Industrial and Organizational Psychology Commons^™

Examining Why And For Whom Reflection Diversity Training Works, Alex P. Lindsey, Eden King, Brittney Amber, Isaac Sabat, Afra S. Ahmad

Personnel Assessment and Decisions

This research introduces a novel approach to diversity training by theoretically developing and empirically testing a model that considers a new training exercise aimed at improving proximal and distal pro-diversity outcomes. This new training exercise, reflection, is proposed to be effective at increasing pro-diversity attitudes and behaviors due to the promotion of one's internal motivations to respond without prejudice. Further, we test a critical trainee characteristic, social dominance orientation (SDO), as a boundary condition of our proposed effects. Results from an online experiment with two time points indicate that reflection can be an effective diversity training exercise and leads to …

Framing Matters: The Influence Of Group-Image Threat On Reactions To Affirmative Action Policies, Kisha S. Jones, Anuradha Anantharaman, Anjali Bhatt

Personnel Assessment and Decisions

Affirmative action (AA) attempts to rectify the institutional effects of prior employment discrimination toward minority groups. Although AA has played a large role in increasing workplace diversity, organizations may vary in their perspectives towards diversity itself, ranging from a sole focus on increasing diversity to appreciating the value diversity may add. Support for AA has been considered as a form of White identity management (Knowles, Lowery, Chow, & Unzueta, 2014) and is impacted by the extent to which White people experience group-image threat to their racial identity. Our findings suggest that the level of group-image threat experienced by White people …

Motivations To Control Prejudice Bias Performance Feedback In Developmental Relationships, C. Malik Boykin, Christine R. Smith

Personnel Assessment and Decisions

In developmental relationships, providing accurate assessments of performance is necessary to maximize the developmental benefits for those receiving the feedback. Research suggests that performance assessments for underrepresented minorities are susceptible to biases related to out-group prejudice; however, little is known about the contributions of motivations to control prejudice, particularly in face-to-face settings. Addressing this, we examined the influences of internal and external motivations to control prejudice (IMS and EMS) on the positivity of White mentor’s feedback about their underrepresented minority mentee’s task performance. We analyzed video-recorded interactions between 56 randomly assigned cross-racial dyads, wherein mentees performed a speech task and …

The Effects Of Perspective Taking Implementing Intentions On Employee Evaluations And Hostile Sexism, Saaid A. Mendoza, Jeanine L. M. Skorinko, Sarah A. Martin, Lauren E. Martone

Personnel Assessment and Decisions

The current research examined whether gender bias in the workplace could be reduced through perspective taking implementation intentions, which are if–then statements that specify how to accomplish goals (Gollwitzer, 1999). Amazon MTurk participants (N = 180, 53% male) learned they would complete a two-step performance review for a consulting company. Prior to receiving a male or female employee’s record, all participants were given a goal strategy to be fair in their review, with half also receiving an if–then strategy that encouraged perspective taking. Participants rated the employee on three work related dimensions (skillset, performance, and traits), provided an overall promotion …

Helping Or Hurting?: Understanding Women’S Perceptions Of Male Allies, Shannon K. Cheng, Linnea C. Ng, Allison M. Traylor, Eden B. King

Personnel Assessment and Decisions

In the past decade, organizational scholars have begun to explore the role of allies in mitigating workplace discrimination toward women and members of minority groups. However, this nascent literature has, to this point, failed to consider the perspective of targets of ally behavior. That is, we do not yet know how targets of discrimination experience others’ intervention or advocacy. To begin to understand these issues, we examine target perceptions of allyship through a qualitative critical incident approach, asking women to describe experiences in which a man has effectively and ineffectively acted as an ally to them in the workplace. Our …

Reducing Interpersonal Discrimination For Pregnant Job Applicants Seeking Professional Jobs, Sarah Singletary Walker, Whitney Botsford Morgan

Personnel Assessment and Decisions

This study seeks to extend previous research on the experiences of pregnant job applicants from retail settings (see Botsford Morgan, Walker, Hebl, & King, 2013) to entry-level professional jobs. The current research utilized a 2 (expectant status: not pregnant, pregnant) x 4 (counterstereotypic information: control, competence, commitment, flexibility) betweensubjects factorial design to empirically test the relative efficacy of real, practical interventions designed to reduce the interpersonal discrimination (enhanced negativity and reduced positivity) that pregnant women may encounter when applying for entry-level professional jobs. Results reveal that pregnant job applicants experience more positive interactions when presenting information about their competence than …

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 …

To Look Or Not To Look: Acknowledging Facial Stigmas In The Interview To Reduce Discrimination, Juan M. Madera, Mikki Hebl

Personnel Assessment and Decisions

As the use of technology-mediated interviews (e.g., Skype) is becoming a standard method to interview applicants, it is important to understand how discrimination can still manifest in these types of interviews. Because technology-mediated interviews focus on applicants’ faces, discrimination based on facial stigmas can be particularly inevitable. Thus, the purpose of the current study is to examine how a facial stigma affects visual attention during a technology-mediated interview and acknowledgment as a remediation strategy that individuals might use to reduce the amount of visual attention on a facial stigma. We used a 2 (acknowledge: yes or no) x 2 (target …

“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 …

Special Issue On Reducing Discrimination In The Workplace: An Introduction, Mikki Hebl, Juan M. Madera, Whitney Botsford Morgan

Personnel Assessment and Decisions

No abstract provided.

