1,720,960 research outputs found
Not all fairness Is created equal: fairness perceptions of group vs. individual decision makers
No full textDrawing on fairness heuristic theory and literature on negative group schemas, we develop and empirically test the idea that, given the exact same decision outcome, people perceive groups to be less fair than individuals when they receive a decision outcome that is unfavorable, but not when they receive one that is favorable or neutral (Studies 1 and 2). To account for this difference in fairness perceptions following an unfavorable outcome, we show that the mere presence of a group as a decision-making body serves as a cue that increases the accessibility of negative group-related associations in a perceiver’s mind (Study 3). Moreover, in a sample of recently laid-off workers—representing a broad range of organizations and demographic characteristics—we demonstrate that those who received a layoff decision made by a group of decision makers (versus an individual) are marginally more likely to perceive the decision as unfair and are marginally less likely to endorse the organization (Study 4). Taken together, the results of all four studies suggest that, in response to the same unfavorable decision outcome, a group of decision makers is often perceived to be less fair than an individual
The Woman in Red: Examining the Effect of Ovulatory Cycle on Women’s Perceptions of and Behaviors Toward Other Women
No full textPrevious research has shown that during her monthly peak fertile window, a woman competes with other women for a suitable mate. Drawing upon research on ovulation and socially constructed meanings of the color red, we examine how a woman’s fertility status and red clothing worn by a target woman change perceptions of the target, as well as behaviors toward the target. Following previous research on the ovulatory status and color red effects, we rely on both hormonal and self-reported fertility data. Across six studies, our research fails to provide support for the prediction that an ovulating woman is less likely to trust another woman wearing red compared with a nonovulating woman.</jats:p
A man’s (precarious) place: men’s experienced threat and self-assertive reactions to female superiors
No full textAcross three studies, we investigate men’s reactions to women in superior roles. Drawing from precarious manhood theory, we hypothesize that when a woman occupies a superior organizational role, men in subordinate positions experience threat, which leads them to behave more assertively toward her and advocate for themselves. In Studies 1 and 2, we demonstrate that men feel more threatened (relative to women) by women in superior roles (relative to men in superior roles) and, as a result, engage in more assertive behaviors toward these women. In Study 3, we investigate a boundary condition to this effect and demonstrate that a woman in a superior role who displays qualities associated with administrative agency (e.g., directness, proactivity) rather than ambitious agency (e.g., self-promotion, power-seeking) elicits less assertive behavior from men. We conclude by discussing implications as well as directions for future research
Adapting to fill the void: dynamic group coordination as a function of differing domain roles and instrumentality
No full textIn groups, member coordination is influenced by a complex set of factors including who has what knowledge (which implies who is responsible for different task domains) as well as the differing incentives associated with performing within those domains. We show that the distribution of members’ expert roles interacts with the desirability of different task domains to impact member perceptions of the task, coordination, and performance. Group members who have expertise in a highly desirable domain (i.e., key experts) perceive the task differently than members who do not and report that their approach to the task is determined to a greater extent by an attention to capturing highly desirable contributions for the group than do other members. Furthermore, when a group lacks a key expert, groups divide the work involved within a highly desirable domain across multiple members. This results in the group doing well in the highly desirable domain itself, but overlooking other domains and performing poorly, overall. We discuss the theoretical implications of this research as well as its practical applications
What we are pushed to do versus what we want to do: comparing the unique effects of citizenship pressure and actual citizenship behavior on fatigue and family behaviors
No full textPast research has distinguished between organizational citizenship behaviors (OCBs), which refer to willful extra-role behaviors, and citizenship pressure – the perceived pressure to engage in these behaviors. Although citizenship pressure can be seen as a precursor to OCBs, it is also considered a stressing demand (and evidence for the association between these two citizenship constructs is mixed); thus, in the current research we examine citizenship pressure and OCB as independent constructs and compare their effects on relevant outcomes. Drawing on the Model of Human Energy (Quinn, Spreitzer, & Lam, 2012) as our overarching framework for this research, we hypothesize that both daily citizenship pressure and OCB lead to greater fatigue – an indicator of perceptions of resource threat or depletion – and that these relationships will be moderated by sleep quality
It's a man's world! The role of political ideology in the early stages of leader recruitment
No full textPrevious research has demonstrated the impact of political ideology on a wide variety of psychological and behavioral processes. Contributing to this research, we examine the effect of organizational decision makers’ political ideology and job candidates’ gender on how the decision makers communicate information about leadership positions to the candidate. In five studies, we demonstrate that decision makers who are more conservative exhibit gender bias by providing a female (versus male) candidate with a less positive description of a leadership position, an effect driven by the decision makers’ felt anxiety. We further show that making information on women’s success in leadership positions salient diminishes the effect of political ideology insofar as both more and less conservative decision makers will exhibit similar levels of positivity when communicating with a prospective female candidate. Finally, we discuss the theoretical and practical implications of our findings
Strategically stunning: the professional motivations behind the lipstick effect
No full textThe phenomenon of increased desire for, and use of, appearance-enhancing items during times of economic recession has been termed the lipstick effect. The motivation underlying this effect has been attributed to women’s desires to enhance their attractiveness to financially stable partners (Hill, Rodeheffer, Griskevicius, Durante, & White, 2012). In the present research, we found evidence for our proposal that during times of economic recession, the heightened economic concern experienced by women translates into increased desire to use appearance-enhancing items to both attract romantic partners and create a favorable impression of themselves in the workplace, as both strategies can help women become secure financially. We also found that women with high economic concern elect to improve their professional appearance more frequently than their romantic attractiveness, which suggests that their motivation to obtain resources through a job dominates their motivation to obtain resources through a partner
Doctor of Philosophy
Get PDFdissertationIn prior literature, jealousy has been conceptualized as a response to a threat of losing benefits in a relationship (romantic or nonromantic) with same-sex or opposite-sex partner due to a rival\u27s interference (Bringle, 1991; Buunk, Goor, & Solano, 2010). Despite being seemingly applicable to a wide range of situations (e.g., jealousy evoked in the organizational settings), jealousy predominantly has been studied in the context of romantic relationships. This gap in the literature is unfortunate for two reasons. First, of 278 employees surveyed from approximately 200 companies, 29% reported that they have experienced jealousy over the past year (Miner, 1990), thus suggesting that this is a prevalent phenomenon. Second, feelings of jealousy have been linked to negative outcomes, such as retribution and aggression toward both the partner and the rival (Bryson, 1991), thus highlighting the need to study conditions when these negative outcomes occur. In this dissertation, I theorize about the origins and the manifestations of jealousy in the workplace. In particular, I argue that the outcome of the process, through which people compare the benefit types they and their rival provide to the partner, serves as the precursor to jealousy. I further theorize how these benefit types vary by gender and make predictions about levels of jealousy in same- and mixed-sex triads. Finally, I speculate on the gender differences in the levels and manifestations of jealousy and propose a moderator accentuating these differences. Through three studies - hypothetical scenario, laboratory, and field - I find mixed support for my hypotheses. In general, I found that jealousy is experienced more intensely to the extent that a person\u27s rival is the same - rather than different - gender as the person. Further, in situations when the genders of the person\u27s rival and the person are different, male rivals elicit greater jealousy than female rivals. Finally, I found that females react to jealousy more aggressively than males, especially when they were in a working relationship with an individual who was the same - rather than the opposite - gender. I conclude by discussing these findings as well as the limitations and directions for future research
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
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