Profile Details

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Hire Dr. Nicholas M.

United States

USD 100 /hr

Consultant: Management (Organizational Behavior & Human Resource Management), Statistics, and Epidemiology/Public Health

Profile Summary

Analytically minded researcher, experienced in management and statistical and epidemiological analyses. Specializing in management, human resources, epidemiology, and data science applications such as SAS, STATA, R, and MS Access. Solves complex problems, then able to clearly, effectively tell a data-driven story that people outside the field can understand.

Subject Matter Expertise

• ★ Statistics
• ★ Epidemiology
• ★ Human Resources
• ☆ Meta-Analysis
• ☆ SAS
• ☆ STATA
• ☆ R
• ☆ Employee Compensation & Benefits
• ☆ Recruitment & Staffing
• ☆ Employee Training

Services

• Writing
• Research
• Consulting
• Data & AI

Writing Business & Legal Writing, General Proofreading & Editing

Research Meta-Research, Systematic Literature Review

Consulting Business Strategy Consulting, Scientific and Technical Consulting

Data & AI Predictive Modeling, Statistical Analysis, Big Data Analytics, Text Mining & Analytics, Data Cleaning, Data Processing, Data Insights

Work Experience

Managerial & Statistical Consultant

Nicholas S. Miceli, Consultant

January 2020 - Present

Associate Professor, Program Coordinator

Park University

August 2011 - July 2023

Education

M.S. (College of Public Health, Epidemiology)

Ohio State University

- 2012

Ph.D. (Department of Management)

University of Oklahoma

- 1996

Certifications

• Certification details not provided.

Publications

JOURNAL ARTICLE

Samiullah Arshad, Goldberg YH, Bhopalwala H, Dewaswala N, Miceli NS, Birks EJ, Vaidya GN (2022). High Prevalence of Cardiac Amyloidosis in Clinically Significant Aortic Stenosis: A Meta-Analysis . Cardiology research.

Nicholas Miceli, He-Boong Kwon, James Jungbae Roh(2016). Better practice prediction using neural networks: an application to the smartphone industry . Benchmarking. 23. (3). p. 519--539. Emerald

Banfe, Peter L and Govekar, Michele A and Miceli, Nicholas S and Woods Jr, Dexter R(2010). Antecedents and determinants of sweatshop establishments: If the shoe fits. Tamara Journal for Critical Organization Inquiry. 1. (2).

Miceli, N., & Huber, A. (2009). "If the team doesn't win, nobody wins:" A Team-Level Analysis of Pay and Performance Relationships in Major League Baseball. Journal of Quantitative Analysis in Sports, 5(2) .

Nicholas S Miceli, Alan D. Huber(2009). `If the Team Doesn't Win, Nobody Wins:' A Team-Level Analysis of Pay and Performance Relationships in Major League Baseball . Journal of Quantitative Analysis in Sports. 5. (2). Walter de Gruyter {GmbH}

Miceli, Nicholas S and Harvey, Michael and Buckley, M Ronald(2001). Potential discrimination in structured employment interviews. Employee Responsibilities and Rights Journal. 13. (1). p. 15--38. Springer

Miceli, NS and Harvey, Michael G and Buckley, M Ronald(2000). Disabilities and Discrimination: Resolving the Resulting Conflict. J. Alt. Disp. Resol. 2. p. 73.

Nicholas Miceli, Michael G Harvey(1999). Exploring inpatriate manager issues: an exploratory empirical study . International Journal of Intercultural Relations. 23. (3). p. 339--371. Elsevier {BV}

N. S. Miceli(1996). Deviant managerial behavior: Costs, outcomes and prevention . Journal of Business Ethics. 15. (6). p. 703--709. Springer Nature America, Inc

Miceli, N. S.(1996). Deviant managerial behavior: Costs, outcomes and prevention . Journal of Business Ethics. 15. (6). p. 703--709.

Buckley, M Ronald and Miceli, NS and Purvis, Elaine S and Mahoney, D Leigh Gross(1995). Perceptions of Inequity in Performance Appraisal Resulting from the Implementation of the Americans with Disabilities Act. Human Resource Management and the Americans with Disabilities Act. p. 105.

BOOK

Miceli, Nicholas S and Woods Jr, Dexter R(2007). Resetting the reference points: Getting managers to use structured interviews. 18Retrieved January

DISSERTATION THESIS

Miceli, Nicholas S(1996). An investigation of bias toward persons with disabilities in employment selection decisions.