Psychology Commons^™

Covid-19 Pandemic Impact Report At The University Of New Mexico, Lisa A. Marchiondo, Shannon Sanchez-Youngman, Teagan Mullins, Naila V. Decruz-Dixon, Melanie E. Moses, Julia Fulghum

ADVANCE Reports

This report outlines four overarching issues that the COVID-19 pandemic raised or amplified for faculty, based on a survey of full-time faculty on the main campus of the University of New Mexico in Spring 2022. Some of the issues identified existed before the pandemic, which further exacerbated challenges and inequities. Results based on faculty gender, race/ethnicity, and job title are provided.

The report contains multiple recommendations for each of the four core issues that will assist individual faculty and improve campus climate and culture. Recommendations are often applicable to multiple issues, so we provide an appendix that cross-lists recommendations between …

Pandemic Pressure: Race, Job Insecurity, And Stress During The Covid-19 Pandemic, David B. Taullahu, Jason S. Snyder, Alyssa R. Minton, Brooke Nyberg, Joseph A. Mikels

DePaul Discoveries

With the ongoing pressure of the COVID-19 pandemic, the working world has been drastically altered. Additionally, pandemic related pressures are not evenly distributed across racial groups–with negative outcomes being exacerbated as a byproduct of structural inequities for people of color (Seldan & Berdahl, 2020). Using the Perceived Stress Scale (Cohen et al., 1983), and Job Insecurity Scale (Ashford et al., 1989), we aimed to determine how various work-related factors such as job insecurity, essential worker status, and race relate to overall perceived stress in daily life. Participants (n = 266; M_age = 50.56 years, SD = 7.83; age …

The Motherhood Penalty: Not So Black And White, Shruti Kumar

Electronic Thesis and Dissertation Repository

Working mothers experience discrimination in hiring, promotion, salary, and training opportunities. This “motherhood penalty” occurs, in part, due to stereotyped family role expectations: working mothers are often perceived as the primary caregivers in their families and are assumed to have additional domestic responsibilities compared to fathers or non-parents. Notably, when women are framed as breadwinners rather than caregivers, they do not experience a motherhood penalty. However, this line of research largely focuses on the experiences of White women and is lacking an intersectional approach. Using an experimental research design, I examined how candidate race and parenthood impacted breadwinner perceptions and …

Organizational Dissent: The Implications Of Race And Dissent Outcomes, Siera N. Bramschreiber

Masters Theses & Specialist Projects

Dissent, the public expression of a minority perspective, is valuable to organizations due to its connections with improving decision-making processes within teams. The current study sought to integrate what is known about diversity in thought and diversity in people and how this influences the dissent process. Specifically, I examined if positive perceptions of dissenters (i.e., worthy of respect or courageous) differ based on the race of the dissenter. Second, I examined if stories of successful articulated dissent influence subsequent willingness to dissent. In developing a scenario to manipulate dissent outcomes ranging from negative outcomes (i.e., hostility) to positive outcomes (i.e., …

An Exploration Of Contextual Factors Of Weight-Based Discrimination Against Business Leaders, Ellen Hermann Lynch

Dissertations

Two-thirds of the adult population of the United States are considered overweight (Ogden, Carroll, Kit, & Flegal, 2013) and are susceptible to weight-based discrimination in the workplace (Rudolph, Wells, Weller, & Baltes, 2009). The weight-based discrimination experienced by business leaders is relatively unknown. The present research used Leader Categorization Theory (Lord & Maher, 1991) as a framework to examine the extent to which a business leader’s weight is associated with their perceived leadership qualities and effectiveness in two studies. The first study isolated the relationship between the base rate of weight in an organization and the assumed weight of the …

The Impact Of Suspect Descriptions In University Crime Reports On Racial Bias, Naomi M. Fa-Kaji, Shannon K. Cheng, Mikki R. Hebl

Personnel Assessment and Decisions

Crime reports often include suspect descriptions to alert community members and aid in police investigations. However, vague descriptions of suspects with racial identifiers can potentially do more harm than good. We first conducted an archival study to examine the frequency of reporting suspect race, as well as the relationship between the inclusion of race and the likelihood that the suspect was caught. Then we conducted an experimental study to examine how reporting race may affect overt and subtle racial attitudes. We found no significant relationship between the racial identification of a suspect and the likelihood that the suspect was caught …

Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer

Personnel Assessment and Decisions

Although interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015 (United States Census Bureau, 2015). Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find …

A Review Of Compensatory Strategies To Mitigate Bias, Oscar Holmes Iv, Gabrielle Lopiano, Erika V. Hall

