Dr. Allen earned his Ph.D. from the Beebe Institute of Personnel and
Employment Relations at Georgia State University. He is a Professor of
Management in the Fogelman College of Business and Economics at the
University of Memphis. His primary research interests include the flow
of people into and out of organizations and the role of technology in
human resource management. His research on these topics has been
published in Academy of Management Journal, Academy of Management
Perspectives, Journal of Applied Psychology, Journal of Management,
Personnel Psychology, Organizational Research Methods, Journal of
Organizational Behavior, Human Relations, Human Resource Management,
and other outlets. Dr. Allen is a recipient of a First Tennessee
Professorship, and a recipient of three Suzanne Downs Palmer
Professorship awards for research. He teaches undergraduate, graduate,
and executive courses primarily in the areas of human resource
management and organizational behavior, as well as research methods. He
does organizational research, consulting, and training on topics such as
recruitment, retention, and organizational effectiveness, and has
worked with organizations such as the Red Cross, Campbell Clinic, First
Tennessee, Georgia Department of Family and Children Services, Harrah's
Entertainment, Methodist Hospitals, Pfizer, Pinnacle Corporation,
Region's Bank, and the U.S. Navy.
Dr. Allen teaches undergraduate courses in Managing Human Resources for
Organizational Effectiveness (MGMT 3215), Employee Staffing and
Development (MGMT 4260), and Organizational Behavior (MGMT 4220), an
Executive MBA course on Strategic Human Resource Management (MGMT 7250),
as well as doctoral seminars in Human Resource Management (MGMT 8220)
and Research Design (MGMT 8921).
Dr. Allen's vita can be found at http://umdrive.memphis.edu/dallen/public/AllenVitaAugust2011.pdf
J.I., Allen, D.G., Bosco, F.A., Pierce, C.A., & McDaniel, K. (provisionally
accepted). Meta-analytic review of employee turnover as a predictor of firm performance.
Journal of Management.
Earnest, D., Allen, D.G., & Landis, R.L. (in press).
Mechanisms linking realistic job previews with turnover: A meta-analytic path
analysis. Personnel Psychology.
Robinson, S. D., Griffeth,
R, W., Allen, D. G., & Lee, M. (in press). Comparing operationalizations of
dual commitment and its relationship with turnover intentions. International
Journal of Human Resource Management.
R.W., Allen, D.G., & Huning, T.M. (2011). Empirical examination of the individual-level personality-based
theory of self-management failure. Journal
of Organizational Behavior, 32, 25-43.
D.G., Bryant, P.C., & Vardman, J.M. (2010). Retaining talent: Replacing
misconceptions with evidence-based strategies. Academy of Management Perspectives, 24, 48-64.
2011 Outstanding Practitioner Publication Award, OB Division of the Academy of
Finalist 2010 Outstanding Article Award, Academy
of Management Perspectives
Allen, D.G., Griffeth, R.G., Vardaman, J.M., Aquino, K.,
Gaertner, S., Lee, M. (2009). Structural validity and generalisability of a
referent cognitions model of turnover intentions. Applied Psychology: An International Review, 58, 709-728.
R. & Allen, D.G. (2009). Recruiting across cultures: A value-based model of
recruitment. Human Resource Management
Review, 19, 334-346.
P.C. & Allen, D.G. (2009). Emerging
organizations' characteristics as predictors of human capital employment mode:
A theoretical perspective. Human
Resource Management Review, 19, 347-355.
C.B. & Allen, D.G. (2008). Web recruiting: Can organizations level the
playing field for minority job seekers? Human
Resource Management, 47, 217-236.
* Nominee 2009 Saroj Parasuraman Award for Outstanding
Publication on Gender and Diversity
J.M., Allen, D.G., Renn, R.W., & Moffitt, K.R. (2008). Should I stay or
should I go: The role of risk in employee turnover decisions. Human Relations, 61, 1531-1563.
R.F., Van Scotter, J.R., Allen, D.G. & Palvia, P. (2008). The complexity of
richness: Media, message, and communication outcomes. Information and Management, 45, 21-30.
Allen, D.G., Mahto, R., &
Otondo, R.F. (2007). Web-based recruitment: Effects of information,
organizational brand, and attitudes toward a Web site on applicant attraction. Journal of Applied Psychology, 92,
Allen, D.G., Renn, R.W., Moffitt,
K.R., & Vardaman, J.M. (2007). Risky business: The role of risk in voluntary
turnover decisions. Human Resource
Management Review, 17, 305-318.
Maertz, C.P., Griffeth, R.W., Campbell, N.S.,
& Allen, D.G. (2007). The effects of perceived organizational support and
perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28, 1059-1075.
D.G. (2006). Do organizational socialization tactics influence newcomer
embeddedness and turnover? Journal of
Management, 32, 237-256.
Griffeth, R.W., Allen, D.G., &
Barrett, R. (2006). Integration of family-owned business succession with
turnover and life cycle models: Development of a successor retention process
model. Human Resource Management Review,
Renn, R.W., Allen, D.G., Fedor, D.B., & Davis, W.D. (2005). The
roles of personality and self-defeating behaviors in self-management failure. Journal of Management, 31, 659-679.
Allen, D.G., Weeks, K.P., & Moffitt, K.R. (2005). Turnover intentions and voluntary turnover: The moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. Journal of Applied Psychology, 90, 980-990.
Griffeth, R.W., Steel, R.P., Allen, D.G., & Bryan, N. (2005). The development of a multidimensional measure of job market cognitions: The Employment Opportunity Index. Journal of Applied Psychology, 90, 335-349.
D.G., Van Scotter, J.R., and Otondo, R.F. (2004). Recruitment communication
media: Impact on pre-hire outcomes. Personnel
Psychology, 57, 143-171.
J.C., Allen, D.G., and Scarpello, V. (2004). Factor retention decisions in
exploratory factor analysis: A tutorial on parallel analysis. Organizational
Research Methods, 7, 191-205.
D.G., Renn, R.W., and Griffeth, R.W. (2003). The impact of telecommuting design
on social systems, self-regulation, and role boundaries. In J. Martocchio and
G. Ferris (Eds.), Research in Personnel and Human Resources Management
(Vol. 22, pp. 125-163). Greenwich,
CT: JAI Press.
D.G., Shore, L.M., and Griffeth, R.W. (2003). The role of perceived
organizational support and supportive human resource practices in the turnover
process. Journal of Management, 29,
Selected for a Society for Human Resource Management Research Translation (Feb,
D.G. and Griffeth, R.W. (2001). Test of a mediated performance-turnover
relationship highlighting the moderating roles of visibility and reward contingency.
Journal of Applied Psychology, 86,
D.G., and Griffeth, R.W. (1999). Job performance and turnover: A review and
integrative multi-route model. Human
Resource Management Review, 9, 525-548.
K., Grover, S., Bradfield, M., & Allen, D.G. (1999). The effects of
negative affectivity, hierarchical status, and self-determination on workplace
victimization. Academy of Management Journal,
D.G. & Griffeth, R.W. (1997). Vertical and lateral information processing:
The effects of gender, employee classification level, and media richness on
communication and work outcomes. Human
Relations, 50, 1239-1260.
K., Griffeth, R.W., Allen, D.G., & Hom, P.W. (1997). An integration of
justice constructs into the turnover process: Test of a referent cognitions
model. Academy of Management Journal, 40,