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Leslie W. Joyce and Paul W. Thayer Graduate Fellowship in I-O Psychology

Society for Industrial and Organizational Psychology (SIOP) Foundation

The SIOP Foundation is pleased to announce funding for a new graduate student fellowship, which recognizes the mentoring relationship existing between Dr. Leslie Joyce and Dr. Paul Thayer, both during graduate school and during Dr. Joyce’s subsequent career.

The fellowship provides an annual award of $10,000 (from start of academic year through the following summer).

The Joyce and Thayer Fellowship Committee (appointed by the Award Committee chair), will select one fellow based on:

The quality of the undergraduate or graduate record, including appropriateness of coursework to specialization in training and development and/or selection and placement

The quality of the master’s thesis or research summary, both scientifically and practically

The clarity and realism of the statement of goals and aspirations

Relevance of any applied experience to career specialization

Appropriateness of faculty recommendations

How to Apply

Nominations for the Joyce and Thayer Fellowship should include:

An official copy of undergraduate and graduate transcripts

A statement of graduate program goals and career aspirations

A summary of the nominee's master's thesis or summary of other completed research not to exceed 10 pages (12 point font, 1" margins, double spaced); the proposal must adhere to accepted formatting guidelines (e.g., APA guidelines)]

A resumé that includes work assignments, paid or unpaid, related to I-O psychology

Letters of recommendation (at least 1 and not more than 3) from graduate faculty

Letter of endorsement from the university (or department, or I-O area)

All documentation must be submitted by the applicant and must be either a Word document or a .pdf file.

AI Based Application Success Predictor

1. Strong Relevance to Industrial-Organizational Psychology

Importance: ⭐⭐⭐⭐⭐ Critical

The project should clearly advance knowledge or practice in I-O psychology rather than simply address a general workplace issue.

SIOP's Small Grant evaluation explicitly asks whether the proposal addresses an important problem relevant to both academic and practitioner members and whether it will advance knowledge and practice.

Strong areas include:

Employee selection and assessment
Leadership and teams
Job performance
Motivation
Organizational behavior
Talent management
Workplace inclusion
Work design
Employee well-being
Human resources
Organizational development
Cross-cultural workplace research

2. Scientific Rigor and High-Quality Research Design

Importance: ⭐⭐⭐⭐⭐ Critical

Research quality is a central review criterion.

SIOP's Small Grant program specifically evaluates the conceptual framework, design, methods and planned analyses. The IRC grant additionally requires attention to internal and external validity, measurement, procedures and appropriate statistical/data-analytic methods.

A strong proposal should include:

Clear research questions or hypotheses.
Appropriate theoretical framework.
Valid measures.
Appropriate sample.
Sound data-collection procedures.
Appropriate statistical/qualitative analysis.
Consideration of bias and confounding.
Clearly defined outcomes.

3. Clear Practical Relevance and Workplace Impact

Importance: ⭐⭐⭐⭐⭐ Critical

One of SIOP Foundation's defining characteristics is the connection between scientific research and workplace application.

The Foundation describes its grants as supporting actionable research for both practitioners and academics.

The strongest proposals should explain how findings could improve:

Hiring and selection
Employee development
Leadership
Team effectiveness
Employee well-being
Workplace fairness
Performance management
Organizational decision-making
HR practices
Workplace policies

The Douglas W. Bray and Ann Howard Grant, for example, explicitly requires research to have potential implications for practice.

4. Innovation and Originality

Importance: ⭐⭐⭐⭐⭐ Very High

SIOP explicitly evaluates whether proposed research uses novel concepts, approaches or methods and whether its aims are original and innovative.

Innovation could involve:

New assessment methods.
New analytical techniques.
New theoretical models.
Novel workplace interventions.
New applications of existing methods.
Innovative approaches to organizational inclusion.
New ways of measuring employee outcomes.
New cross-cultural research designs.
Emerging workplace technologies.

For example, the Bray-Howard grant specifically seeks innovation in assessment methods, analytic approaches, or use of assessment data.

