Human Resources Management Commons^™

Examining Female Reaction To Male Ally Work: The Role Of Perceived Divergence, Carolyn T. Dang, Aparna Joshi, Soojin Oh

Dismantling Bias Conference Series

No abstract provided.

Does Witnessing Allyship From Male Leaders Anger Or Elevate? Exploring Male Observers' Differential Reactions To Allyship, Zhanna Lyubykh, Natalya Alonso, Nick Turner

Dismantling Bias Conference Series

No abstract provided.

Teaching Diversity, Equity, & Inclusion In Business School: Lessons Learned & Looking Forward, Amanda Mckendree, Jessica Mcmanus Warnell

Dismantling Bias Conference Series

No abstract provided.

Emphasizing The Female Leadership Advantage: The Unintended Consequences Of Positive Stereotypes, Michelle Checketts, Taeya M. Howell, Denise Lewin Loyd, Emily T. Amanatullah, Catherine H. Tinsley

Dismantling Bias Conference Series

No abstract provided.

Hello Graduates: An Examination Of Women Leaders' Experiences Of Delivering Commencement Addresses, Courtney Masterson, Jennifer Parlamis, Linda Henderson

Dismantling Bias Conference Series

No abstract provided.

The Dyslexic Struggle For Dignity In The Workplace, Niki A. Den Nieuwenboer, Kristina Tirol-Carmody, Kristie M. Rogers, Linda K. Trevino

Dismantling Bias Conference Series

No abstract provided.

Pathways To Integrate Marginalized Populations Into The Workplaces, Ellie Okada

Dismantling Bias Conference Series

No abstract provided.

What Does It Mean For Male Allies To Show Support? Examining Reactions To Men's Voice On Gender Equity Issues, Insiya Hussain, Elaf Sherf, Alyssa Tedder-King

Dismantling Bias Conference Series

No abstract provided.

Understanding The Role Of Allyship In Women's Postpartum Return To Work, Nitya Chawla, Allison S. Gabriel, Melanie K. Prengler, Kristie M. Rogers, Benjamin A. Rogers, Alyssa Tedder-King, Christopher C. Rosen

Dismantling Bias Conference Series

No abstract provided.

Should That Count? Fairness Judgments Of Resource Allocations Accounting For Structural Sexism, Alyssa Tedder-King, Elad Sherf

Dismantling Bias Conference Series

No abstract provided.

Ai-Supported Promotion Decisions €“ Would It Help To Dismantle Bias In Organizations?, Sibel Ozgen, Nathan J. Hiller

Dismantling Bias Conference Series

No abstract provided.

Organizational Resilience In Response To The Covid-19 Pandemic: The Critical Role Of Inclusion Management, Yixuan Li, Yifan Song, Mo Wang, Yanbin Wu, Susan Zhu, Alexander Alonso

Dismantling Bias Conference Series

No abstract provided.

Epistemic Exclusion In Promotion And Tenure Processes: Implications For Diversity And Inclusion In Academia, Ebenezer Edema-Sillo, Francisco Torres, Helen Gu, Carolla Belle, Christiane Spitzmueller

Dismantling Bias Conference Series

No abstract provided.

Same Behavior, Different Expectations, Different Outcomes: Predicting Intersectional Employees' Networks, Salary, And Performance Ratings, Meredith L. Woehler, Courtney Hart, Julia Stevenson-Street, Rebecca Ponce De Leon

Dismantling Bias Conference Series

No abstract provided.

Promoting Successful Aging At Work: Voice And Human Capital As Drivers Of Age-Related Hr Practices, Matt Piszczek, Peter Berg, Daniella Hochfellner, Marissa Eckrote

Dismantling Bias Conference Series

No abstract provided.

Configurations Of Allyship, Advocacy And Affiliation, Anica Zeyen, Oana Branzei

Dismantling Bias Conference Series

No abstract provided.

The Difference Edid Incubation Makes, Charlie Wall-Andrews, Oana Branzei

Dismantling Bias Conference Series

This paper informs allyship in times of crisis. Through positive effects of EDID incubation during one of the most challenging periods for the music industry suggest that social institutions that explicitly promote allyship can mitigate the stronger downside of the pandemic on socially marginalized groups. Because DS Provider's followership can be interpreted as one aspect of allyship, the greater gains in followership relative to non-supported peers also support the critical role of EDID incubation in advancing allyship across gender, racial and socio-economic groups.

