Elissa L. Perry, Professor of Psychology and Education, Program in Social-Organizational Psychology, Teachers College, Columbia University.
Her research focuses on the role of demographic characteristics (e.g., age, generational membership, gender, race, disability) in human resource judgments and on organizational outcomes. In addition, she is interested in the effectiveness of organizational interventions (e.g., sexual harassment awareness training) in reducing and managing discrimination.
Publications pertaining to work and ageing
Perry, E.L., Golom, F.D., Catenacci, L., Ingraham, M.E., Covais, E.M., & Molina, J.J. (2016). Talkin 'bout your generation: The impact of applicant age and generation on hiring-related perceptions and outcome. Work, Aging and Retirement, doi: 10.1093/workar/waw029.
Perry, E.L., Golom, F.D., & McCarthy, J. (2015). Generational differences: Let’s not throw the Babyboomer out with the bathwater. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8(3), 376-382.
Goldberg, C.B., Perry, E.L., & Finkelstein, L.M. & Shull, A. (2013). Targeting older applicants in recruitment: An organizational perspective. European Journal of Work and Organizational Psychology, 22(3), 265-278.
Goldberg, C., Finkelstein, L.M., Perry, E.L., & Konrad, A.M. (2004). Job and industry fit: The effects of age and gender matches on career progress outcomes. Journal of Organizational Behavior, 25, 807-830.
Perry, E.L., Simpson, P.A., NicDomhnaill, O. & Siegel, D. (2003). Is there a technology age gap? A look at the skills and compensation of older compared to younger computer programmers. International Journal of Selection and Assessment, 11, 141-149.
Kulik, C.T., Perry, E.L., & Bourhis, A.C. 2000). Ironic evaluation processes: Effects of thought suppression on evaluations of older job applicants. Journal of Organizational Behavior, 21, 689-711.
Perry, E.L., & Finkelstein, L.M. (1999). Toward a broader view of age discrimination in employment-related decisions: A joint consideration of organizational factors and cognitive processes. Human Resource Management Review, 9, 21-49.
Perry, E.L., Kulik, C.T., & Zhou, J. (1999). A closer look at the effects of subordinate-supervisor age differences. Journal of Organizational Behavior, 20, 341-357.
Perry, E.L., & Bourhis, A.C. (1998). A closer look at the role of applicant age in selection decisions. Journal of Applied Social Psychology, 28, 1670-1697.
Perry, E.L. (1997). A cognitive approach to understanding discrimination: A closer look at applicant gender and age. Research in Personnel and Human Resources Management, 15, 175-240.
Perry, E.L., Kulik, C.T., & Bourhis, A.C. (1996). Moderating effects of personal and contextual factors in age discrimination. Journal of Applied Psychology, 81, 628-647.
Perry, E.L. (1994). A prototype matching approach to understanding the role of applicant gender and age in the evaluation of job applicants. Journal of Applied Social Psychology, 24, 1433-1473.
Perry, E.L., Hanvongse, A., & Casoinic, D. (2013). Making a case for the existence of generational stereotypes: A literature review and exploratory study. In J. Field, R. Burke, & C. Cooper (Eds.), Handbook on Aging, Work, & Society (pp. 416-442). London: Sage Publications.
Perry, E.L., Dokko, G., & Golom, F. (2012). The aging worker and person-environment fit. In J.W. Hedge and W.C. Borman (Eds.), The Oxford Handbook of Work and Aging (pp. 187-212). New York: Oxford University Press.
Perry, E.L., & Parlamis, J.D. (2005). Age and ageism in organizations: A review and consideration of national culture. In A.M. Konrad, P. Prasad, & J.K. Pringle (Eds.), Handbook of Workplace Diversity (pp. 345-370). London: Sage Publications.