5. Clear Significance of the Problem

Importance: ⭐⭐⭐⭐⭐ Very High

The proposal should establish that the problem is sufficiently important to warrant funding.

A convincing argument should answer:

What important workplace or theoretical problem exists?

What does current research fail to explain?

How will this project fill that gap?

SIOP Small Grant reviewers explicitly assess significance, including whether the research addresses an important problem and advances knowledge and practice.

A proposal that merely produces another incremental workplace correlation is less compelling than one that addresses a consequential theoretical or applied problem.

6. Clearly Defined Project Plan, Deliverables and Timeline

Importance: ⭐⭐⭐⭐⭐ Very High

SIOP's individual grant programs explicitly require a project plan and defined deliverables.

For example, the Bray-Howard and Outtz grants require applicants to specify the project plan, deliverables and budget.

A strong proposal should specify:

Research activities.
Timeline.
Milestones.
Expected datasets/results.
Publications or presentations where appropriate.
Final deliverables.
How the grant funds will be used.

SIOP grant recipients generally have to provide a final report within two years of the award.

7. Strong Academic–Practitioner Connection

Importance: ⭐⭐⭐⭐☆ High

SIOP has a distinctive scientist-practitioner orientation.

Its Foundation states that it supports actionable research for both practitioners and academicians, while historical SIOP guidance describes Small Grants as having an emphasis on cooperative efforts between academics and practitioners.

A competitive project can therefore benefit from demonstrating:

Academic contribution + organizational usefulness

For example:

New selection theory → improved hiring assessment

New leadership research → improved leader development intervention

New workplace fairness research → improved organizational practice

8. Strong Fit With the Specific Named Grant

Importance: ⭐⭐⭐⭐☆ High

SIOP Foundation does not have one universal research grant. Different named funds target very specific research questions.

Examples include:

Bray-Howard: assessment, manager/leader selection and development.
IRC Small Grant: international/cross-cultural I-O research.
Outtz Grant: inclusion, belonging and fairness.
Zedeck-Jacobs: opportunity equity in organizations.
Hebl Grant: reducing gender inequities.
Paul Green Grant: structured interviews.
Small Grants: broader I-O research-related activities.

Therefore:

Correct grant mechanism + precise topic fit

is a major success factor.

9. Appropriate Budget and Demonstrated Value for Money

Importance: ⭐⭐⭐⭐☆ High

SIOP explicitly evaluates whether the proposed budget is appropriate and whether the requested funds are clearly justified.

For example, the IRC grant permits expenses such as:

Research materials.
Participant incentives.
Research-assistant support.
Translation services.
Faculty release time.
Data-collection travel.
Collaboration-related expenses.

Several SIOP grants explicitly do not allow overhead/indirect costs.

A strong budget should therefore show:

Requested amount → specific research expense → specific research activity → measurable output

10. Appropriate Career Stage, Membership and Eligibility

Importance: ⭐⭐⭐⭐☆ High

Eligibility is especially important because several Foundation grants are targeted to particular career stages.

For example:

The Outtz Grant targets graduate students or early-career professionals and requires a graduate student on the project team.
The IRC Small Grant requires the PI to be a SIOP member.
Several SIOP grants have specific student or early-career requirements.

A technically excellent project can therefore be ineligible if the applicant, collaborators or project structure does not satisfy the individual program's requirements.

Specialties

Behavioural Sciences

Psychology

Eligibility Requirements

Each I-O program may endorse no more than one (1) student per year. If more than one student from a program wishes to apply for the fellowship, the program must perform an initial screening and endorse only one applicant.

To be eligible for this award nominees must:

Be a PhD student in I-O psychology

Specialize in training and development or selection and placement

Be committed to a practitioner career as evidenced by work experience and/or a statement of career goals

Have some experience in an applied setting relevant to I-O psychology

Eligible recipients may reapply for a second year of funding.

Sponsor Details

Sponsor Institute/Organizations: Society for Industrial and Organizational Psychology (SIOP) Foundation

Sponsor Type: Corporate/Non-Profit

Address: 750 First St. NE, Washington, DC 20002-4242

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