The Benefits And Perils Of Diversity Initiatives: The Relationship Between The Ceo And Cdo, Henry Williams, Nimisha Prasad

Dismantling Bias Conference Series

No abstract provided.

An Investigation Of Perceived Authenticity Of Diversity And Black Lives Matter Statements And Their Influence On Applicant Attractiveness, Shelby Davis, Katrina A. Burch

Dismantling Bias Conference Series

No abstract provided.

Department Chairs As Change Agents, Cleveland State University's Advance Adapt Project, Michael Horvath, Joanne Goodell, Lili Dong, Cheryl M. Bracken

Dismantling Bias Conference Series

No abstract provided.

Stories Of Leadership During Covid-19: Reflections On Leadership To Develop And Advance New Ways Of Thinking And Operating In Organizations, Jennifer Linvill

Dismantling Bias Conference Series

No abstract provided.

Scanning For Inclusion: How Employees Collect Information About Their Workplace, John Lynch, Alex Effinger, Jingyu Zhang

Dismantling Bias Conference Series

No abstract provided.

Examining Antecedents And Outcomes Of Diversity Initiative Fatigue, Kennedy Hammonds, Katrina Burch

Dismantling Bias Conference Series

No abstract provided.

From Outsiders To Insiders: Understanding The Socialization Process Of Underrepresented Minorities, Sarah Kuang, Ann Marie Ryan

Dismantling Bias Conference Series

No abstract provided.

Targeting Non-Targets: When And How Diversity Strategies Backfire, Juliane Schittek, Celia Moore

Dismantling Bias Conference Series

No abstract provided.

The Role Of Organizations In Employees' Commitment To Addressing Racism, Sabrina Volpone, Wendy J. Casper, Julie Wayne, Marla L. White

Dismantling Bias Conference Series

No abstract provided.

When Is More Actually Better?: Increased Diversity And The Need For Inclusion, David Reinhard, Mary C. Kern, David A. Reinhard

Dismantling Bias Conference Series

No abstract provided.

Political Skill, Megan Paul

Umbrella Summaries

What is political skill?

Political skill refers to “the ability to effectively understand others at work, and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives” (Ahearn et al., 2004, p. 311). Unlike organizational politics, which involve selfserving and detrimental behavior, political skill involves positive, sincere, and effective influence (Ferris et al., 2005). The primary measure of political skill is the 18-item Political Skill Inventory, which assesses political skill through four factors: social astuteness, interpersonal influence, networking ability, and apparent sincerity. Example items from each factor, respectively, include “I always seem …

Comparing Empirically Keyed And Random Forest Scoring Models In Biodata Assessments, Mathijs Affourtit, Kristin S. Allen, Craig M. Reddock, Paul M. Fursman

Personnel Assessment and Decisions

Effective pre-hire assessments impact organizational outcomes. Recent developments in machine learning provide an opportunity for practitioners to improve upon existing scoring methods. This study compares the effectiveness of an empirically keyed scoring model with a machine learning, random forest model approach in a biodata assessment. Data was collected across two organizations. The data from the first sample (N=1,410), was used to train the model using sample sizes of 100, 300, 500, and 1,000 cases, whereas data from the second organization (N=524) was used as an external benchmark only. When using a random forest model, predictive validity …

The Attention To Detail Test: Measurement Precision And Validity Evidence For A Performance-Based Assessment Of Attention To Detail, Brent A. Stevenor, Michael John Zickar, Fletcher Wimbush, Weston Beck

Personnel Assessment and Decisions

We report on the dimensionality, measurement precision, and validity of the Attention to Detail Test (ADT) designed to be a performance-based assessment of people’s ability to pay attention to detail. Within the framework of item response theory, we found that a 3PL bifactor model produced the most accurate item parameter estimates. In a predictive validity study, we found that the ADT predicted supervisor ratings of subsequent overall job performance and performance on detail-oriented tasks. In a construct-related study, scores on the ADT correlated most strongly with the personality facet of perfectionism. The test also correlated with intelligence and self-reported ACT …