaum.

Holtz, B. C., Ployhart, R. E., & Dominguez, A. (2005).  Testing the rules of justice: The effects of frame-of-reference and pretest validity information on personality test responses and test perceptions. International Journal of Selection and Assessment, 13, 75-86.

Ployhart, R. E., Weekley, J. A., Holtz, B. C., & Kemp, C. F.  (2003). Web-based and paper-and-pencil testing of applicants in a proctored setting:  Are personality, biodata, and situational judgment tests comparable?  Personnel Psychology, 56, 733-752.

Ployhart, R. E., Holtz, B. C., & Bliese, P. D. (2002). Longitudinal data analysis: Applications of random coefficient modeling to leadership research. Leadership Quarterly, 13, 455-486.