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Meet the Authors

Carol T. Kulik (she/her) is a Bradley Distinguished Professor at the University of South Australia, UniSA Business, Australia. Her research focuses on motivating organizations to become gender equality frontrunners, engaging mature-age workers, and empowering employees to negotiate better working arrangements in the next normal.

 

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Carol explains why her research focuses on people management and shares her aspirations for better workplaces worldwide.

Elissa describes her commitment to narrowing the research-practice gap and explains how she engages with practitioners.

Elissa L. Perry (she/her) is a Professor at Teachers College, Columbia University, USA, where she teaches students and executives how to apply research methods and evidence-based management in practice. Her main interest is in applying an evidence-based approach to the practice of diversity management and the creation of inclusive workplaces.

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Our Research

Want to learn more about Carol and Elissa’s research on evidence-based people management? This playlist features some of their favorite publications on topics covered in Human Resources for the Non-HR Manager. If you’d like to take a deeper dive, see the links to their ResearchGate pages above.

Human Resources for the Non-HR Manager book cover
In the Spotlght

In the Spotlight

Picture of the first page of the article We need a hero: HR and the 'next normal'.

Kulik, C. T. (2021). We need a hero: HR and the 'next normal' workplace. Human Resource Management Journal, 32, 216-231. https://doi.org/10.1111/1748-8583.12387

Picture of the first page of the article Leading in: Inclusive leadership, inclusive climates and sexual harrasment..

Perry, E. L., Block, C. J., & Noumair, D. A. (2021). Leading in: Inclusive leadership, inclusive climates and sexual harassment.  Equality, Diversity and Inclusion, 40(4), 430-447. https://doi.org/10.1108/EDI-04-2019-0120

Manager-Employee Relationships
HR Devolution
Recruitmet Activities

HR Devolution

Metz, I., Brown, M., Cregan, C., & Kulik, C. T. (2014). Toxin handling and well-being: The case of the human resource manager. European Journal of Work and Organizational Psychology, 23, 248-262. 

https://doi.org/10.1080/1359432X.2012.739724

 

Kulik, C. T., Cregan, C., Metz, I., & Brown, M. (2009). HR managers as toxin handlers: The buffering effect of formalizing toxin handling responsibilities. Human Resource Management, 48, 695-716. 

https://doi.org/10.1002/hrm.20311

 

Kulik, C. T., & Perry, E. L. (2008).  When less is more: The effect of devolution on HR’s strategic role and construed image. Human Resource Management, 47, 541-558. 

https://doi.org/10.1002/hrm.20231

 

Perry, E. L., & Kulik, C. T. (2008).  The devolution of HR to the line: Implications for perceptions of people management effectiveness. International Journal of Human Resources, 19, 262-273. 

https://doi.org/10.1080/09585190701799838

Manager - Employee Relationships

Chiu, C.-Y., Howard, M., Lopes, E., Kulik, C. T., & Tuckey, M. R. (2023). Put your own “oxygen mask” on first: A behavioral typology of leaders' self-care. Human Resource Management, 63(2), 1-21.

https://doi.org/10.1002/hrm.22199

 

Metz, I., Kulik, C. T., Cregan, C., & Brown, M. (2017). The manager as employer agent: The role of manager personality and organizational context in psychological contracts. Personnel Review, 46, 136-153.
https://doi.org/10.1108/PR-04-2015-0087

 

Kulik, C. T., Perera, S., & Cregan, C. (2016). Engage me: The mature-age worker and stereotype threat. Academy of Management Journal, 59, 2132-2156. 

https://doi.org/10.5465/amj.2015.0564

 

Metz, I., Kulik, C. T., Brown, M., & Cregan, C. (2012). Changes in psychological contracts during the global financial crisis: The manager's perspective. International Journal of Human Resource Management, 23, 4359-4379. 

https://doi.org/10.1080/09585192.2012.667432

Recruitment Activities

Weiss, D., & Perry, E. L. (2020). Implications of generational and age metastereotypes for older adults at work: The role of agency, stereotype threat, and job search self-efficacy. Work, Aging and Retirement, 6(1), 15-27. 
https://doi.org/10.1093/workar/waz010

 

Hemphill, E., & Kulik, C. T. (2019). Staying in the race: Counselor visits and job search confidence among people with disabilities. Journal of Employment Counseling, 56, 127-140. 

https://doi.org/10.1002/joec.12127

 

Hemphill, E., & Kulik, C. T. (2016). Help wanted: People with disabilities and recruitment advertising. Journal of Employment Counseling, 53, 71-85. 

https://doi.org/10.1002/joec.12029

 

Goldberg, C. B., Perry, E. L., & Finkelstein, L. M. & Shull, A. (2013). Antecedents and outcomes of targeting older applicants in recruitment. European Journal of Work and Organizational Psychology, 22(3), 265-278. 
https://doi.org/10.1080/1359432X.2012.746315

Turnover and retention
Training a diverse workforce
Hiring and onboarding

Hiring and Onboarding

Tharenou, P., & Kulik, C. T. (2020). Skilled migrants employed in developed, mature economies: From newcomers to organizational insiders. Journal of Management, 46, 1156-1181. 

https://doi.org/10.1177/0149206320921229 

 

Perry, E. L., Golom, F. D., Catenacci, L., Ingraham, M. E., Covais, E. M., & Molina, J. J. (2016). Talkin 'bout your generation: The impact of applicant age and generation on hiring-related perceptions and outcome. Work, Aging and Retirement, 3(2), 186-199. 

