OLIA Publications

The Role of Race in Salary Negotiations

Anonymous — Wed, 29 Apr 2020 20:30:29 +0000

The Role of Race in Salary Negotiations Anonymous (not verified) Wed, 04/29/2020 - 14:30

The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those higher in racial bias—that Black (as compared to White) negotiators deserve lower salaries—we predicted that Black negotiators who behave in counterstereotypical ways encounter greater resistance and more unfavorable outcomes from more biased evaluators. We tested this argument in a stepwise fashion: In Study 1, we found that more biased evaluators expect Black job seekers to negotiate less as compared to White job seekers. When Black negotiators violate those expectations, evaluators award them lower starting salaries (Study 2), which appears to occur because evaluators become more resistant to making concessions to Black than to White job seekers (Study 3). Collectively, our findings demonstrate that racially biased perceptual distortions can be used to justify the provision of smaller monetary awards for Black job seekers in negotiations.

Hernandez, M., Avery, D. R., Volpone, S. D., & Kaiser, C. R. (2019). Bargaining while Black: The role of race in salary negotiations. Journal of Applied Psychology,

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Hernandez, M., Avery, D. R., Volpone, S. D., & Kaiser, C. R. (2019).

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Fostering Longevity Attitudes in Women Expatriates: the Role of General and Targeted Types of Organizational Support

Anonymous — Mon, 20 Apr 2020 16:13:27 +0000

Fostering Longevity Attitudes in Women Expatriates: the Role of General and Targeted Types of Organizational Support Anonymous (not verified) Mon, 04/20/2020 - 10:13 Sabrina D. Volpone

Although organizational support has long been considered a cornerstone of expatriate success, more research is needed to understand how different types of support affect the career outcomes of women expatriates. We draw on strategic human resource management theory to show that organizations interested in gaining or maintaining a strategic competitive advantage should attend to the under-representation of women expatriates. We posit that general (i.e. perceived organizational support [POS]) and targeted (i.e. organizational cultural intelligence [OCQ], family-supportive work perceptions [FSOP]) support perceptions can foster a strategic advantage by addressing the barriers barring women from expatriate assignments. We use two samples to test a model wherein general and targeted support perceptions increase three longevity attitudes (i.e. commitment, career satisfaction, and community embeddedness) through adjustment. Results showed that POS did not significantly increase adjustment and subsequent longevity attitudes for men or women. Then, OCQ aided male employees’ adjustment (as did FSOP to a lesser degree), leading to heightened commitment, career satisfaction, and community embeddedness. Women, in contrast, were aided by FSOP, but not OCQ.

Emily M. David, Sabrina D. Volpone & Anup M. Nandialath (2019) Fostering longevity attitudes in women expatriates: the role of general and targeted types of organizational support, The International Journal of Human Resource Management, DOI: 10.1080/09585192.2019.1640766

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Emily M. David, Sabrina D. Volpone & Anup M. Nandialath (2019)

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Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders?

Anonymous — Mon, 10 Feb 2020 19:26:03 +0000

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? Anonymous (not verified) Mon, 02/10/2020 - 12:26 Stefanie Johnson

Abstract

We seek to help solve the puzzle of why top-level leaders are disproportionately White men. We suggest that this race- and sex-based status and power gap persists, in part, because ethnic minority and female leaders are discouraged from engaging in diversity valuing behavior. We hypothesize, and test in both field and laboratory samples, that ethnic minority or female leaders who engage in diversity-valuing behavior are penalized with worse performance ratings, whereas White or male leaders who engage in diversity-valuing behavior are not penalized for doing so. We find that this divergent effect results from traditional negative race and sex stereotypes (i.e., lower competence judgments) placed upon diversity-valuing ethnic minority and female leaders. We discuss how our findings extend and enrich the vast literatures on the glass ceiling, tokenism, and workplace discrimination.

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Risky business: linking Toxoplasma gondii infection and entrepreneurship behaviours across individuals and countries.

