Perceived Job Discrimination: Going beyond a science of mean effects

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