2025 RHR Kendall-Evans Award Call for Submissions

The Canadian Society for Industrial & Organizational Psychology (CSIOP) in collaboration with RHR is sponsoring the RHR Kendall-Evans Award, our annual competition to recognize outstanding papers by undergraduate and graduate CSIOP student members. The winner of this award will receive a prize of $2,500. The award is named in honour of Dr. Lorne Kendall and Charles (Chuck) Evans. Dr. Kendall was a Canadian psychologist and member of CPA whose work on job satisfaction and various psychometric issues contributed greatly to the field of Industrial & Organizational Psychology. Dr. Evans was a Partner at RHR International, an experienced leadership consultant, and valued mentor to many in the I/O psychology community.

 

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 admissible. To be considered for the award students most submit a full paper as outlined below. The work must have been carried out by a CSIOP student member, but may be part of a larger research program directed by someone else. The student must be first author on the paper presented at the CPA conference.

 

Papers will be reviewed anonymously by a panel of 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 summary paper that adheres to these entry guidelines and provide a letter (e-mail acceptable) from a faculty member 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 current edition of the Publication Manual of the American Psychological Association.

 

Entries (papers and letters from the faculty members) must be received by May 5th, 2025. Winning papers will be announced at the CSIOP AGM, on our social media, and in the CSIOP newsletter. Entries (or questions about the award) should be submitted electronically to RHRKendall@csiop-scpio.ca. 

 

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Prix RHR Kendall 2025

 

La Société canadienne de psychologie industrielle et organisationnelle (SCPIO), en collaboration avec RHR, parraine le Prix RHR Kendall, notre concours annuel visant à reconnaître les communications scientifiques effectuées par des étudiant(e)s du baccalauréat et des cycles supérieures membres de la SCPIO. Le gagnant de ce prix recevra un montant de 2.500 $. Le prix est nommé en l'honneur du Dr Lorne Kendall et de Dr Charles (Chuck) Evans. Dr Kendall était un psychologue canadien et membre de l'SCP dont les travaux sur la satisfaction au travail et diverses questions psychométriques ont grandement contribué au domaine de la psychologie industrielle et organisationnelle. Dr Evans était un partenaire chez RHR International, un consultant en leadership expérimenté et un mentor précieux pour de nombreux membres de la communauté de la psychologie I/O.

 

Tous les articles, affiches et présentations acceptées dans n'importe quelle partie du programme CSIOP du congrès annuel de la SCP soumis par des étudiants du baccalauréat ou des cycles supérieurs sont admissibles. Pour être considéré pour le prix, les étudiants doivent soumettre un article complet tel que décrit ci-dessous. Le travail doit avoir été effectué par un étudiant membre de la SCPIO, mais peut faire partie d'un vaste programme de recherche dirigé par quelqu'un d'autre. L'étudiant doit être le premier auteur sur le l’article présenté à la conférence.

 

Les articles seront examinés de manière anonyme par un panel de membres du SCPIO qui représentent les secteurs industriels et universitaires. Les soumissions seront jugées selon les critères suivants:

 

1. Qualité des fondements conceptuels

2. Clarté de la définition du problème

3. La rigueur méthodologique (omis pour des articles de synthèse théorique)

4. Pertinence des interprétations / conclusion

5. Clarté de la présentation

 

Les participants doivent présenter un document de synthèse qui adhère à ces modalités d'inscription et fournir une lettre (un courriel est acceptable) d'un membre du corps professoral attestant que le document a été rédigé par un étudiant. Le nom du/des auteur(s) ne doit/doivent apparaître que sur la page de titre du document. La page de titre doit également indiquer les affiliations des auteurs, adresses postales, courriels et numéros de téléphone. Les articles ne doivent pas dépasser 15 pages à double interligne, y compris la page de titre, résumé, les tableaux, figures, notes et références. Les articles doivent être préparés selon l'édition actuelle du Manuel de Publication de l'American Psychological Association.

 

Les soumissions (l’article et la lettre d’un membre du corps professoral) doivent être reçues avant le 5 mai 2025. Les textes des lauréats seront annoncés lors de l’assemblée générale de la SCPIO, sure nos réseaux sociaux, et dans notre bulletin. Les candidatures (ou les questions au sujet du prix) doivent être envoyées électroniquement à RHRKendall@csiop-scpio.ca.  

 

Lorne Kendall

“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

Charles (Chuck) Evans

In his too-short life Chuck had a long list of accomplishments:  exceptional organizational psychologist, assistant dean of the College of Business and Economics and the executive director of the internationally recognized MBA and MA leadership programs at the University of Guelph as well as having founded his own consulting firm.  Throughout his career he always made time to coach and mentor students and grads in IO psychology. He loved the profession and believed in its power to make a difference. He gave a lot to his colleagues at RHR who want to remember him, and pay him back an enormous debt of gratitude for his time with us through this award.

- RHR International

 

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.

 

Past Recipients

  • 2024 - Damian Canagasuriam

  • 2023 - Samuel Plotnick (with Samantha Hancock, Western University): Emotional Consequences of Task Conflict for Neurominorities

  • 2022 - Janice Lam (York University): Male Allyship: The Consequences Perceptions for Men’s Careers

  • 2021 - No prize was awarded

  • 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 (with 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 (with 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)