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Articles 1471 - 1500 of 2692
Full-Text Articles in Psychology
White-Collar Hiring-Practices: Gender-Based Discrimination Based On Gendered Attributes In Job Advertisements, Jill E. Yavorsky
White-Collar Hiring-Practices: Gender-Based Discrimination Based On Gendered Attributes In Job Advertisements, Jill E. Yavorsky
Dismantling Bias Conference Series
No abstract provided.
Female Middle Management Advantage For Workforce Productivity? A Focus On The Implementation Of High Performance Work Systems, Min-Kyu Joo, Jeong-Yeon Lee, Dejun T. Kong, Phillip M. Jolly
Female Middle Management Advantage For Workforce Productivity? A Focus On The Implementation Of High Performance Work Systems, Min-Kyu Joo, Jeong-Yeon Lee, Dejun T. Kong, Phillip M. Jolly
Dismantling Bias Conference Series
No abstract provided.
The Relationship Between Role Congruent Job Ad Language And Applicant Pool Gender Diversity, Maureen E. Mccusker, Roseanne J. Foti, Yashna J. Shah, Jack W. Finney
The Relationship Between Role Congruent Job Ad Language And Applicant Pool Gender Diversity, Maureen E. Mccusker, Roseanne J. Foti, Yashna J. Shah, Jack W. Finney
Dismantling Bias Conference Series
No abstract provided.
Performance Appraisals And Rewards: A System Justification Perspective On The Limited Advancement Of Women In Organizations, Monique E. Okumakpeyi
Performance Appraisals And Rewards: A System Justification Perspective On The Limited Advancement Of Women In Organizations, Monique E. Okumakpeyi
Dismantling Bias Conference Series
No abstract provided.
Transparency Increases Negotiation Rates For Men And Women Alike, Tamara Montag-Smit, Ursula Sanborn-Overby, Chelsey Skipton, Olyvia Kuchta
Transparency Increases Negotiation Rates For Men And Women Alike, Tamara Montag-Smit, Ursula Sanborn-Overby, Chelsey Skipton, Olyvia Kuchta
Dismantling Bias Conference Series
No abstract provided.
Incentivizing Equity Through Executive Compensation, William Obenauer
Incentivizing Equity Through Executive Compensation, William Obenauer
Dismantling Bias Conference Series
No abstract provided.
The Effects Of Employee Involvement On Disparities In Equity Compensation, Vernon Anthony Woodley
The Effects Of Employee Involvement On Disparities In Equity Compensation, Vernon Anthony Woodley
Dismantling Bias Conference Series
No abstract provided.
Evidence Based Approaches For Gender Equity In Pay Negotiations: An Organizational Guide, Alice F. Stuhlmacher, Mary Keegin
Evidence Based Approaches For Gender Equity In Pay Negotiations: An Organizational Guide, Alice F. Stuhlmacher, Mary Keegin
Dismantling Bias Conference Series
No abstract provided.
Leader-Member Exchange And Belongingness: The Role Of Gender Dissimilarity In Leaders' And Members' Citizenship Behaviors, Catherine E. Kleshinski, Kelly S. Wilson
Leader-Member Exchange And Belongingness: The Role Of Gender Dissimilarity In Leaders' And Members' Citizenship Behaviors, Catherine E. Kleshinski, Kelly S. Wilson
Dismantling Bias Conference Series
No abstract provided.
Differences In Men And Women's Response To Availability Pressures: A Structured Equation Model Ono The Influence Of Perceived Availability Pressures On Employees' Boundary Control, Enacted Boundary Management Strategy And Work-Home Conflict, Pascale Peters, Rob Blomme, Daantje Derks, Anne Van Heertum
Differences In Men And Women's Response To Availability Pressures: A Structured Equation Model Ono The Influence Of Perceived Availability Pressures On Employees' Boundary Control, Enacted Boundary Management Strategy And Work-Home Conflict, Pascale Peters, Rob Blomme, Daantje Derks, Anne Van Heertum
Dismantling Bias Conference Series
No abstract provided.
