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Articles 1 - 30 of 1083
Full-Text Articles in Psychology
Talking Politics In The Workplace: Effective Practices For Leaders, Matthew Kohut
Talking Politics In The Workplace: Effective Practices For Leaders, Matthew Kohut
River Cities Industrial and Organizational Psychology Conference
Workplace conversations with leaders about politics underwent a pendulum swing between 2020 and 2025. In the aftermath of the murder of George Floyd, many corporate leaders engaged in conversations with employees on topics ranging from diversity, equity, and inclusion (DEI) to LGBTQ rights to access to abortion. Polls such as the Edelman Trust Barometer showed at the time that employees expected their leaders to address political issues. It didn't take long for an "anti-woke" backlash to emerge in which attorneys general in red states began targeting executives who spoke out on these and other issues. Corporations also took a stronger …
Relationships Across The Aisle: How Political Climates Impact Friendships And Relationships With People Of Different Political Affiliations, Jason M. Miller, Hayden Akins
Relationships Across The Aisle: How Political Climates Impact Friendships And Relationships With People Of Different Political Affiliations, Jason M. Miller, Hayden Akins
River Cities Industrial and Organizational Psychology Conference
Political polarization is as strong as ever in this modern political climate. Part of this polarization is that people are being more selective than ever when choosing who to socially interact with. Our presentation will discuss research on how increasing political polarization impacts people's willingness to engage in friendships and romantic relationships with people who have opposing political views. We will also discuss the success of those friendships and relationships as a function of political differences. We will also discuss our research that demonstrates that people who are more invested in politics are particularly selective in seeking like-minded romantic partners. …
Using Learning Teams As An Organizational Assessment & Improvement Tool, Brian P. Baskette
Using Learning Teams As An Organizational Assessment & Improvement Tool, Brian P. Baskette
River Cities Industrial and Organizational Psychology Conference
I/O psychology practitioners frequently serve important roles to facilitate, promote, and lead initiatives to address organizational issues and improve overall employee performance. These roles usually involve the use of assessments to identify problems, gaps, drivers, and improvement actions to achieve the desired results. An important premise to these assessments is that we must learn from their resulting data and our experiences to achieve continuous improvement in individual, team, leadership, and organizational performance. A continuous learning culture where learning is embraced and applied brings about a continuous improvement culture. “Learning Teams” is a tool to facilitate learning about the context and …
Psychosocial Demands, Leadership Responsiveness, And Worker Well Being In The Construction Industry, Herman Algesson
Psychosocial Demands, Leadership Responsiveness, And Worker Well Being In The Construction Industry, Herman Algesson
River Cities Industrial and Organizational Psychology Conference
Construction work is one of the most high-risk and psychologically demanding industries globally, with workers facing long hours, intense physical labor as well as hazardous and unstable conditions. Contributing to reduced well-being, burnout and elevated stress, with evidence stating that psychosocial demands-referring to workload, conflict, low control and role ambiguity are key predictors of strain. The awareness of these challenges does exist by leadership, but responses to worker mental health remain inconsistent and understudied. Leading to insufficient responses from leadership and leaving gaps when it comes to the effectiveness of interventions and support systems. This study investigates how psychological demands, …
Ethical Leadership, Illegitimate Tasks, And Justice As Pathways To Employee Burnout, Heather D. Peters, Alexander T. Jackson
