Beth Livingston
Biographic Data
| ID | 3944447 |
|---|---|
| NAME | Beth Livingston |
| GIVEN NAMES | Beth |
| FAMILY NAME | Livingston |
| SIGNATURE | LIVINGSTON B |
| VERIFIED | No |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 1 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
Résumé screening heuristic outcomes
Purpose Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activa…
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
The Odd One Out
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
The Odd One Out
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
Résumé screening heuristic outcomes
Purpose Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activa…
Computer Science (3 works) · Psychology (3 works) · Gender Diversity and Inequality (2 works) · Political science (2 works) · Social Psychology (2 works) · Sociology (2 works) · Adjustment (psychology) (1 work) · Affirmative action (1 work) · Applied Psychology (1 work) · Artificial Intelligence (1 work)