Q. Chelsea Song

Degree:  Ph.D. Industrial-Organizational Psychology, University of Illinois at Urbana-Champaign, May 2018

Research Interests:

My research focuses primarily on three topics: (1) enhancing diversity in the workplace, (2) person-environment fit and longitudinal development of personality and vocational interests, and (3) research methods. These topics aim to answer questions evolving around personnel selection (e.g., hiring, promotion) such as what predicts workplace outcome (e.g., personality, vocational interests), how to measure them (e.g., psychometrics), and how to make decisions (e.g., diversity in hiring, multiple-objective optimization). My work implements various methods, such as multilevel modeling, longitudinal models, meta-analysis, Monte-Carlo simulation, and I am also particularly interested in studying the application of machine learning and Big Data methods in hiring practices.

Selection and Recruitment
• Diversity in HR (enhancing race & gender diversity via hiring; adverse impact reduction)
• Vocational interests, Personality development, and Person-environment fit
• Research methods/advanced quantitative methods (multi-objective optimization, machine learning/Big Data, multilevel & longitudinal models, measurement/item response theory)

Current Projects:

Some ongoing projects in my lab include:

  • Optimizing hiring decisions using statistical models (multi-objective optimization)
    • How can we make hiring decisions that simultaneously optimize multiple (more than one) hiring objectives (e.g., job performance, turnover, diversity in new hires)?
  • Big data and machine learning 
    • How can we use machine learning to measure personality based on text responses?
    • How would recruitment algorithms (e.g., recruitment ads) influence recruitment and selection outcomes?
  • Individual differences
    • The longitudinal change in individual differences (e.g., personality, interests).
    • How the changes interact with (i.e., influences and influenced by) job experiences (e.g., job satisfaction, turnover)?
  • Diversity in recruitment and selection
    • How group representation influence workplace outcomes (e.g., job performance)?
    • How various recruitment and selection methods influence applicants from various demographic backgrounds?

Representative Publications:

Stoll, G., Einarsdóttir, S., Song, Q. C., Ondish, P., Sun, J. T., & Rounds, J. (in press). The roles of personality traits and vocational interests in explaining what people want out of life. Journal of Research in Personalitydoi:10.1016/j.jrp.2020.103939.  

Forbush, K. T., Song, Q. C., Tay, L., Gould, S. R., Chapa, D. A. N., Cushing, C. C., & Ptomey, L. T. (in press). Do differences between individuals who are healthy weight or overweight on self-report measures of disinhibited eating and restrained eating reflect reality or item ‘bias’? Psychological Assessment.  

Rupp*, D. C., Song*, Q. C., Strah*, N. (in press). Resolution to validity-diversity trade-offs? Exploring the practicalities and legal defensibility of Pareto-optimization for reducing adverse impact within personnel selection. Industrial and Organizational Psychology: Perspectives on Science and Practice. *equal contribution

Hoff, K., Song, Q. C., Einarsdóttir, S., Briley, D. A., & Rounds, J. (2019). Developmental structure of personality and interests: A 4-wave, 8-year longitudinal study. Journal of Personality and Social Psychology. doi: 10.1037/pspp0000228.

Song, Q. C., Wee, S., & Newman, D. A. (2018). Diversity shrinkage: Cross-validating Pareto-optimal weights to enhance diversity via hiring practices. Journal of Applied Psychology, 2017 Jul 27. doi: 10.1037/apl0000240.

Cao, M., Song, Q. C., & Tay, L. (2017). Detecting curvilinear relationships: A comparison of scoring approaches based on different item response models. International Journal of Testing. 2017 Nov 7. doi.org/10.1080/15305058.2017.1345913.

Wee, S., Newman, D. A., & Song, Q. C. (2015). More than g-factors: Second-stratum factors should not be ignored. Industrial and Organizational Psychology: Perspectives on Science and Practice. 8(3), 482-488. doi: 10.1017/iop.2015.66.

Potential Students

I am looking to admit graduate students for Fall 2020.

I enjoy working closely with students to build expertise in the general area of diversity in hiring (personnel selection), individual differences, and research methodology. Through the mentorship, my goal is to help them become rigorous researchers who could bring positive impact to research of the workplace and the society by the time they graduate. To achieve this goal, I will be working closely with the students and provide them resources and connections to maximize their research and learning.

For potential students, research experience and methodological/statistical training will be considered as key strengths. Students who exhibit qualities of proactivity, conscientiousness, and excellent work ethics will especially be considered favorably. If you are interested in applying and want to learn more about my lab, feel free to email me at qcsong@purdue.edu.


Assistant Professor, Industrial-Organizational Psychology 
Mailing Address:

Department of Psychological Sciences
Purdue University
703 Third Street
West Lafayette, IN 47907-2081 USA

Campus Address:
Psychological Sciences
Psychological Sciences Building R2114

E-mail: song536@purdue.edu

Office Phone: 765-494-5411

CV: Chelsea Song.pdf

Web page

Psychological Sciences, 703 Third Street, West Lafayette, IN 47907, (765) 494-6061 FAX: (765) 496-1264

2016 Purdue University | An equal access/equal opportunity university | Copyright Complaints | Maintained by Psychological Sciences

If you have trouble accessing this page because of a disability, please contact Psychological Sciences at hhswebhelp@purdue.edu.