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

C. L. Mal, T. C. Licsandru, and E. Veresiu (2026). "Refugee Marketplace Discrimination: A Systematic Integrative Review", Journal of Marketing Management, 40(5–6), 594–643.

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Keywords
Abstract This study examines the state of research on refugees’ marketplace discrimination through a systematic integrative review of 215 publications spanning business, management, marketing, and social sciences. An intersectional analysis reveals a framework illustrating the conditions, manifestations, and proposed solutions surrounding refugee marketplace discrimination. Specifically, we identify three forms of discrimination (structural, racial, and spatial) compounded by intersecting issues of sexism, ageism, and ableism. In response, we document refugee- and host society-led initiatives and recommendations to address different facets of refugee marketplace discrimination. By synthesising fragmented insights across disciplines, the study highlights the intersectional dimensions of refugees’ marketplace discrimination, contributes a comprehensive perspective on refugee marketplace dynamics, outlines key gaps to guide future transdisciplinary research, and generates implications for business practice, public policy, and service provision.

Winny Shen, D. Ramona Bobocel and Joel Becker (2024). "Intersectional Penalties for Perceived Interpersonal Justice Violations among Black and Hispanic Male Leaders in the Workplace", Journal of Business and Psychology, 1-21.

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Keywords
Abstract The Black Lives Matter (BLM) movement has drawn attention to the lack of progress toward racial equity in many domains. Chief among them is the unequal treatment that Black men often face when interacting with law enforcement or within the criminal justice system, which appears heavily associated with the pernicious stereotype that Black men are distinctly aggressive and dangerous. Evidence suggests that Hispanic men are also subject to similar negative stereotypes. We contend that the consequences of this intersectional stereotype are wide-ranging and explore how it manifests and continues to shape the experiences of Black and Hispanic men in contemporary work organizations. Across two field studies surveying employees supervised by a diverse set of leaders, we find evidence that leaders’ intersectional identities moderate the relationship between interpersonal injustice and leader evaluations (i.e., performance ratings, reward recommendations) and relational outcomes (i.e., supervisor-directed organizational citizenship behaviors), such that Black or Hispanic men are penalized more severely for violations of interpersonal justice relative to White men as well as Black or Hispanic women. Additionally, this unequal response across leaders is because subordinates find such aggressive actions less acceptable for Black or Hispanic men, as it violates societal proscriptions surrounding for whom aggressive behaviors are deemed acceptable, rather than due to greater fear associated with the content of this negative stereotype.