https://doi.org/10.1093/workar/waw029

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Use promo code: AFLY02

Training a Diverse Workforce

Bainbridge, H. T. J., Perry, E. L., & Kulik, C. T. (2018). Sexual harassment training: Explaining differences in Australian and US approaches. Asia Pacific Journal of Human Resources, 56, 124-127.
https://doi.org/10.1111/1744-7941.12169

 

Perry, E. L., Kulik, C. T., & Bustamante, J. (2012). Factors impacting the knowing-doing gap in sexual harassment training. Human Resource Development International, 15(5), 589-608. 
https://doi.org/10.1080/13678868.2012.726540

 

Perry, E. L., Kulik, C. T., Bustamante, J., & Golom, F. D. (2010). The impact of reason for training on the relationship between "Best Practices" and sexual harassment training effectiveness. Human Resource Development Quarterly, 21(2), 187-208. 

https://doi.org/10.1002/hrdq.20043

 

Perry, E. L., Kulik, C. T., & Field, M. P. (2009). Sexual harassment training: Recommendations to address gaps between the practitioner and research literatures. Human Resource Management, 48(5), 817-837.
https://doi.org/10.1002/hrm.20316

 

Kulik, C. T., Pepper, M. B., Roberson, L., & Parker, S. K. (2007). The rich get richer: Predicting participation in voluntary diversity training. Journal of Organizational Behavior, 28, 753-769. 

https://doi.org/10.1002/job.444

Turnover and Retention

Brown, M., Cregan, C., Kulik, C. T., & Metz, I. (2022). Managing voluntary collective turnover: The impact of a cynical workplace climate. Personnel Review, 51, 715-730. 

https://doi.org/10.1108/PR-12-2019-0703

 

Cregan, C., Kulik, C. T., Johnston, S., & Bartram, T. (2021). The influence of calculative ("hard") and collaborative ("soft") HRM on the layoff-performance relationship in high performance workplace systems. Human Resource Management Journal, 31, 202-224. 

https://doi.org/10.1111/1748-8583.12291

 

Ali, M., Metz, I., & Kulik, C. T. (2015). Retaining a diverse workforce: The impact of gender-focused human resource management. Human Resource Management Journal, 25, 580-599.
https://doi.org/10.1111/1748-8583.12079

 

Halvorsen, B., Treuren, G. J. M., & Kulik, C. T. (2015). Job embeddedness among migrants: Fit and links without sacrifice. International Journal of Human Resource Management, 26, 1298-1317.
https://doi.org/10.1080/09585192.2014.990399

 

Kulik, C. T., Rae, B., Sardeshmukh, S. R., & Perera, S. (2015). Can we still be friends? The role of exit conversations in facilitating post-exit relationships. Human Resource Management, 54, 893-912.
https://doi.org/10.1002/hrm.21642

 

Perera, S., Sardeshmukh, S. R., & Kulik, C. T. (2015). In or out: Job exits of older workers. Asia Pacific Journal of Human Resources, 53, 4-21. 

https://doi.org/10.1111/1744-7941.12051

Inclusive workplaces
Gender pay gaps
Flexible work practices

Inclusive Workplaces

Perry, E. L., Block, C. J., & Noumair, D. A. (2021). Leading in: Inclusive leadership, inclusive climates and sexual harassment. Equality, Diversity and Inclusion, 40(4), 430-447. 

https://doi.org/10.1108/EDI-04-2019-0120

 

Li, Y., Perera, S., Kulik, C. T., & Metz, I. (2019). Inclusion climate: A multilevel investigation of its antecedents and consequences. Human Resource Management, 58, 353-369. 

https://doi.org/10.1002/hrm.21956

 

Kulik, C. T. (2014). Working below and above the line: The research-practice gap in diversity management. Human Resource Management Journal, 24, 129-144. 

https://doi.org/10.1111/1748-8583.12038

 

Metz, I., & Kulik, C. T. (2008). Making public organizations more inclusive: A case study of the Victoria Police Force. Human Resource Management, 47, 369-387. 

https://doi.org/10.1002/hrm.20217

Organizational Rewards

Kulik, C. T. (2023). Star performers: Strategy with a few grains of salt. The International Journal of Human Resource Management, 34(13), 2595-2606. 

https://doi.org/10.1080/09585192.2023.2225279

Yanadori, Y., Kulik, C. T., & Gould, J. A. (2021). Who pays the penalty? Implications of gender pay disparities within TMTs for firm performance. Human Resource Management, 60, 681-699. 

https://doi.org/10.1002/hrm.22067

 

Yanadori, Y., Gould, J. A., & Kulik, C. T. (2018). A fair go? The gender pay gap among corporate executives in Australian firms. International Journal of Human Resource Management, 29, 1636-1660.
https://doi.org/10.1080/09585192.2016.1255985

Flexible Work Practices

Kalysh, K., Kulik, C. T., & Perera, S. (2016). Help or hindrance? Work-life practices and women in management. Leadership Quarterly, 27, 504-518. 

https://doi.org/10.1016/j.leaqua.2015.12.009

 

Ali, M., Metz, I., & Kulik, C. T. (2015). The impact of work-family programs on the relationship between gender diversity and performance. Human Resource Management, 54, 553-576. 

https://doi.org/10.1002/hrm.21631

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