I am an assistant professor of organizational behavior at the ILR School at Cornell University. My research focuses on managerial decision making, bias reduction in social evaluations, and perceptions of social and organizational hierarchy. A copy of my CV can be found here.

Bias and Debiasing Strategies in Social Evaluations

Fath, S., Larrick, R. P., & Soll, J. B. (Forthcoming). Encouraging self-blinding in hiring. Behavioral Science and Policy.

• • Data and materials available at: osf.io/2vthn

Fath, S., Larrick, R. P., & Soll, J. B. (2022). Blinding curiosity: Exploring preferences for “blinding” one’s own judgment. Organizational Behavior and Human Decision Processes, 170, 104135.

• • Data, materials, and pre-registration info available at: osf.io/6d7ce/

Fath, S., Larrick, R. P., Soll, J. B., & Zhu, S. (2021). Why putting on blinders can help us see more clearly. MIT Sloan Management Review, 62(4), 38-45.

Proudfoot, D. & Fath, S. (2021). Signaling creative genius: How perceived social connectedness influences judgments of creative potential. Personality and Social Psychology Bulletin, 47(4), 580-592.

• • Data, materials, and pre-registration info available at: osf.io/xun26

Work In Progress

Fath, S., & Zhu, S. [Evaluations of blind hiring policies]. (Under Review; Title Masked)

Fath, S., Larrick, R. P., & Soll, J. B. Information sequencing preferences. (Data Collection)

Fath, S., Believing more information is always better. (Data Collection)

Perceptions of Social and Organizational Hierarchy

Ma, A., Fath, S., & Rosette, A. S. (2022). People can learn to recognize their racial privilege. Harvard Business Review.

Fath, S.*, Ma, A.*, & Rosette, A. S. (2022). Self-views of disadvantage and success impact perceptions of privilege among White men. Organizational Behavior and Human Decision Processes, 169, 104114.

• • * Equal contribution; Data, materials, and pre-registration info available at: osf.io/v2mgq

Matusik, J. G., Mitchell, R. L., Hays, N. A., Fath, S., & Hollenbeck, J. R. (2021). The highs and lows of hierarchy in multiteam systems. Academy of Management Journal, 65(5), 1571-1592.

• • Data and materials available at: osf.io/f3mhu

Fath, S. & Kay, A. C. (2018). “If hierarchical, then corrupt”: Exploring people’s tendency to associate hierarchy with corruption in organizations. Organizational Behavior and Human Decision Processes, 149, 145-164.

• • Data and materials available at: osf.io/pe4na

Fath, S., Proudfoot, D., & Kay, A. C. (2017). Effective to a fault: Organizational structure predicts attitudes toward minority organizations. Journal of Experimental Social Psychology, 73, 290-297.

• • Data and materials available at: osf.io/gdtpm

Work in Progress

Fath, S.* & Proudfoot, D.* [Self-labeling opportunities]. (Under Review; Title Masked)

Fath, S., Kay, A. C., & Jost, J. T. Business as usual? Why hierarchical organizations inspire confidence. (Working Paper)

Fath, S. & Phillips, L. T. Experienced disadvantage and privilege recognition: Integrating competing findings. (Working Paper)

Bae, S. & Fath, S. Exploring when and why egalitarians disfavor managerial hierarchy. (Working Paper)

Darby, C. & Fath, S. Allyship needs and supplies. (Working Paper)

Darby, C. & Fath, S. White privilege recognition and activism. (Data Collection)

Schlund, R., Proudfoot, D., & Fath, S. Social class and endorsement of positive gender stereotypes. (Data Collection)