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George C. Banks

Assistant Professor of Management

Dr. George C. Banks (PhD, Virginia Commonwealth University) is an assistant professor in the department of management within the Belk College of Business at UNC Charlotte. He is also a faculty member of the Organizational Science program (http://orgscience.uncc.edu/). His research and teaching interests include leadership (e.g., transformational, charismatic, authentic leadership) and team development (implicit coordination, social exchange), strategic human resource management (e.g., recruiting, compensation systems), as well as research methods and statistics (e.g., questionable research practices, open, transparent, and reproducible science practices, as well as computer assisted text-analysis).

Dr. Banks has more than 30 publications, including journal articles in top-tier outlets, such as Science, Academy of Management Journal, Journal of Management, and Journal of Applied Psychology. He was the recipient of the 2017 Sage Publications/CARMA Early Career Award from the Research Methods Division of the Academy of Management. His work has been featured by popular media outlets, such as the New York Times, the Wall Street Journal, The Guardian, as well as National Public Radio (NPR). Currently Dr. Banks is an editorial board member of Journal of Business and Psychology, Human Resource Management Review, and The Leadership Quarterly.

Prior to becoming an academic, Dr. Banks worked as a consultant for HRinterax, Inc. (Shelton, CT) and Human Technology, Inc. (McLean, VA). He has provided services for diverse clients, such as the Missile Defense Agency, the Forest Service, the Transportation Security Administration, the Patent and Trade Office, as well as the Foreign Agriculture Service. Dr. Banks has also been an independent consultant and collaborator with organizations such as, Food Lion, LLC (Salisbury, NC), Work Skills First (Richmond, VA), and The Center for Open Science (Charlottesville, VA).

2017

  • Banks, G. C., †Engemann, K. E., †Williams, C. E., Gooty, J., Davis McCauley, K., & Medaugh, M. (in press). A meta-analytic review and future research agenda of charismatic leadership. The Leadership Quarterly, 28, 508-529. †indicates equal contributor.
  • Harrison, J. S., Banks, G. C., Pollack, J. M., O’Boyle Jr., E. H., & Short, J. C. (2017). Publication bias in strategic management research. Journal of Management, 43, 376-399.
  • O’Boyle Jr., E.H., Banks, G.C., Gonzalez-Mule, E. (2017). The chrysalis effect: How ugly data metamorphosize into beautiful articles. Journal of Management, 43, 400-425.

2016

  • Banks, G. C., Pollack, J. M., Bochantin, J. E., Kirkman, B. L., Whelpley, C. E., & O’Boyle, E. H.,  (2016). Management’s science practice gap: A grand challenge for all stakeholders. Academy of Management Journal, 59, 2205-2231.
  • Banks, G. C., Rogelberg, S. G., Woznyj, H. M., Landis, R. S., & Rupp, D. E. (2016). Evidence on questionable research practices: The good, the bad, and the ugly. Journal of Business and Psychology, 31, 323-338.
  • Banks, G. C., Davis McCauley, K., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27, 634-652.
  • Banks, G. C., Pollack, J. H., Seers, A. (2016). Team coordination and organizational routines: Bottoms up-and top down. Management Decisions, 54, 1059-1072.
  • Banks, G. C., O’Boyle, E. H., Pollack, J. M., White, C. D., Batchelor, J. H., et al. (2016). Questions about questionable research practices in the field of management: A guest commentary. Journal of Management, 42, 5-20.
  • Banks, G. C., Kepes, S., Joshi, M. & Seers, A. (2016). Social identity and applicant attraction: Exploring the roles of multiple levels of self. Journal of Organizational Behavior, 37, 326-345.
  • Banks, G. C. & Whelpley, C. E. (2016). Registered reports publication model. In S. G. Rogelberg (Ed). The SAGE Encyclopedia of Industrial and Organizational Psychology (2nd edition). Thousand Oaks, CA: Sage.

2015

  • Nosek, B. A., Alter, G., Banks, G. C., Borsboom, D., Bowman, S. D., et al. (2015). Promoting an open research culture. Science, 348, 1422-1425.
  • Banks, G. C. & Kepes, S. (2015). The influence of strategic HRM activities on performance-related outcomes: Exploring the dynamics within the “black box.” Human Resource Management Review, 35, 352-367.
  • O’Boyle, Jr., E. H., Forsyth, D. R. Banks, G. C., White, C. & Story, P. A. (2015). A meta-analytic test of redundancy and relative importance of the Dark Triad and five factor model of personality. Journal of Personality, 83, 644-664.
  • Thundiyil, T. G., Chiaburu, D. S., Oh, I.-S., Banks, G. C., Peng, A. C. (2015). Cynical about change? A preliminary meta-analysis and future research agenda. The Journal of Applied Behavioral Science, 51, 429-450.
  • Banks, G.C., Kepes, S., McDaniel, M.A. (2015). Publication bias: Understanding the myths concerning threats to the advancement of science. In C. E. Lance & R. J. Vandenberg (Eds.), Statistical and methodological myths and urban legends: Doctrine, verity, and fable in organizational and social sciences. New York, NY: Routledge.

2014

  • Banks, G.C., Batchelor, J.H., Seers, A., O’Boyle Jr., E., Pollack, J., & Gower, K. (2014). What does team-member exchange bring to the party? A meta-analytic review of team and leader social exchange. Journal of Organizational Behavior, 35, 273–295.
  • O’Boyle Jr., E.H., Rutherford, M. & Banks, G.C. (2014). Publication bias in entrepreneurship research: An examination of dominant relations to performance. Journal of Business Venturing, 29,773-784.

2013

  • Chiaburu, D.S., Peng, A.C., Oh, I.-S., Banks, G.C., & Lomeli, L.C. (2013). Employee organizational cynicism antecedents  and outcomes: A meta-analysis. Journal of Vocational Behavior, 83, 181-197.
  • O’Boyle Jr., E.H., Forsyth, D.R., Banks, G.C., & Story, P.A.  (2013). A meta-analytic review of the dark-triad-intelligence connection Journal of Research in Personality, 47, 789-794.
  • †Banks, G.C. & †O’Boyle Jr., E.H. (2013). Why we need I-O psychology to fix I-O psychology. Industrial  and Organizational Psychology: Perspectives on Science and Practice, 6, 291-294. †indicates equal contributor.
  • Kepes, S., McDaniel, M.A., Brannick, M.T., & Banks, G.C. (2013). Meta-analytic reviews in the organizational sciences: Two meta-analytic schools on the way to MARS. Journal of Business and Psychology, 28, 123-142.

2012

  • †Banks, G.C., †Whelpley, C., Oh, I.-S., & Shin, K. (2012). (How) Are emotionally exhausted employees harmful? International Journal of Stress Management, 19, 198-216. †indicates equal contributor.
  • O’Boyle Jr., E., Forsyth, D.R., Banks, G.C., & McDaniel, M.A. (2012). A meta-analysis of the dark triad and work behaviors: A social exchange perspective. Journal of Applied Psychology, 97, 557-579.
  • Kepes, S., Banks, G.C., & McDaniel, M.A., & Whetzel, D.L. (2012). Publication bias in the organizational sciences. Organizational Research Methods, 15, 624-662.
  • Banks, G.C., Kepes, S., & Banks, K.P. (2012). Publication bias: The antagonist of meta-analytic reviews and effective policy making. Educational Evaluation and Policy Analysis, 34, 259-277.
  • Banks, G.C., Kepes, S., & McDaniel, M.A. (2012). Publication bias: A call for improved meta-analytic practice in the organizational sciences. International Journal of Selection and Assessment, 20, 182-196.
  • Kepes, S., Banks, G.C., & Oh, I-S. (2012). Avoiding bias in publication bias research: The value of null findings. Journal of Business and Psychology.
  • Banks, G.C. & McDaniel, M.A. (2012). Meta-analyses and selection procedures. In N. Schmitt (Eds.), The Oxford Handbook of Personnel Assessment and Selection (pp. 156-175). Oxford: Oxford University Press.
  • McDaniel, M.A., Pesta, B.J., & Banks, G.C. (2012). Job performance and the older worker. In J. Hedge and W. Borman (Eds.) Oxford Handbook of Work and Aging (pp. 280-297). Oxford: Oxford University Press.

2011

  • Banks, G.C. & McDaniel, M.A. (2011). The kryptonite of evidence-based I-O psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 40-44.
  • McDaniel, M.A., Kepes, S., & Banks, G.C. (2011). Encouraging debate on the uniform guidelines and the disparate impact theory of discrimination. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 566-570.
  • McDaniel, M.A., Kepes, S., & Banks, G.C. (2011). The uniform guidelines are a detriment to the field of personnel selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 494-514.

2010

  • Banks, G.C., Batchelor, J.H., & McDaniel, M.A. (2010). Smarter people are (a bit) more symmetrical: A meta-analysis of the relationship between intelligence and fluctuating asymmetry. Intelligence, 38, 393-401.
  • McDaniel, M.A. & Banks, G.C. (2010). General cognitive ability. In J. Scott and D. Reynolds (Eds.) The Handbook of Workplace Assessment: Selecting and Developing Organizational Talent (pp. 61-80). Hoboken, NJ: Wiley.
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