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“You Sound Like A Good Program Manager”: An Analysis Of Gender In Women’S Computing Life Histories, Rose K. Pozos, Michelle Friend
“You Sound Like A Good Program Manager”: An Analysis Of Gender In Women’S Computing Life Histories, Rose K. Pozos, Michelle Friend
Teacher Education Faculty Proceedings & Presentations
Through the eyes of professional women in computing, we can better understand the impact of workplace structures, higher education pathways, and the particular closed nature of the tech industry. This study of women’s life histories contributes to the work of in-depth qualitative examinations of CS learning contexts and psychological studies investigating phenomena such stereotype threat which contextualize the experience of women in computing environments. Drawing inspiration from Margolis and Fisher’s work drawing the “blueprints” of the “boy’s clubhouse” of computing education [20], as well as McDermott and Webber’s analysis of when math learning occurs [22], we ask when, where, and …
Do We Really Need Another Meeting? The Science Of Workplace Meetings, Joseph Mroz, Joseph A. Allen, Dana C. Verhoeven, Marissa L. Shuffler
Do We Really Need Another Meeting? The Science Of Workplace Meetings, Joseph Mroz, Joseph A. Allen, Dana C. Verhoeven, Marissa L. Shuffler
Psychology Faculty Publications
Meetings are routine in organizations, but their value is often questioned by the employees who must sit through them daily. The science of meetings that has emerged as of late provides necessary direction toward improving meetings, but an evaluation of the current state of the science is much needed. In this review, we examine current directions for the psychological science of workplace meetings, with a focus on applying scientific findings about the activities that occur before, during, and after meetings that facilitate success. We conclude with concrete recommendations and a checklist for promoting good meetings, as well as some thoughts …
Complainant Behavioral Tone, Ambivalent Sexism, And Perceptions Of Sexual Harassment, Richard L. Wiener, Roni Reiter-Palmon, Ryan J. Winter, Erin Richter, Amy Humke, Evelyn Maeder
Complainant Behavioral Tone, Ambivalent Sexism, And Perceptions Of Sexual Harassment, Richard L. Wiener, Roni Reiter-Palmon, Ryan J. Winter, Erin Richter, Amy Humke, Evelyn Maeder
Psychology Faculty Publications
Previous research has examined the impact of the law on decisions made about social sexual interactions in the workplace in the context of a variety of individual difference variables including gender of the observer and sexist attitudes, as well as situational factors including legal standard and prior exposure to aggressive and submissive complainants. The current study continued this line of inquiry by testing whether hostile or benevolent sexist attitudes behaved differently under manipulated exposure to aggressive and submissive complainants. Full-time workers watched 1 videotape in which aggressive, submissive, or neutral (i.e., businesslike) women complained that male coworkers sexually harassed them; …
Inclusive Leadership And Employee Involvement In Creative Tasks In The Workplace: The Mediating Role Of Psychological Safety, Abraham Carmeli, Roni Reiter-Palmon, Enbal Ziv
Inclusive Leadership And Employee Involvement In Creative Tasks In The Workplace: The Mediating Role Of Psychological Safety, Abraham Carmeli, Roni Reiter-Palmon, Enbal Ziv
Psychology Faculty Publications
This study examines how inclusive leadership (manifested by openness, accessibility, and availability of a leader) fosters employee creativity in the workplace. Using a sample of 150 employees, we investigated the relationship between inclusive leadership (measured at Time 1), psychological safety, and employee involvement in creative work tasks (measured at Time 2). The results of structural equation modeling (SEM) analysis indicate that inclusive leadership is positively related to psychological safety, which, in turn, engenders employee involvement in creative work.
The Problem With "All For One And One For All" Expectations: Differential Effects Of Race And Commitment In The Workplace, James R. Jones
The Problem With "All For One And One For All" Expectations: Differential Effects Of Race And Commitment In The Workplace, James R. Jones
Marketing and Management Faculty Proceedings & Presentations
“The examples cited here reinforce the need for theoreticians and practitioners alike to consider the difficulties that may arise from viewing people through a single lens.” As far back as 1968, with the findings of the Kerner Commission, there have been reports of "two Americans, separate and unequal." Indeed, the recent commission on race formed by President Clinton reached much the same conclusion. While three decades separate the work of two groups, the main inference drawn is strikingly consistent with regard to race. There is a persistent chasm in how majority group and minority group members view and are viewed …
Broadcast Managers And The Tolerance For Sexual Harassment Inventory, Jeremy Harris Lipschultz, Michael L. Hilt
Broadcast Managers And The Tolerance For Sexual Harassment Inventory, Jeremy Harris Lipschultz, Michael L. Hilt
Communication Faculty Publications
The purpose of this study was to explore attitudes toward sexual harassment by broadcast general managers and news directors. This study asked broadcast general managers and news directors to respond to the Tolerance for Sexual Harassment Inventory (TSHJ; Lon, Reilly, & Howard, 1982) to determine if there were any differences between the two occupation gr014ps. The index score was used as a dependent variable in a multiple regression equation. Four of nine independent variables (view of women's role in society, role of government, physical appearance, and government support) were retained in a stepwise regression procedure. That accounted for 24 percent …