Human Resources for the Non-HR Manager
Carol T. Kulik & Elissa L. Perry
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.
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.
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.
In the Spotlight
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
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
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.
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.
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
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.
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.
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.
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.
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.