Carol Kulik

Q: What Schools Are Affiliated With Carol Kulik

Carol Kulik is affiliated with the following schools: University of South Australia, University of Melbourne, Carnegie Mellon University, University of Illinois Urbana-Champaign, Arizona State University

Carol Kulik's AcademicInfluence.com Rankings

Carol Kulik

Psychology

#2972

World Rank

#3403

Historical Rank

psychology Degrees

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Psychology

Carol Kulik's Degrees

PhD Organizational Psychology University of Melbourne

Why Is Carol Kulik Influential?

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According to Wikipedia, Carol T. Kulik is an Australia-based researcher who focuses on line managers, human resources, and diversity & inclusion. She is a Research Professor of Human Resource Management and a senior researcher within the Centre for Workplace Excellence at the University of South Australia. She is co-author of Human Resources for the Non-HR Manager .

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Carol Kulik's Published Works

Number of citations in a given year to any of this author's works

Total number of citations to an author for the works they published in a given year. This highlights publication of the most important work(s) by the author

Published Works

Old Friends, New Faces: Motivation Research in the 1990s (1999) (665)
Individual and corporate dispute resolution: Using procedural fairness as a decision heuristic. (1993) (443)
Personal and Situational Determinants of Referent Choice (1992) (337)
Work design as an approach to person-environment fit (1987) (278)
THIRD-PARTY REACTIONS TO EMPLOYEE (MIS)TREATMENT: A JUSTICE PERSPECTIVE (2004) (276)
Stereotype Threat at Work (2007) (211)
Common Goals and Golden Opportunities: Evaluations of Diversity Education in Academic and Organizational Settings (2008) (207)
Aging Populations and Management (2014) (192)
Explaining Gender-Based Selection Decisions: A Synthesis Of contextual and Cognitive Approaches (1994) (186)
Moderating effects of personal and contextual factors in age discrimination. (1996) (165)
Relations between job facet comparisons and employee reactions (1986) (162)
Known by the Company We Keep: Stigma-By-Association Effects in the Workplace (2008) (155)
The gender diversity–performance relationship in services and manufacturing organizations (2011) (150)
Designing effective diversity training: Influence of group composition and trainee experience. (2001) (132)
The devolution of HR to the line: Implications for perceptions of people management effectiveness (2008) (129)
Using Needs Assessment to Resolve Controversies in Diversity Training Design (2003) (125)
Influence of social comparisons on perceptions of organizational fairness. (1991) (117)
Measurement of Job Characteristics: Comparison of the Original and the Revised Job Diagnostic Survey (1988) (115)
Environmental Quality in Offices (1988) (113)
Physical Environments and Employee Reactions: Effects of Stimulus-Screening Skills and Job Complexity (1991) (109)
Working below and above the line: the research–practice gap in diversity management (2014) (107)
A closer look at the effects of subordinate–supervisor age differences (1999) (106)
The Multiple-Category Problem: Category Activation and Inhibition in the Hiring Process (2007) (105)
When less is more: The effect of devolution on HR's strategic role and construed image (2008) (98)
Diversity at Work: Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs (2008) (94)
The rich get richer: predicting participation in voluntary diversity training (2007) (92)
Relations Between Situational Factors and the Comparative Referents Used by Employees (1986) (85)
Engage Me: The Mature-Age Worker and Stereotype Threat (2016) (83)
HR and the line: The distribution of HR activities in Australian organisations (2006) (78)
Negotiating the Gender Divide (2012) (74)
Individual and Environmental Factors Influencing the Use of Transfer Strategies After Diversity Training (2009) (70)
Here Comes the Judge: The Influence of Judge Personal Characteristics on Federal Sexual Harassment Case Outcomes (2003) (69)
Individual Differences in the Effectiveness of Sexual Harassment Awareness Training1 (1998) (66)
Ironic evaluation processes: effects of thought suppression on evaluations of older job applicants (2000) (64)
The Turing effect: the nature of trust in expert systems advice (1997) (56)
Shocks and final straws: Using exit-interview data to examine the unfolding model's decision paths (2012) (54)
The effect of multiple roles on caregiver stress outcomes. (2006) (53)
Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures (2009) (48)
How Service Agents Manage the Person—Role Interface (2008) (48)
Category-based and feature-based processes in performance appraisal: Integrating visual and computerized sources of performance data. (1993) (46)
Demographics in Service Encounters: Effects of Racial and Gender Congruence on Perceived Fairness (2000) (45)
Job embeddedness among migrants: fit and links without sacrifice (2015) (44)
“Irreconcilable differences? Strategic human resource management and employee well being” in C. L. Cooper (Ed.) Organizational Health and Wellbeing, PLACE New Delhi? (2009) (44)
Help or hindrance? Work–life practices and women in management (2016) (43)
Trickle-down effect: The impact of female board members on executive gender diversity (2018) (43)
Human Resources for the Non-HR Manager (2004) (42)
HR managers as toxin handlers: The buffering effect of formalizing toxin handling responsibilities (2009) (42)
Shaping and Being Shaped: How Organizational Structure and Managerial Discretion Co-evolve in New Managerial Roles (2019) (41)
Understanding the Change–Cynicism Cycle: The Role of HR (2017) (41)
Individual and Group Feedback and Performance: An Attributional Perspective (1991) (40)
Psychological Perspectives on Workplace Diversity. (2006) (35)
Customer perceptions of justice in service transactions: the effects of strong and weak ties (2001) (33)
Managerial tactics for communicating negative performance feedback (2016) (33)
Effective Diversity Training (2013) (32)
Understanding gender differences in distributive and procedural justice (1997) (32)
The Impact of Work–Family Programs on the Relationship between Gender Diversity and Performance (2015) (31)
The impact of reason for training on the relationship between “best practices” and sexual harassment training effectiveness (2010) (30)
In or out: job exits of older workers (2015) (30)
Retaining a diverse workforce: the impact of gender‐focused human resource management (2015) (30)
Propensity to Sexually Harass: An Exploration of Gender Differences (1998) (29)
Sweet Little Lies: Social Context and the Use of Deception in Negotiation (2012) (29)
Health or harm? A cohort study of the importance of job quality in extended workforce participation by older adults (2016) (28)
Referent Sharing: Convergence within Workgroups of Perceptions of Equity and Referent Choice (1988) (28)
The Reasonable Woman Standard: Effects on Sexual Harassment Court Decisions (2004) (28)
Blowing the whistle : Determinants of responses to sexual harassment (1997) (28)
Assessing Instructor Cultural Competence in the Classroom: An Instrument and a Development Process (2002) (27)
Board Age and Gender Diversity: A Test of Competing Linear and Curvilinear Predictions (2013) (27)
Making public organizations more inclusive: A case study of the Victoria Police Force (2008) (27)
The Third-Party Perspective of (In)justice (2015) (26)
The Impact of Computerized Performance Monitoring and Prior Performance Knowledge on Performance Evaluation1 (1993) (26)
Safeguarding Access and Safeguarding Meaning as Strategies for Achieving Confidentiality (2011) (25)
The Effects of Job Categorization on Judgments of the Motivating Potential of Jobs. (1989) (25)
Understanding gender differences in distributive and procedural justice (1996) (25)
Inclusion climate: A multilevel investigation of its antecedents and consequences (2019) (24)
Climbing the Higher Mountain: The Challenges of Multilevel, Multisource, and Longitudinal Research Designs (2011) (23)
Which Employers Offer Hope for Mainstream Job Opportunities for Disabled People? (2015) (23)
The impact of gender diversity on performance in services and manufacturing organizations (2009) (22)
Changes in psychological contracts during the global financial crisis: the manager's perspective (2012) (21)
Skilled Migrants Employed in Developed, Mature Economies: From Newcomers to Organizational Insiders (2020) (21)
The influence of social comparisons on perceptions of procedural fairness (1989) (20)
Compensation in Organizations: Current Research and Practice (2001) (16)
We need a hero: HR and the ‘next normal’ workplace (2021) (16)
The influence of calculative (“hard”) and collaborative (“soft”) HRM on the layoff‐performance relationship in high performance workplaces (2020) (15)
The Electronic Water Cooler (2012) (15)
Factors impacting the knowing-doing gap in sexual harassment training (2012) (13)
The relationship of attributional frameworks to job seekers' perceived success and job search involvement. (1989) (13)
