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Peer-Reviewed Journals 

*denotes equal authorship ; Italics denotes student authors at the times of the project

Jang, S. R., Cheung, H., & Ford, M. (2023). Healthy for some but not for all: The moderating role of BMI on perceived health climate–insomnia relationship. Journal of Occupational and Organizational Psychology, 96(4), 856-871.

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Bergman, M. E., Gaskins, V. A., Allen, T., Cheung, H., Hebl, M., King, E. B., ... & Zelin, A. I. (2023). The Dobbs Decision and the Future of Occupational Health in the US. Occupational Health Science, 7(1), 1-37.

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Goldberg, C. G. & Cheung, H. (2022). Organizational abortion care benefits in the post-Roe world: Employee and employers perspectives. Equality, Diversity, and Inclusion: An International Journal. 

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Keeler, K., Alaybek, B., Cortina, J., & Cheung, H. (2022). Untying the climate strength knot: A meta-analytic examination. Journal of Applied Psychology.

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Cheung, H., Baranik, L. E., Burrows, D.*, & Asburn-Nardo, L. (2022). Hiring discrimination against refugees: The mediating role of symbolic and realistic threat. Journal of Vocational Behavior.

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Cheung, H., Anderson, A. A., King, E. B., Warner, K., Mahabir, B., Jones, K. P. (2022). Beyond the baby bump: Subtle discrimination against working mothers during the hiring process. Journal of Business and Psychology, 37, 1181-1198.

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Dalal, D. K., Randall, J. G., Cheung, H., Roch, S. G., Williams, K. J., & Gorman, B. (2021). Is there bias in alternatives to standardized tests? An investigation into letters of recommendation. International Journal of Testing, 22(1), 21-42. 

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Hernandez, J.*, Mahabir, B.*, & Cheung, H. (2021) Applying I-O theories in classrooms: An examination from the power perspective. The Industrial and Organizational Psychology: Perspectives on Science and Practice, 13(4), 548-554 .

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Cheung, H., Goldberg, C., Konrad, A., Lindsey, A. P., Nicolaides, V., & Wang, Y. (2020). A meta-analytic review of gender context influencing employees’ work outcomes: Implications for human resources development. Human Resources Development International, 23(5), 491-518 

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Danna, G.*, Hernandez, J.*, Mahabir, B.*, Nandigama, D.*, & Cheung, H. (2020) Who else besides (white) women: The need for representation in harassment training. The Industrial and Organizational Psychology: Perspectives on Science and Practice, 13, 208-212.

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Gilrane, V., Wessel, J. L., Cheung, H., & King, E. B. (2019). The consequences of making the right impressions for STEM women: Meta-stereotypes, impression management, and supervisor ratings. Archives of Scientific Psychology, 7(1), 22-31.

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Lee, S. Y., Hanson, M. D., & Cheung, H. (2019). Incorporating bystanders intervention into sexual harassment training. Industrial-Organizational Psychology: Perspectives on Science and Practice, 12(1), 52-57.

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Batz, C. L., Tay, L., Kuykendall, L. & Cheung, H. (2018). A meta-analysis of gender differences in subjective well-being: Estimating effect size and associations with gender inequality. Psychological Science, 29(9), 1491-1503.

 

Cheung, H., Goldberg, C. B., King, E. B., & Magley, V. J. (2017). Are you true to the cause? Beliefs about Organizational and Unit’s Commitment to Sexual Harassment Training. Groups & Organization Management, 43(4), 531-560 .

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Kuykendall, L., Lei, X., Tay, L., Cheung, H., Kolze, M., Lindsey, A., Silvers, M., & Engelsted, L. (2017). Leisure subjective well-being: Validating new measures and examining its importance to overall worker well-being. Journal of Vocational Behavior, 103, 13-40.

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Cheung, H.*, Hebl, M. R.*, King, E. B.*, Markell, H. H.*, Moreno, C.*, & Nittrouer, C.* (2017). Back to the future: Methodologies that capture real people in the real world. Social Psychological and Personality Science 8(5), 564- 572.

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Windscheild, L., Bowes-Sperry, L., Kidder, D., Cheung, H., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Job seekers’ perceptions of diversity mixed messages. Journal of Applied Psychology. 101 (9), 1329- 1241.

**Winner of 2016 Dorothy Harlow/McGraw Hill Best Paper Award for the Gender and Diversity in Organizations Division of the Academy of Management

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Cheung, H., Lindsey, A. P., King, E. B., & Hebl, M. R. (2016). Beyond sex: Exploring the influence of sex role identity on women’s influence tactics. Gender in Management, 31(1), 43-69.

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Lindsey, A. P., King, E. B., Cheung, H., Hebl, M. R., Lynch, S., & Mancini, V. (2015). When do women respond to discrimination? Exploring factors of focus, form, and subtlety. Journal of Applied Social Psychology, 45 (12), 649-661.

Other Publications

*denotes equal authorship

Mahabir, B., Hernandez, J. & Cheung, H. (2022). "What about pregnancy loss: an examination of wellness in the workplace" In the Future of Scholarship in Diversity and Inclusion in Organizations, Information Age Publishing, Vol 3, 225-246. 

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Landy, F. J. & Cheung, H. (2017). Equal Pay Act of 1963. In S. G. Rogelberg (Ed.), The SAGE Encyclopedia of Industrial-Organizational Psychology, 2nd edition. Thousand Oaks: SAGE Publications.

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Cheung, H.*, King, E.*, Lindsey, A.*, Membere, A.*, Markell, H., & Kilcullen, M (2016). Understanding and reducing workplace discrimination. Research in Personnel and Human Resources Management, Vol 34, 101-152.

 

Lindsey, A. P., King, E. B., Membere, A. A., Cheung, H. (2017). Two types of diversity training that really work: Experiments show that context and personality matter. Harvard Business Review, July 28, 2017.

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