Elissa L Perry
Biographic Data
| ID | 4083902 |
|---|---|
| NAME | Elissa L Perry |
| GIVEN NAMES | Elissa L |
| FAMILY NAME | Perry |
| SIGNATURE | PERRY E L |
| AFFILIATIONS | Columbia University |
| ORCID | 0000-0001-8441-8807 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 36 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1998 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
The Choice and Evaluation of Sexual Harassment Interventions in Institutions of Higher Education
This paper provides a qualitative review of research related to sexual harassment interventions employed in institutions of higher education (IHEs) and introduces a needs assessment process that IHE administrators can use to inform their choice of intervention. Additionally, this paper provides direction regarding how to assess the impact of sexual harassment interventions as prevention programs can only be effective if they are continuously eval…
Faculty Gender Diversity, Institutional Performance, and the Role of Diversity Climate
Leading in: Inclusive Leadership, Inclusive Climates and Sexual Harassment
Purpose The purpose of this paper is to present a model that explores the relationship between inclusive leadership, inclusive climates and sexual harassment and other negative work-related outcomes, at the work unit and individual levels. Design/methodology/approach A conceptual model of inclusive work unit leadership, inclusive work unit climate and sexual harassment based on a review of the literature. Findings Leaders who behave more inclusiv…
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
The Network Leadership Innovation Lab: A practice for social change
The Aging Worker and Person–Environment Fit
Two perspectives have been used to understand the experiences of aging workers in the workplace: the age discrimination and diversity perspective, and the relational demography perspective. We suggest that these approaches are limited and that Person–Environment (P-E) fit theory provides a broader theoretical framework that is potentially more useful, even though it has not been applied to understanding the experiences of aging workers specifical…
Job and industry fit: The effects of age and gender matches on career progress outcomes
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Ironic evaluation processes: Effects of thought suppression on evaluations of older job applicants
This research explored ironic evaluation processes initiated by suppression instructions conveyed during diversity training. Raters watched one of three training videos: a video providing information about age diversity and recommending that they try to suppress age-related thoughts; a video providing information about age, sex, race, and ethnic diversity and recommending that they try to suppress demography-related thoughts; or a control video c…
An Exploration of Access and Treatment Discrimination and Job Satisfaction among College Graduates with and without Physical Disabilities
The current study explored the extent to which college graduates with and without physical disabilities reported experiencing discrimination in their overall work histories. Resufts suggested that respondents with disabilities reported experiencing significantly more access discrimination than respondents without disabilities and that the specific type of physical disability influenced the extent of access discrimination experienced. There were n…
A closer look at the effects of subordinate-supervisor age differences
Relational demography research has emphasized a similarity–attraction paradigm in explaining employees' reactions to demographic differences from other organizational members. This study examined similarity–attraction (nondirectional age differences) and status incongruence (directional age differences) predictions of age difference effects. The nondirectional and directional differences between the age of a subordinate and the ages of his or her…
Propensity to Sexually Harass: An Exploration of Gender Differences
Job and industry fit: The effects of age and gender matches on career progress outcomes
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Leading in: Inclusive Leadership, Inclusive Climates and Sexual Harassment
Purpose The purpose of this paper is to present a model that explores the relationship between inclusive leadership, inclusive climates and sexual harassment and other negative work-related outcomes, at the work unit and individual levels. Design/methodology/approach A conceptual model of inclusive work unit leadership, inclusive work unit climate and sexual harassment based on a review of the literature. Findings Leaders who behave more inclusiv…
An Exploration of Access and Treatment Discrimination and Job Satisfaction among College Graduates with and without Physical Disabilities
The current study explored the extent to which college graduates with and without physical disabilities reported experiencing discrimination in their overall work histories. Resufts suggested that respondents with disabilities reported experiencing significantly more access discrimination than respondents without disabilities and that the specific type of physical disability influenced the extent of access discrimination experienced. There were n…
Propensity to Sexually Harass: An Exploration of Gender Differences
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
Propensity to Sexually Harass: An Exploration of Gender Differences
A closer look at the effects of subordinate-supervisor age differences
Relational demography research has emphasized a similarity–attraction paradigm in explaining employees' reactions to demographic differences from other organizational members. This study examined similarity–attraction (nondirectional age differences) and status incongruence (directional age differences) predictions of age difference effects. The nondirectional and directional differences between the age of a subordinate and the ages of his or her…
Ironic evaluation processes: Effects of thought suppression on evaluations of older job applicants
This research explored ironic evaluation processes initiated by suppression instructions conveyed during diversity training. Raters watched one of three training videos: a video providing information about age diversity and recommending that they try to suppress age-related thoughts; a video providing information about age, sex, race, and ethnic diversity and recommending that they try to suppress demography-related thoughts; or a control video c…
An Exploration of Access and Treatment Discrimination and Job Satisfaction among College Graduates with and without Physical Disabilities
The current study explored the extent to which college graduates with and without physical disabilities reported experiencing discrimination in their overall work histories. Resufts suggested that respondents with disabilities reported experiencing significantly more access discrimination than respondents without disabilities and that the specific type of physical disability influenced the extent of access discrimination experienced. There were n…
Job and industry fit: The effects of age and gender matches on career progress outcomes
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
The Aging Worker and Person–Environment Fit
Two perspectives have been used to understand the experiences of aging workers in the workplace: the age discrimination and diversity perspective, and the relational demography perspective. We suggest that these approaches are limited and that Person–Environment (P-E) fit theory provides a broader theoretical framework that is potentially more useful, even though it has not been applied to understanding the experiences of aging workers specifical…
The Network Leadership Innovation Lab: A practice for social change
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate's age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitabi…
Implications of Generational and Age Metastereotypes for Older Adults at Work: The Role of Agency, Stereotype Threat, and Job Search Self-efficacy
This study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults’ sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the …
Leading in: Inclusive Leadership, Inclusive Climates and Sexual Harassment
Purpose The purpose of this paper is to present a model that explores the relationship between inclusive leadership, inclusive climates and sexual harassment and other negative work-related outcomes, at the work unit and individual levels. Design/methodology/approach A conceptual model of inclusive work unit leadership, inclusive work unit climate and sexual harassment based on a review of the literature. Findings Leaders who behave more inclusiv…
Faculty Gender Diversity, Institutional Performance, and the Role of Diversity Climate
The Choice and Evaluation of Sexual Harassment Interventions in Institutions of Higher Education
This paper provides a qualitative review of research related to sexual harassment interventions employed in institutions of higher education (IHEs) and introduces a needs assessment process that IHE administrators can use to inform their choice of intervention. Additionally, this paper provides direction regarding how to assess the impact of sexual harassment interventions as prevention programs can only be effective if they are continuously eval…
Psychology (11 works) · Social Psychology (7 works) · Political science (6 works) · Social Psychology (6 works) · Gender Diversity and Inequality (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Work-Family Balance Challenges (4 works) · Demographic economics (3 works) · Harassment (3 works) · Job satisfaction (3 works)