University of Calgary

Joshua Bourdage

  • Assistant Professor


 As an Industrial-Organizational Psychology specialist, I study human behavior in the workplace context. My lab is the "Organizational Behaviour and Influence" Laboratory.

 For a better idea of some of my research interests and areas of expertise, you can look at my CV ---------->

 Examples of some of the areas I research are as follows:

Interpersonal Influence and Leadership:

At a broad level, I study how individuals influence one another in the workplace. These include behaviors such as impression management and influence tactics. For instance, impression management behaviors are those individuals engage in to influence the impressions others have of them, and could include ingratiation (e.g. flattering others to be perceived as likable) or intimidation (e.g. threatening others to be seen as dangers and get them to act the way you want them to).

One key construct where influence plays an essential role is in leadership. Effective leaders are able to influence others. I study the individual characteristics that influence whether an individual emerges as a leader, as well as the influence behaviors of individuals that make them effective or ineffective at influencing others. 

Job Interviews

My interest in job interviews has much to do with the above focus on how individuals influence one another. I study the characteristics of individuals that lead to success in the job interview, the behaviors applicants use in the interview in an attempt to be successful, and the ways in which an interview can be modified to maximize its predictive validity. 

Individual Differences

In addition to these areas, I study the influence that personality plays in the workplace. Previously, I have examined both individual personality, as well as the personality composition of teams. Personality also plays an integral role in the job interview, as well as in determining the types of behaviors individuals use to influence others in the workplace, and leadership. As such, an understanding of personality runs through the other research areas emphasized above. 

Current Grants

Currently, the majority of my grant funding is from two Social Sciences and Humanities Research Council (SSHRC) Grants:

1.      Insight Development Grant, Social Sciences & Humanities Research Council of Canada (SSHRC)
               Awarded To: Bourdage, J.S. (P.I.). & Ogunfowora, B. (Co-Investigator)
               Title: Understanding Workplace Impression Management: The Role of Target Characteristics
2.      Insight Grant, Social Sciences & Humanities Research Council of Canada (SSHRC)
               Awarded To: Roulin, N. (P.I.). & Bourdage, J.S. (Co-Investigator)
Title: Differentiating honest from deceptive impression management tactics in employment interviews: Antecedents, mechanisms, and impacts

Representative Publications

Bourdage, J.S., Goupal, A., Neilson, T., Lukacik, E., & Lee, N. (in press). Personality, equity sensitivity, and discretionary workplace behavior. Personality and Individual Differences. 

Bourdage, J. S., Roulin, N., & Levashina, J. (2017). Editorial: Impression Management and Faking in Job Interviews. Frontiers in Psychology, 8, 1294 in Special Research Topic: Impression Management and Faking in Job Interviews.

Roulin, N., & Bourdage, J.S. (2017). Once an impression manager, always an impression manager? Antecedents of honest and deceptive impression management use and variability across multiple job interviews. Frontiers in Psychology (Organizational Psychology), 8 in Special Research Topic: Impression Management and Faking in Job Interviews. 

Dunlop, P.D., Bourdage, J.S., De Vries, R.E., Hilbig, B.E., & Zettler, I. (2016). Openness to (Reporting) Experiences that We Never Had: Overclaiming as an Outcome of the Knowledge Accumulated through a Proclivity for Cognitive and Aesthetic Exploration. Journal of Personality and Social Psychology. DOI:  

Powell, D.M., & Bourdage, J.S. (2016). The detection of personality traits in employment interviews: Can "good judges" be trained? Personality and Individual Differences, 94, 194-199. 

Law, S. J., Bourdage, J., & O’Neill, T. A. (2016). To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions. Frontiers in Psychology, 7 in Special Research Topic: Impression Management and Faking in Job Interviews.   

Schmidt, J. A., Willness, C. R., Jones, D. A., & Bourdage, J.S (2016). Human resource management practices and voluntary turnover: A study of internal workforce and external labor market contingencies. International Journal of Human Resource Management, 1-24.  

Woodley, H.J.R., Bourdage, J.S., Ogunfowora, B., & Nguyen, B. (2015). Examining equity sensitivity: An investigation using the Big Five and HEXACO models of personality. Frontiers in Psychology, 6. 

Bourdage, J.S., Wiltshire, J., & Lee, K. (2015). Personality and workplace impression management: Correlates and implications. Journal of Applied Psychology, 100, 537-546. DOI: 10.1037/a0037942.  

Wiltshire, J., Bourdage, J.S., & Lee, K. (2014). Honesty-Humility and perceptions of organizational politics in predicting workplace outcomes. Journal of Business and Psychology, 29, 235-251. DOI: 10.1007/s10869-013-9310-0.  

Ogunfowora, B. & Bourdage, J.S. (2014). Does Honesty-Humility influence evaluations of leadership emergence? The mediating role of moral disengagement. Personality and Individual Differences, 56, 95-99. 

Ogunfowora, B., Bourdage, J.S., & Nguyen, B. (2013). An exploration of the dishonest side of self-monitoring: Links to moral disengagement and unethical business decision making. European Journal of Personality, 27, 532-544.  

Lee, K., Ashton, M.C., Wiltshire, J., Bourdage, J.S., Visser, B.A., & Gallucci, A. (2013). Sex, power, and money: Prediction of the Dark Triad and Honesty-Humility. European Journal of Personality, 27, 169-184. 

Bourdage, J.S., Lee, J., Lee, K., & Shin, H. (2012). Motives for organizational citizenship behavior: Personality correlates and co-worker ratings of OCB. Human Performance, 25, 179-200. 

Schmidt, J.A., Ogunfowora, B., & Bourdage, J.S. (2012). No person is an island: The effects of group characteristics on individual trait expression. Journal of Organizational Behavior, 33, 925-945.  

Ferris, P.A., Kline, T.J.B., & Bourdage, J.S. (2012). He said she said: Work, bio-psychosocial, and lifestyle contributions to coronary heart disease risk. Health Psychology, 31, 503-511. 

Ogunfowora, B., Bourdage, J., & Nguyen, B. (2010). The effects of supervisor-focused justice climate on employee behaviors: A replication and extension. Best paper proceedings of the 71st annual meeting of the Academy of Management.

Ogunfowora, B., Bourdage, J.S., & Lee, K. (2010). Rater personality and performance dimension weighting in making overall performance judgments. Journal of Business and Psychology, 25, 465-476.  

Lee, K., Ashton, M. C., Ogunfowora, B., Bourdage, J. S., & Shin, K.H. (2010). The personality bases of socio-political attitudes: The role of Honesty-Humility and Openness to Experience. Journal of Research in Personality, 44, 115-119.  

Lee, K., Ashton, M.C., Pozzebon, J.A., Visser, B.A., Bourdage, J.S., & Ogunfowora, B. (2009). Similarity and assumed similarity in personality reports of well-acquainted persons. Journal of Personality and Social Psychology, 96, 460-472. 

Curriculum Vitae


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