101,423 research outputs found
T. Roberson
No full textPhotograph shows T. Roberson, who has been identified as a New Mexico Public Official. However, his specific position in unknown. Notes accompanying the image read "T. Roberson (ca. 1910-25).
Diversity initiative effectiveness: What organizations can and cannot expect from diversity recruitment, diversity training, and formal mentoring programs
No full textMarriage record of Roberson, C. D. and Delancey, Frances
No full textMarriage license for C.D. Roberson and Frances Delancey. T. Gurley was the officiant
Color categories: Evidence for the cultural relativity hypothesis
No full textThe question of whether language affects our categorization of perceptual continua is of particular interest for the domain of color where constraints on categorization have been proposed both within the visual system and in the visual environment. Recent research (Roberson, Davies, & Davidoff, 2000; Roberson et al., in press) found substantial evidence of cognitive color differences between different language communities, but concerns remained as to how representative might be a tiny, extremely remote community. The present study replicates and extends previous findings using additional paradigms among a larger community in a different visual environment. Adult semi-nomadic tribesmen in Southern Africa carried out similarity judgments, short-term memory and long-term learning tasks. They showed different cognitive organization of color to both English and another language with the five color terms. Moreover, Categorical Perception effects were found to differ even between languages with broadly similar color categories. The results provide further evidence of the tight relationship between language and cognition
Knowing color terms enhances recognition: Further evidence from English and Himba
No full textTwo experiments attempted to reconcile discrepant recent findings relating to children’s color naming and categorization. In a replication of Franklin and colleagues (Journal of Experimental Child Psychology, 90 (2005) 114–141), Experiment 1 tested English toddlers’ naming and memory for blue–green and blue–purple colors. It also found advantages for between-category presentations that could be interpreted as support for universal color categories. However, a different definition of knowing color terms led to quite different conclusions in line with the Whorfian view of Roberson and colleagues (Journal of Experimental Psychology: General, 133 (2004) 554–571). Categorical perception in recognition memory was now found only for children with a fuller understanding of the relevant terms. It was concluded that color naming can both underestimate and overestimate toddlers’ knowledge of color terms. Experiment 2 replicated the between-category recognition superiority found in Himba children by Franklin and colleagues for the blue–purple range. But Himba children, whose language does not have separate terms for green and blue, did not show a cross-category advantage for that set; rather, they behaved like English children who did not know their color terms
Stereotype threat at work
No full textManaging diversity in organizations requires creating an environment where all employees can succeed.
This paper explains how understanding “stereotype threat”—the fear of being judged according to a
negative stereotype—can help managers create positive environments for diverse employees. While
stereotype threat has received a great deal of academic research attention, the issue is usually framed in the
organizational literature as a problem affecting performance on tests used for admission and selection
decisions. Further, articles discussing stereotype threat usually report the results of experimental studies and
are targeted to an academic audience. We summarize 12 years of research findings on stereotype threat,
address its commonplace occurrence in the workplace, and consider how interventions effective in
laboratory settings for reducing stereotype threat might be implemented by managers in organizational
contexts. We end the paper with a discussion of how attention to stereotype threat can improve the
management of diversity in organizations
Letter, [Author unclear] to Paulina T. Merritt
No full textHandwritten letter to Paulina Merritt from an unknown author, October 1, 1876.
The rich get richer: Predicting participation in voluntary diversity training
No full textThis research examined whether trainee demographics and pre-training competence predicted
participation in voluntary diversity training. Results indicate that demographic variables had
no impact on interest in training (Study One) or on actual training participation (Study Two).
However, pre-training competence levels had a positive effect on both outcomes. More
competent trainees expressed more interest in additional training (Study One) and were more
likely to attend a voluntary training session (Study Two). The authors suggest that trainees with
low competence in the diversity domain are unaware of their low competence levels and
therefore are not motivated to participate in training programs designed to increase diversity
competence. Implications of these findings for organizations offering voluntary diversity
training are discussed
Individual and environmental factors influencing the use of transfer strategies after diversity training
No full textChange in work behavior is often the primary goal of diversity training, but few
studies have examined transfer of diversity training. In this longitudinal field
study, the authors measured cognitive, affective, and behavioral learning outcomes
after a diversity training program as well as the subsequent use of transfer
strategies on the job. They examined the influence of learning outcomes,
trainee characteristics, and environmental characteristics on the use of transfer
strategies. Trainee race/ethnicity and the work unit transfer climate are the best
predictors of trainees’ transfer strategy use. Among the learning outcomes, skill
learning is the only significant predictor of transfer strategy use
The multiple category problem: Lateral inhibition in the hiring process
No full textResearch has demonstrated that organizational decision makers use categories and
associated stereotypes to make hiring decisions. But what happens when a job
applicant can be categorized in multiple ways? We use the social cognition literature
to develop a model of category activation and inhibition in the hiring process. The
model explains how situational and individual-difference variables influence which
category will dominate the decision maker’s impression of the job candidate and exert
the greatest influence on the hiring decision
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