- 770 Newport Road
Shenandoah, VA 22849 - 540-860-0360
David H Tobey, Ph.D.
Indiana University South Bend, Management, Faculty Member
- Positiive Psychology, Social neuroscience (Psychology), Social cognition (Psychology), Industrial/Organizational Psychology, Organisational Performance Measurement, Organisational Resilience, and 51 moreBusiness Psychology, Nonverbal Behavior, Organizational Change, Emotional Contagion, Research Methods (Psychology), Management Learning, Applied Psychology, Narrative Psychology, Cognitive Neuropsychology, Cognitive Psychology, Organisational Culture And Performance, Organizational Network Analysis, Psychology, Cognitive Science, Emotion, Managerial Psychology, Motivation (Psychology), Group Processes, Organizational Psychology, Positive Organizational Behavior, Managerial & Organizational Cognition (Moc), Nonverbal Communication, Organizational Knowledge, Positive Organizational Scholarship, Social Entrepreneurship, Busines plan, Dynamic Performance Management, Venture Capital, Social Media, Innovation and Creativity (Business), Knowledge & Creativity Management, Business Strategies, Organisational Change + Storytelling, Risk Management and Insurance, Consulting, Biotechnology Management (in Biotechnology), Business Modeling, Business Resilience, Entrepreneurship, Organisational emotional Ground + storytelling, International Business, New Product Development, Organizational Behavior, Small & Micro Business Growth, Performance Management, Social Capital, Problem solving (Cognitive Psychology), Assessment, Deliberate practice, Brain-Based Learning, and Neuroscienceedit
Competence is a complex, multidimensional construct which must be decomposed to fully understand. We review the prevalent problems with the term competency, a term that is essential to clarify if we hope to accurately assess the efficacy... more
Competence is a complex, multidimensional construct which must be decomposed to fully understand. We review the prevalent problems with the term competency, a term that is essential to clarify if we hope to accurately assess the efficacy of competency-based education. We develop a glossary of terms that eliminate recursive definitions to bring clarity to competency-based instructional design. The proposed taxonomies suggest a framework for evaluating and organizing submissions for the new Cybersecurity Skills Journal.
Research Interests:
The purpose of this paper is to review the development of competency-based educational innovations introduced at the Community College Cyber Summit (3CS) over the past five years guided by a standard curriculum mapping model. This... more
The purpose of this paper is to review the development of competency-based educational innovations introduced at the Community College Cyber Summit (3CS) over the past five years guided by a standard curriculum mapping model. This systematic analysis of the progressive development of competency-based instructional materials contributes insights into the foundations and trends in competency-based education (CBE) for cybersecurity. Most notably limited in this accumulation of instructional innovations are valid assessments of capability maturity and the efficacy of instructional interventions that produce increases in capability. Accordingly, the article will conclude with a discussion of how the 3CS growing emphasis on security fundamentals might gain broader and deeper impact through increasing a focus on Behaviorally-Anchored Rating systems (BARs).
Research Interests:
What do the Financial Services and Chemical sectors have in common with the Transportation and Government Facilities sectors? All sectors need workers skilled in cybersecurity. What will it take to have qualified workforce candidates... more
What do the Financial Services and Chemical sectors have in common with the Transportation and Government Facilities sectors? All sectors need workers skilled in cybersecurity. What will it take to have qualified workforce candidates coming out of education or training programs with the necessary cybersecurity skills and abilities? A global study indicates there will be a shortage of approximately 1.8 million skilled cyber workers in the next few years (Center for Cyber Safety and Education 2017) . This creates a two-fold problem for national security and protecting our critical infrastructure from cyber attacks. First, is training a sufficient number of new information security workers and, second, is ensuring that existing Information Technology (IT) and cybersecurity workers have the requisite skills to provide necessary levels of security to protect information assets. This paper addresses the second issue – how to better equip learners to enter into, or remain in, the workforce with the necessary cybersecurity skills and abilities. This paper proposes the use of Competency-Based Education and Mastery Learning (CBML) methodologies as an innovative and more effective approach than the current Outcome-Based Education (OBE) approach. CBML methodologies strive for learners to master critical skills at a minimum 95% competency level, before moving on to the next knowledge or skill component; rather than the OBE approach, where a “passing” grade of “C” equates to a 70% competency level. From which approach would you want to hire cyber workers for the Healthcare and Public Health sector or the Energy sector?
Research Interests:
Prior research tells us much about how experienced leaders attempt to enact strategic change. However, little is known about when is the appropriate time to act. This study proposes and partially tests a model for discovering the onset of... more
Prior research tells us much about how experienced leaders attempt to enact strategic change. However, little is known about when is the appropriate time to act. This study proposes and partially tests a model for discovering the onset of a social movement which presents an opportunity for realizing gains from a shift in strategy. We analyze this model in the context of making investment decisions during the recent stock market mania and crisis. We propose that extreme emotive tone expressed in widely distributed communications (news headlines) is an indicator of a shift in market sentiments. Our results show that financial gains may be made by identifying change moments immediately preceding mass shifts in market sentiments. The paper concludes with a discussion of how this model may be applied to better understand the dynamics of strategic organizational change.
In the spring of 2011 the U.S. Department of Energy awarded a project to Pacific Northwest National Laboratory (PNNL) in partnership with the National Board of Information Security Examiners (NBISE) to develop a set of guidelines to... more
In the spring of 2011 the U.S. Department of Energy awarded a project to Pacific Northwest National Laboratory (PNNL) in partnership with the National Board of Information Security Examiners (NBISE) to develop a set of guidelines to enhance the development of the smart grid cybersecurity workforce and provide a foundation for future certifications. The initial scope of the project is limited to operational security job functions. The primary purpose of this study is to develop a measurement model that may be used to guide curriculum, assessments, and other development of technical and operational smart grid cybersecurity knowledge, skills, and abilities. Knowledge is defined as the understanding of a concept, strategy, or procedure. Thus, knowledge is measured by depth of understanding, from shallow to deep. Skill is defined as the reliable application of knowledge to achieve desired outcomes. Thus, skill is measured by the degree of reliability, from inconsistent to consistent. Abi...
For almost twenty years researchers have predicted the end of personnel as HRM practices increasingly became a line management function. However, while useful for describing shifts in human resource responsibilities, this practice-based... more
For almost twenty years researchers have predicted the end of personnel as HRM practices increasingly became a line management function. However, while useful for describing shifts in human resource responsibilities, this practice-based view obscures the fundamental strategic reason for this shift – executive demands for effective means to manage performance. This paper contributes a new approach for HRM that may better predict which current practices will be most successful and suggests the characteristics of new practices that may be developed using an example of goal-setting and performance appraisal. The theory includes a model of human performance based on recent advances in cognitive neuroscience that suggests HRM may fulfill a strategic role by reestablishing its core competence as specialists in industrial psychology who create systems for guiding skilled performance. We conclude by proposing a measure that assesses the link between performance and customer perceived value a...
Research Interests:
Research Interests:
Research Interests:
ABSTRACT Immigrant-founded enterprises contribute significantly to host country economies. Research indicates that immigrant entrepreneurs garner benefits from their social capital within co-ethnic communities. Relationship strength,... more
ABSTRACT Immigrant-founded enterprises contribute significantly to host country economies. Research indicates that immigrant entrepreneurs garner benefits from their social capital within co-ethnic communities. Relationship strength, community norms, and the level of community embeddedness seem to influence the potential for developing immigrant-founded businesses. Despite its start-up phase benefits, co-ethnic social capital may impose limitations on these enterprises. We offer a theoretical analysis connecting social ties, and network structure with the ability of immigrant-founded enterprises to innovate. This paper expands our understanding of immigrant-founded enterprises, and informs interested parties of the value of developing the immigrant entrepreneurs' social capital beyond co-ethnic communities.
Research Interests:
Research Interests:
Educators and sponsors endorse competitions as a strong, positive influence on career choice. However, empirical studies of cybersecurity competitions are lacking, and evidence from computer science and mathematics competitions has been... more
Educators and sponsors endorse competitions as a strong, positive influence on career choice. However, empirical studies of cybersecurity competitions are lacking, and evidence from computer science and mathematics competitions has been mixed. Here we report initial results from an ongoing study of the National Cyber League to provide a glimpse of the role of competitions in fostering cybersecurity career engagement. Preliminary results suggest that cyber competitions attract experienced individuals who will remain in the profession for the long-term, but future research is needed to understand how cyber competitions may engage women and those new to the field.