Ethical Leadership, Illegitimate Tasks, And Justice As Pathways To Employee Burnout, Heather D. Peters, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Burnout is often attributed to excessive workload, but the kinds of tasks employees are asked to perform may also contribute. Illegitimate assigned tasks (IAT) are assignments employees view as unreasonable (outside their role) or unnecessary (should not exist). For example, a woman may be expected to plan office parties because of gendered workplace expectations, even when event planning is not part of her role. Such assignments can signal that organizations do not value employees’ time, skills, or contributions. Although IAT has been linked to burnout, the role of organizational justice in this relationship remains unclear, and leadership as an antecedent …
Burnout In College Athletes: The Roles Of Demands, Performance Anxiety, And Parental Warmth, Ainsley Simms, Alexander Jackson, James P. Loveless, Mark Frame
Burnout In College Athletes: The Roles Of Demands, Performance Anxiety, And Parental Warmth, Ainsley Simms, Alexander Jackson, James P. Loveless, Mark Frame
River Cities Industrial and Organizational Psychology Conference
Burnout is a significant concern among collegiate athletes, who experience substantial physical, psychological, academic, and social demands (Schlimmer & Chin, 2018). Athletics could be considered a college athletes job/workplace due to the amount of time and energy spent in that setting. Guided by the Job Demands-Resources (JDR) Model, this study examines the relationships among sport demands, performance anxiety, burnout, and parental warmth in collegiate athletes (Demerouti et al., 2001). Specifically, the study investigates whether sport demands are positively associated with burnout and performance anxiety, whether performance anxiety is positively associated with burnout, and whether performance anxiety mediates the relationship between …
An Examination Of Healthcare Professional Relationship Dynamics, Heather Williamson, Daniel R. Krenn
An Examination Of Healthcare Professional Relationship Dynamics, Heather Williamson, Daniel R. Krenn
River Cities Industrial and Organizational Psychology Conference
Incivility and loss of interprofessional trust within the healthcare field compromise open communication and patient safety outcomes. While these behaviors have been widely studied, the dynamics of interprofessional trust and its effects on interprofessional collaborative behaviors based on previous experiences with incivility warrant further exploratory research. This study aims to determine the extent incivility plays a role in interprofessional trust across a variety of healthcare roles, the impact previous experiences of incivility have on interprofessional trust between those involved, and if the loss of interprofessional trust leads to hesitancy in speaking up about concerns regarding patient concerns. This multi-site study …
Freshman Outdoor Nature Study Extended: Social Connection And The Enhancing Role Of Nature On Mental Health, Dacey F. Ramroth, Reagan Breitenstein
Freshman Outdoor Nature Study Extended: Social Connection And The Enhancing Role Of Nature On Mental Health, Dacey F. Ramroth, Reagan Breitenstein
River Cities Industrial and Organizational Psychology Conference
Previous research suggests that nature positively impacts student health outcomes by lowering stress and anxiety levels and improving cognitive functioning by lowering physiological markers such as blood pressure and heart rate. Students' mental health is crucial for the transition to college, as it plays into the success of college and academic adjustment. Stress regulation isn’t just a college necessity; it's also an everyday life tool, especially when transitioning into their profession. Additionally, social interaction might protect college students during the transition by fostering a shared sense of belonging and coherent social identity, which provides emotional stability and directly buffers against …
From Words To Warnings: Using Llms To Predict Injury Risk, Omarie Z. Swepson, Sophia Hendrick, Avery Livingston, Izzy Kelm, Lizzie Smith, Ethan Fountain, Ailyn Sanchez Corral, Shawn Bergman, Timothy Ludwig
From Words To Warnings: Using Llms To Predict Injury Risk, Omarie Z. Swepson, Sophia Hendrick, Avery Livingston, Izzy Kelm, Lizzie Smith, Ethan Fountain, Ailyn Sanchez Corral, Shawn Bergman, Timothy Ludwig
River Cities Industrial and Organizational Psychology Conference
Occupational injuries create substantial human and financial costs, making effective hazard reporting essential for prevention. This study examines whether large language models (LLMs) can improve the evaluation of Behavior-Based Safety reports and predict future workplace incidents. Building on prior research that used an LLM to score over 33,000 refinery safety reports across ten quality indicators, we will compare multiple LLMs available through Azure AI Foundry using identical reports, scoring rubrics, prompts, and analytic procedures. Models will be evaluated for rating consistency, agreement across models, and their ability to predict next-day incidents through time-series logistic regression analyses. We expect some LLMs …