Family-Supportive Supervisory Behaviors: Does Gender Matter?, Sue Epstein
Family-Supportive Supervisory Behaviors: Does Gender Matter?, Sue Epstein
Dismantling Bias Conference Series
No abstract provided.
An Examination Of The Relationship Between Perceived Organizational Support For Family Flexibility, Supervisor Support For Family Flexibility, And The Use Of Family Friendly Benefits, Ellen Smith, Margaret S. Stockdale
An Examination Of The Relationship Between Perceived Organizational Support For Family Flexibility, Supervisor Support For Family Flexibility, And The Use Of Family Friendly Benefits, Ellen Smith, Margaret S. Stockdale
Dismantling Bias Conference Series
No abstract provided.
Managing The Negative Effects Of Parenting In Academia: Gender, Institutional Policies, And Collegial Support, Amy C. Moors, Abigail J. Stewart, Janet E. Malley
Managing The Negative Effects Of Parenting In Academia: Gender, Institutional Policies, And Collegial Support, Amy C. Moors, Abigail J. Stewart, Janet E. Malley
Dismantling Bias Conference Series
No abstract provided.
Post-Maternity Leave Work Re-Entry: A Couples Perspective, Laura M. Little, Courtney Masterson
Post-Maternity Leave Work Re-Entry: A Couples Perspective, Laura M. Little, Courtney Masterson
Dismantling Bias Conference Series
No abstract provided.
Evaluation Of Workplace Lactation Support Among Pennsylvania, Colleen Payton Mph,Ches, Martha Romney Rn,Ms,Jd,Mph, Beth Olson, Dian J. Abatemarco, Marianna Lanoue, Amy Leader
Evaluation Of Workplace Lactation Support Among Pennsylvania, Colleen Payton Mph,Ches, Martha Romney Rn,Ms,Jd,Mph, Beth Olson, Dian J. Abatemarco, Marianna Lanoue, Amy Leader
Dismantling Bias Conference Series
No abstract provided.
The Unintended Consequneces Of Maternity Leaves: How Agency Innterventions Mitigate The Negative Effects Of Longer Maternity Leaves, Ivona Hideg, Anja Krstic, Raymond N. C. Trau Dr, Tanya Zarina
The Unintended Consequneces Of Maternity Leaves: How Agency Innterventions Mitigate The Negative Effects Of Longer Maternity Leaves, Ivona Hideg, Anja Krstic, Raymond N. C. Trau Dr, Tanya Zarina
Dismantling Bias Conference Series
No abstract provided.
Pushed Out Or Opting Out? Integrating Perspectives On Gender Difference In Withdrawal Attitudes During Pregnancy, Samantha C. Paustian-Underdahl, Asia Eaton, Ashley Manderville, Laura Little
Pushed Out Or Opting Out? Integrating Perspectives On Gender Difference In Withdrawal Attitudes During Pregnancy, Samantha C. Paustian-Underdahl, Asia Eaton, Ashley Manderville, Laura Little
Dismantling Bias Conference Series
No abstract provided.
Preparing Leaders For Industry: The Role Of Graduate Education And Early Career Training In The Career Trajectories Of Female Stem Phds, Joyce B. Main, Yanbing Wang
Preparing Leaders For Industry: The Role Of Graduate Education And Early Career Training In The Career Trajectories Of Female Stem Phds, Joyce B. Main, Yanbing Wang
Dismantling Bias Conference Series
No abstract provided.
Workplace Incivility Against Women In Stem: Insights And Best Practices, Mahima Saxena
Workplace Incivility Against Women In Stem: Insights And Best Practices, Mahima Saxena
Dismantling Bias Conference Series
No abstract provided.
Role Of Sourcing Practices In Improving Gender Equality In The It Industry, Nikita Atal, Gemma Berenguer, Sameer Borwankar
Role Of Sourcing Practices In Improving Gender Equality In The It Industry, Nikita Atal, Gemma Berenguer, Sameer Borwankar
Dismantling Bias Conference Series
No abstract provided.
