Jill Ellingson is an Associate Professor of Human Resource Management. She joined Fisher after receiving her Ph.D. in Human Resources and Industrial Relations from the Carlson School of Management at the University of Minnesota. Dr. Ellingson publishes in the area of human resource management and has a well-established reputation in employment testing. Her research focuses on using assessment tests in the workplace, designing selection systems to meet organizational goals, measuring individual differences and attitudes, autonomous learning, and employee retention. Dr. Ellingson's research has been honored with the SIOP Foundation Jeanneret Award for Excellence in the Study of Individual or Group Assessment (2013) and has been published in the Journal of Applied Psychology, Personnel Psychology, Journal of Personality and Social Psychology, and the American Psychologist.
Dr. Ellingson currently serves as an Associate Editor at the Journal of Applied Psychology. She also serves on the editorial board for the SIOP Frontiers book series, and has served on the editorial boards of Personnel Psychology and the Journal of Business and Psychology. Dr. Ellingson is an elected member of the Executive Committee for the Human Resources Division of the Academy of Management, a Fisher College of Business Research Pace Setter (2002), and a Human Resources Research Organization (HumRRO) Dissertation Fellow (1998). Jill teaches undergraduate and graduate courses in human resource management, training and development, individual differences, research methods and data analysis, and organizational staffing.
Areas of Expertise
- Employment Assessment and Testing for Selection and Development
- Personality and Individual Differences Measurement
- Organizational Staffing
- Employee Retention and Turnover
- Ph.D. in Human Resources and Industrial Relations, University of Minnesota, Carlson School of Management
- B.A. in Industrial/Organizational Psychology, University of Minnesota, Department of Psychology
BUSMHR 4322 - Human Resource Learning: Training and Development
Introduction to concepts and organization practices associated with designing, implementing, and evaluating different types of employee training and development programs. Prereq: 2291 (BusAdm 499.01); and 3100 (400), or 3200 (701) and BusMgt 2320 (330). Not open to students with credit for 703.
BUSMGT 6220 - Data Analysis for Managers
Introduction to data analysis and statistics for business. Emphasis on achieving an application-oriented understanding of statistical inference and regression analysis and their use in decision making.
Prereq: Enrollment in MLHR or SMB-Marketing Program. Not open to students with credit for 870.
Tews, M. J., Michel, J. W., & Ellingson, J. E. (2013). The impact of coworker support on employee turnover in the hospitality industry. Group & Organization Management, 38, 630-653.
Ellingson, J.E., Heggestad, E.D., & Markarius, E.E. (2012). Personality retesting for managing intentional distortion. Journal of Personality and Social Psychology, 102, 1063-1076.
Ellingson, J.E., McFarland, L.A.(2011). Understanding faking behavior through the lens of motivation: An application of VIE theory. Human Performance, 24, 322-337.
Ellingson, J. E., Sackett, P. R., & Connelly, B. S. (2007). Personality Assessment Across Selection and Development Contexts: Insights Into Response Distortion. Journal of Applied Psychology, 92, 386-395.
Schmitt, N., Sackett, P.R., & Ellingson, J. E. (2002). No easy solution to subgroup differences in high stakes testing. American Psychologist, 57, 305-306.
Smith, D. B., & Ellingson, J. E. (2002). Substance versus style: A new look at social desirability in motivating contexts. Journal of Applied Psychology, 87, 211-219.
Ellingson, J. E., Smith, D. B., & Sackett, P. R. (2001). Investigating the influence of social desirability on personality factor structure. Journal of Applied Psychology, 86, 122-133.
Sackett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B. (2001). High-stakes testing in employment, credentialing, and higher education: Prospects in a post-affirmative action world. American Psychologist, 56, 302-318.
Ellingson, J. E., Sackett, P. R., & Hough, L. M. (1999). Social desirability corrections in personality measurement: Issues of applicant comparison and construct validity. Journal of Applied Psychology, 84, 155-166.
Ellingson, J.E., Gruys, M.L., & Sackett, P.R. (1998). Factors related to the satisfaction and performance of temporary employees. Journal of Applied Psychology, 83, 913-921.
Sackett, P.R., Gruys, M.L., & Ellingson, J.E. (1998). Ability-personality interactions when predicting job performance. Journal of Applied Psychology, 83, 545-556.
Sackett, P.R., Ellingson, J.E. (1997). The effects of forming multi-predictor composites on group differences and adverse impact. Personnel Psychology, 50, 707-721.
Ellingson, J. E. (2011). People fake only when they need to fake. In M. Ziegler, C. MacCann, & R. Roberts (Eds.), New perspectives on faking in personality assessments. New York: Oxford University Press.
Ellingson, J. E. (2007). Adverse impact/ Disparate treatment/ Discrimination at work, In S.G. Rogelberg (Ed.), Encyclopedia of industrial/organizational psychology, (pp. 7-10). Thousand Oaks, CA: Sage.
Ellingson, J. E. (2004). Transforming the process of staffing toward innovation. In S. Chowdhury (Ed.), Next Generation Business Handbook (pp. 971-985), Hoboken, NJ: John Wiley.
Ellingson, J. E., & Wiethoff, C. (2002). From traditional to virtual: Staffing the organization of the future today. In R. L. Heneman & D. B. Greenberger (Eds.), Human resource management in virtual organizations (pp. 141-177) . Greenwich, CT: Information Age.