Answering The Call: Examining The Relationship Between Call-In Work And Occupational Injury Risk, Avery I. Livingston, Izzy Kelm, Charlie Wills, Shawn Bergman, Tim Ludwig
Answering The Call: Examining The Relationship Between Call-In Work And Occupational Injury Risk, Avery I. Livingston, Izzy Kelm, Charlie Wills, Shawn Bergman, Tim Ludwig
River Cities Industrial and Organizational Psychology Conference
Workplace injuries impose substantial human and organizational costs, with scheduling risks such as overtime, fatigue accumulation, and irregular work demands frequently linked to increased injury rates. Day-off call-ins, unscheduled work assignments requiring employees to report to work on a scheduled day off, remain an understudied source of schedule risk. This study investigates whether day-off call-ins are associated with workplace incident occurrence using 2022–2024 payroll and safety data from a large oil refinery. Using unit-level logistic regression analyses, incident occurrence (0 = no incident, 1 = incident), will be predicted from call-in staffing levels while controlling for unit, turnaround status, production …
Quality Indicators As Signals Of Risk: Improving Safety Reporting With Nlp, Sophia Hendrick, Avery Livingston, Omarie Swepson, Izzy Kelm, Lizzie Smith, Ailyn Sanchez Corral, Ethan Fountain, Shawn Bergman, Timothy Ludwig
Quality Indicators As Signals Of Risk: Improving Safety Reporting With Nlp, Sophia Hendrick, Avery Livingston, Omarie Swepson, Izzy Kelm, Lizzie Smith, Ailyn Sanchez Corral, Ethan Fountain, Shawn Bergman, Timothy Ludwig
River Cities Industrial and Organizational Psychology Conference
Workplace injuries in industrial environments pose significant risks to employees and organizations due to high physical and financial costs. Behavior-Based Safety (BBS) programs encourage avoidance of issues like “pencil-whipping”, vague, low-quality documentation (Ludwig & Laske, 2022). To address this gap, our project leverages Natural Language Processing (NLP) to analyze the quality of these reports and assess their predictive capacity for future incidents through various quality indicators.
Grief At Work: The Role Of Individual Differences In Shaping Satisfaction With Organizational Bereavement Support, Delaney Clark, Jacqui Bergman, Jack Carson, Shawn Bergman
Grief At Work: The Role Of Individual Differences In Shaping Satisfaction With Organizational Bereavement Support, Delaney Clark, Jacqui Bergman, Jack Carson, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Bereavement is a common life experience that can extend into the workplace, yet employees differ considerably in how they experience grief and what they need from their organizations following a loss. This study examines the relationship between grief intensity and employees’ satisfaction with workplace bereavement support and whether individual differences help explain variability in this relationship. We hypothesize that greater grief intensity will be associated with lower satisfaction with bereavement support. We further examine whether Big Five and Dark Triad personality traits moderate this relationship. Hypotheses will test the roles of emotional stability, agreeableness, conscientiousness, extraversion, narcissism, and psychopathy, while …
Reimagining Career Pathways: Bridging Education And Employment Through Ai-Assisted Ksa Mapping, Hunter Martin, Maggie Dobson, Neerali Patel, Jamie Da Costa, Shawn Bergman
Reimagining Career Pathways: Bridging Education And Employment Through Ai-Assisted Ksa Mapping, Hunter Martin, Maggie Dobson, Neerali Patel, Jamie Da Costa, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Underemployment remains a persistent challenge for psychology graduates, often making it difficult for students to identify and communicate workforce-relevant competencies gained through coursework. To address this issue, the Eugene platform was developed to help students connect completed courses to knowledge, skills, and abilities (KSAs) and generate potential career pathways. A central component of Eugene is a faculty-led reconciliation process in which instructors evaluate the extent to which course activities develop specific work-related competencies. However, this process is resource-intensive and difficult to scale. This in-progress study examined whether an artificial intelligence (AI) agent could generate work activity (WA) ratings from course …
