Workplace Wellbeing, Innovation and Performance Group

Conducting innovative research into the science and practice of people at work.

About us

The Workplace Wellbeing, Innovation and Performance Group (WWIP) brings together a community of Deakin researchers who are focused on conducting innovative research about the science and practice of people at work. With close links to the Master of Psychology (Organisational) and industry, we conduct contemporary and relevant research for practitioners, professionals and organisations.

Our research areas

The group collaborates with industry partners to support knowledge transfer and the generation of industry-relevant research findings.

Employee wellbeing and organisational climate assessment

Our team focuses on predicting and improving wellbeing in the workplace, whether this is conceptualised positively as job satisfaction or engagement, or negatively as the absence of burnout and stress. Our research includes the examination of:

  • job demands and resources
  • psychological safety
  • dispositional correlates
  • interventions aimed at managing stress in the workplace.

Wellbeing and human flourishing

Our team conducts foundational research on wellbeing, including:

  • longitudinal models of wellbeing
  • examination of dispositional correlates (e.g. personality traits) of wellbeing
  • experience sampling research examining the dynamics of wellbeing.

Personality and psychometric assessment

We conduct research on personality and other individual differences, including ability, values and interests. This program of research is used to better understand the role of disposition in workplace experience. We also contribute to a fundamental understanding of the structure of individual differences. We examine personality from a range of different perspectives, including Big Five, HEXACO and Dark Tetrad perspectives. We also develop psychological tests relevant to assessing individual differences.

Work-readiness and career development

This research examines the role of work-readiness within a broader career development framework, with a focus on understanding the education-to-work transition. This includes research on measuring work-readiness and supporting the development of work-readiness capability through career development interventions, including career education, work-integrated learning and developmental assessment centres.

Employee selection

We conduct research that is designed to inform employee selection practices. This includes research on:

  • the predictive validity of psychometric assessments
  • the development and validation of novel assessment measures
  • the assessment and management of response distortion in high-stakes assessments.


We conduct research into leadership in organisations. This includes research on:

  • dark and abusive leadership
  • humour in leadership
  • gender differences and gender representation
  • multi-rater assessment of leadership (also known as 360 reviews).

Selected publications

Leading global research into workplace practices guides our efforts. A selection of our publications organised around our key research themes are provided below.

Employee wellbeing and organisational climate assessment

Albrecht, S. L., & Marty, A. (2020). Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions. The International Journal of Human Resource Management31(5), 657-681.

Albrecht, S. L., Green, C. R., & Marty, A. (2021). Meaningful work, job resources, and employee engagement. Sustainability13(7), 4045.

Claringbold, G., Robinson, N., Anglim, J., Kavadas, V., Walker, A., & Forsyth, L. (2022). A systematic review of well-being interventions and initiatives for Australian and New Zealand emergency service workers. Australian journal of psychology74(1), 2123282.

Wellbeing and human flourishing

Anglim, J., & Horwood, S. (2021). Effect of the COVID-19 pandemic and big five personality on subjective and psychological well-being. Social Psychological and Personality Science, 12(8), 1527-1537.

Anglim, J., Horwood, S., Smillie, L. D., Marrero, R. J., & Wood, J. K. (2020). Predicting psychological and subjective well-being from personality: A meta-analysis. Psychological bulletin146(4), 279.

Horwood, S., Anglim, J., Bereznicki, H., & Wood, J. K. (2023). Well‐being during the coronavirus pandemic: The effect of big five personality and COVID‐19 beliefs and behaviors. Social and Personality Psychology Compass, e12744.

Barford, K. A., Koval, P., Kuppens, P., & Smillie, L. D. (2020). When good feelings turn mixed: Affective dynamics and big five trait predictors of mixed emotions in daily life. European Journal of Personality, 34(3), 393-411.

Personality and psychometric assessment

Anglim, J., Dunlop, P. D., Wee, S., Horwood, S., Wood, J. K., & Marty, A. (2022). Personality and intelligence: A meta-analysis. Psychological Bulletin148(5-6), 301.

Forsyth, L., Anglim, J., March, E., & Bilobrk, B. (2021). Dark Tetrad personality traits and the propensity to lie across multiple contexts. Personality and individual differences177, 110792.

Wood, J. K., Anglim, J., & Horwood, S. (2022). A less evaluative measure of Big Five personality: Comparison of structure and criterion validity. European Journal of Personality36(5), 809-824.

Wood, J. K., Gurven, M., & Goldberg, L. R. (2020). Ubiquitous Personality–Trait Concepts in 13 Diverse and Isolated Languages: A Cluster–Classification Approach. European journal of personality34(2), 164-179.

Employee selection

Anglim, J., Molloy, K., Dunlop, P. D., Albrecht, S., Lievens, F., & Marty, A. (2022). Values Assessment for Personnel Selection: Comparing Job Applicants to Non-Applicants. European Journal of Work and Organizational Psychology, 31, 4, 524-536.

Forsyth, L., & Anglim, J. (2020). Using text analysis software to detect deception in written short‐answer questions in employee selection. International journal of selection and assessment28(3), 236-246.

Wood, J. K., Anglim, J., & Horwood, S. (2022). Effect of Job Applicant Faking and Cognitive Ability on Self-Other Agreement and Criterion Validity of Personality Assessments. International Journal of Selection and Assessment, 30, 378-391.

Work-readiness and career development

Rosenberg, C., Walker, A., Leiter, M., & Graffam, J. (2021). Humor in workplace leadership: A systematic search scoping review. Frontiers in Psychology12, 610795.

Sturre, V. L., von Treuer, K. M., Knight, T., & Walker, A. (2022). Using assessment centres to develop student competence: Nine steps to success and better partnerships. Innovations in Education and Teaching International, 59(2), 172-182.

Sturre, V. L., Anglim, J., von Treuer, K., Knight, T., & Walker, A. (2022). Predicting supervisor and student competency ratings from a developmental assessment center: A longitudinal validation study. Journal of Vocational Behavior133, 103666.


Fischer, S., Hyder, S., & Walker, A. (2020). The effect of employee affective and cognitive trust in leadership on organisational citizenship behaviour and organisational commitment: Meta-analytic findings and implications for trust research. Australian Journal of Management45(4), 662-679.

Rosenberg, C., Walker, A., Leiter, M., & Graffam, J. (2021). Humor in workplace leadership: A systematic search scoping review. Frontiers in Psychology12, 610795.

Contact us

Get in touch with Dr Jeromy Anglim to learn more about the Workplace Wellbeing, Innovation and Performance Group.

+61 3 9244 3056