Cody Cox PhD

Executive Director – Research, Endeavor Institute

Dr. Cox has over 20 years of thought leadership in developing and applying empirical data in order for organizations to better understand cultural and leadership challenges in the workforce such as ensuring safety behavior, diminishing sterotype bias and mitigating generational differences. Cody’s research and work as to how leadership should anticipate and deal with workforce challenges has been recognized in having published over 19 peer-reviewed papers and as a frequent speaker at national conferences on the topics of cultural stewardship, leadership and workforce engagement. Education and Professional Affiliations Cody Cox holds a PhD in Industrial/Organizational Psychology and Organizational Behavior from Rice University. Dr. Cox won The National Society of Leadership and Success Excellence in Teaching Award in 2015 and the Greehey School of Business Research Award in 2018. Dr. Cox is an active member of the Society of Industrial Organizational Psychology, SHRM, the Academy of Management, and the San Antonio Human Resource Management Association.

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Publications

Cox, C. B., *Gallegos, E., Pool, G. J., Gilley, K. M., & *Haight, N. (2022). Mapping the nomological network of change fatigue: identifying predictors, mediators and consequences. Journal of Organizational Change Management, (ahead-of-print).

Cox, C. B. & Pool, G. J. (2021). What helps you hurts me: Researchers should consider how symbolic racism might affect attitudes towards basic income. Industrial and Organizational Psychology: Perspectives on Science and Practice.

*Rowles, P., Cox, C. B., & Pool, G. J. (2021) Who is called to work? The importance of calling when considering universal basic income. Industrial and Organizational Psychology: Perspectives on Science and Practice.

Yang, Y., Cox, C. B., Choi, Y. (2020). Development and initial validation of Cultural Competence Inventory. Journal of Psychoeducational Assessment. 38(3), 305-320.

*Mouton, A., Cox, C. B., & Pool, G. (2020). The Model Minority but not management material? The importance of anti-bias interventions to promote leadership opportunities for Asian Americans. Industrial and Organizational Psychology: Perspectives on Science and Practice.

Mazzola, J. J., Chrobot-Mason, D., & Cox, C. B. (2020). Professional Development for Industrial-Organizational Psychology Master’s Graduates. Chapter appearing in Mastering the Job Market: Career Issues for Master’s Level Industrial-Organizational Psychologists, 99-112.

Cox, C. B. & *Buettner, F. (2019). Age Stereotypes of Younger and Older People. Chapter appearing in Stereotypes: The Thinking Person’s Guide to Today’s Reality in the U.S.

Cox, C. B., *Castro, F., Smith, E., & Posthuma, R. (2019). Managing Age Diversity in the Workplace. Chapter appearing in the Oxford Research Encyclopedia of Business and Management.

Cox, C. B., *Young, F., Guardia, A., & Bohmann, A. (2017). The Baby Boomer bias: The negative impact of generational labels on older workers. Journal of Applied Social Psychology, 48, 71-79. doi: 10.1111/jasp.12491

Cox, C. B., *House, A.,*Lopez, A., & Pool, G. J. (2017). The need for conceptual models of technology in training and development: How immersive does training need to be? Industrial and Organizational Psychology: Perspectives on Science and Practice, 11, 696-701.

Cox, C. B., Barron, L., Davis, W., de la Garza, B. (2017). Using Situational Judgment Tests (SJTs) in training delivery: Development and evaluation of a structured, low-fidelity scenario-based training method. Personnel Review.

Bohmann, A., & Cox, C. B. (2017). Predicting successful responses to emergencies: The Emergency Responsiveness Scale. Current Psychology, 36, 209-216.

Hebl, M., Barron, L., Cox, C., & Corrington, A. R. (2016). The efficacy of sexual orientation anti-discrimination legislation. Equality, Diversity and Inclusion: An International Journal, 35(7/8), 449-466. http://dx.doi.org/10.1108/edi-07-2016-0060

Cox, C. B. & Coulton, G. (2015). Fire all the Boomers: How generational labeling legitimizes age discrimination. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8, 372-376.

Cox, C. B., Johnson, J., & Coyle, T. (2015). Coping strategies moderate the relationships between exposure to community violence and workplace outcomes. Journal of Occupational Health Psychology, 20, 348-358.