Developing A Chatbot: Enhancing Psychology Career Exploration Through Ai, Abby Crane, Dacey Ramroth, Mergenie Fleurimond, Ella Drawbridge, Shawn Bergman
Developing A Chatbot: Enhancing Psychology Career Exploration Through Ai, Abby Crane, Dacey Ramroth, Mergenie Fleurimond, Ella Drawbridge, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
As members of the FOCUS Team within HR Science at Appalachian State University, we contributed to developing and refining an AI-powered chatbot, named Eddie, designed to enhance Eugene, a career exploration platform for Appalachian State University undergraduate psychology students. This effort was driven by findings from a Eugene Assessment survey, which revealed that over 40% of respondents believed the platform's structure and instructions could be improved. In alignment with FOCUS' mission to address psychology student underemployment by connecting students to career and educational opportunities, our team worked to improve the user experience through AI technology. Student feedback specifically identified challenges …
Interrupting Aggression: The Role Of Supportive Messaging In Workplace Behavior, Lindsey C. Davis, Daniel R. Krenn
Interrupting Aggression: The Role Of Supportive Messaging In Workplace Behavior, Lindsey C. Davis, Daniel R. Krenn
River Cities Industrial and Organizational Psychology Conference
Workplace aggression is a well-researched and known issue within the subdomain of Industrial/Organizational Psychology. Common examples of workplace aggression include, but are not limited to, physical violence, bullying, and verbal degradation. It is typically defined as intentional behavior, but some literature also considers unintentional behaviors that still have undesirable consequences. Further research has examined the construct of retaliatory aggression. It has been found that victims of workplace aggression are likely to “retaliate,” or take out the anger associated with their victimization on other individuals. Despite the numerous amounts of research that has examined workplace aggression and retaliation, not as much …
Improving Student Well-Being Through Financial Literacy And Budgeting Tools, Nicole Chuong, Mollie Green, Shruti Rai, Bryan Dawson
Improving Student Well-Being Through Financial Literacy And Budgeting Tools, Nicole Chuong, Mollie Green, Shruti Rai, Bryan Dawson
River Cities Industrial and Organizational Psychology Conference
Financial stress is associated with poorer well-being and academic outcomes among college students, and debt-related financial strain has been linked to elevated stress and anxiety in student populations (Heo et al., 2020; Mulligan et al., 2024). Despite concerns about student financial literacy, little research has examined budgeting interventions embedded in undergraduate coursework. The present study examined whether participation in a semester-long budgeting experience embedded in an undergraduate Psychology of Money course was associated with gains in financial literacy and better end-of-semester emotional outcomes. It also considered the intervention's relevance to workforce preparation, where graduates must manage income, benefits, debt repayment, …
Themes In Discontent With Management During And After The Great Resignation, Paige Grogg, Arianna Holmes, Teresa Ristow, Tanya Mitropoulos
Themes In Discontent With Management During And After The Great Resignation, Paige Grogg, Arianna Holmes, Teresa Ristow, Tanya Mitropoulos
River Cities Industrial and Organizational Psychology Conference
The Great Resignation, a period of elevated voluntary employee turnover in the United States beginning in spring 2021 and easing by mid-2023 (Sull et al., 2022; U.S. Bureau of Labor Statistics, 2023), highlighted dissatisfaction with organizational culture and leadership. Sull et al. (2022) identified toxic workplace culture, including disrespectful and abusive management, as a strong predictor of employee attrition. To explore management-related concerns during and after this period, we examined discussions on r/antiwork, a Reddit community focused on workplace experiences and frustrations. We conducted an exploratory, longitudinal analysis of public r/antiwork posts from March 2021 through February 2025. Of 577,190 …
