RHR Kendall Award









 RHR International is a global firm of management psychologists and consultants who understand the distinctive challenges and pressures that CEOs and senior executives face. For more than 70 years, RHR has been helping top leaders and their teams transform themselves and, in turn, the performance of their organizations. Areas of focus include: Board & CEO Services, Senior Team Effectiveness, Leading Transformational Change, Executive Development, and Executive Assessment.

Lorne Kendall  LorneKendall

"Lorne Kendall, a founder of CSIOP in 1975, was a Professor in the department of psychology at Simon Fraser University. His dissertation supervisor was Patricia Cain Smith at Cornell University. Among his graduate school cohorts at Cornell were Edwin Locke and Charles Hulin. Among Lorne’s seminal publications were the Job Descriptive Index and Behavioral Expectation (Ranking) Scales. While many of us experience difficulty thinking/perceiving three dimensions, Lorne easily did so in five. In addition to being brilliant, he was among the kindest people to walk on this planet."  Gary Latham


RHR Kendall Award

The Canadian Society for Industrial/Organizational Psychology in collaboration with RHR International is sponsoring the RHR Kendall Award, our annual competition to recognize outstanding papers by undergraduate and graduate CSIOP student members. The winner of this award receives a prize of $1,000. The award is named in honour of Dr. Lorne Kendall, a Canadian psychologist and member of CPA whose work on job satisfaction and various psychometric issues contributed greatly to the field of Industrial and Organizational Psychology.

All papers, posters, and presentations accepted in any part of the CSIOP program of the annual convention of CPA submitted by graduate or undergraduate students are eligible. To be considered for the award students must submit two copies of their paper in pdf format (no more than 15 double-spaced pages; one copy blinded for peer review, and one not blinded) as outlined below. The work must have been carried out by a student but may be part of a larger research program directed by someone else. The student must be the first author on the paper submitted and be at the conference to present the work.

Papers will be reviewed anonymously by CSIOP members representing both industry and academia. Submissions will be judged by the following criteria:

  1. Quality of conceptual background
  2. Clarity of problem definition
  3. Methodological rigour (omitted for theoretical/review papers)
  4. Appropriateness of interpretations/conclusion
  5. Clarity of presentation

Entrants must submit a paper (in pdf format; no more than 15 double-spaced pages; one copy blinded for peer review, and one not blinded) that adheres to these entry guidelines. They should further ask their faculty member to send a letter (e-mail acceptable) certifying that the paper was written by a student. The name of the author(s) should appear only on the title page of the paper. The title page should also show the authors' affiliations, mailing addresses, e-mail and telephone numbers. Papers are to be no more than 15 double-spaced pages, including title page, abstract, tables, figures, notes, and references. Papers should be prepared according to the latest edition of the Publication Manual of the American Psychological Association. A second blinded copy of the paper should also be provided to facilitate the blind peer review process.

Deadline: May 15th, 2021 
For questions on the award and to submit your paper, send an email to RHRKendall@csiop-scpio.ca



Past recipients


  • 2020 - No prize was awarded
  • 2019 - Anna Gödöllei (with James Beck; University of Waterloo): Development and Validation of the State Regulatory Focus Scale
  • 2018 - Midori Nishioka & Ramona Bobocel (University of Waterloo): The Effect of Construal Level Mindset on Individuals' Reaction toward Supervisor Fairness.
  • 2017 - Edward Yeung  (University of Waterloo): Diversity Recruitment: Broken Promises or Unrealized Potential?.
  • 2016 - Aleka M. MacLellan & E. Kevin Kelloway (Saint Mary's): Contagious Motivation in the Workplace: An Examination of How Leaders' Motivation Can Impact the Motivation of their Subordinates.
  • 2015 - Anja Krstic (Wilfrid Laurier University): Harmful or Beneficial: The Effect of Maternity Leave Length on Women’s Career Outcomes
  • 2014 - Lindie Liang (University of Waterloo): When and Why Do Supervisors Abuse? A Self-Control Framework
  • 2013 - Pylin Chuapetcharasopon (University of Waterloo): A longitudinal field study of emotional labour in service encounters: The moderating role of intra-vs. intercultural service context. 
  • 2012 - Matthew McLarnon(University of Western Ontario): An Examination of Job Performance Ratings Using Multilevel Factor Analysis
  • 2011 - Amanda Feiler (University of Guelph): Examining Gender as a Moderator of the Interview-anxiety-performance Link: Support for the sex-Linked Anxiety coping Theory
  • 2010 - Stephen Risavy (University of Guelph): Decision Making in Personnel Selection Using Personality Assessments: Implications for Adverse Impact and Hiring Rates
  • 2009 - Tunde Ogunfowora (University of Calgary): The Relative Validity of Ethical Leadership in Predicting Employee Performance Behaviour
  • 2008 - Nicole Bérubé (Concordia University): Validation of the Satisfaction with Work Scale in Six Organizational Settings
  • 2007 - Huiwen Lian (University of Waterloo): Charismatic Leadership and Transformational Leadership in China.
  • 2006 - Ivona Hideg (University of Waterloo): Employment Equity and Participation in Policy Formulation: The Role of Respect and Psychological Ownership
  • 2005 - Lance Ferris (University of Waterloo): Organization-Based Self-Esteem and Core Self-Evaluations: Can both predict job attitudes?
  • 2004 - No prize was awarded
  • 2003 - Kristyn Scott (University of Waterloo): Inferring leadership traits from behaviours: Is there a bias against females?
  • 2002 - David A Jones (University of Calgary): Employee narratives of procedural justice: A content analysis of 1600 intranet postings
  • 2001 - Aaron C.H. Schat (University of Guelph): Organizational support as a buffer of the consequences of workplace violence
  • 2000 - Aaron C.H. Schat (University of Guelph): Effects of perceived control on the outcomes of workplace aggression and violence.
  • 1999 - Ron Porter (University of Calgary).