Scott Morris

  • Professor of Psychology
  • Industrial/Organizational Psychology Program Director

Scott Morris received a Ph.D. in Industrial-Organizational Psychology in 1994 from the University of Akron. He earned a B.A. in Psychology from the University of Northern Iowa in 1987. He is a fellow the Society for Industrial and Organizational Psychology and the American Psychological Association, and serves as associate editor for the Journal of Applied Psychology.

Morris teaches courses in personnel selection, covering topics such as job analysis, test development and validation, and legal issues. He also teaches courses in basic and multivariate statistics and psychometrics.

Morris is actively involved in research on applied statistics and personnel selection. Much of his work involves the development of statistical methods. This includes methods of meta-analysis, statistics for assessing adverse impact in employee selection systems, and applications of advanced psychometric models (e.g., computer adaptive testing). He also conducts research exploring issues of validity and discrimination in employee selection systems.


Ph.D., University of Akron (1994)
B.A., University of Northern Iowa (1987)

Research Interests

Personnel selection

Bias and discrimination in employee selection

Adverse impact analysis

Quantitative and research methodology

Meta-analysis/validity generalization

Differential item functioning and measurement equivalence

Computer adaptive testing


Morris, S. B., & Porter, M. G. (2018), Adverse Impact and Equal Employment Opportunity Analytics. In R. Griffin (Ed.), Oxford Bibliographies in Management. New York: Oxford University Press.

Morris, S. B., & Dunleavy, E. M. (Eds., 2017). Adverse Impact Analysis: Understanding Data, Statistics and Risk. New York, NY: Routledge.

Morris, S., Bass, M., Lee, M., & Neapolitan, R. E. (2017). Advancing the efficiency and efficacy of patient reported outcomes with multivariate computer adaptive testing. Journal of the American Medical Informatics Association, 24, 897-902.

Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A meta-analysis of the relationship between individual assessments and job performance. Journal of Applied Psychology, 100, 5-20.

Morris, S. B., Huang, J., Zhao, L., Sergent, J. D., & Neuhengen, J. (2014). Measurement equivalence of the Empowerment Scale for White and Black persons with severe mental illness. Psychiatric Rehabilitation Journal, 37, 277-283.

Deprez-Sims, A., & Morris, S. B. (2013). The effect of non-native accents on the evaluation of applicants during an employment interview: The development of a path model. International Journal of Selection and Assessment, 21, 355-367.

Biddle, D. A., & Morris, S. B. (2011). Using Lancaster’s mid-p correction to the Fisher exact test for adverse impact analyses. Journal of Applied Psychology, 96, 956-965.

Raju, N. S., Fortmann, K. A., Kim, W., Morris, S. B., Nering, M., & Oshima, T. C. (2009). The item parameter replication method for detecting differential functioning in the polytomous DFIT framework. Applied Psychological Measurement, 33, 133-147.

Morris, S. B. (2008). Estimating effect sizes from pretest-posttest-control designs. Organizational Research Methods, 11, 364-386.