Research Interests:
The U.S. Department of Energy has taken the initiative to establish a cybersecurity smart grid workforce project to identify a measurement method of the identified job skills for the purpose of developing a certification. A smart grid... more
The U.S. Department of Energy has taken the initiative to establish a cybersecurity smart grid workforce project to identify a measurement method of the identified job skills for the purpose of developing a certification. A smart grid cybersecurity certification will greatly help employers identify qualified cybersecurity professionals to protect and secure the national electric smart grid infrastructure. Pacific Northwest National Laboratory, in partnership with the National Board of Information Security Examiners (NBISE), is leading this three-phase project. Phase I of the project was completed in June 2012. This report provides a brief review of Phase I activities and documents the results to date.
Research Interests:
The proposed Ground Truth Expertise Development model uses the latest advances in psychological, cognitive, and social science to identify and develop security “top guns” who can work productively under pressure, think together... more
The proposed Ground Truth Expertise Development model
uses the latest advances in psychological, cognitive, and social
science to identify and develop security “top guns” who can work productively under pressure, think together creatively, regroup adaptively, and adjust swiftly to any tactical failures to create a resilient systems security architecture.
uses the latest advances in psychological, cognitive, and social
science to identify and develop security “top guns” who can work productively under pressure, think together creatively, regroup adaptively, and adjust swiftly to any tactical failures to create a resilient systems security architecture.
Research Interests:
For almost twenty years researchers have predicted the end of personnel as HRM practices increasingly became a line management function. However, while useful for describing shifts in human resource responsibilities, this practice-based... more
For almost twenty years researchers have predicted the end of personnel as HRM practices increasingly became a line management function. However, while useful for describing shifts in human resource responsibilities, this practice-based view obscures the fundamental strategic reason for this shift – executive demands for effective means to manage performance. This paper contributes a new approach for HRM that may better predict which current practices will be most successful and suggests the characteristics of new practices that may be developed using an example of goal-setting and performance appraisal. The theory includes a model of human performance based on recent advances in cognitive neuroscience that suggests HRM may fulfill a strategic role by reestablishing its core competence as specialists in industrial psychology who create systems for guiding skilled performance. We conclude by proposing a measure that assesses the link between performance and customer perceived value across the value chain, thereby demonstrating the return on investment in human resources.
Research Interests:
Recent research in cognitive and social psychology finds that individual change is more emotional than rational. Mounting evidence suggests that the contagious power of emotions explains how groups may overcome obstacles and behave in... more
Recent research in cognitive and social psychology finds that individual change is more emotional than rational. Mounting evidence suggests that the contagious power of emotions explains how groups may overcome obstacles and behave in unified ways, even though they are unaware of these powerful effects. We offer a neuropsychological model of emotion-driven change in organizations that explains these findings and predicts conditions in which contagion effects will be successful in facilitating rapid change. Our model posits that emotive precursors to conscious action enable goal alignment and overcome cognitive resource limitations necessary to sustain organizational change over time. Our model adapts the findings from social and cognitive neuroscience to bring new insights into the mental mechanisms underlying the change process. The paper concludes with tentative suggestions for developing new methods for research and practice that improve our predictive capability for creating rapid large-scale organizational change.
Research Interests:
Review of the emerging science of cybersecurity competency development and assessment, addressing the critical questions: 1. Are we measuring the right things? 2. Are we measuring the right way? 3. Are our measures meaningful and... more
Review of the emerging science of cybersecurity competency development and assessment, addressing the critical questions: 1. Are we measuring the right things?
2. Are we measuring the right way?
3. Are our measures meaningful and predictive?
Discuss methods, best practices, and challenges ahead. Conclude with a discussion on why job performance models are important.
2. Are we measuring the right way?
3. Are our measures meaningful and predictive?
Discuss methods, best practices, and challenges ahead. Conclude with a discussion on why job performance models are important.