“I’M With Her”: Endorsing White Women As Allies To Signal Identity-Safety Among Black Women, India R. Johnson, Evava S. Pietri
“I’M With Her”: Endorsing White Women As Allies To Signal Identity-Safety Among Black Women, India R. Johnson, Evava S. Pietri
Dismantling Bias Conference Series
No abstract provided.
Triple Bottom Line As A Method To Increase Business Value And Foster Positive Social And Environmental Change, Jayleene West
Triple Bottom Line As A Method To Increase Business Value And Foster Positive Social And Environmental Change, Jayleene West
Master's Theses
The Triple Bottom Line (TBL) business model has transformed the business world by changing the way businesses operate. By focusing on the people and the environment, businesses have grown to see substantial profit and avoid risks along the way. Companies are using the TBL to build their brand and customer loyalty by enhancing the environment and society. This paper analyzes four companies that are leaders in their industry and are founded on the TBL; Seventh Generation, New Belgium Brewing, Patagonia, and Ben & Jerry’s. Recommendations have been made by performing a literature review on the advantages and disadvantages of the …
Do Male And Female Soccer Players Differ In Helping? A Study On Prosocial Behavior Among Young Players, Paul A. M. Van Lange, Zoi Manesi, R. W. J. Meershoek, Minglian Yuan, Mengchen Dong, N. J. Van Doesum
Do Male And Female Soccer Players Differ In Helping? A Study On Prosocial Behavior Among Young Players, Paul A. M. Van Lange, Zoi Manesi, R. W. J. Meershoek, Minglian Yuan, Mengchen Dong, N. J. Van Doesum
Research Collection School of Social Sciences
Acting prosocially can be quite challenging in one of the most salient intergroup contexts in contemporary society: Soccer. When winning is the ultimate goal, balancing self-interest with helping a fellow player in distress can be a tough decision; yet it happens. To date, we know little about what motivates soccer players to offer such help in the heat of the game. We propose that sex and what is at stake will matter in such prosocial dilemma situations. A pilot study (N = 107) indicated that female players may be more likely to help than male players, but this difference was …
Hexaco Personality Predicts Counterproductive Work Behavior And Organizational Citizenship Behavior In Low-Stakes And Job Applicant Contexts, Jeromy Anglim, Filip Lievens, Lisa Everton, Sharon L. Grant, Andrew Marty
Hexaco Personality Predicts Counterproductive Work Behavior And Organizational Citizenship Behavior In Low-Stakes And Job Applicant Contexts, Jeromy Anglim, Filip Lievens, Lisa Everton, Sharon L. Grant, Andrew Marty
Research Collection Lee Kong Chian School Of Business
This study examined the degree to which the predictive validity of personality declines in job applicant settings. Participants completed the 200-item HEXACO Personality Inventory-Revised, either as part of confidential research (347 non-applicants) or an actual job application (260 job applicants). Approximately 18-months later, participants completed a confidential survey measuring organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). There was evidence for a small drop in predictive validity among job applicants, however honesty-humility, extraversion, agreeableness, and conscientiousness predicted lower levels of CWB and higher levels of OCB in both job applicants and non -applicants. The study also informs the use …
A Dual-Process Theory Perspective To Better Understand Judgments In Assessment Centers: The Role Of Initial Impressions For Dimension Ratings And Validity, Pia V. Ingold, Mirjam Donni, Filip Lievens
A Dual-Process Theory Perspective To Better Understand Judgments In Assessment Centers: The Role Of Initial Impressions For Dimension Ratings And Validity, Pia V. Ingold, Mirjam Donni, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Insight into assessors’ initial impressions has the potential to advance knowledge on how assessors form dimension-based judgments and on possible biases in these ratings. Therefore, this study draws on dual process theory to build and test a model that integrates assessors’ dimension ratings (i.e., systematic, slow, deliberate processing mode) with their initial impressions (i.e., intuitive, fast, automatic processing mode). Data collection started with an AC where assessors provided ratings of assessees, and an online survey of assessees’ supervisors who rated their job performance. In addition, two other rater pools provided initial impressions of these assessees by evaluating extracted 2-min video …
An Examination Of The Progressive And Regressive Factors That Business Owners Consider When Choosing Whether Or Not To Implement An Exit Strategy, David C. Pickard
