Skip to main content

Poole College of Management

Think and Do The Extraordinary
Support the College
Think and Do The Extraordinary
Support the College

Paul Mulvey

Alumni Distinguished Undergraduate Professor

Alumni Distinguished Undergraduate Professor

Graduate Faculty

Nelson Hall 1346

919-515-8700

Education

Ph.D., Human Resource Management and Organizational Behavior, Ohio State University (1991)

Department and Affiliations

Management, Innovation and Entrepreneurship

Area(s) of Expertise

Work team processes: Goal setting, perceived loafing, group efficacy, competition, implementation of teams. Employee compensation: Pay-for-performance, compensation systems, pay and benefit satisfaction. Employee recruitment: Organizational culture, high-tech recruiting.

Dr. Paul W. Mulvey is an Associate Professor in the Poole College of
Management at North Carolina State University. Paul has a Bachelors degree
in Psychology from Lehigh University and Ph.D. in Labor and Human
Resources from The Ohio State University. Prior to his appointment at NC
State he has taught previously at The Ohio State University and the University
of Connecticut.

Paul’s research, teaching, and consulting focuses on reward systems and
practices, work teams, leadership, recruiting and retention. He has received
several teaching awards including NC State’s Outstanding Teaching Award
and is a member of the Academy of Outstanding Teachers. He has consulted,
conducted research, and instructed executive education with over 60
organizations. Paul’s research has been featured in the national media such as
National Public Radio’s All Things Considered and USA Today.

He has presented numerous papers at national and international conferences
and published articles in management journals such as Academy of
Management Executive, Academy of Management Journal, Compensation and
Benefits Review, Organizational Behavior and Human Decision Processes,
Journal of Social Psychology, Small Group Research, and WorldatWork
Journal. In addition to his academic publications he is original co-author of
many manager and leader oriented publications including Rewards of Work:
What Employees Value and the Knowledge of Pay study, monographs funded
and published by WorldatWork.

Research Publications

  • Padilla, A., Mulvey, P.W., & Lunsford, L.G. (in press). The organizational contexts of public leadership. In J.A. Rameriz (Ed.). Public Leadership. Hauppauge, NY: Nova Science Publishers.
  • Mulvey, P.W. & Padilla A. (in press). The environment of destructive leadership. When leadership goes wrong: Destructive leadership, mistakes and ethical failures. Charlotte, NC: Information Age Publishing
  • Padilla, A. & Mulvey, P. W. (2008). Leadership toxicity: Sources and remedies. Organizations and People, 15(3), 29 – 39.
  • Carraher, S.M., Mulvey, P.W., Scarpello, V., & Ash, R. (2004). Pay satisfaction, cognitive complexity, and global solutions: Is a single structure appropriate for everyone? Journal of Applied Management and Entrepreneurship, 9(2), 18-33.
  • Mulvey, P. W., LeBlanc, P. V., Heneman, R. L., & McInerney, M. (2002). The Knowledge of Pay Study. Scottsdale, AZ: WorldatWork.
  • Mulvey, P.W. & Ledford, G. E., Jr. (2002). Implementing Rewards Systems. In J. Hedge and E. Pulakos, Implementing Organizational Interventions: Steps, Processes, And Best Practices. SIOP Professional Practice Series. San Francisco: Jossey-Bass Publications, 133-166.
  • Cable, D.M., Aiman-Smith, L., Mulvey, P.W., & Edwards. J.R. (2000). “The sources and accuracy of job seekers’ organizational culture beliefs.” Academy of Management Journal, 43(6), 1076-1085.
  • Mulvey, P.W. (2000). “Rewarding and retaining employees in small organizations.” Business Leader, 12(2), 8-12.
  • Ledford, G.E., Jr. & Mulvey, P.W., & LeBlanc, P.V. (2000). “Rewards of work: What employees value.” Scottsdale, AZ: WorldatWork (formerly American Compensation Association), ISBN 1-57963-0812.
  • Mulvey, P.W., Ledford, G.E., Jr. & LeBlanc, P.V. (2000). “The Rewards of Work: How they drive performance, retention and satisfaction.” WorldatWork Journal (formerly ACA Journal), 9(3), 6-18.
  • LeBlanc, P.V., Mulvey, P.W. & Rich J. (2000). “Improving the Return on Human Capital Requires Finding Your People Leverage Points: New Metrics and a Business Case Mindset for HR,” Compensation and Benefits Review, 32(1), 13-20.
  • Miceli, M.P., & Mulvey, P.W. (2000). “Consequences of satisfaction with pay systems: Two field studies.” Industrial Relations, 39(1), 62-87.
  • Mulvey, P.W. & Ribbens, B.A. (1999). “The effects of intergroup competition and assigned group goals on group efficacy and group effectiveness.” Small Group Research, 30(6), 651-677.
  • Mulvey, P.W. and Klein, H.J. “The Impact of Perceived Loafing and Collective Efficacy on Group Goal Processes and Group Performance” (1998). Organizational Behavior and Human Decision Processes, 74(1), 62-87.
  • Mulvey, P.W., Bowes-Sperry, L. and Klein, H.J.(1998). “The Effects of Perceived Loafing and Impression Management on Group Effectiveness”. Small Group Research, 29(3), 394-415.
  • LeBlanc, P.V. and Mulvey, P.W. (1998). “How American workers see the rewards of work”. Compensation and Benefits Review, 30, 24-28.

Groups