Dr Sara Ahmed


Lecturer in Organisational Behaviour and Human Resources, Surrey Business School
PhD, MSc, BA, FHEA
+44 (0)1483 682018
54 MS 03
Tuesdays 1-2, Wednesdays 11-12. Tel: +44 (0) 1483 682018. 54 MS 03

Academic and research departments

Department of People and Organisations.

Biography

Biography

Dr Sara Ahmed is a lecturer on Organizational Behaviors and Human Resource Management (OB-HRM) at the University of Surrey. She received an MSc in HRM and a PhD degree in HRM-OB from Brunel University, Where she was working as a research assistant and won several awards, such as the Remarkable Brunel Women Award 2015 and the Best PhD Paper Award in the Brunel Business School (BBS) Doctoral Symposium in 2012 and 2014. Before joining University of Surrey, Sara held a position as a lecturer in OB-HRM at BBS, Brunel University in London.

Sara's Main research interest focus on how applicant justice/fairness perceptions influence their job attitudes and behaviors, well-being and self-perceptions as well as the determinants of their fairness reactions. She has a keen interest in organizational justice in the context of personnel selection and promotion, new technology in personnel selection (e.g., Internet-based techniques), and cross-country/cultural examination of applicant reactions. Her research has been published in refereed international journals such as Journal of Management and International Journal of Selection and Assessment.

Dr Ahmed has won a British Academy/Leverhulme research grant award for her proposed project "Longitudinal Assessment of the Effect of Promotions on Employees' Well-Being, Work Attitudes and Performance". The grant sum is approximately £10k, with the proposal garnering very positive reviews. She is also the programme Director for BSc. Business Management (HRM Pathway). 

Research interests

  • Applicant reactions in personnel selection
  • Organizational justice/fairness
  • New technology in selection and assessment
  • Cross-country/Cultural examinations of applicant reactions

Research collaborations

Prof Neil Anderson, Brunel University, UK

Dr Ana-Cristina Costa, Brunel University, UK

Prof Julie McCarthy, University of Toronto Scarborough, Canada

Dr Ioannis Nikolaou, Athens University of Economic and Business, Greece  

Prof Talya Bauer, Portland State University, USA

Prof Donald Truxillo, Portland State University, USA

Teaching

Human Resource Management MAN2133 (UG)

Psychological Assessment in the Workplace MANM360 (PG) 

Work and Organisational Psychology  (PG)

Research Methods for Applied Psychology (PG)

Departmental duties

- Programme Director BSc. Business Management (HRM Pathway)

- The organizer of the department of People and Organisations Research Seminar Series

- Organizer early career researcher workshops

- Department visibility and News

 

Publication highlights

REFEREED JOURNAL ARTICLES

Truxillo, D., Bauer, T., McCarthy, J., Anderson, N., Ahmed, S. (2018), Applicant perspectives on employee selection systems. In Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). Handbook of Industrial, Work & Organizational Psychology. London: Sage.

McCarthy, J., Bauer, T., Truxillo, D., Anderson, N., Costa, A. C., Ahmed, S. (2017). Applicant perspectives during selection: A literature review addressing “So What?”, “What's New?”, and “Where to Next?” Journal of Management. http://journals.sagepub.com/doi/abs/10.1177/0149206316681846

Anderson, N., Ahmed, S., & Costa, A. C. (2012). Applicant reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation. International Journal of Selection and Assessment, 20, 197-208.

University roles and responsibilities

  • Programme Director BSc. Business Management (HRM Pathway)

My publications

Publications

McCarthy J, Bauer T, Truxillo D, Anderson N, Costa A, Ahmed S (2017) Applicant Perspectives During Selection
A Review Addressing ?So What?,? ?What?s New?,? and ?Where to Next??,
Journal of Management 46 (3) pp. 1693-1725 Sage Publications
We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (?So what??). This is followed by a consideration of ?What?s new?? by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on ?Where to next?? and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes.
Anderson N, Ahmed S, Costa A (2012) Applicant Reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation, International Journal of Selection and Assessment 20 (2) pp. 197-208 Springer
This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country ? interviews, résumés, work sample tests, and references ? being included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, résumés, and references. For specific procedural dimensions, résumés were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and résumés. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.
Truxillo D, Bauer T, McCarthy J, Anderson N, Ahmed S (2017) Applicant perspectives on employee selection systems, In: Anderson N, Ones D, Sinangil H, Viswesvaran C (eds.), The SAGE Handbook of Industrial, Work & Organizational Psychology, V1: Personnel Psychology and Employee Performance, Pt 4: Staffing, Decision Making and Training 1 pp. 508-532 SAGE Publications Ltd
Ahmed Sara, Woods Steve (2018) New Technology in Personnel Selection, Academy of Management Specialized Conference 2018. Global Proceedings Surrey AOM
Rapid changes in selection technologies have impacted inexorably the science and practice of personnel selection in recent years. Technological advances are allowing organizations to use new internet-based selection procedures (IBSPs) as well as big data and analytics to make empirical-based employment decisions by collecting and analyzing the digital footprints that job applicants leave behind them in social networks, social media and other internet platforms. The aim of the paper is to make a contribution to these important and emerging issues by reviewing the literature in this area and designing a study to examine applicant privacy and fairness reactions to 10 types of new selection procedures. It also aims to examine the application of these new selection and assessment practices in organizations across 10 countries.
McCarthy J, Bauer T, Truxillo D, Anderson N, Costa A, Ahmed S (2017) Applicant perspectives during selection: A literature review addressing ?So What??, ?What?s New??, and ?Where to Next??, Journal of Management 43 (6) pp. 1693-1725 SAGE Publications
We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (?So what??). This is followed by a consideration of ?What?s new?? by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on ?Where to next?? and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes.

Additional publications