Perceived Job Discrimination: Going beyond a science of mean effects

摘要: This comment responds to the major issues raised by papers of Anseel (2011) and Patterson Zibarras as discussant commentaries my keynote paper on perceived job discrimination (PJD) applicant propensity case initiation in employee selection. I respond first two main themes noted these authors – (i) theoretical explanations for PJD, and, (ii) methodological research design imperatives. In conclusion, this brief extends propose that reactions needs develop from being a science mean becoming paradigm can account pragmatically important outlier responses well.