Ryan D. Zimmerman

Associate Professor
Headshot of Ryan ZImmerman
2090 Pamplin (0233)
880 West Campus Drive
Blacksburg, VA 24061

Academic Area(s)

Human Resource Management, Employee Recruiting, Selection and Retention, Individual Differences, Meta-Analysis

Research and Teaching Interests

Dr. Zimmerman teaches and conducts research in the area of human resources management. His research interests include employee recruiting, selection, and retention, individual differences (e.g. personality and general mental ability), person-environment fit, and meta-analysis.

Education

  • Ph. D. University of Iowa, 2006
  • M.B.A. University of Iowa, 1999
  • B.S. University of the State of New York – Regents College, 1996

Selected Publications

Zimmerman, R. D., Swider, B. W., Woo, S. E., & Allen, D. G. (2016). Who withdraws? Psychological individual differences and employee withdrawal behaviors. Journal of Applied Psychology101(4), 498.

Charlier, S. D., Guay, R. P., & Zimmerman, R. D. (2016). Plugged in or disconnected? A model of the effects of technological factors on employee job embeddedness. Human Resource Management55(1), 109-126.

Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology100(3), 880.

Klotz, A. C., & Zimmerman, R. D. (2015). On the turning away: An exploration of the employee resignation process. In Research in personnel and human resources management(pp. 51-119). Emerald Group Publishing Limited.

Swider, B. W., Zimmerman, R. D., Charlier, S. D., & Pierotti, A. J. (2015). Deep-level and surface-level individual differences and applicant attraction to organizations: A meta-analysis. Journal of Vocational Behavior88, 73-83.

Li, N., Barrick, M. R., Zimmerman, R. D., & Chiaburu, D. S. (2014). Retaining the productive employee: The role of personality. The Academy of Management Annals8(1), 347-395.

Swider, B. W., & Zimmerman, R. D. (2014). Prior and future withdrawal and performance: A meta-analysis of their relations in panel studies. Journal of Vocational Behavior84(3), 225-236.

Zimmerman, R. D., Boswell, W. R., Shipp, A. J., Dunford, B. B., & Boudreau, J. W. (2012). Explaining the pathways between approach-avoidance personality traits and employees’ job search behavior. Journal of Management38(5), 1450-1475.

Boswell, W. R., Zimmerman, R. D., & Swider, B. W. (2012). Employee job search: Toward an understanding of search context and search objectives. Journal of Management38(1), 129-163.

Swider, B. W., Boswell, W. R., & Zimmerman, R. D. (2011). Examining the job search–turnover relationship: The role of embeddedness, job satisfaction, and available alternatives. Journal of applied psychology96(2), 432.

Swider, B. W., & Zimmerman, R. D. (2010). Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes. Journal of Vocational Behavior76(3), 487-506.

Barrick, M. R., & Zimmerman, R. D. (2009). Hiring for retention and performance. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management48(2), 183-206.

Zimmerman, R.D. (2008). Understanding the impact of personality traits on individuals’ turnover decisions: A meta-analytic path model.  Personnel Psychology61(2), 309-348.

Sitzmann, T., Brown, K. G., Casper, W. J., Ely, K., & Zimmerman, R. D. (2008). A review and meta-analysis of the nomological network of trainee reactions. Journal of Applied Psychology93(2), 280-295.

Barrick, M. R., & Zimmerman, R. D. (2005). Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology90(1), 159.

Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005) Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology58(2), 281-342.

Schmidt, F. L., & Zimmerman, R. D. (2004). A counterintuitive hypothesis about employment interview validity and some supporting evidence. Journal of Applied Psychology89(3), 553.

Positions Held

2013 - Present: Associate Professor of Management, Virginia Tech

2006 - 2013: Assistant Professor of Management, Texas A&M University

2009 - 2012: Director, Master of Science in Human Resource Management Program, Texas A&M

2003 - 2006: Instructor, University of Iowa

External Professional Service

  • Academy of Management HR Division Executive Committee (2011 – 2014)
  • Executive Editor, Human Resource Management, (2015 – present)
  • Associate Editor, Human Resource Management (2014 – 2015)
  • Editorial board member:
    • Journal of Applied Psychology (2011 – 2013)
    • Personnel Psychology (2010 – 2013)
    • Journal of Management (2010 – present)
    • Journal of Vocational Behavior (2009 – 2015)

Selected Honors and Awards

  • 2006 Academy of Management Human Resources Division’s Scholarly Achievement Award for the most significant article in human resource management published in 2005 (with co-authors Amy Kristof-Brown and Erin Johnson).
  • 2012 Emerald Management Reviews Citations of Excellence Award (awarded to top 50 out of 15,000 articles published in 2008 from the 300 top management, business, and economic journals)
  • 2015 Research Excellence Award (Virginia Tech, Department of Management)
  • 2015 Warren Lolyd Holtzman Faculty Research Award (Virginia Tech, Department of Management)
  • 2014 Virginia Tech, Pamplin College of Business, Certificate of Teaching Excellence Award
  • 2012 Texas A&M Dean’s Roundtable Outstanding Educator Award (awarded to 20 educators from the state of Texas based on their impact on students’ lives)
  • 2010 Texas A&M, Mays Business School, Teaching Performance Award
  • University of Iowa Presidential Fellowship (2001 – 2005)

Biography

Dr. Ryan Zimmerman has had his research published in journals such as Journal of Applied Psychology, Personnel Psychology, Journal of Management, Academy of Management Annals, Human Resource Management, and Journal of Vocational Behavior.

He is a recipient, along with two co-authors, of the Academy of Management Human Resources Division’s 2006 Scholarly Achievement Award for the most significant paper in human resource management. This article (“Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit”, Personnel Psychology, 2005) is currently among the most frequently cited articles in the field of management published since 2003. He has also received a 2012 Emerald Management Reviews Citations of Excellence Award for his 2008 Personnel Psychology article “Understanding the impact of personality traits on individuals’ turnover decisions: a meta-analytic path model”. The award is given to the top 50 out of 15,000 articles published in 2008 from the 300 top management, business, and economics journals. He has received a Virginia Tech Department of Management Research Excellence Award, Warren Lolyd Holtzman Faculty Research Award, and Pamplin College of Business Certificate of Teaching Excellence Award. Recently, he was listed in the top 1% of authors cited in human resource management textbooks (Aguinis et al., 2019) and top 2% of authors cited in industrial-organizational psychology textbooks (Aguinis et al., 2017).

He is currently the Executive Editor and incoming Editor-in-Chief of Human Resource Management, a Financial Times top 50 business journal. He has also served on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Vocational Behavior. From 2011 – 2014, he was on the Executive Committee for the HR Division of the Academy of Management.

Prior to earning his Ph.D. from the University of Iowa, Dr. Zimmerman worked as a manager, HR specialist, and internal HR consultant.