Organizational Behavior and Theory Commons^™

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.

Human-Algorithm Collaboration Works Best If Humans Lead (Because It Is Fair!), David De Cremer, Jack Mcguire

Research Collection Lee Kong Chian School Of Business

Autonomous algorithms are increasingly being used by organizations to reach ever increasing heights of organizational efficiency. The emerging business model of today therefore appears to be one where autonomous algorithms are gradually expanding their occupation into becoming a leading decision-maker, and humans by default become increasingly more subordinate to such decisions. We address the question of whether this business perspective is consistent with the sort of collaboration employees want to have with algorithms at work. We explored this question by investigating in what way humans preferred to collaborate with algorithms when making decisions. Using two experimental studies (Study 1, n …

There Is A Time To Be Creative: The Alignment Between Chronotype And Time Of Day, Jana Kuehnel, Ronald Bledow, Markus Kiefer

Research Collection Lee Kong Chian School Of Business

We examine the influence of chronobiological processes on creativity, specifically the influence of a person’s chronotype. Chronotype refers to the setting of a person’s biological clock that gives rise to a distinctive pattern of sleep habits and preferred diurnal activity. We propose a synchrony effect and predict that people are creative when the external clock is aligned with their internal, biological clock. According to our model, positive mood and creative self-efficacy act as affective and cognitive mechanisms of this synchrony effect. We present three studies that test our theorizing: A quasi-experimental field study with 260 employees, a day-reconstruction study with …

Why, How, And When Divergent Perceptions Become Dysfunctional In Organizations: A Motivated Cognition Perspective, Zhanna Lyubykh, Laurie J. Barclay, Marion Fortin, Michael R. Bashshur, Malika Khakhar

Research Collection Lee Kong Chian School Of Business

Decades of research has demonstrated that people can arrive at starkly different perceptions in the same social situations. Divergent perceptions are not inherently dysfunctional. However, if divergent perceptions are not managed effectively, they can have deleterious effects that can undermine functioning in the workplace. Drawing on a motivated cognition perspective, we outline why divergent perceptions may emerge as well as overview the benefits and drawbacks of divergent perceptions in organizational contexts. Next, we highlight the complexities associated with divergent perceptions in the workplace, including why, how, and when divergent perceptions may become dysfunctional. We also showcase theoretical insights from a …

The Effects Of Team Surface-Level Diversity On Creativity & Innovation, Roman Mitchell

Faculty Publications

During the last 20 years, the global marketplace has become more competitive due to increased globalization, aggressive market competition, and changing customer demands. This has forced organizations to assemble teams with diverse knowledge, skills, and abilities to remain competitive. However, previous meta-analytic investigations examining the relationship between team surface-level diversity (i.e., race or gender identity), creativity, and innovation have indicated a small negative relationship. Despite the said positive effects of team diversity, theory and empirical evidence suggests that increased surface-level team diversity leads to decreased team collaboration, team cohesion, and diminished creativity and innovation (Bell, 2007).

This study explores the …

Healing Racial Injustice With Mindfulness Research, Training, & Practice, Danielle "Danae" Laura

Mindfulness Studies Theses

This thesis offers a collection of authors and studies in support of improved research, training, and practice connecting mindfulness with racial justice through intergroup applications. The paper identifies barriers at work (e.g., colorblindness, spiritual bypass, white fragility, and implicit bias) in contemplative science, Western Buddhist communities, and secular mindfulness centers, which block the sizeable contributions possible in studying the intergroup application of mindfulness practice—specifically Lovingkindness Meditation, among others—when used as an intervention with anti-racist aims. Through secondary qualitative research, I reviewed six key works from Black authors on mindfulness and race, as well as six sample studies on the prosocial …

Workaholism Development As A Self-Efficacy Behavior Among Black Women In The Workplace, Tiffany Nicole Johnson Lemon

Walden Dissertations and Doctoral Studies

Understanding how workaholism develops in Black women and the role organizational culture plays in its development, specifically individuals who work in predominantly White organizations, is needed to address this phenomenon. Data were gathered from individuals who identify as Black women and are self-proclaimed workaholics who work in settings comprised predominantly of White employees. Understanding workplace culture and the events that may lead to behavioral changes has been limited, specific to the minority group of Black women. The key research questions investigated the development of workaholism in Black women who work in predominantly White organizations and the role organizational culture plays …

Resources, Demands, Engagement, And Resilience As Factors Limiting Human Resource Professional Burnout, Pamela A. Maurer

Walden Dissertations and Doctoral Studies

Imbalances where job demands exceed available resources have been determined to cause employee burnout in the workplace. The relationship between job demands and available resources on burnout among human resource (HR) professionals has not been fully researched. Further, the impact of increasing available resources to meet job demands on fostering work engagement and supporting employee resilience to reduce burnout has not been fully explored. The purpose of this quantitative study was to examine if job demands and available resources predict burnout among HR professionals. The framework was based on job demands-resources theory and conservation resources theory. The Job Demands-Resources Scale, …

Lessons From Psychology For Law Practice Management, Peter Glenn

Faculty Scholarly Works

No abstract provided.

The Effects Of Antecedents And Mediating Factors On Cybersecurity Protection Behavior, Ling Li, Li Xu, Wu He

Information Technology & Decision Sciences Faculty Publications

This paper identifies opportunities for potential theoretical and practical improvements in employees' awareness of cybersecurity and their motivational behavior to protect themselves and their organizations from cyberattacks using the protection motivation theory. In addition, it contributes to the literature by examining additional variables and mediators besides the core constructs of the Protection Motivation Model (PMT). This article uses empirical data and structural equation modeling to test the antecedents and mediators of employees' cybersecurity motivational behavior. The study offers theoretical and pragmatic guidance for cybersecurity programs. First, the model developed in this study can partially explain how people may change their …