Authenticity In Recruitment: Assessing Accuracy And Perceptions Of Organizational Culture As Represented On Corporate Websites, Fiona T. Finger, Justin D. Horning, Leslie N. Goodman, Delaney M. Clark, Jessica L. Doll, H. Kristl Davison, Timothy J. Huelsman
Authenticity In Recruitment: Assessing Accuracy And Perceptions Of Organizational Culture As Represented On Corporate Websites, Fiona T. Finger, Justin D. Horning, Leslie N. Goodman, Delaney M. Clark, Jessica L. Doll, H. Kristl Davison, Timothy J. Huelsman
River Cities Industrial and Organizational Psychology Conference
Proposal Organizations use websites to convey their identity and values through mission-vision-values language and positive emotions (Kostelić & Gonan Božac, 2026). During the job search process, prospective applicants utilize online sources as a primary tool to reduce uncertainty, conserve time, and elect positions to apply for (Smith et al., 2022). Using websites to uncover values and culture is referred to as organizational anticipatory socialization, specifically when individuals gather information that shapes their expectations and influences employment decisions (Dailey, 2016). The utility of organizational websites is predicated on both accurate portrayals of values and jobseekers’ perception of those values. Misalignment between …
Second Interviews In Employee Selection: Redundancy Or Added Insight?, Mobina Mohammadi
Second Interviews In Employee Selection: Redundancy Or Added Insight?, Mobina Mohammadi
River Cities Industrial and Organizational Psychology Conference
While interviews have been studied extensively, second-round interviews have remained understudied. The extent to which second-round interviews replicate, reinforce, or extend the information obtained in initial interviews remains unclear. According to Aptitude Research (2022), when the interview process is delayed or when too many interviews are conducted, organizations risk losing high-quality talent. SHRM (2015) includes second-round interviews in its selection process checklist, indicating their prevalence. These practical concerns increase the importance of determining whether a second structured interview contributes meaningful information beyond the first. This proposed study aims to examine whether there is a change in scores from the first-round …
Politics In The Projects: Examining Political Affiliation’S Effects On Workplace Efficiency, David Watson, Jasmine Shafer, Dr. Sean Rife
Politics In The Projects: Examining Political Affiliation’S Effects On Workplace Efficiency, David Watson, Jasmine Shafer, Dr. Sean Rife
River Cities Industrial and Organizational Psychology Conference
The purpose of this study is to examine the effects that political affiliation and perceived exclusion have on workplace productivity (an adaptation of previous work conducted by Stewart, 2025). Specifically, the impact of participants’ similar or different affiliations with teammates and inclusion or exclusion during a shared task on workplace contribution. Nadler (2016) explains that people have been shown to be less helpful towards outgroups if the “costs for non-helping are low” (p.64). Thus, the proposed study will attempt to examine if political affiliation is enough to hinder an individual’s likelihood of assistance on work-related projects. Participants will report their …
Organizational And Political Contexts Of Diversity Signaling In Higher Education Recruitment, Jaxson Hill, Waylon Price, Ruth Walker
Organizational And Political Contexts Of Diversity Signaling In Higher Education Recruitment, Jaxson Hill, Waylon Price, Ruth Walker
River Cities Industrial and Organizational Psychology Conference
Recruitment materials, such as job advertisements, provide prospective employees with cues regarding an organization’s values, climate, and person-organization fit. Jobs ads including statements communicating an organization’s commitment to equal employment opportunities and workforce diversity can shape applicants' perceptions of organizations, and subsequently their intention to pursue employment with that organization (Brown et al., 2006; Heath et al., 2023). The job of the signaler in organizations is to properly convey organization values to reduce uncertainty and project the culture of the organization (Spence, 1973). Thus, job ads may serve as both a mechanism for communicating job vacancies but also as an …
Relationship Between Inner Speech, Personality, And Job Performance For Clothing Manufacturing Employees, Matthys Christiaan Serfontein Jr., Kathryn Narciso
Relationship Between Inner Speech, Personality, And Job Performance For Clothing Manufacturing Employees, Matthys Christiaan Serfontein Jr., Kathryn Narciso
