Office Hours: T,T 3:30-6:00pm by appointment
Dr. Robert Renn holds a doctorate in business administration from Georgia State University's College of Business Administration. His major field of study was organizational behavior; his minor field was human resource management. His dissertation research focused on job design and was funded by the Cotton States Insurance Company. Since his dissertation research, Dr. Renn has worked with Management Science of America, Georgia Department of Human Resources, Scottish Rite Children's Hospital, AutoZone, Youth Villages and other organizations. Dr. Renn is an active member of the Academy of Management and Southern Management Association, and has presented numerous research findings at annual meetings sponsored by both organizations. In addition, Dr. Renn's articles have been published in the Journal of Management, Journal of Organizational Behavior, Human Relations, Educational and Psychological Measurement, Group and Organization Management, Journal of Business Research, Journal of Organizational and Occupational Psychology, Compensation and Benefits Review, Advances in the Management of Organizational Quality, The Journal of Social Psychology, Journal of Business Ethics, and Human Performance. His research interests center on improving work performance through effective self-regulation and eliminating self-defeating work behavior. Before earning his doctorate, Dr. Renn worked in the field of architecture for six years. He served in the U. S. Marine Corps Airwing from 1974-1978. Dr. Renn has been with the University of Memphis since 1989.
Renn, R. W., Steinbauer, R., Fenner, G. (in press). Employee behavioral activation and behavioral inhibition systems, manager ratings of employee job performance, and employee withdrawal. Human Performance.
Steinbauer, R. S., Renn, R. W., Taylor, R. (2014). Ethical leadership and followers' moral judgment: Role of followers' perceived accountability and self-leadership. Journal of Business Ethics. 120(3), 381-392.
Renn, R. W., Allen, D. G., Huning, T. (2013). The relationship of social exclusion at work with self-defeating behavior and turnover. The Journal of Social Psychology, 153, 1-21.
R. Renn, R. Steinbauer, J. Biggane, K. Singh. (2012). Reconceptualization of self-defeating work behavior as self-regulation failure: A proposed typology and application to theories in the organization sciences. Paper presented at the Academy of Management Meeting, Boston, MA.
P. Swiercz, N. Bryan, B. Eagle, V. Bizzotto, & R. Renn. (2012). Predicting employee attitudes and performance from perceptions of performance appraisal fairness. The Business Renaissance Quarterly, 7, 25-46.
Mukherjee, D., Renn, R. W., & Kedia, B. L. (2011). Development of Interorganizational Trust: An Integrative Framework. European Business Review. Vol. 24.
Renn, R. W., Huning, T., & Fenner, G. (2011). Core Self-Evaluations and the Individual Level Personality Based Theory of Self Management Failure. Paper presented at the annual meeting of the Academy of Management. San Antonio, TX.
Robert W. Renn, David G. Allen, & Tobias Huning. (2010). Empirical Examination of the Individual-Level Personality-Based Theory of Self-Management Failure. Journal of Organizational Behavior.
Robert W. Renn, David Allen, Don Fedor, & Walter Davis. (2005). The Roles of Personality and Self-Defeating Behaviors in Self-Management Failure. Journal of Management (Special Theory Issue), 31: 1-21.
G. Fenner, & Robert W. Renn. (2010). Technology-assisted supplemental work and work-to-family conflict: The role of instrumentality beliefs, organizational expectations and time management. Special issue of Human Relations, 63, 63-82.
David G. Allen, Robert W. Renn, Karen Moffitt, & James Vardeman. (2009). Risky Business: The Role of Risk in Voluntary Turnover Decisions. Human Resource Management Review.
Somnath Lahiri, Liliana Perez-Nordtvedt, &
Robert W. Renn. (In press). Will the New Competitive Landscape Cause Your Firm’s Decline? It Depends on Your Mindset. Business Horizons. (Featured on Harvard Business School Press)
Grant Fenner & Robert W. Renn. (2004). Technology-Assisted Supplemental Work: Construct Definition and a Research Framework. Human Resource Management, 43: 179-200.
Robert W. Renn. (2003). Moderation by Goal Commitment of the Task Feedback-Performance Relationship. Human Resource Management Review, 13: 561-580. (Special issue on performance feedback).
Robert W. Renn & Donald B. Fedor. (2001). Development and Field Test of a
Feedback Seeking, Social Cognitive and Goal Setting Model of Work Performance. Journal of Management, 27: 563-587.
Robert W. Renn, James, R. Van Scotter & W. Kevin Barksdale. (2001). Earnings-at-
Risk Incentive Plans: A Performance, Satisfaction and Turnover Dilemma. Compensation and Benefits Review, 33: 68-73.
Robert W. Renn, Paul Swiercz, Marjorie Icenogle, & Carol Danehower. (1999). Further examination of the measurement properties of Leifer and McGannon's (1986) Measures of Goal Acceptance and Goal Commitment. Journal of Organizational and Occupational Psychology, 72: 107-113.
Robert W. Renn. (1998). Participation’s Effects on Task Performance: The Mediating Roles of Procedural Justice Perceptions and Goal Acceptance. Journal of Business Research, 41: 115-126.
Robert W. Renn & Kristin Prien (1995). Employee Responses to Performance Feedback: The Moderating Role of Global Self-Esteem. Group and Organization Management. 20: 337-354.
Robert W. Renn & Robert J. Vandenberg (1995).The Critical Psychological States: An Underrepresented Component in Job Characteristics Model Research. Journal of Management. 21: 279-303.
Robert W. Renn, Paul S. Swiercz, & Marjorie Icenogle. (1993). The Revised Job Diagnostic Survey: More Good News From the Public Sector. Educational and Psychological Measurement, 53: 1011-1021.
Robert W. Renn & Robert J. Vandenberg. (1991). Differences in Employee Attitudes and Behaviors Based on Rotter's (1966) Internal-External Locus of Control: Are They All Valid? Human Relations, 44, 1162-1178.
Dr. Renn is the recipient of the Department of Management's Teaching Scholar of the Year Award for 2012.
Dr. Renn is the Director of Research for the Memphis Institute of Leadership Education (MILE).