Publications
Obenauer, W. G. (2024). Designing, executing, and publishing replication research: Best practices for successfully taking
replication ideas from conceptualization to publication. Journal of Management Scientific Reports, 2(1), 3-26.
Obenauer, W. G., & Kalsher, M. J. (2023). Does blame always shift? Examining the impact of workplace safety communication
language on post-accident blame attributions for multiple entities. Acta Psychologica, 240, 104024.
Obenauer, W.G. (2023) Like Superman, IRBs play an important role, but when unchecked can cause significant collateral damage:
Five reasons that it is time to reset IRBs. Group and Organization Management. https://doi.org/10.1177/10596011231198359
Obenauer, W. G. (2023). Polyculturalism research should develop further before recommending organizational implementation
strategies. Industrial and Organizational Psychology, 16(3), 417-420.
Obenauer, W., & Rezaei, S. (2023). # MeToo, Covid-19 and the new workplace: re-examining institutional discrimination's impact on
workplace harassment of expatriates following two exogenous shocks. Journal of Global Mobility: The Home of Expatriate
Management Research.
Obenauer, W. G. (2023). More on why Lakisha and Jamal didn’t get interviews: Extending previous findings through a
reproducibility study. Journal of Management Scientific Reports, 1(2), 114–145. https://doi.org/10.1177/27550311231167366
Obenauer, W. G. (2023). Creating a Significant Learning Experience When Introducing Labor Relations to Students. Management
Teaching Review, 23792981231151911.
Obenauer, W. G., & Kalsher, M. J. (2023). Is white always the standard? Using replication to revisit and extend what we know
about the leadership prototype. The Leadership Quarterly, 101633
Appendix A, Appendix B
Obenauer, W. G., & Kalsher, M. J. (2022). Is honesty the best policy? Examining the effect of product safety communication
on blame attributions in causal chains. American Business Review, 25(2), 390-415.
Obenauer, W. G. (2022). The price of technology is responsibility: A discussion of threats created by cybervetting that employers
must address to ensure equal employment opportunity. Industrial and Organizational Psychology, 15(3), 348-351.
Obenauer, W. G. (2021). Flexible by design: Developing human resource policies and practices that provide flexibility through the
uncertainties created by a pandemic. Industrial and Organizational Psychology, 14(1-2), 101-104.
Obenauer, W. G., & Langer, N. (2019). Inclusion is not a slam dunk: A study of differential leadership outcomes in the absence of a
glass cliff. The Leadership Quarterly, 30(6), 101334.
Obenauer, W. G. (2019). Are all voluntary attritions created equally? Understanding the need to incorporate employee diversity
into attrition modeling. Industrial and Organizational Psychology, 12(3), 302-305.
Kalsher, M. J., Obenauer, W. G., & Weiss, C. F. (2019). Reconsidering the role of design standards in developing effective safety
labeling: Monolithic recipes or collections of separable features?. Human Factors, 61(6), 920-952.
Obenauer, W. G. (2016). (2016) Superbosses: How exceptional leaders master the flow of talent, by Sydney Finkelstein,
Organization Management Journal, 13:4, 230-232, DOI: 10.1080/15416518.2016.1253942