Categories : *Journal of Management
Gender Differences on Ratings of Job Performance
Researchers conduct a meta-analysis on the differences between genders on ratings of performance and suitability for promotion.
Categories : *Journal of Applied Psychology
Should Employers Check Credit Scores of Job Applicants?
Researchers investigate the practice of checking credit scores of job applicants. Is this process fair or effective?
Categories : *Journal of Applied Psychology
Facial Scars Can Distract Job Interviewers
Researchers find that job interviewers can become easily distracted when interviewees have noticeable facial scars. This can lead to unfair outcomes for these job applicants.
Categories : *Journal of Applied Psychology
Treating People Differently Based on Facial Appearance
Researchers find that people make judgments about others when looking at pictures of their faces. What does this mean for employees in the workplace?
Categories : *Personnel Psychology
Are Cognitive Ability Tests Insulting to Job Applicants?
Research finds that cognitive ability tests may be insulting to certain job applicants. Should organizations still use them?
Categories : *Personnel Psychology
Does Leadership Potential Depend on Age or Gender?
Evaluations of leadership potential may be lower for females or older employees. What can organizations do about this?
Categories : *Journal of Applied Psychology
Sexual Harassment Versus Workplace Aggression
Researchers consider the role that workplace aggression can play, above and beyond sexual harassment.
Categories : *Journal of Applied Psychology
When Organizational Justice Changes Over Time
Researchers take a deep dive on the concept of organizational justice and clarify how it changes over time.
Categories : *Organizational Behavior & Human Decision Process
How Time Can Affect Perceptions of Organizational Justice
Researchers consider how time plays a role in influencing employee perceptions of organizational justice.
Categories : *Journal of Applied Psychology
Subconscious Stereotyping Leads to Hiring Discrimination
Researchers use the Implicit Association Test to find stereotyping and discrimination against obese job applicants.