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Nathan T. Carter

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Associate Professor & Chair of Industrial-Organizational Psychology PhD Program
*** Nathan will NOT be considering applicants for Fall 2022 Admission**


Ph.D., Bowling Green State University, 2011

Research Interests

My primary area of interest regards the role of personality in explaining the behavior of individuals at work, and their general success and well-being in life. Toward this end I utilize and study psychometric theory and analytic techniques to clarify these complex relationships, such as item response theory and psychometric network theory. Additionally, I am interested in the history of applied psychology, and the role of human judgment and decision making in applicant attraction and employee selection.

Selected Publications

+ Denotes a student author

Melson-Silimon, A.T.+, Salter, N.P., & Carter, N.T. (2021). A historical review of the study of LGBTQ employees' workplace experiences. In L. Koppes-Bryan (Ed.), Historical perspectives in industrial and organizational psychology, (2nd Edition). Mahwah, NJ: Lawrence Earlbaum.

Harris, A.M.+, McMillan, J.+, & Carter, N.T. (2021). Test-taker reactions to ideal point measures of personality. Journal of Business and Psychology, 36, 513-532.

Lowery, M.R.+, Clark, M.A., & Carter, N.T. (2021). The balancing act of performance: Person-centric networks and the causal interplay of organizational citizenship and counterproductive work behaviors. Journal of Vocational Behavior, 125, 103527.

Carter, N.T., Lowery, M.E.+, Williamson, R.L.+, Harris, A.M.+, Lystig, B.+, Conley, K.M.+, Maupin, C.K.+, King, R.T., & Carter, D.R. (2020). Understanding job satisfaction in the causal attitude network model. Journal of Applied Psychology.

Melson-Silimon+, A.T., Harris, A.M.+, Shoenfelt, E.L., Miller, J.D., & Carter, N.T. (2019). Personality testing and the Americans with Disabilities Act: Cause for concern as normal and abnormal models are integrated. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12, 119-132. [Focal article]

Harris, A.M.+, Williamson, R.L.+, & Carter, N.T. (2019). A conditional threshold hypothesis for creative achievement: On the interaction between intelligence and openness. Psychology of Aesthetics, Creativity, and the Arts, 13, 322-337.

Carter, N.T., Miller, J.D., & Widiger, T.A. (2018). Extreme personalities at work and in life. Current Directions in Psychological Science, , 27, 429-436.

Carter, N.T., Carter, D.R., & DeChurch, L.A. (2018). Implications of observability for the theory and measurement of emergent team phenomena. Journal of Management, 44, 1398-1425.

Carter, N.T., Dalal, D.K., Guan, L.+, LoPilato, A.C.+, & Withrow, S.A. (2017). Item response theory scoring and the detection of curvilinear relationships. Psychological Methods, 22, 191-203.

Carter, N.T., Guan, L., Maples, J.L., Williamson, R.L., & Miller, J.D. (2016). The downsides of extreme conscientiousness for psychological well-being: The role of obsessive-compulsive tendencies. Journal of Personality, 84, 510-522.

Carter, N.T., Dalal, D.K., Boyce, A.S., O’Connell, M.S., Kung, M-C., & Delgado, K. (2014). Uncovering curvilinear relationships between conscientiousness and job performance: How theoretically appropriate measurement makes an empirical difference. Journal of Applied Psychology, 99, 564-586.

Articles Featuring Nathan T. Carter

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