Paul E. Levy, Ph.D.

Paul E. Levy, Ph.D.

Title: Professor & Chair
Program: Industrial/Organizational Psychology
Dept/Program: Industrial/Organizational Psychology
Office: CAS 315
Phone: 330-972-8369
Curriculum Vitae: Download in PDF format


Dr. Levy received his Ph.D. in I/O psychology from Virginia Tech in 1989. His research interests include performance appraisal, feedback, motivation, and organizational justice. Courses taught include work-related attitudes, I/O psychology, research design and development, and social psychology. His publications have appeared in leading journals such as, Journal of Applied Psychology, Journal of Personality and Social Psychology, Personnel Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Journal of Organizational Behavior, and the Psychology of Women Quarterly.


Levy, P.E., Cavanaugh, C.M., Frantz, N.B., Borden, L.A., & Roberts, A. (in press). Revisiting the social context of performance management: Performance appraisal effectiveness. In, N. Anderson, C. Viswesvaran, H.K. Sinangil, & D.S. Ones. Handbook of Industrial, Work, and Organizational Psychology, 2nd edition, London: Sage Publications.

Levy, P.E., Cavanaugh, C.M, Frantz, N.B., & Borden, L.A. (2015). The role of due process in performance appraisal: A 20-year retrospective. In R. S. Cropanzano & M.L.Ambrose (Eds.). The Oxford Handbook of Justice in the Workplace, NY: Oxford University Press, 605-620.

Levy, P. E., Silverman, S. B., & Cavanaugh, C. M. (2015). The Performance Management Fix Is In: How Practice Can Build on the Research. Industrial and Organizational Psychology, 8(01), 80-85.

Pichler, S., Varma, A., Michel, J. S., Levy, P. E., Budhwar, P. S., & Sharma, A. (2015). Leader‐Member Exchange, Group‐and Individual‐Level Procedural Justice and Reactions to Performance Appraisals. Human Resource Management.

Gabriel, A.S., Frantz, N.B., Levy, P.E., & Hilliard, A.W. (2014).  The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator. Journal of Occupational and Organizational Psychology, 87, 487-506.

Rosen, C.C. & Levy, P.E. (2013). Stresses, swaps, and skills: An investigation of the psychological dynamics that relate organizational politics to employee performance. Human Performance, 26(1), 44-65.

Pichler, S., Varma, A.,  Michel, J.S., Budhwar, P.S., & Levy, P.S. (2013). The Role of Procedural Justice Climate in Reactions to Performance Appraisals. Academy of Management Proceedings.

Gregory, J.B. & Levy, P.E. (2013). Humanistic/Person-centered Approaches. In Passmore, J., Peterson, D., & Freire, T. (Eds.), Wiley-Blackwell Handbook of the Psychology of Coaching and Mentoring. West Sussex: John Wiley and Sons, Ltd, 285-297.

Gregory, J.B., & Levy, P.E. (2012). Employee feedback orientation: Implications for effective coaching relationships. Coaching: An International Journal of Theory, Research & Practice, 5(2), 86-99.

King, A.E.A., & Levy, P.E. (2012). A theoretical framework for organizational politics during the economic downturn. In P.L. Perrewe, J. Halbesleben, & C.R. Rosen (Eds.) Research in Occupational Stress and Well Being, UK: Emerald Publishing, 87-130.

Levy, P.E., Herb, K., Frantz, N., & Carr, A. (2012). Employee well-being: Can performance management systems help? Yes, but they sure can hurt too. In  N.P. Reilly, M.J. Sirgy, C.A. Gorman (Eds.) Work and Quality of Life: Ethical Practices in Organizations, International Handbooks of Quality of Life. UK: Springer-Science, 133-155.

Levy, P.E. & Thompson, D. J. (2012). Feedback in organizations: Individual differences and the social context. In Sutton, R., Hornsey, M., & Douglas, K. (Eds.), Feedback: Handbook of praise, criticism, and advice. New York: Peter Lang Publishers, 217-232.

Whitaker, B. & Levy, P.E. (2012). Linking feedback quality and goal orientation to feedback-seeking and job performance. Human Performance, 25(2), 159-178.