Forthcoming at Industrial and Organizational Psychology
“Is Cybervetting Valuable?” by Annika Wilcox, Steve McDonald, and Amanda Damarin
This article examines the subjective costs of online job candidate screening (i.e., “cybervetting”) for job candidates, hiring agents, and organizations. It argues that cybervetting as it is currently practiced harms job candidates and does little (if anything) to benefit hiring agents and organizations, suggesting that a redefinition of this practice is necessary.
Forthcoming at The Sociological Quarterly
“Human Rights and Dissent in Hybrid Environments: The Impact of Shifting Rights Regimes” by Thomas Shriver, Laura Bray, Annika Wilcox, and Adriana Szabo
This article examines how shifting rights regimes impact the political context of social movements. It draws on archival records, in-depth interviews, and media coverage to analyze cycles of dissent within Communist Czechoslovakia between 1948 and 1977. It identifies three key features of rights regimes and illustrates how political opportunities and threats across multiple scales (domestic, regional, and international) collectively shape resistance.
“Elite Cultural Work and Discursive Obstruction of Human Rights Activism” by Thomas Shriver, Annika Wilcox, and Laura Bray
This article examines how elite actors respond to social movements advanced by socially and culturally privileged activists. Analyzing a historical case of human rights activism in Communist Czechoslovakia, it identifies tactics of discursive obstruction (vilifying activists, distorting activists’ messages, symbolically amplifying values that activists challenge, and constructing regime support utilizing other privileged identities) as means by which state and other elite actors attempt to neutralize the threat posed by activists.
“Black Holes and Purple Squirrels: A Tale of Two Online Labor Markets” by Steve McDonald, Amanda K. Damarin, Jenelle Lawhorne, and Annika Wilcox
This article draws on in-depth interviews to examine how HR professionals assess active and passive job candidates. It illustrates that HR professionals’ construction of passive job candidates as ideal candidates, and active job candidates as questionable candidates, serves to reinforce inequalities between the “haves” and the “have-nots” of the online labor market.
Work Under Review
Revise and Resubmit at Social Science Research
“Gender Inequality in Relational Position-Taking: An Analysis of Intra-Organizational Job Mobility Networks” by Annika Wilcox, Steve McDonald, Richard Benton, and Donald Tomaskovic-Devey
This article utilizes social network analysis to examine how patterns of job mobility contribute to gendered job segregation. It finds that workers tend to move between jobs with similar sex compositions, and that this inhibits the ability of workers in female-concentrated jobs to be upwardly mobile. Further, this effect is exacerbated within organizations with higher levels of income inequality.