Matthew Monnot

Associate Professor Matthew J. Monnot is an experienced researcher and consultant in the field of organizational behavior. Monnot’s current research interests are focused on employee well-being, organizational change, and international management. He has been published in such top-ranked journals as the Journal of Organizational Behavior, Journal of Vocational Behavior, Psychological Assessment, Applied Psychology, Social Indicators Research, and others.

Monnot has been cited in popular media publications such as the New York Post, US News & World Report, San Francisco Chronicle, and Associated Press. He has worked as a consultant to leading tech industry companies such as AT&T, Amazon, Genentech, and continues to serve as an external consultant.

EDUCATION

• PhD, Industrial and Organizational Psychology, Central Michigan University, Mt. Pleasant, MI, 2008
• MS, Industrial and Organizational Psychology, Florida Institute of Technology, Melbourne, FL, 2004
• BS, Psychology, BA, Sociology, Colorado State University, Fort Collins, CO, 2002

EXPERIENCE

• Assistant Professor, Pacific Lutheran University
• Organization Development Consultant, Genentech
• Human Resource Development Consultant, AT&T

EXPERTISE

• Organization Development and Change
• Employee Well-Being
• Personality Assessment
• Leadership Development
• International and Cross-Cultural Management
• Workforce Analytics

SELECTED PUBLICATIONS

• The following list is a selection of recent publications and does not represent the entire body of research.
• Monnot, M. J. (In press). The effect of incentives on intrinsic motivation and employee attitudes: A multilevel study across nations and cultural clusters. Thunderbird International Business Review.
• Monnot, M. J. (2017) Organizational change agent effectiveness: A conditional process model of key psychological resources. Journal of Change Management, 17 (3), 268-295.
• Monnot, M. J. (2017). Marginal utility and economic development: Intrinsic versus extrinsic aspirations and subjective well-being among Chinese employees. Social Indicators Research, 132 (1), 155-185.
• Monnot, M. J. (2016). Relational-Interdependent Self-Construal with Supervisor (RISCS): Scale development and conditional model of meaningfulness at work. The Psychologist-Manager Journal, 19(2), 61-90.
• Monnot, M. J. & Beehr, T. A. (2014). Subjective well-being at work: Disentangling source effects of stress and support on enthusiasm, contentment, and meaningfulness. Journal of Vocational Behavior, 85, 204-218.
  
• Monnot, M. J., Barnowe, J. T., & Youtz, G. (2014). Preparing global managers and consultants: A justification and framework for international exchange programs in higher education. In R. L. Griffith & L. F. Thompson (Eds.). Internationalizing the Curriculum in Organizational Psychology. New York, NY: Springer.
• Colarelli, S. M., Monnot, M. J., Ronan, G. F., & Roscoe, A. M. (2012). Administrative assumptions in top-down selection: A test in graduate school admission decisions. Applied Psychology: An International Review, 61(3), 498-512.
• Monnot, M. J., Wagner, S. & Beehr, T. A. (2011). A contingency model of union commitment and participation: Meta-analysis of the antecedents of militant and nonmilitant activities. Journal of Organizational Behavior, 32(8), 1127-1146.
• Park, H., Monnot, M. J., Jacobs, A., & Wagner, S. W. (2011). Moderators of the relationship between person-job fit and subjective well-being among Asian employees. International Journal of Stress Management, 18(1), 67-87.

AWARDS & DISTINCTIONS

• Visiting Scholar, Tel Aviv University, 2017-2018
• Affiliate Faculty, Chinese Studies, Pacific Lutheran University 2011-2014
• Faculty Research Award, Pacific Lutheran University School of Business, 2012
• Significant Contribution Award, Genentech 2009, 2010