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

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.

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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.

Cho, C.H., Janin, F., Cooper, C. and Rogerson, M. (2020). "Neoliberal Control Devices and Social Discrimination: The Case of Paris Saint-Germain Football Club Fans", Accounting and Management Information Systems, 19(3), 409-442.

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Abstract Research Question: How is neoliberal control exercised over football fans? What is the effect of neoliberal control devices on football fans? Motivation: We draw upon Foucault’s work to explore the various disciplining control devices targeting Paris Saint-Germain Football Club (PSG) fans. At a time of increasing social strife in France, Yann Lorence was killed in a factional dispute between two PSG “ultra” fans groups in 2010. Following this, drastic measures were taken to tighten control over various PSG fan groups. After the acquisition of PSG by Qatar Sports Investments (QSI) in 2011, these control measures were reinforced to the point where they came under the scrutiny of the French commission protecting individual liberties (CNIL)—as one of them resulted in the exclusion of some fans directly from or around the stadium on reportedly “arbitrary” – but actually social – grounds. Idea: We explore the extent to which going one degree further into the market society and implementing a neoliberal rationality can impact social life. More specifically, we examine how social discrimination can be created and encouraged through neoliberal control devices. Data: We use both “netnographic” data and interviews with key actors and stakeholders in the football field. Tools: We examine and analyze the neoliberal control devices implemented by PSG management, in collaboration of the French government, in order to change the sociodemographics of its fan base and ultimately change its image and identity, to consider the operation of control systems from a Foucauldian perspective. Findings: The various methods of control exercised by and around the club significantly blurred the distinction between PSG as a private enterprise and the French state as a legislative/judicial entity. This resulted in fan self-exclusion and self-policing (“control of the self”), and also the enforced removal of a largely working-class portion of the club’s fans. Contribution: We contribute to the study of the articulation of “discipline” and “government” (the two major power techniques in Foucault’s work) and to the management control literature by showing how neoliberal control devices can discriminate against people on sociological grounds, thereby impeding the development of an equal and harmonious social life.

Botti, S., Giesler, M., Stefano, P. and Walker, R. (2020). "Consumers and Artificial Intelligence: An Experiential Perspective", Journal of Marketing.

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Abstract Artificial intelligence (AI) helps companies offer important benefits to consumers, such as health monitoring with wearable devices, advice with recommender systems, peace of mind with smart household products, and convenience with voice-activated virtual assistants. However, although AI can be seen as a neutral tool to be evaluated on efficiency and accuracy, this approach does not consider the social and individual challenges that can occur when AI is deployed. This research aims to bridge these two perspectives: on one side, the authors acknowledge the value that embedding AI technology into products and services can provide to consumers. On the other side, the authors build on and integrate sociological and psychological scholarship to examine some of the costs consumers experience in their interactions with AI. In doing so, the authors identify four types of consumer experiences with AI: (1) data capture, (2) classification, (3) delegation, and (4) social. This approach allows the authors to discuss policy and managerial avenues to address the ways in which consumers may fail to experience value in organizations’ investments into AI and to lay out an agenda for future research.

Cagliostro, E., Leck, J., Lindsay, S., Shen, W. and Stinson, J. (2019). "A Framework for Developing Employer’s Disability Confidence", Equality, Diversity and Inclusion: An International Journal, 38, 40-55.

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Abstract Purpose: Many employers lack disability confidence regarding how to include people with disabilities in the workforce, which can lead to stigma and discrimination. The purpose of this paper is to explore the concept of disability confidence from two perspectives, employers who hire people with a disability and employees with a disability. Design/methodology/approach: A qualitative thematic analysis was conducted using 35 semi-structured interviews (18 employers who hire people with disabilities; 17 employees with a disability). Findings: Themes included the following categories: disability discomfort (i.e. lack of experience, stigma and discrimination); reaching beyond comfort zone (i.e. disability awareness training, business case, shared lived experiences); broadened perspectives (i.e. challenging stigma and stereotypes, minimizing bias and focusing on abilities); and disability confidence (i.e. supportive and inclusive culture and leading and modeling social change). The results highlight that disability confidence among employers is critical for enhancing the social inclusion of people with disabilities. Originality/value: The study addresses an important gap in the literature by developing a better understanding of the concept of disability from the perspectives of employers who hire people with disabilities and also employees with a disability.

Hideg, I. and Shen, W. (2019). "Why Still so Few? A Theoretical Model of the Role of Benevolent Sexism and Career Support in the Continued Underrepresentation of Women in Leadership Positions", Journal of Leadership and Organizational Studies, 26, 287-303.

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Abstract We advance our understanding of women’s continued underrepresentation in leadership positions by highlighting the subtle, but damaging, role benevolent sexism, a covert and socially accepted form of sexism, plays in this process. Drawing on and integrating previously disparate literatures on benevolent sexism and social support, we develop a new theoretical model in which benevolent sexism of both women and those in their social networks (i.e., managers and intimate partners) affect women’s acquisition of career social support for advancement at two levels, interpersonal and intrapersonal, and across multiple domains, work and family. At the interpersonal level, we suggest that managers’ and intimate partners’ benevolent sexism may undermine their provision of the needed career support to advance in leadership positions for women. At the intrapersonal level, we suggest that women’s personal endorsement of benevolent sexism may undermine their ability to recognize and willingness to seek out career support from their family members (i.e., intimate partners) and managers for advancement to leadership positions. Implications for theory and future research are discussed.

Leong, T.L., Lyons, B. and Wu, I.H.C. (2015). "How Racial/ethnic Bullying Affects Rejection Sensitivity: The Role of Social Dominance Orientation", Cultural Diversity and Ethnic Minority Psychology, 21, 156-161.

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Abstract The authors built upon models of workplace bullying to examine how racial/ethnic bullying can lead to racial/ethnic minorities’ sensitivity to future discrimination via its effects on race/ethnic-related stress. With a sample of racial/ethnic minorities, they found support for this process. Individual differences in social dominance orientation (SDO) also attenuated the mediation: The indirect effect of race/ethnic-related stress was weaker for minorities who endorse hierarchy legitimizing ideologies (high in SDO) compared to minorities low in SDO. Practical implications for the management of minority employees’ experiences of discrimination are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved)