Andrew Naber has extensive experience investigating problem solving by individuals and teams in real-world settings. His expertise and research interests focus on individual and team training and performance, leadership, culture, and workforce development policy more broadly. From this research, Andrew and his colleagues developed individual and team training systems, job and decision aids, and measures of performance that support missions, leaders, and teams. Andrew’s work has been published in Human Factors, Journal of Applied Social Psychology, Human Performance, and the Encyclopedia of Industrial Organizational Psychology, concerning these and related topics. Andrew has worked in both internal and external consulting capacities, and across local government, non-profit, military, and educational settings. Prior to joining Aptima in November 2016, Andrew was a behavioral scientist at the RAND Corporation.
Andrew holds a Ph.D. in Industrial-Organizational Psychology from Texas A&M University, an M.A. in Industrial-Organizational Psychology from Middle Tennessee State University, and Bachelor’s degree in Psychology and Religion from Gettysburg College.
Naber, A. M., & Moffett, R. G. III (in press, 2017). Follower moral reasoning influences perceptions of transformational leadership. Journal of Applied Social Psychology.
Jarrett, S. M., Glaze, R. M., Schurig, I., Muñoz, G. J., Naber, A. M., McDonald, J. N., … & Arthur Jr, W. (2016). The comparative effectiveness of distributed and colocated team after-action reviews. Human Performance, 29(5), 408-427.
Naber, A. M., McDonald, J. N., Arthur, W., Jr., & Asenuga, O. A. (2015). Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship? Human Factors, 57, 163-176.
McCausland, T. C., Li, J., & Naber, A. M. (in press) Assessing organizational culture. In Encyclopedia of Industrial Organizational Psychology, 2nd Edition. Ed.s Steven Rogelberg, Scott Tonidandel, and Kristen Shockley. Thousand Oaks, NY: Sage Publications.