Personnel Assessment and Decisions

Experiences of bias and discrimination remain pernicious obstacles for many individuals. Both micro- and macro-level interventions are necessary to eliminate and/or mitigate these negative experiences. This review focuses on micro-level interventions, specifically, five types of compensatory strategies that targets can use to eliminate and/or mitigate the bias and discrimination they experience. In this manuscript, we synthesize the research on humor, avoidance, affiliation, enhancement, and social category label switching strategies; describe identities with which the strategies could be used; and highlight strengths and weaknesses of each of the strategies. Finally, we propose actionable directions for future research for each of the …

“Say It Loud, I’M Black And Proud:” The Effectiveness Of Racial Acknowledgments At Work, Enrica N. Ruggs, Sarah Singletary Walker, Abby Corrington, Christine L. Nittrouer

Personnel Assessment and Decisions

Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment …

Exploring The Role Of Gender And Race In Salary Negotiations, Chelsea D. Hightower

LSU Master's Theses

Research findings from the negotiation literature have revealed significant differences in the negotiation behaviors of men and women, specifically that women do not negotiate as often or as successfully as men do. This difference has been cited as one of many factors contributing to the persistence of the gender wage gap. A possible explanation for the differences is that men and women are treated differently when they negotiate. Thus, there is evidence that women negotiators tend to receive multiple forms of social and economic punishment (i.e., backlash) for engaging in behavior that is inconsistent with stereotype-based expectations of women in …

Perceptions Of Asian American And Female Leadership Candidates: The Impact Of Descriptive And Prescriptive Stereotyping, Jane I. Lim

Dissertations, Theses, and Capstone Projects

Although Asian Americans and women tend to be relatively well represented in professional roles, they continue to be underrepresented in executive-level leadership positions. This paper examined a combination of factors believed to contribute to the shortage of Asian American and female leaders in organizations – in particular, descriptive and prescriptive stereotyping. Thus, the current study examined how participants responded to an Asian American or White, male or female applicant being considered for a leadership role. All targets were qualified, but varied on levels of warmth and/or dominance. Overall, it was hypothesized that the Asian American and female candidates behaving counterstereotypically …

Expressing Pride: Effects On Perceptions Of Agency And Communality Based On Race And Gender, Rosalyn A. Miles

MSU Graduate Theses

This study investigated how the expression of pride shapes perceptions of agency and communality, and how those perceptions differ when the pride expresser is of a certain gender and race. Participants were primed with a scenario featuring a picture of a target varying in race and gender. Participants were then invited to complete a survey assessing their perceptions of agency, communality, leadership competence, and ascribed interpersonal hostility. It was hypothesized that the expression of pride over happiness would rank someone as being more or less agentic, communal, competent in leadership, or interpersonally hostile. It was also hypothesized that black targets …

Black And Blue: Exploring Racial Bias And Law Enforcement In The Killings Of Unarmed Black Male Civilians, Alison V. Hall, Erika V. Hall, Jamie Perry

Jamie Perry

In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians. We use media reports to contextualize the precipitating events of the social unrest as we ground our explanations in theory and empirical research from social psychology and industrial and organizational (I/O) psychology. To isolate some of the key …

Race, Gender, And Leadership Promotion: The Moderating Effect Of Social Dominance Orientation, Chelsea Chatham

All Graduate Theses, Dissertations, and Other Capstone Projects

The current study aims to examine the effects that applicant race and gender have on ratings of promotability for a leadership role. The current study will also investigate the role that Social Dominance Orientation, an individual difference variable that reflects attitudes towards intergroup relations being equal or not, plays in attitudes towards a candidate's promotability. 213 participants were randomly assigned to one of four conditions in a 2 (candidates race: Caucasian vs. African-American) × 2 (candidates gender: male vs. female) factorial design and asked to assess the promotability of the candidate based on a brief work history and interview responses. …

On A First Name Basis: Effects Of African American Sounding First Names On The Hiring Decision, Shayna Brown

Electronic Theses and Dissertations

A controlled experiment contributes to our understanding of the hiring disparity by examining the effect of applicant race and type of applicant first name on hiring decisions. Two- hundred and five participants acted as mock hiring managers and reviewed an application and resume, completed an evaluation of the applicant’s job related characteristics, and made hiring and starting salary recommendations. Measures for stereotype and race activation were also included. Neither applicant race nor applicant name type affected participants’ ratings of job related characteristics such as perceived motivation, intellectual ability, ability to work well with others, and potential in the field. Results …

Minority Bias In Supervisor Ratings: Comparing Subjective Ratings And Objective Measures Of Job Performance, William Hernandez

Browse all Theses and Dissertations

Supervisor ratings of job performance and objective sales performance were examined to better understand the causes of observed differences in performance ratings between Men and Women and Caucasians and African-Americans. Sex and race did not significantly predict subjective ratings of job performance. Ratee sex and race accounted for less than 2% of the variance in subjective ratings of ratee job performance. However, it was found that Women performed significantly lower than Men, but the difference disappeared when women comprised greater than 30% of the workforce, suggesting a real difference in performance. No tokenism effect was found for Women or racial …