Research Interests:
The need for expertise has never been greater. Large percentages of the workforce are due for retirement as the baby boom generation ages. At the same time, the use of cyber technology as the new weapon of mass destruction is increasing... more
The need for expertise has never been greater. Large percentages of the workforce are due for retirement as the baby boom generation ages. At the same time, the use of cyber technology as the new weapon of mass destruction is increasing the demand for expertise to be able to detect the feint signals in critical infrastructure system operation that indicate a cyber attack is underway. Therefore certification programs must change from a focus on "reducing the qualified" to "increasing the capable" by measuring potential performance as well as past achievements.
Research Interests:
Research Interests:
Prior research includes an array of organizational forms affecting the strategy-performance relationship, from born global to transnational, but the field lacks a measure that reliably positions firms along this continuum. Consequently,... more
Prior research includes an array of organizational forms affecting the strategy-performance relationship, from born global to transnational, but the field lacks a measure that reliably positions firms along this continuum. Consequently, studies risk model and population misspecification if entities differ dramatically in geographic diversity and resource configuration. We propose the Transnationality Index as a new measure of the geographic diversity of a company’s value chain to clearly demarcate the boundaries between varying global organizational forms along a continuous scale. The proposed study uses this index to test contingency theories of strategic advantage in mid-size international companies.
Research Interests:
The purpose of this paper is to describe a structural framework and an experiential instructional design that provides a Janusian view of organizational behavior. The framework, called the Values-to-Behavior Loop (or the V-to-B Loop)... more
The purpose of this paper is to describe a structural framework and an experiential instructional design that provides a Janusian view of organizational behavior. The framework, called the Values-to-Behavior Loop (or the V-to-B Loop) enables presentation and explanation of a wide range of OB topics using a single conceptual model. The V-to-B Loop can simultaneously frame macro, meso, micro and even nano (or neural) views of organizational behavior to facilitate understanding of the connections between these varying levels of analysis. Within each level of analysis, the V-to-B Loop also supports discussion of overt and latent processes affecting the behavior of individual, group, organizational, and institutional agents. Thus, the dialectics of deliberative and habituated responses can be explored. Simultaneously, the framework and associated experiential class project allows each student to better understand behavior on a personal level – their own and that of friends, loved ones, and acquaintances. Applied reflexively, the V-to-B Loop enables both teacher and student to understand how the framework facilitates learning. Finally, in the case described below the V-to-B Loop was found to increase: (1) student motivation to learn; (2) transfer of knowledge from classroom to practice; and (3) integration of a broad range of complex topics and skills resulting in high levels of student performance and satisfaction with the course.
Research Interests:
This paper proposes that stories define the trajectories of organizational attention, communication and participation through four increasingly complex layers of socio-cognitive structures and processes. A partial test of the multilevel... more
This paper proposes that stories define the trajectories of organizational attention, communication and participation through four increasingly complex layers of socio-cognitive structures and processes. A partial test of the multilevel model employs a sequence analysis method adapted from micro-sociological studies to examine the founding event of a story consulting firm. The results suggest that story analysis can reveal how entrepreneurial intentions forge organizational identity, distinctiveness and legitimization from multiple stakeholder perspectives. The proposed method answers a recent call to overcome the temporal, holistic and introspective hurdles to effective use of qualitative analysis in organizational studies. Additionally, the authors suggest a melding of story with the
resource-based view (RBV) of the firm in an effort to bring two differing strategic paradigms to a common ground potentially offering insights on how story can be valuated.
resource-based view (RBV) of the firm in an effort to bring two differing strategic paradigms to a common ground potentially offering insights on how story can be valuated.
Research Interests:
Recent acts of school violence demonstrate the importance of crisis response. Stress and group dynamics during these hot situations constrain the quality of decision-making. However, extant research has not explicated the links between... more
Recent acts of school violence demonstrate the importance of crisis response. Stress and group dynamics during these hot situations constrain the quality of decision-making. However, extant research has not explicated the links between individual cognition and effective group response. This paper contributes a new theoretical model of crisis response grounded in recent advances in story sensemaking and the neuroscience of decision-making. The proposed study promises not only to facilitate both the training and electronic support of crisis response teams, but hopes to save lives through improving organizational readiness and reliability in the face of crisis.