Nicole Strah

Nicole (Nikki) Strah is an Assistant Professor in the Department of Management and an affiliate faculty member of the UNC Charlotte Organizational Science Ph.D. program and Industrial/Organizational Psychology Master’s program. Her research interests revolve around experiences related to justice and fairness in organizations (especially across demographic groups) and the intersection between psychology and equal employment law. She has published her work in journals such as the Journal of Applied Psychology, Journal of Organizational Behavior, Psychological Science, Human Resource Management, and the Journal of Vocational Behavior. She teaches both undergraduate and MBA courses at UNC Charlotte.

Selected Publications

• Keith, M. G., Strah, N., & Sorensen, M. (Accepted). The beginning of the end for equal employment opportunity?: What the repeal of EO 11246 means for organizations. Industrial and Organizational Psychology.

• Wonders, M. †, Hoover, A. †, Rupp, D. E., Kaplan, S., Strah, N., Aitken, J. †, & Ratwani, K. (Accepted). The application of within-person methods to promote inclusive job analysis. Organizational Psychology Review.

• Campion, E., Campion, M., & Strah, N. (2025). Remote versus onsite proctored assessment practices: Candidate quality, assessment types, subgroup differences, and fairness reactions. Human Resource Management. Online version.

• Strah, N., Rupp, D. E., Shao, R., King, E., & Skarlicki, D. (2024). Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research. Journal of Organizational Behavior. https://doi.org/10.1002/job.2797.

• Strah, N., Rupp, D. E., & Cannon, J. (2023). Adverse impact and disability status: Working toward inclusive selection procedures for individuals with disabilities. Research in Human Resource Management.

• Graso, M., Aquino, K., Chen, F. X., Camps, J., Strah, N., & van den Bos, K. (2022). When do observers deprioritize due process for the perpetrator and prioritize safety for the victim in response to information-poor allegations of harm?. Psychological Science. https://doi.org/10.1177/09567976221128203

• Strah, N., & Rupp, D. E. (2022). Are there cracks in our foundation? An integrative review of diversity issues in job analysis. Journal of Applied Psychology, 107(7), 1031–1051. https://doi.org/10.1037/apl0000989.

• Busby, A. D., Thornton-Lugo, M. A., Parker, L., & Strah, N. (2022). What Can Go Wrong When Everything is Right? Using Organizational Justice to Understand Police Misconduct and Improve Personnel Systems. Personnel Assessment and Decisions, 8(2), Article 6. https://doi.org/10.25035/pad.2022.02.006.

• Strah, N., Rupp, D., & Morris, S. (2022). Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape. Industrial and Organizational Psychology, 15(1), 1-45. doi:10.1017/iop.2021.94.

• Rupp, D. E., Song, Q. C., & Strah, N. (2020). Resolution to the validity-diversity trade-off? Exploring the practicalities and legal defensibility of Pareto-optimization for reducing adverse impact within personnel selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 13(2), 246-271. doi:10.1017/iop.2020.19.

• Graso, M., Camps, J., Strah, N., & Brebels, L. (2019). Organizational justice enactment: An agent-focused review and path forward, 116, 1-23 Journal of Vocational Behavior. https://doi.org/10.1016/j.jvb.2019.03.007.

• Santuzzi, A., Keating, R. T., Martinez, J., Finkelstein, L., Rupp, D. E., & Strah, N. (2019). Identity management strategies for workers with concealable disabilities: Antecedents and consequences. Journal of Social Issues, 75(3), 847-880. https://doi.org/10.1111/josi.12320