James Campion, Ph.D.
Industrial Organizational Psychology
Ph.D., University of Minnesota
M.A., University of Minnesota
Heyne Building, Room 120
James Campion is a Professor of Industrial-Organizational Psychology and has spent his entire professional career at the University of Houston. In this career he has co-authored with students over 200 journal articles, conference papers and technical reports on employment topics and has served on the editorial boards of the Journal of Personnel Psychology and the International Journal of Selection and Assessment. Jim served as the IO Program Director for 18 years and directed the University's Interviewing Institute for 25 years. Finally, he is a licensed Psychologist and has created and supervised student practicum in a variety of organizations along the Gulf Coast and in the Caribbean for more than thirty years.
Undergraduate: IO Psychology (3310), Interviewing (4372)
Graduate Seminars: Interviewing (7362), Legal/Professional Issues (7364), Field Practicum (7392-3), Field Measurement (8393)
Most of my research has been concentrated on the reexamination of personnel selection methods in light of fair employment issues. An initial and continuing research interest has been the use of work samples and content analytic methodology for this purpose (Selected Publications: 3, 4, 5 & 9). A closely related research interest in this area has been the employment interview. This work initially concerned general issues of interview validity and fairness (Selected Publications: 1, 2, 6 & 10) but recently has become focused on the specific role of interview structure in determining the Interview's psychometric properties and fairness (Selected Publications: 7, 8 & 11).
Arvey, R. D. and Campion, J. E. (1998). Being there: Writing the highly cited article. Personnel Psychology, 51,845-848.
Arvey, R. D., and Campion, J. E. (1982). The employment interview: A summary and review of recent research. Personnel Psychology, 35, 281-322.
Brugnoli, G. A., Campion, J. E. and Basen, J. (1979). Racial bias in the use of work samples for personnel selection. Journal of Applied Psychology, 64, ll9-l23.
Campion, J. E. (1972) Work sampling for personnel selection. Journal of Applied Psychology, 56, 40-44.
Campion, J. E., Greener, J., and Wernli, S. (1973). Work observation versus recall in developing behavioral examples for rating scales. Journal of Applied Psychology, l973, 58, 286-288.
Campion, M. A., and Campion, J. E. (1987). An evaluation of an interviewing skills training program in a natural field setting. Personnel Psychology, 40, 675-691.
Campion, M. A., Campion, J. E., and Hudson, J. P. (1994). Structured interviewing: a note on incremental validity and alternative question types. Journal of Applied Psychology, 79, 998-1002.
Campion, M. A., Palmer, D. K., and Campion, J. E. (1997). A review of structure in the employment interview. Personnel Psychology, 50, 655-702.
Hudson, J. P. and Campion, J. E. (1994). Hindsight bias in an application of the Angoff method for setting cutoff scores. Journal of Applied Psychology, 79, 860-865.
Roehling, M. V., Campion, J. E., and Arvey, R. A. (1999). Unfair discrimination in the employment interview. Chapter in a book edited by Eder, R. W. and Harris, M. M., The employment interview: theory, research, and practice (2nd Edition). Sage Publications.
Williamson, L. G., Campion, J. E., Malos, S. B., Roehling, M. V., and Campion, M. A. (1997). The employment interview on trial: linking interview structure with litigation outcomes. Journal of Applied Psychology, 82, 900-912.