An Examination Of The Progressive And Regressive Factors That Business Owners Consider When Choosing Whether Or Not To Implement An Exit Strategy, David C. Pickard
USF Tampa Graduate Theses and Dissertations
This purpose of this dissertation is to examine the progressive and regressive factors that affect a small business owner’s decision to implement an exit strategy. An exit strategy can be defined as an entrepreneur's strategic plan to sell his or her investment in a company he or she has controlling interest in. An exit strategy gives a business owner a way to reduce or eliminate his or her stake in the business and, if the business is successful, make a substantial profit. Exiting a business is a complicated process which includes among other things, the evaluation, preparation, marketing, and ultimate …
Ohio Selects And Begins Installation Of A Workforce Intervention: Coach Ohio: Promoting Resilience And Optimism, Quality Improvement Center For Workforce Development
Ohio Selects And Begins Installation Of A Workforce Intervention: Coach Ohio: Promoting Resilience And Optimism, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Ohio is committed to improving outcomes for children and families. Strengthening the child welfare workforce is an essential component for improving these outcomes. To this end, the Ohio Department of Job and Family Services (ODJFS) partnered with eight public children services agencies; Champaign, Crawford, Hamilton, Knox, Montgomery, Summit, Trumbull, and Wayne, to become one of eight national project sites to test child welfare workforce interventions through the Quality Improvement Center for Workforce Development (QIC-WD). Earlier this year, the Ohio site conducted a workforce assessment that revealed 48% of Ohio’s participating child welfare caseworkers experienced at least one symptom of secondary …
Testing An Adapted And Integrated Model Of Motivation To Lead And Intention To Apply, Mandolen Mull
Testing An Adapted And Integrated Model Of Motivation To Lead And Intention To Apply, Mandolen Mull
Human Resource Development Theses and Dissertations
Leader development is a growing field of study within the leadership and human resource development (HRD) fields. As such, various studies have evaluated the traits, skills, and situational influences that contribute to an individual’s likelihood of becoming a leader. However, often researchers fail to examine an individual’s intention to apply for a leadership position within their examination of an individual’s leadership potential. Although prior research has examined the motivation to lead (MTL), very little research has examined the relationship between an individual’s MTL and their intention to apply for a leadership position. Furthermore, no research to date has evaluated the …
Of Expectations And Experiences: The Moderating Effect Of Valenced Expectations On Enjoyment Of A Positive Vs. Negative Experience, Molly C. Mcgehee
Of Expectations And Experiences: The Moderating Effect Of Valenced Expectations On Enjoyment Of A Positive Vs. Negative Experience, Molly C. Mcgehee
Shared Knowledge Conference
Some extant literature argues that expectations drive enjoyment of experiences, while other literature argues that expectations only comparatively influence enjoyment. The current work addresses this discrepancy and demonstrates that while positive expectations do result in favorable enjoyment of experiences, negative expectations result in the comparative process suggested by others.
Low Power Individuals In Social Power Research: A Quantitative Review, Theoretical Framework, And Empirical Test, Michael Schaerer, Christilene Du Plessis, Andy J. Yap, Stefan Thau
Low Power Individuals In Social Power Research: A Quantitative Review, Theoretical Framework, And Empirical Test, Michael Schaerer, Christilene Du Plessis, Andy J. Yap, Stefan Thau
Research Collection Lee Kong Chian School Of Business
We examine the role of low-power individuals in social power research. A multi-method literature review reveals that low-power individuals may be insufficiently understood because many studies lack necessary control conditions that allow drawing inferences about low power, effects are predominantly attributed to high power, and qualitative reviews primarily focus on how high-power individuals feel, think, and behave. Challenging the assumption that low power tends to produce opposite consequences of high power, we highlight several similarities between the two states. Based on social exchange theories, we propose that unequal-power (vs. equal-power) relationships make instrumental goals, competitive attitudes, and exchange rules salient, …