Understanding Competing Climates: A Theoretical Framework For Examining Service And Ethical Climates, Cristopher T. Huynh

Doctoral Dissertations

The study of work climate has expanded our understanding of how context impacts individuals in the workplace. While most climate research has focused on single- or multi-faceted organizational climates and how they directly impact the individual employee, little has been done to understand the influence of multiple, competing work climates on employee behavior. The purpose of this study was to examine the multiple, competing climates perspective (Schneider et al., 2013) to better understand the influence of context on an employee’s work-related attitudes. This dissertation begins with a brief review of the climate literature and its existing challenges, highlighting the importance …

Workplace Bullying: A National Survey Of Dental Hygienists, Savannah Dawn Sundburg

Dental Hygiene Theses & Dissertations

Problem: Workplace bullying in health care affects career satisfaction, career longevity and patient outcomes. The purpose of this study was to determine if bullying was occurring in dental hygiene employment settings as well as its prevalence in a convenience sample of dental hygienists.

Methods: After IRB approval, 1200 subscribers to a professional dental hygiene journal were invited to participate. Employing the validated Negative Acts Questionnaire-Revised (NAQ-R), participants were asked to indicate how often they experienced 22 defined negative behaviors according to rate of occurrence (never, now and then or monthly, weekly or daily) over the past six months. Bullying was …

The Effect Of Differing Degrees Of Automation And Reliability On Simulated Luggage Screening Performance, Molly M. Liechty

Psychology Theses & Dissertations

The present work examined the effects of two types of decision support systems in a simulated luggage screening task: An input aid and an output aid. An input aid supports an operator’s information gathering. An output aid supports decision making and action selection. A Time-Accuracy Function (TAF) analysis was applied to isolate processing time from performance asymptote, which conventional performance measures such as sensitivity and response time do not distinguish one from the other. Sixty participants performed a luggage screening task unaided (manual condition), with the assistance of an input aid (spatial aid), and with the assistance of an output …

How Are You Preparing For Change Part 3, Pivot Nw Research

Blog

No abstract provided.

Are You Serious About Change_Part 2, Pivot Nw Research

Blog

No abstract provided.

An Investigation Of Nasa Affordability Culture And Implications On Engineering Management, Jonathon Sullivan, Christopher White

Von Braun Symposium Student Posters

No abstract provided.

Introducing Virginia’S Mobile Solution, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Virginia Department of Social Services (VDSS) and the 18 local departments of social services (LDSS) identified the lack of technological supports to help child welfare workers complete the administrative tasks of their job as a cause of turnover. The Virginia site rolled out the first part of their intervention (transcription services) in 2018 and is now preparing to roll out a mobile application in late fall 2019. This one-page summary describes COMPASS, Virginia’s mobile app designed to make it easier for workers to manage the administrative aspects of their job.

Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Public child welfare agencies continually struggle with how to address issues of staff recruitment and retention. Furthermore, very little evidence exists regarding what works to attract, select, and retain talented staff. Much of what agencies do to address workforce issues is never formally evaluated and successes are not published widely. Thus, agencies confronted with urgent retention needs have little to go on to identify an intervention that is likely to succeed. The Quality Improvement Center for Workforce Development (QIC-WD) was funded by the Children’s Bureau to begin to address this issue, in part through carefully selected, and rigorously evaluated interventions …

The Development And Validation Of An Ideal Point Measure Of Work Engagement, Michael M. Denunzio

Dissertations, Theses, and Capstone Projects

Work engagement has been an extremely popular area of research and practice over the past two decades. However, organizational scholars have yet to thoughtfully consider alternative and potentially more appropriate ways of modeling how individuals report their work engagement and, relatedly, measuring the construct. This dissertation seeks to establish and support the position that (1) individuals use an ideal point (vs. dominance) process to identify how engaged they are and respond to work engagement items, and (2) an ideal point framework can be used to develop a construct valid work engagement scale with good psychometric properties. Since no such scale …

Sexual Harassment, Justice Perceptions, And Social Identity: Cognition And Group Dynamics, Devon Marrott

Electronic Theses, Projects, and Dissertations

The primary purpose of this study was to observe the dynamics between sexual harassment (SH), social identity theory, and justice perceptions. Furthermore, participants’ past experience with SH may have created conspiracy mentalities to explain outgroup members (e.g., males) behavior towards women. From a social identity perspective, women who strongly identify with being female should be more prone to view lower justice perceptions when a male investigator denies an SH claim, but equally high levels of justice perceptions when male or female investigators confirm SH and when a female investigator denies SH. Four scenarios were created where female participants (N …