Frustration effects in procedural justice research: The case of drug-testing legislation (1993) (13)
Heuristic Processing in Organizational Judgments (1994) (12)
A fair go? The gender pay gap among corporate executives in Australian firms (2018) (12)
Perspective and procedural justice: Attorney and litigant evaluations of court procedures (1990) (12)
The Effects of Age and Drug Dependency on the Emotional Exhaustion and Job Satisfaction of Adult Streetworkers in Australia (2013) (11)
The manager as employer agent The role of manager personality and organizational context in psychological contracts (2017) (10)
The Fork in the Road: Diversity Management and Organizational Justice (2015) (10)
Gender diversity from the top: the trickle‐down effect in the Australian public sector (2018) (10)
Workforce gender diversity: Is it a source of competitive advantage? (2007) (10)
The Moderating Role of Intergroup Contact in Race Composition, Perceived Similarity, and Applicant Attraction Relationships (2016) (10)
Motivation Enhancement Through Work Redesign (2017) (10)
Sexual harassment training: explaining differences in Australian and US approaches (2018) (9)
Can We Still Be Friends? The Role of Exit Conversations in Facilitating Post-exit Relationships (2015) (9)
In the Company of Women: The Well-Being Consequences of Working with (and for) Other Women (2016) (8)
Shaping attitudes to disability employment with a national disability insurance scheme (2016) (8)
Spotlight on the Context: How a Stereotype Threat Framework Might Help Organizations to Attract and Retain Older Workers (2014) (8)
"Gender diversity, time to take it from the top? An integration of competing theories" (2014) (8)
Segmenting a general practitioner market to improve recruitment outcomes. (2011) (7)
I Feel Your Pain: The Moderating Effect of Care Recipient Health on the Relationship between Work Hours and Care Recipient and Caregiver Psychological Outcomes (2013) (7)
Doing Emotion in Service Encounters: Service Agents’ Perceptions of Emotional Labor and Emotional Contagion (2008) (7)
2019 Presidential Address—Management Scholars, End Users, and the Power of Thinking Small (2020) (7)
The Effect of Information Format and Performance Pattern on Performance Appraisal Judgments in a Computerized Performance Monitoring Context1 (1994) (7)
Rental Insights A COVID-19 Collection (2020) (7)
On Editing in an International Context (2005) (6)
Sexual harassment training: Often necessary but rarely sufficient (2019) (6)
Benefit of the doubt: the buffering influence of normative contracts on the breach–workplace performance relationship (2019) (6)
“Toxin handling” and well-being: The case of the human resources manager (2014) (6)
Differences in Well‐being among People with Disabilities in Paid Employment: Level of Restriction, Gender and Labour Market Context (2017) (6)
Managing Diversity in Organizations: An Exercise Based on Racial Awareness Training (1998) (6)
Myth busting rural labour shortages. A market segmentation approach reveals new recruitment opportunities. (2011) (5)
Category‐Based and Feature‐Based Cognitive Processes in Job Impressions (1993) (5)
The Glass Ceiling in Organizations (2019) (5)
Defining a Process for Segmenting the General Practitioner Market for Rural Practice Recruitment (2009) (5)
Category-Based and Feature-Based Cognitive Processes: The Role of Unfavorable Information1 (1994) (5)
Assigning a team-based pager for on-call physicians reduces paging errors in a large academic hospital. (2014) (4)
COMPUTERIZED PERFORMANCE MONITORING AND PERFORMANCE APPRAISAL (1990) (4)
Sugar ‘n’ Spice and All Things Nice: Gender and Strategy Choices in Negotiation (2009) (4)
Losing the workers who need employment the most: how health and job quality affect involuntary retirement (2018) (4)
Who pays the penalty? Implications of gender pay disparities within top management teams for firm performance (2021) (4)
The Rocky Climb (2014) (4)
Gender (in)equality in Australia: good intentions and unintended consequences (2021) (4)
But Can I Trust Her? Gender and Expectancy Violations in Negotiation (2011) (4)
Recruitment Ad Analysis Offers New Opportunities to Attract GPs to Short-Staffed Practices (2013) (4)
The Tyranny of Fit: Yet another Barrier to Mainstream Employment for Disabled People in Sheltered Employment (2017) (4)
The impact of gender diversity on turnover : the moderating effect of human resource policies and practices (2010) (3)
Help Wanted: People With Disabilities and Recruitment Advertising (2016) (3)
Toxin handling and wellbeing: The case of the human resource manager (in press) (2012) (3)
