- Ph.D., University of Akron
- M.A., University of Akron
- B.S., University of Pittsburgh
- organizational behavior
- human resource management
- employee & leadership development
Professor Maurer’s interests and expertise are within organizational behavior and human resource management, with much of his work focusing on employee and leader development. Research that he conducted has been supported by a variety of sponsors, including the National Science Foundation, the National Institutes of Health, the U.S. Army Research Institute, the SHRM Foundation, and the Society for Industrial and Organizational Psychology (SIOP). He has also worked with a variety of organizations such as BellSouth, Sprint, Georgia-Pacific, Brown and Williamson, King and Spalding, Chick-fil-A, the City of Atlanta, and the U.S. Army Chief of Staff Strategic Studies Group, as examples.
He is a past winner of the “Outstanding Human Resource Development Scholar Award” from the Academy of Human Resource Development for having “demonstrated a continuing record of scholarly productivity and influence in the profession.” He was elected to fellow of the American Psychological Association and also the Society for Industrial and Organizational Psychology for “outstanding and unusual contributions to the field.” He has also served as a senior consortium research fellow in relation to the Department of Defense. According to a published analysis, Professor Maurer was among the most productive researchers published in premier journals of his field. In another study, he was listed among the top 2% of business and management researchers based on an analysis of scientists’ career-long impact focused on citations of their work. He has served on the editorial boards of leading applied psychology and management journals.
His teaching at the undergraduate, master’s, executive doctorate, and Ph.D. levels has included courses on enhancing leadership skills, leadership to create human value, career-relevant learning and development, employee/career development interventions and processes, human resource recruitment and selection, human individual differences, and personnel psychology.
Professor Maurer led the Department of Managerial Sciences from 2004 to 2011 as department chair, working to enhance programs and productivity, and strengthen infrastructure and support for research. From 2011 to 2015, he was the director of a multidisciplinary institute, the Beebe Institute of Personnel and Employment Relations, when he worked to further multiple disciplinary connections across the college of business. From 2015 to 2016, he served as associate dean for sponsored research, establishing the college’s Office of Sponsored Research, and conducting an analysis of challenges and opportunities for grant funding in the business discipline via an NSF-funded workshop involving 24 business school deans. Sponsored program income within Robinson from a FY2014 baseline to FY2016 increased by approximately 100 percent and the number of submissions/proposals increased 75 percent. From 2016 to 2019, he became Robinson’s associate dean for research strategy, responsible for providing vision and leadership around Robinson’s broader research mission, including its two doctoral programs (Ph.D., DBA). During that time, rankings from the University of Texas at Dallas showed Robinson as the highest ranked school for research productivity in Georgia and among the highest ranked schools in the southeastern United States. Presently he is a professor and Robinson’s senior associate dean for faculty and research, serving on the dean's leadership team, and being responsible for the college’s research mission, strategic initiatives, sponsored programs, governance support for academic departments and college committees, and overseeing faculty hiring, development, promotion, and compensation of more than 200 FTE faculty across 12 academic departments.
- Maurer, T. (2022). Why some people grow from setbacks and others don’t. LSE Business Review, January, 2022. Also adopted by: World Economic Forum
- Dimotakis, N., Lambert, L., Fu, S., Boulamatsi, A., Corner, A., Tepper, B., Runnalls, B., Smith, T., Maurer, T. (2022). Gains and losses: Week-to-week changes in leader-follower relationships. Academy of Management Journal.
- Maurer, T., Dimotakis, N, Hardt, G., & Corner, A. (2020). Toward better understanding developmental reflection differences for use in management development research and practice. Journal of Management Development. https://doi.org/10.1108/JMD-11-2020-0349
- Maurer, T. (2019). The untapped grant advantage. BizEd, May/June, 48-52. Also: NSF Workshop Report for Grant # 1545303: robinson.gsu.edu/2016/04/nsfworkshop.
- Maurer, T. J., & London, M. (2018). From individual contributor to leader: A role identity shift framework for leader development within innovative organizations. Journal of Management, 44, 1426–1452, DOI: 0149206315614372.
- Maurer, T. & Chapman, E. (2018). Relationship of proactive personality with life satisfaction during late career and early retirement. Journal of Career Development, 45. 345-360, DOI: 10.1177/0894845317697381. Also: Proactive people have greater life satisfaction in late career and early retirement. LSE Business Review, October.
- Maurer, T., Leheta, D. & Conklin, T. (2017). An exploration of differences in content and processes underlying reflection on challenging work-related experiences. Human Resource Development Quarterly, 28, 337–368. DOI: 10.1002/hrdq.21283.
- Maurer, T. & Lippstreu, M., & Hartnell, C. (2017). A model of leadership motivations, error management culture, leadership capacity, and career success. Journal of Occupational and Organizational Psychology, 90, 481-507. DOI: 10.1111/joop.12181
- Dimotakis, N, Mitchell, D., & Maurer, T. (2017). Positive and negative assessment center feedback in relation to development self-efficacy, feedback seeking, and promotion. Journal of Applied Psychology. 102(11), 1514-1527, DOI: 10.1037/apl0000228
- Sunder, S, Kumar, V., Goreczny, A., Maurer, T. (2017) Why do salespeople quit? An empirical examination of own and peer effects on salesperson turnover behavior. Journal of Marketing Research: 54, 381-397. DOI: https://journals.sagepub.com/doi/10.1509/jmr.15.0485. Also: How to Predict Turnover on Your Sales Team. Harvard Business Review, July-August. 22-24.
- Chapman, E., Maurer, T., Miles, E. (2017). A Proposed model for effective negotiation skill development. Journal of Management Development, 36(7), 940-958, DOI: 10.1108/JMD-01-2016-0002