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Kimberly Merriman


image of Merriman Kimberly
Kimberly K MerrimanProfessor
  • College
    Manning School of Business
  • Department
    Management
  • Phone
    (978) 934-2657
  • Office
    Pulichino Tong Business Center - 342
  • Email
  • Profile Links

Research Interests

Dr. Merriman’s research focuses on performance management, compensation systems and human capital. She applies this lens to various aspects of work, including socially impactful issues such as pay equity, well-being, gig work and sustainability.

Education

  • Ph D: Organizational Management & Human Resources, (2002), Temple University, Fox School of Business - Philadelphia
  • BBA: Accounting, (1996), Temple University - Philadelphia

Biography

Dr. Merriman is a widely published scholar and recognized authority on compensation by sources such as the Wall Street Journal and The Conference Board. She serves on the editorial board of two top journals—Organizational Behavior and Human Decision Processes and the Journal of Business Ethics. She was formerly on the faculty of Penn State and Wichita State Universities, and worked over a decade in commercial real estate valuation.

Selected Publications

  • Morand, D., Merriman, K.K., Deckop, J. (). Making Sense of Egalitarian Pay: Reconceptualizing Its Treatment in Organizations. Human Resource Management Journal.
  • Merriman, K.K., (2019). Extending Evidence for Inter-Individual Differences in Social Comparison Orientation to Pay Fairness Evaluations. Psychological Reports.
  • Turner, L., Merriman, K.K. (2019). The Ripple Effect: HR’s Role in Influencing Diversity Management Practices. Higher Ed HR Magazine
  • Keplinger, K., Lambert, B., Caza, B.B., Merriman, K., Murphy, M., Wang, L., Cropanzano, R. (2018). Improving Lives of Gig Workers: Navigating Ups and Downs of the Gig Economy (2018:1 pp. 18166). Academy of Management Proceedings
  • Merriman, K.K. (2017). Extrinsic work values and feedback: Contrary effects for performance and well-being. Human Relations, 70 339-361.
  • Merriman, K.K. (2017). Valuation of human capital: Quantifying the importance of an assembled workforce (R. Wayne Pace HRD Book of the Year Award Nominee). Palgrave Macmillan
  • Merriman, K.K., Sen, S., Felo, A.J., Litzky, B.E. (2016). Employees and sustainability: The role of incentives. Journal of Managerial Psychology, 31(4) 820-836.
  • Merriman, K.K. (2016). Leadership and Perseverance (pp. 335-350). Springer
  • Merriman, K.K., Turner, L., Galizzi, M., HaynesBaratz, . (2016). Pay Mix Policies as (Dis)incentives in Motivated Job Choice Decisions. Translational Issues in Psychological Science, 2(2) 184-191.
  • Merriman, K.K., Nam, D. (2015). A managerial perspective on risk and return for corporate innovation projects . Organizational Management Journal, 12(4) 200-207.
  • Merriman, K.K. (2014). The psychological role of pay systems in choosing to work more hours. Human Resource Management Review, 24(1) 67-79.
  • Morand, D.A., Merriman, K.K. (2012). "Equality Theory" as a Counterbalance to Equity Theory in Human Resource Management. Journal of Business Ethics, 111(1) 133-144.
  • Merriman, K.K., Maslyn, J., Farmer, S.M. (2012). An Inter-and Intraindividual Perspective of the Substitutability of Fairness Rules for Trust Within Teams. Journal of Applied Social Psychology, 42(4) 850-873.
  • Merriman, K.K., Clariana, R., Bernardi, R. (2012). Goal Orientation and Feedback Congruence: Effects on Discretionary Effort and Achievement. Journal of Applied Social Psychology, 42(11) 2776-2796.
  • Merriman, K.K., Sen, S. (2012). Incenting managers toward the triple bottom line: An agency and social norm perspective. Human Resource Management, 51(6) 851-871.
  • Merriman, K.K. (2010). Lost in Translation: Cultural Interpretations of Performance Pay. Compensation & Benefits Review, 42(5) 403-410.
  • Merriman, K.K. (2009). On the folly of rewarding team performance, while hoping for teamwork. Compensation & Benefits Review, 41(1) 61-66.
  • Merriman, K.K. (2008). Low-trust teams prefer individualized pay. Harvard Business Review, 86(11) 32.
  • Merriman, K.K., Deckop, J.R. (2007). Loss aversion and variable pay: a motivational perspective. The International Journal of Human Resource Management, 18(6) 1026-1041.
  • Merriman, K.K., Schmidt, S.M., Dunlap-Hinkler, D. (2007). Profiling Virtual Employees The Impact of Managing Virtually. Journal of Leadership & Organizational Studies, 14(1) 6-15.
  • Deckop, J.R., Merriman, K.K., Gupta, S. (2006). The effects of CEO pay structure on corporate social performance. Journal of Management, 32(3) 329-342.
  • Deckop, J.R., Merriman, K.K., Blau, G. (2004). Impact of variable risk preferences on the effectiveness of control by pay. Journal of Occupational and Organizational Psychology, 77(1) 63-80.
  • Geddes, D., Merriman, K.K., Ross, G., Dunlap-Hinkler, D. (2003). Self appraisal ‘voice’ and perceptions of justice: Examining the impact and interdependence of instrumental and value-expressive effects. International Journal of Conflict Management, 14(1) 23-42.
  • Blau, G., Merriman, K.K., Tatum, D.S., Rudmann, S.V. (2001). Antecedents and consequences of basic versus career enrichment benefit satisfaction. Journal of Organizational Behavior, 22(6) 669-688.

Selected Contracts, Fellowships, Grants and Sponsored Research

  • The role of sustainability reporting in performance management (2011), Grant - Institute of Management Accountants Foundation for Applied Research
  • The risk-return relation based on a managerial perspective: Evidence from national R&D funding projects (2010), Grant - National Opinion Research Center and National Institute of Standards and Technologies