Ian Gellatly is a professor of organizational behaviour within the Alberta School of Business. Ian received his Ph.D. in industrial and organizational psychology from Western University. In 1993, Ian joined the Faculty of Management at the University of Lethbridge, eventually moving to the University of Alberta in 1998. Within the school, Ian currently serves as Acting Chair within the Department of Strategic Management and Organization.
Ian’s research has contributed to several topics within the field of organizational behavior, such as the three-component model of organizational commitment (individual components and profiles of components), employee motivation, leadership behaviors, knowledge exchange (e.g., sharing/hiding), and employee withdrawal (attendance and turnover). His research examines the interplay between person and situational factors in a variety of different contexts, such as virtual work (e.g., Web 2.0 applications), health-care organizations, nursing profession, non-profit agencies (e.g, employment of persons with disabilities, primary industries (e.g., oil and gas; construction), and ride-sharing (e.g., Uber). Ian's published work appears in various outlets, such as Journal of Applied Psychology, Organizational Research Methods, Journal of Organizational Behavior, Journal of Vocational Behavior, Human Performance, and Human Resource Management.
At this time, Ian serves on the editorial boards of the Journal of Applied Psychology, the Journal of Organizational Behavior, and the Journal of Personnel Psychology. Ian is also an ad hoc reviewer for many other journals.
Over the years, financial support for Ian’s research has been provided by the Social Sciences Humanities Research Council of Canada (SSHRC). All of Ian’s research complies with the American Psychological Association's ethical principles and code of conduct (APA 2010), and with the University of Alberta's policies concerning research ethics.
A sample of recent peer-reviewed publications include:
Bonnacio, S., Connelly, C.E., Gellatly, I.R., Jetha, A., & Martin-Ginis, K.A. (in press). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology.
Bonaccio, S., Connelly, C.E., Fisher, S.L., Forwell, S., Gellatly, I.R., Gignac, M., & Jetha, A. (2018). Beyond managing research partnerships: Partnered research as an integrated methodological approach. Industrial and Organizational Psychology: Perspectives on Science and Practice. 11(4), 613-619.
Aluwihare, D., Gellatly, I.R , Cummings, G.G., & Ogilvie, L. (2018). A contextual work-life experiences model to understand nurse commitment and turnover. Journal of Advanced Nursing, 74(9), 2053-2063.
Arnold, K.A., Connelly, C.E., Gellatly, I.R., Withey, M.J., & Walsh, M.M. (2017). Using a pattern-oriented approach to study leaders: Implications for burnout and perceived role demand. Journal of Organizational Behavior, 38(7), 1038-1056.
Aluwihare-Samaranayake, D., Ogilvie, L., Cummings, G.G., & Gellatly, I.R. (2017). The nursing profession in Sri Lanka: Time for policy changes. International Nursing Review, 64, 363–370.
Arazy, O., Gellatly, I.R., Brainin, E., & Nov, O. (2016). Motivation to share knowledge using wiki technology and the moderating effect of role perceptions. Journal of the Association for Information Science and Technology, 67(10), 2362-2378.
Gellatly, I.R., & Hedberg, L.M. (2016). Employee turnover and absenteeism. In J. P. Meyer’s (Ed.), The Handbook of Employee Commitment. Edward Elgar Publishing Ltd. (pp. 195-207)
Elbarkouky M.M.G., Fayek, A.R., & Gellatly, I.R. (2014). Evaluating construction team effectiveness: A fuzzy logic approach. International Journal of Architecture, Engineering and Construction, 3(4), 262-274.
Gellatly, I.R., Cowden, T.L., & Cummings, G.G (2014). Staff nurse commitment, work relationships, and turnover intentions: A latent profile analysis. Nursing Research, 63(3), 170-181.
Arazy, O., & Gellatly, I.R. (2013). Corporate wikis: The effects of owners’ motivation and behavior on group members’ engagement. Journal of Management Information Systems, 29(3), 91-121.
O’Neill, T., Goffin, R.D., & Gellatly, I.R. (2012). The use of random coefficient modeling for understanding and predicting job performance ratings: An application with field data. Organizational Research Methods, 15(3), 436-462.
Gellatly, I.R., & Withey, M.J. (2012). Organisational trust, affective commitment and bureaucratic control. Journal of Trust Research, 2(1), 31-52
Gellatly, I.R., & Allen, N.J. (2012). Group mate absence, dissimilarity, and individual absence: Another look at “monkey see, monkey do.” European Journal of Work and Organizational Psychology, 21(1), 106-124.
O’Neill, T., Goffin, R.D., & Gellatly, I.R. (2012). The knowledge, skill, and ability requirements for teamwork: Revisiting the Teamwork-KSA Test’s validity. International Journal of Selection and Assessment, 20(1), 36-52.
Ho, J., Bonaccio, S., Gellatly, I.R., & Connelly, C.E. (2019). Facilitators and hindrances to successful job carving for individuals with disabilities. Paper presented at the 34th annual meeting of the Society for Industrial and Organizational Psychology, Inc. (Division 14 of the American Psychological Association), Washington, April.
Connelly, C.E., Bonaccio, S., & Gellatly, I.R. (2019). The effects of managerial biases on the quality of feedback provided to employees with disabilities. Paper presented at the 79th annual meeting of the Academy of Management, Boston, August.
Inness, M.., Jing, L., & Gellatly, I.R. (2019). In love and insecure: Workplace drinking and aggression. Paper presented at the 79th annual meeting of the Academy of Management, Boston, August.
Jing, L., Gellatly, I.R., & Inness, M. (2019). Can mistreated employees feel commitment towards their organization? Paper presented at the 79th annual meeting of the Academy of Management, Boston, August.
Arnold, K.A., Connelly, C.E., Gellatly, I.R., Amanda J. Hancock, A.J., & Walsh, M.M. (2019). A theoretical model describing how and when leader stress in middle managers predicts destructive leadership behavior. European Association of Work and Organizational Psychology, Small Group Meeting: Leadership and Health/Well-Being, University of Exeter. Devon, UK, June.
Ian teaches a variety of undergraduate and graduate-level seminars. At the undergraduate level, Ian has taught courses in organizational behaviour, human resource management, staffing, and performance management and rewards. Within the MBA program, Ian has taught human resource management. Ian is active in the PhD program and teaches the doctoral seminar in organizational behaviour.
Students who have taken introductory courses in the area will study in greater depth and detail theories of how people work in organizations. These include theories of motivation, leadership, communication, decision making, groups, conflict, change, and others selected by the instructor to cover new ways of thinking about people and organizations. Lecture, case study, and group work will normally be used. Prerequisite: SMO 201, 301 or 310.Winter Term 2021