Dr. Davison's research interests lie in the areas of human resources (especially personnel selection), and gender and disability issues. She is currently working on research projects investigating topics such as sexual harassment, neurodiversity, and the use of AI in HR. She has published her research in leading scholarly journals such Journal of Applied Psychology, Organizational Behavior & Human Decision Processes, Personnel Psychology, Organizational Research Methods, Journal of Vocational Behavior, Academy of Management Learning & Education, Journal of Business Ethics, Journal of Business & Psychology, International Journal of Selection and Assessment, and Journal of Management Education. Of note, one of her publications received Honorable Mention for the Best Publication of the Year Award in Organizational Research Methods, and another publication was a finalist for the Outstanding Article of the Year Award at Academy of Management Learning & Education.
Dr. Davison serves as Associate Editor for Human Performance, and as an editorial board member for Organizational Research Methods and Acta Psychologica, and is an ad hoc reviewer for Journal of Applied Psychology, among others. She has also served as chair of several Society for Industrial and Organizational Psychology (SIOP) committees.
Dr. Davison has significant experience working in industry as an Employee Selection Specialist at GTE/Verizon, and as a Compensation Consultant.
Selected Recent Publications
Acikgoz, Y., Mollica, K., Davison, H. K., Hartwell, C., & Bergman, S. (in press). Reactions to social media screening: The effects of social media type, screening self-efficacy, and minority status. Employee Responsibilities & Rights Journal.
Davison, H. K., & Blackburn, A. S. (2023). The case for offering paid leave: Benefits to the employer, employee, and society. Compensation & Benefits Review, 55, 3-18.
Davison, H. K., Kluemper, D. H., Tao, S., Stewart, D. W., & Bing, M. N. (2021). The effects of faking on the relationship between cognitive ability and conscientiousness: A cautionary note. International Journal of Selection and Assessment, 29, 203-218.
Acikgoz, Y., Davison, H. K., Compagnone, M., & Laske, M. (2020). Justice perceptions of artificial intelligence in selection. International Journal of Selection and Assessment, 28, 399-416.
Davison, H. K., LeBreton, J. L., Stewart, S. M., & Bing, M. N. (2020). Investigating curvilinear relationships of explicit and implicit aggression with workplace outcomes. European Journal of Work and Organizational Psychology, 29, 501-514.
Mishra, V., & Davison, H. K. (2020). Sexual harassment training: A need to consider cultural differences. Industrial and Organizational Psychology: Perspectives on Science and Practice, 13, 163-167
DeSimone, J., Davison, H. K., Schoen, J., & Bing, M. N. (2020). Insufficient effort responding as a partial function of implicit aggression. Organizational Research Methods, 23, 154-180.
Stewart, S., & Davison, H. K. (2019). Teenage workers need sexual harassment training, #TeensToo. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12, 58-63.
Hamilton, R. H. & Davison, H. K. (2018). The search for skills: Knowledge stars and innovation in the hiring process. Business Horizons, 61, 409-419.
Davison, H. K., & Smothers, J. (2015). How Theory X style of management arose from a fundamental attribution error. Journal of Management History, 21, 210-231.
Davison, H. K., Mishra, V., Bing, M. N., & Frink, D. D. (2014). How individual performance affects variability of peer evaluations in classroom teams: A distributive justice perspective. Journal of Management Education, 38, 43-85. (A podcast of an interview about the paper is available at: http://jme.sagepub.com/site/misc/Index/podcasts.xhtml)
