In tandem with a surge of public interest in authenticity, there is a growing number of
empirical studies on individual authenticity in work settings. However, these studies have …

It is difficult to draw definitive conclusions about the workplace impact of race from the
organizational psychology and organizational behavior literature. Topical coverage is spotty …

Black people engage in a variety of behaviors to avoid stereotyping and promote a
professional image in the workplace. Racial codeswitching is one impression management …

Many employees perform emotional labor, regulating their emotions to meet organizationally
mandated display rules (eg,“service with a smile”), which has both professional and …

Demonstrates the connection between psychological theory and application in the field of
Industrial/Organizational Psychology. Introduction to Industrial/Organizational Psychology is …

Whiteness is a pervasive context in (post) colonial organizations that maintains its enduring
presence through everyday practices such as the white gaze: seeing people's bodies …

By integrating the intersectional invisibility hypothesis with the behaviors from intergroup
affect and stereotypes map framework, we examine the extent to which Black women's dual …

Role congruity theory proposes that bias may arise from the perceived incongruity between
stereotypes about a social group and expected requirements for success in a social role …

This article presents a systematic review of the human resource management (HRM)
literature to document how the term “unconscious bias” is defined, theorized, and …

The past four decades of scholarship on emotional labor—the regulation of feelings and
expressions performed to fulfill interpersonal work role expectations—has transformed our …