Publications Database
Welcome to the new Schulich Peer-Reviewed Publication Database!
The database is currently in beta-testing and will be updated with more features as time goes on. In the meantime, stakeholders are free to explore our faculty’s numerous works. The left-hand panel affords the ability to search by the following:
- Faculty Member’s Name;
- Area of Expertise;
- Whether the Publication is Open-Access (free for public download);
- Journal Name; and
- Date Range.
At present, the database covers publications from 2012 to 2020, but will extend further back in the future. In addition to listing publications, the database includes two types of impact metrics: Altmetrics and Plum. The database will be updated annually with most recent publications from our faculty.
If you have any questions or input, please don’t hesitate to get in touch.
Search Results
Christine Gilbert, Jeff Everett (2023). "Resistance, Hegemony, and Critical Accounting Interventions: Lessons from Debates Over Government Debt", Critical Perspectives on Accounting, 97, 102556.
Abstract
Reflecting on how critical academics intervene in the public sphere, this paper explores how accounting is mobilized to reinforce and counter neoliberal hegemony in a public-policy debate over the role and size of government debt. The paper draws on the work of Gramsci, Laclau, and Mouffe to analyze case-data derived from three decades of media articles, research reports, and government financial documents in the Canadian province of Québec. The study finds that hegemonic actors seek consent from the population by exciting emotions (esp. fear and guilt), referencing the common sense, and aligning their arguments with people’s everyday experiences. While counter-hegemonic actors initially relied on conceptual reason and logic in their arguments, positioning accounting as an ‘ammunition machine’, they too came to adopt an approach aimed at exciting emotions, translating accounting concepts into non-economic fields, and rearticulating hegemonic signifiers, in an effort to refine and reshape the common sense. Highlighting the limitations of purely rational modes of argumentation, the study has implications for the manner in which accounting academics intervene in the public sphere and how they need to be skilled translators and re-articulators of hegemonic discourse.Reynolds, T., Zhu, L., Aquino, K., and Strejcek, B. (2020). "Dual Pathways to Bias: Evaluators’ Ideology and Ressentiment Independently Predict Racial Discrimination in Hiring Contexts", Journal of Applied Psychology.
Abstract
Despite organizations’ professed commitment to fairness, thousands of employees file race-based discrimination claims every year. The current article examines how people deviate from impartiality when evaluating candidates in hiring decisions. Researchers have argued the ideological endorsement of elitism (i.e., scoring high in social dominance orientation) can lead to discrimination against racial minorities. We examined whether an opposing ideological commitment—egalitarianism—can also produce partiality, but in favor of minority applicants. Inspired by dual processing models and Nietzsche’s philosophical theorizing, we also forwarded and tested a novel, affective predictor of racial biases in evaluation: ressentiment toward the socially powerful. Across 4 studies, we found evaluators’ ideologies and ressentiment independently shaped evaluations of equally qualified candidates in hiring contexts. Participants who endorsed elitism showed a preference for White candidates, whereas those who endorsed egalitarianism evaluated Black candidates more favorably. Individuals who experienced stronger ressentiment toward the social elite also preferred Black over White applicants. Studies 3 and 4 tested and supported a novel intervention—inducing a calculative mindset—as a method for attenuating evaluators’ ideological and ressentiment driven impartiality.Yeung, E. and Shen, W. (2019). "Can Pride be a Vice and Virtue at Work? Associations Between Authentic and Hubristic Pride and Leadership Behaviors", Journal of Organizational Behavior, 40(6), 605–624.
Abstract
Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.Lyons, B, and Scott, B.A. (2012). "Integrating Social Exchange and Emotion Centered Explanations for the Receipt of Help and Harm: A Social Network Approach", Organizational Behavior and Human Decision Processes, 117, 66-79.