Faculty and Staff Profiles

DAVID G. ALLEN
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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

Representative Publications:
Hancock, 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.

Renn, 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.

Allen, 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 Management

* 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.

Ma, R. & Allen, D.G. (2009). Recruiting across cultures: A value-based model of recruitment. Human Resource Management Review, 19, 334-346.

Bryant, 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.

Goldberg, 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

Vardaman, 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.

Otondo, 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, 1696-1708.

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.

Allen, 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, 16, 490-507.

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.

Allen, D.G., Van Scotter, J.R., and Otondo, R.F. (2004). Recruitment communication media: Impact on pre-hire outcomes. Personnel Psychology, 57, 143-171.

Hayton, 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.

Allen, 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.

Allen, 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, 99-118.

* Selected for a Society for Human Resource Management Research Translation (Feb, 2004).

Allen, 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, 1014-1021. 

Allen, 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. 

Aquino, 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, 42, 260-272. 

Allen, 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. 

Aquino, 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, 1208-1227.