Berry is Professor of Organizational Behavior and Human Resource Management and holds the endowed John F. Mee Chair of Management at Indiana University’s Kelley School of Business, where he earned his Ph.D. in 2007 from the University of Minnesota [1][2]. He served as an associate editor at the Journal of Applied Psychology from 2014 to 2020 and currently sits on the editorial boards of the Journal of Applied Psychology, Personnel Psychology, and the Journal of Business and Psychology [1]. He was elected a Fellow of the Society for Industrial and Organizational Psychology (SIOP) in 2019, the field’s mark of a sustained, recognized research record rather than a single notable paper [1].
His research runs on two programs he’s kept up for two decades: the validity and fairness of pre-employment tests, especially cognitive-ability and personality tests, and the measurement and prediction of employee job performance, particularly organizational citizenship behavior and counterproductive work behavior [1]. Range-restriction correction, the statistical adjustment at the center of his best-known work, recurs across both programs [1]. His work has appeared in the Journal of Applied Psychology, Journal of Management, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Psychological Science [1].
MC cites Berry for Revisiting Meta-Analytic Estimates of Validity in Personnel Selection, the 2022 paper with Paul R. Sackett, Charlene Zhang, and Filip Lievens that corrected decades of overcorrected range-restriction estimates and re-ranked structured interviews above cognitive-ability tests as predictors of job performance. That paper won two field-wide honors: the Academy of Management’s Human Resources Division Scholarly Achievement Award, given in 2023 to the year’s most significant HR-management paper [3], and SIOP’s William A. Owens Scholarly Achievement Award, given in 2024 [4].
Berry sits at the devoted end of the spectrum: his entire research career, from the 2007 PhD onward, has stayed inside the psychometrics of personnel selection and job performance [1] — not a researcher visiting management from an adjacent field. His word carries the most weight on the technical correctness of a selection procedure’s validity numbers, the specific terrain his editorships, SIOP fellowship, and the 2022 paper all sit on [1][3][4]. It carries less independent weight on the broader craft of Recruiting & hiring — interviewing practice, sourcing, or process design — where the paper he co-authored corrects the numbers other practitioners build on rather than describing how to run a hiring process.