@article{mcchesney_foster_2023, title={Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-023-09907-6}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={McChesney, Jenna and Foster, Lori}, year={2023}, month={Aug} }
 @article{mcchesney_foster_2023, title={Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn (Aug, 10.1007/s10869-023-09907-6, 2023)}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-023-09909-4}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={McChesney, Jenna and Foster, Lori}, year={2023}, month={Aug} }
 @article{glosenberg_behrend_tracey_blustein_mcchesney_foster_2022, title={Evidence for "Pushed Out" and "Opt Out" Factors in Women's Career Inclusion Across the World of Work in the United States}, ISSN={["1552-4590"]}, DOI={10.1177/10690727211054179}, abstractNote={There is an ongoing debate over the extent to which women “opt out” and/or are “pushed out” of various occupations ( Kossek et al., 2017 ). To advance this debate, we explore the correspondence of women’s interests in stereotypically masculine work activities with the work activities of their occupations/occupational-aspirations. We examine 42,631 responses to a survey of employed and unemployed persons in the United States and analyze associations along all six of Holland’s ( 1997 ) interest/work-activity dimensions. Overall, we find support for a “pushed out” perspective as women’s interests in hands-on/practical, analytic/scientific, and managerial/sales-related work activities are less strongly associated with being employed in occupations with those activities – in comparison to similarly interested men. However, these effect sizes are small and we find support for “opt out” dynamics in relation to hands-on/practical occupations. Altogether, our results indicate the need to continue looking beyond women’s vocational interests as explanations of their underrepresentation.}, journal={JOURNAL OF CAREER ASSESSMENT}, author={Glosenberg, Alex and Behrend, Tara S. and Tracey, Terence J. G. and Blustein, David L. and McChesney, Jenna and Foster, Lori L.}, year={2022}, month={Feb} }
 @article{mcchesney_behrend_glosenberg_2022, title={Stereotypical descriptions of computer science career interests are not representative of many computer scientists}, volume={12}, ISSN={["2045-2322"]}, DOI={10.1038/s41598-022-09522-0}, abstractNote={AbstractUsing responses from a large respondent-initiated online survey, we find that the career interests of many current and aspiring computer scientists in the United States diverge from a popular and official depiction of computer scientists’ interests used for career and workforce development worldwide. Distinct profiles of career interests emerged from the data. These profiles suggest that many women in the field value social and artistic expression in a way not currently recognized by established depictions of computer scientists’ interests. Better capturing the diversity of interests in computer science might help to boost women’s, and men’s, engagement in this STEM field.}, number={1}, journal={SCIENTIFIC REPORTS}, author={McChesney, Jenna E. and Behrend, Tara S. and Glosenberg, Alexander}, year={2022}, month={Apr} }
 @article{mcchesney_campbell_wang_foster_2022, title={What is in a name? Effects of game-framing on perceptions of hiring organizations}, ISSN={["1468-2389"]}, DOI={10.1111/ijsa.12370}, abstractNote={AbstractThis Open Science Framework preregistered experiment examines the effects of game‐framing, the labeling of a selection test as a game without changing its content, on prospective applicants’ attitudes toward a fictitious hiring organization. Participants (N = 277) were asked to view a screenshot of a hypothetical organization's hiring assessment, which was labeled as either an online test or game. Aligned with signaling theory, game‐framing resulted in higher ratings of organizational innovation and increased organizational attraction. Surprisingly, openness to experience and propensity to innovate did not moderate this relationship. Implications of these findings for organizations using gamified and game‐based assessments are discussed along with directions for future research.}, journal={INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT}, author={McChesney, Jenna and Campbell, Chelsi and Wang, Jet and Foster, Lori}, year={2022}, month={Jan} }