River Cities Industrial and Organizational Psychology Conference
Previous literature has established a relationship between five factor model (FFM) traits and job performance, a relationship between endophasia (inner speech with no audible external vocalization) and cognitive abilities, and a relationship between cognitive abilities and job performance. However, there is a gap in the literature examining a direct relationship between endophasia and job performance. The purpose of the proposed study is twofold: one, to establish a direct link between endophasia and job performance where one currently only exists theoretically, and two, to investigate any potential associations between specific types of endophasia and job performance for individuals with similar five …
Halo Error In Performance Evaluations, Sylvia M. Brown, Daniel R. Krenn
Halo Error In Performance Evaluations, Sylvia M. Brown, Daniel R. Krenn
River Cities Industrial and Organizational Psychology Conference
Although previous research has shown demographic bias in the workplace, there is still more to explore where those biases and stereotypes influence performance evaluations. There were 670 participants collected through Prolific, an online academic research platform. Participants reviewed one of four different job performance journals and rated the perceived performance of individuals in five different categories. The participants were randomly assigned to read through a short journal of a task of one of these conditions. The performance logs for the male and female role had both a masculine-stereotyped engineering manager or a feminine stereotyped nurse manager, making four conditions in …
Developing A New Short Behavioral Measure Of The Dark Triad, Alicia Carlsen, Michael Hein, Judith Van Hein
Developing A New Short Behavioral Measure Of The Dark Triad, Alicia Carlsen, Michael Hein, Judith Van Hein
River Cities Industrial and Organizational Psychology Conference
The dark triad (Machiavellianism, psychopathy, and narcissism) predicts a range of costly workplace outcomes, including counterproductive work behavior, dishonesty, fraud, and bullying. Although full-length instruments assess these traits well, their length limits their use in applied and organizational research. Short measures such as the Short Dark Triad (SD3) and the Dirty Dozen (DD) offer efficiency but lose trait-specific variance, inflate the shared antagonistic core, and blur distinctions among the traits, particularly for psychopathy and narcissism. Because dark traits are expressed primarily through interpersonal conduct, behaviorally framed items may preserve more trait-specific variance than attitudinal or affective items. Building on prior …
Connection-Based Hiring: When Is It Fair?, Madeline G. Thomas, Judith Van Hein, Patrick Mccarthy
Connection-Based Hiring: When Is It Fair?, Madeline G. Thomas, Judith Van Hein, Patrick Mccarthy
River Cities Industrial and Organizational Psychology Conference
Although many of the most desirable jobs are filled through personal connections rather than public postings, little is known about when third parties consider connection-based hiring fair. Prior research on nepotism, cronyism, favoritism, and professional networking shows that observers tend to view hires made through family ties negatively, often judging them less competent or less deserving. However, most studies focus on a single connection type, and many manipulate candidate competence, which makes it difficult to tell whether negative reactions stem from the connection itself or from perceived differences in merit. In addition, the referrer's organizational influence has received almost no …
Supporting Neurodiverse Learners Through Inclusive Business Case Study Design, Brody J. Behm, Jessica Doll, Timothy Huelsman, Kristl Davison, Ava Anderson, Illeana Epps, Kimberley Coronilla Hernandez, William Ward, Allie Turner
Supporting Neurodiverse Learners Through Inclusive Business Case Study Design, Brody J. Behm, Jessica Doll, Timothy Huelsman, Kristl Davison, Ava Anderson, Illeana Epps, Kimberley Coronilla Hernandez, William Ward, Allie Turner
River Cities Industrial and Organizational Psychology Conference
