Daniel Kuang

Education:
B.A. B.A. M.A. Ph.D.	University of California at Berkeley, Psychology University of California at Berkeley, Molecular and Cellular Biology CUNY Baruch College, Industrial/Organizational Psychology Portland State University, Industrial/Organizational Psychology
Employment History:
2006 – Present	Principal Consultant: Biddle Consulting Group, Inc.
2004 – 2006	Research Scientist: American Institutes for Research
2004	Adjunct Professor of Psychology: Marymount University
2003 - 2004	Adjunct Professor of Psychology: Portland State University
2002-2003	Predoctoral Fellow: Kaiser Permanente, Centers for Health Research
PROFESSIONAL SKILLS:
Statistical Analyses, Data Modeling, and Research Methodology: Applying statistical models to the investigation and evaluation of issues related to personnel testing and measurement, litigation support, medical research, and educational testing; using parametric and non-parametric methods to analyze and model data to support empirical and evidenced-based decisions and policies. In the context of personnel testing and educational testing, using statistical analyses to evaluate test effectiveness and fairness of employment practices. In the context of medical research, applying advanced statistical models to evaluate the effectiveness of HMO practice and drug efficacy.
Job Analysis & Selection Plan Development: Analyzing jobs to identify the duties, knowledge, skills, abilities, physical and other characteristics that are crucial to successful job performance; utilizing subject matter experts to establish links between the job demands and employee attributes for the purpose of building content valid test and selection plans; applying the results of job analyses to the development of national-level high-stakes testing and certification programs; ensuring job analyses were performed to achieve compliance with Title VII and Uniformed Guidelines.
Test Development/Validation and Psychometrics: Developing and validating high-stakes tests for national-level selection assessments and certification exams, including paper-and-pencil based written exams, online exams, and work sample tests; evaluating test data with classical and IRT-based statistical models to ensure the reliability and internal structural validity of assessments; conducting criterion-related validation studies; facilitating discussions with subject matter experts for setting cutoff scores and standards for practices, procedures, and tests.
EEO Civil Rights Compliance & Analysis: Evaluating employment practices for compliance with federal and state laws and regulations in the area of EEO and Civil Rights; analyzing and evaluating applicant flow data for possible patterns of discriminatory hiring practices (e.g., adverse impact, compliance with affirmative action requirements).
SELECTED PUBLICATIONS AND PROGRAMS:
Baker, D., Kuang, D., & Feinberg, E. (2004). Linking performance measures and measurement purpose in scenario-based training. Poster session presented at the annual meeting of the Human Factors and Ergonomics Society, New Orleans, USA. Brody, K.K., Maslow, K., Perrin, N.A., Crooks, V., Dellapenna, R., & Kuang, D. (in press). Usefulness of a single item in a mail survey to identify persons with possible dementia: A new strategy for finding high risk elders.Disease Management. Krokos, K., & Kuang, D. (2005). Practical issues regarding item development for credentialing. In P.G. O'Shea (Chair), The credentialing process: What I/O psychologists need to know.. Symposium conducted at the meeting of the Society of Industrial and Organizational Psychology, Los Angeles, USA. Kuang, D. (1999). Paired-Comparisons-A better method for exploring justice perceptions. Unpublished master's thesis, City University of New York, Baruch College, New York. Kuang, D. (2004). Assessing performance: Investigation of the influence of item context and rater personality. Unpublished doctoral dissertation, Portland State University, Oregon. Kuang, D., & Kuang, J. C. (2002). Cusp, Quasi-Cusp, and Butterfly catastrophe models of employee strike willingness. Poster session presented at the annual meeting of Society of Industrial and Organizational Psychology, Toronto, Canada. Kuang, D., & Norris, D. (2005). IRT Analysis of the Influence of RJP and Tenure. Poster session presented at the annual meeting of the Society of Industrial and Organizational Psychology, Los Angeles, USA. Kuang, D., & Reichman, W. (2001). Paired-Comparisons-A better method for exploring performance appraisal fairness. Poster session presented at the annual meeting of Society of Industrial and Organizational Psychology, San Diego, USA. Kuang, D., & Steinberg, L. (2004). Assessing performance: Investigation of the influence of item context using Item Response Theory Methods. Poster session presented at the annual meeting of Society of Industrial and Organizational Psychology, Chicago, USA. Norris, D., Oppler, S., Kuang, D., Day, R., & Adams, K. (in press). The College Board SAT writing validation study: An Assessment of the predictive and incremental validity. (The College Board). Princeton, NJ. Sahabzada, K., Hammer, L., Neal, M., & Kuang, D. (2003). The moderating effects of work-family role combination and work-family culture on the relationship between family-friendly workplace supports and job satisfaction. In C. Thompson & L. Hammer (Chairs), The Effects of Formal and Informal Family-Friendly Organizational Supports. Symposium conducted at the Annual Meeting of the Academy of Management, Seattle, USA. Sahabzada, K., Hammer, L., Neal, M., & Kuang, D. (2005). The moderating effects of work-family role combination and work-family culture on the relationship between family-friendly workplace supports and job satisfaction. The Journal of Family Issues, 26, 820-839. Smith, D., Perrin, N., Feldstein, A., Yang, X., Kuang, D., Simon, S., Sittig, D.F., Platt, R., & Soumerai, S. (in press). PThe impact of prescribing safety alerts for the elderly in an electronic medical record: An interrupted time series evaluation. Archives of Internal Medicine. Thissen, D., Steinberg, L., & Kuang, D. (2002). Quick and easy implementation of the Benjamini-Hochberg procedure for controlling the false discovery rate in multiple comparisons. Journal of Educational and Behavioral Statistics, 27, 77-83. Truxillo, D., Bauer, T., Kuang, D., & Osteberg, D. (2002). Reactions to experience- based and situational-based interviews. Poster session presented at the annual meeting of Society of Industrial and Organizational Psychology, Toronto, Canada. Truxillo, D., Donahue, L., & Kuang, D. (2003). Work samples, performance tests, and competency testing. In J. Thomas (Ed.), HComprehensive handbook for Industrial/Organizational practitioners. New York: Wiley.