Book Review (2001) (2)
The Motivating Potential of an Associate Editor’s Role (2008) (2)
The impact of gender diversity on turnover: The moderating effect of HR policies and practices (2010) (2)
Faculty Gender Diversity, Institutional Performance, and the Role of Diversity Climate (2022) (1)
Managing voluntary collective turnover: the impact of a cynical workplace climate (2021) (1)
Women at the Top (2015) (1)
The organisational gender diversity-performance link:Does industry type matter? (2008) (1)
The Recruiting Process (2004) (1)
You need to prepare for the tricky moment when someone resigns from your team (2016) (1)
HR Managers as toxin-handlers: The buffering effect of formalizing "soft" responsibilities (2007) (1)
Sweet Little Lies: Social Context and the Use of Deception in Negotiation (2013) (1)
Does consistency pay?The effects of information sequence and content on women's negotiation outcomes (2014) (1)
Buffering Effects of Normative Relational Contracts on the Breach-Performance Relationship (2013) (0)
The Consequences of Job Categorization (1987) (0)
WHEN TIME IS RUNNING OUT: A GROWTH CURVE ANALYSIS OF OLDER WORKERS’ RETIREMENT INTENTIONS (2023) (0)
Negative Performance Appraisal Interview--Semi-Structured Interview (2016) (0)
Then and Now: Job Design, Diversity and Creativity (2018) (0)
Ch 16 Kulik TrainingChapter 2019-05-23 FINAL.pdf (2020) (0)
The impact of organizational gender diversity on performance: Does industry type matter? (2009) (0)
Job Security Scale (2014) (0)
Sense of an ending- Health & manager support influence on the passage of time & intention to retire (2021) (0)
A Fair Go? Gender Pay Gap at the Executive Level in Australia (2014) (0)
HR managers as toxin handlers: The buffering effect of formalizing toxin handling responsibilities (vol 48, pg 695, 2009) (2009) (0)
Innovative Approaches to Creating Gender Inclusive Academic Environments (2020) (0)
High Performance Work Practices and Collective Quits: The Moderating Role of Workplace Cynicism (2017) (0)
Editors' Forum: Research and Publishing Ethics (2011) (0)
Strategy versus caring in Human Resource Management: Views from the front line. (2006) (0)
Staying in the Race: Counselor Visits and Job Search Confidence Among People With Disabilities (2019) (0)
Conducting Performance Appraisals (2004) (0)
Women-focused negotiation training: a gendered solution to a gendered problem (2020) (0)
Dealing with distressed employees: A human resource managers perspective (2006) (0)
Mature-age worker engagement (2016) (0)
Leadership and change in Police culture (2005) (0)
Institutional Knowledge at Singapore Management University Aging Populations and Management: From the Editors (2019) (0)
Controlling Sexual Harassment in the Workplace (2004) (0)
The Effects of Age and Drug Dependency on the Emotional Exhaustion and Job Satisfaction of Adult Streetworkers in Australia (2013) (0)
Research The relationship of attributional Note frameworks to job seekers' perceived success and job search involvement (1989) (0)
Gender targets and trickle‐down effects: Avoiding the ‘decoupling dynamics’ that limit female representation in senior roles (2023) (0)
The Manager's Perspective of Psychological Contracts Before and After the Global Financial Crisis. (2012) (0)
Gender-Focused Policies and Practices Scale--Modified (2016) (0)
Helping Employees Manage Their Careers (2004) (0)
Using Expertise as a Firewall: Exploring Emotion Work of Novices and Experts (2015) (0)
Managing Age in the Workplace (2004) (0)
Creating and fulfilling psychological contracts: The role of manager personality and organisational context (2009) (0)
Advancing the Research on Stereotypes in the Management Field (2013) (0)
The Moderating Role of Intergroup Contact in Race Composition, Perceived Similarity, and Applicant Attraction Relationships (2015) (0)
Gender Equality in Organizations: The Dynamics of Space (2021) (0)
Institutional Knowledge at Singapore Management University Institutional Knowledge at Singapore Management University Aging Populations and Management: From the Editors Aging Populations and Management: From the Editors (2020) (0)
Organizational Predictors of Gender Pay Gap at Executive Level (2015) (0)
MOR volume 7 issue 3 Cover and Front matter (2011) (0)
MYTH BUSTING RURAL LABOUR SHORTAGES (2012) (0)
The gender diversity-performance link: Does industry type matter? (2008) (0)
Does organisational change cynicism matter (2008) (0)

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What Schools Are Affiliated With Carol Kulik?

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