ABSTRACT Social Stories are a child-focused intervention designed to fill in the gaps of children' s social understanding with the intention of helping them develop constructive behaviors and coping strategies (Gray, as cited in Adamson et al., 2016). Social stories are used as an intervention for individuals diagnosed with autism spectrum disorder (ASD) (Leaf et al., 2020). Research on social stories across fields has shown positive outcomes (Chan & O’Reilly, 2008; Scattone et al., 2006) and negative outcomes (Leaf et al., 2015; Kokina & Kern, 2010) throughout the past 20 years. Social story intervention has been found to improve social …
Workplace Allyship Predicts Positive Outcomes In Lgbtq Employees, Arabella R. Jones, Garrett Brown, Jonathan Kunstman
Workplace Allyship Predicts Positive Outcomes In Lgbtq Employees, Arabella R. Jones, Garrett Brown, Jonathan Kunstman
River Cities Industrial and Organizational Psychology Conference
Prior research suggests that workplace allyship promotes psychological well-being, job satisfaction, and psychological safety by signaling support, validation, and belonging within workplace relationships (Funk et al., 2026; Reis et al., 2010; Siyal, 2023; Usman et al., 2025). According to Lucy De Souza’s typology, allyship addresses bias when it occurs, while proactive allyship actively fosters inclusion, respect, and employee growth (De Souza & Schmader, 2025). One mechanism through which allyship may influence workplace outcomes is interpersonal capitalization, defined as sharing positive events with others and receiving an enthusiastic, supportive response (Reis et al., 2010). Since allyship communicates acceptance and support, employees …
Understanding Student Leadership And Organizational Sustainability At The University Of North Georgia, Saumya Saxena, Nicole Chuong, Kennedy Victor, Noemi Arellano, Shruti Rai
Understanding Student Leadership And Organizational Sustainability At The University Of North Georgia, Saumya Saxena, Nicole Chuong, Kennedy Victor, Noemi Arellano, Shruti Rai
River Cities Industrial and Organizational Psychology Conference
Student organizations provided students with leadership opportunities, increased student involvement, and helped them build relationships. Student leaders struggled to balance their commitments to student organizations with academic responsibilities, jobs, family, and personal life. This study explored the leadership experiences of student leaders. The aim of this study was to investigate factors that shaped student leadership experiences and the sustainability of student organizations. Twelve student organizations were contacted, and approximately 50 student leaders were recruited. Participants first completed an intake survey that included demographic information and then participated in a semi-structured interview conducted via Zoom. The study examined how leadership roles …
Microaggressions Predict Decent Work In Lgbtq Employees, Arabella R. Jones, Garrett Brown, Jonathan Kunstman
Microaggressions Predict Decent Work In Lgbtq Employees, Arabella R. Jones, Garrett Brown, Jonathan Kunstman
River Cities Industrial and Organizational Psychology Conference
Prior literature has determined marginalization to be a key predictor of decent work (Duffy et al., 2016). Decent work is work that provides fair pay, safe conditions, adequate rest, access to health care, and alignment with personal and social values. Microaggressions are subtle acts of discrimination towards people and have been shown to have strong effects in the workplace (e.g., Lui & Quezada, 2019). Microaggressions are a form of marginalization that is correlated with poorer psychological, occupational, and identity-related outcomes for employed LGBTQ+ individuals (e.g., Nadal, 2019; Cancela et al., 2025). There is a dearth in research that evaluates which …
From Polarization To Partnership: Developing A Trust-Repair Model For Cross-Partisan Work Relationships, Edward C. Tomlinson
From Polarization To Partnership: Developing A Trust-Repair Model For Cross-Partisan Work Relationships, Edward C. Tomlinson
River Cities Industrial and Organizational Psychology Conference
Political polarization increasingly shows up at work not only as disagreement, but as a trust problem that undermines collaboration, psychological safety, and everyday coordination. In this talk, I describe my own experiences in Braver Angels (a nationwide depolarization group) inspired my development of a conceptual model of trust repair in politically polarized workplaces. I also present new empirical evidence on how political differences shape perceptions of co-worker trustworthiness, and I outline a measurement agenda to support practical interventions. In my 2025 Human Resource Management Review article, I argued that trust repair in politically charged contexts is often a mutual process …