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Faculty Profile
Dr. Kudisch is a Distinguished Tyser Teaching Fellow, Associate Department
Chair at the University of Maryland’s
Robert H. Smith School of Business. He also
is a co-founder and Principal Partner of Personnel Assessment Systems, Inc., a human
resource consulting firm specializing in management and executive assessment.
Dr. Kudisch received his Ph.D. in Industrial/Organizational (I/O) Psychology
from the University of Tennessee, Knoxville, his M.S. in I/O Psychology from the
University of Central Florida, and his B.S. in Psychology from the University of
Florida. Prior to joining the Smith School faculty in the fall of 2002, he was an
Assistant Professor and Director of the University of Southern Mississippi's I/O
Psychology Doctoral Program and Center for Applied Organizational Studies. Dr. Kudisch
teaches MBA and EMBA seminars on human capital management, leadership, and negotiations
in the Robert H. Smith’s School of Business. He is also an active guest lecturer
at Smith partner universities around the world, including the Graduate School of
Business Administration (GSBA) in Zurich and the Polish-American Management Center
at the University of Lódz.
Dr. Kudisch has successfully taught in Executive Development programs, EMBA,
MBA, Ph.D., and undergraduate programs. Dr. Kudisch has been nominated for teaching
awards at the University of Tennessee, the University of Southern Mississippi, and
the University of Maryland. Since joining the Smith faculty, Dr. Kudisch has consistently
been honored for being one of the Outstanding (Top 15%) Teachers, and was selected
in 2006 for the Allen J. Krowe/Legg Mason Teaching Excellence Award, as well as
the Best MBA Team Teaching Award in 2006, 2007 and 2008 for his performance during
the GSBA’s Zurich HRM-MBA Blocks.
Dr. Kudisch has provided consulting services in the areas of leadership assessment,
succession planning, assessment centers, testing and selection, executive coaching,
training and development, organizational change, employee attitudes, customer satisfaction,
and performance management (e.g., performance appraisal, multi-source feedback)
to both public- and private-sector organizations in the United States since 1988.
Before venturing into academia, Dr. Kudisch spent several years working in various
human resource-related functions at the Tennessee Valley Authority. Some of his
recent consulting and executive development clients have included McCormick and
Company, Inc., Black & Decker, Home Depot, Lockheed Martin, Litton Ingalls Shipbuilding
& Litton Ship Systems, Nextel, NIH, Office of Personnel Management, Anne Arundel
Health Systems, Imre Communications, Alliant Health Systems, E.K. Fox & Associates,
and the Maryland Motor Vehicle Administration (MVA), among others.
Dr. Kudisch developed Assessment Centers for the University of Maryland’s EMBA
program and the University of Tennessee’s MBA program. As the Director of both assessment
programs he has provided feedback to hundreds of executives and students and has
selected and trained numerous assessors, role players, and coaches. Dr. Kudisch
also serves as an executive coach for the Smith School’s EMBA program.
He has written articles in the areas of assessment centers, personnel selection,
managerial credibility, charismatic leadership, and multi-source feedback, and he
has presented his research at national and international conferences. He is a member
of the Academy of Management, Society for I/O Psychology, and the American Psychological
Association.
Selected Publications
Kudisch, J. D., Fortunato, V. J., & Smith, A. F. R. (2006). Contextual and
individual difference factors predicting individuals’ desire to provide upward
feedback. Group and Organization Management, 31, 503-529.
Thibodeaux, H. F., & Kudisch, J. D. (2003). The relationship between
applicant reactions, the likelihood of complaints and organization
attractiveness. Journal of Business and Psychology,18, 247-257.
Van Iddekinge, C. H., Eidson Jr., C. E., Kudisch, J. D., & Goldblatt, A. M.
(2003). A biodata inventory administered via interactive voice response (IVR)
technology: Predictive validity, utility, and subgroup differences. Journal of
Business and Psychology, 18, 145-156.
Avis, J., Kudisch, J. D., & Fortunato, V. J. (2002). Examining the
incremental validity and adverse impact of cognitive ability and
conscientiousness on job performance. Journal of Business and Psychology, 17,
87-105.
Fallon, J.D., Avis, J.M., Kudisch, J.D., Gornet, T.P., & Frost, A. (2000).
Conscientiousness as a predictor of productive and counterproductive behaviors.
Journal of Business and Psychology, 15, 339-349.
International Task Force on Assessment Center Guidelines (2000). Guidelines
and ethical considerations for assessment center operations. Public Personnel
Management, 29, 315-331.
Kudisch, J. D., & Ladd, R. T. (1997). New evidence on the construct
validity of diagnostic assessment centers: The findings may not be so troubling
after all. In R.E. Riggio & B.T. Mayes (Eds.), Assessment centers: Research and
applications. [Special issue]. Journal of Social Behavior and Personality,
12, 129-144.
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