Joel Lefkowitz

Phone: (646) 312- 3789

Location: VC 8-222


Professor Lefkowitz received his undergraduate (BBA) degree at Baruch College, where he returned to teach full time after receiving the PhD in Industrial-Organizational (I-O) psychology from Case Western Reserve University in 1965.  He retired from full-time teaching and became Emeritus Professor in 2009, although he retains his association with the psychology department and the I-O doctoral program by teaching the required doctoral course in Ethics and serving on student First Examination and Dissertation committees.

His teaching and research interests have reflected the generalist tradition in I-O psychology, including work in both the “I” aspects of the field (human resources research and administration such as employee selection, test validation, performance appraisal and equal-employment opportunity issues) as well as the “O” (organizational social psychology such as the interpersonal aspects of supervision, the motivations of “non-traditional” or contingent workers, gender bias in the assessment and interpretation of employee job attitudes, and the antecedents of unethical behavior in organizations).

His interest in equal employment opportunity issues led to his being retained as an expert in eeo litigation by the U.S. Department of Justice, Department of Labor, and the Equal Employment Opportunity Commission, as well as private attorneys, in more than 50 cases of alleged employment discrimination against minorities, pay discrimination against women, and age discrimination.

In 2003 Dr. Lefkowitz published the first full-fledged text on ethics in the field, Ethics and Values in Industrial-Organizational Psychology.  The book was very favorably reviewed and won the Abraham J. Briloff Prize in Ethics for 2003-04.  Since then Dr. Lefkowitz’s interests have focused mostly on professional, ethical and values issues in I-O psychology, as reflected in his recent publications.

Selected Recent Publications:

(In press).  “Ethics in Industrial-Organizational Psychology.”  In S. Knapp, et al. (Eds.).  American Psychological Association handbook of ethics in psychology.  Wash., DC: APA.

(2010).  “Ethics of Employee Selection.”  [with R.L. Lowman]. In J.L. Farr & N.T. Tippins (Eds.).  Handbook of employee selection.  New York: Routledge.

(2010).  Industrial-organizational psychology’s recurring identity crises: It’s a values issue!  Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 293-299.

(2010).  Can professions contribute to the reduction of world-wide poverty?  A case in point: Organizational psychology and pay diversity.  International Journal of Psychology, Aug. 2,

(2009).  Promoting employee justice: It’s even worse than that.  Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 221-225.

(2009).  Individual and organizational antecedents of misconduct in organizations: What do we (believe that we) know, and what bases do we (believe that we) know it?  In R.J. Burke & C.L. Cooper (Eds.).  Research Companion to Corruption in Organizations.  Cheltenham, UK: Edward Elgar.

(2009).  Individual and organizational antecedents of misconduct in organizations.  [With N. Andreoli].  Journal of Business Ethics, 85(3), 309-332.

(2008).  To prosper, organizational psychology should…expand the values of organizational psychology to match the quality of its ethics.  Journal of Organizational Behavior, 29, 439-453.

(2006).  The constancy of ethics amidst the changing world of work.  Human Resource Management Review, 16, 245-268.  (Winner of the 2006-07 Abraham J. Briloff Prize in Ethics.)

The City University of New York