Anonymous — Mon, 10 Feb 2020 19:23:10 +0000

Risky business: linking Toxoplasma gondii infection and entrepreneurship behaviours across individuals and countries. Anonymous (not verified) Mon, 02/10/2020 - 12:23 Stefanie Johnson

Abstract

Disciplines such as business and economics often rely on the assumption of rationality when explaining complex human behaviours. However, growing evidence suggests that behaviour may concurrently be influenced by infectious microorganisms. The protozoan Toxoplasma gondii infects an estimated 2 billion people worldwide and has been linked to behavioural alterations in humans and other vertebrates. Here we integrate primary data from college students and business professionals with national-level information on cultural attitudes towards business to test the hypothesis that T. gondii infection influences individual- as well as societal-scale entrepreneurship activities. Using a saliva-based assay, we found that students (n = 1495) who tested IgG positive for T. gondii exposure were 1.4× more likely to major in business and 1.7× more likely to have an emphasis in 'management and entrepreneurship' over other business-related emphases. Among professionals attending entrepreneurship events, T. gondii-positive individuals were 1.8× more likely to have started their own business compared with other attendees (n = 197). Finally, after synthesizing and combining country-level databases on T. gondii infection from the past 25 years with the Global Entrepreneurship Monitor of entrepreneurial activity, we found that infection prevalence was a consistent, positive predictor of entrepreneurial activity and intentions at the national scale, regardless of whether previously identified economic covariates were included. Nations with higher infection also had a lower fraction of respondents citing 'fear of failure' in inhibiting new business ventures. While correlational, these results highlight the linkage between parasitic infection and complex human behaviours, including those relevant to business, entrepreneurship and economic productivity.

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Women at work: Changes in sexual harassment between September 2016 and September 2018

Anonymous — Mon, 10 Feb 2020 19:17:28 +0000

Women at work: Changes in sexual harassment between September 2016 and September 2018 Anonymous (not verified) Mon, 02/10/2020 - 12:17 Stefanie Johnson

Abstract

Over the last two years, awareness about the sexual mistreatment of women has stunned the world. According to analysis by the New York Times, the defeat of Hilary Clinton and election of Donald Trump spurred a women’s movement in the US that began in November of 2016 and resulted in protests across the country, including the largest single-day protest in history on January 21, 2017. Later that year, the #MeToo movement (starting in October 2017) and subsequent #TimesUp movement (starting in January 2018) galvanized women to unite against sexual assault and sexual harassment, which has become the hallmark of the current women’s movement. But has anything changed over this time period in regard to the sexual harassment of women? Using a repeat cross-sectional survey from over 500 women collected at two points in time (September 2016 and September 2018), we found reduced levels of the most egregious forms of sexual harassment (unwanted sexual attention and sexual coercion) but increased levels of gender harassment in 2018. More importantly, sexual harassment had a weaker relationship with women’s negative self-views (lower self-esteem, higher self-doubt) in 2018 compared to 2016. Qualitative interviews collected from women in the fall of 2016 and in the fall of 2018 from the same women, support the quantitative data. They suggest that the changes in sexual harassment are due to the increased scrutiny on the topic. The interviewees also emphasize that they feel better supported and empowered and are not ashamed to speak up about sexual harassment.

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Minimizing Cross-Cultural Maladaptation: How Minority Status Facilitates Change in International Acculturation

Anonymous — Tue, 13 Aug 2019 15:12:20 +0000

Minimizing Cross-Cultural Maladaptation: How Minority Status Facilitates Change in International Acculturation Anonymous (not verified) Tue, 08/13/2019 - 09:12

Culturally savvy organizations recognize that selecting and developing people who can be effective in a global workforce is important in today’s business environment. Nevertheless, many companies struggle to identify and develop talent who are happy and successful working and living outside their home country. We examine 1 factor that may foster success in a host country—minority status in 1’s home country—as a predictor of change in acculturation over time. Specifically, we draw on the conservation of resources model to suggest that international students who have been a member of more minority groups in their home country have unique experiences working with dissimilar others that offer advantages when acculturating to new cultures and novel situations. Then, change in host country acculturation is explored as a mechanism to explain how minority status in the home country relates to intentions to leave the host country and psychological well-being 6 months after entry. Two moderators (cultural intelligence, perceived diversity climate of the host institution) of these relationships are also examined. Results revealed that the relationship between minority status in the home country and change in host country acculturation was positive and stronger for those with higher cultural intelligence. Further, the relationship between change in host country acculturation and psychological well-being was positive when perceived diversity climate of the host institution was high, but was not significant when perceived diversity climate was low. (PsycINFO Database Record (c) 2018 APA, all rights reserved)

Volpone, S., Marquardt, D., Casper, W., & Avery, D. (2018). Minimizing cross-cultural maladaptation: How minority status facilitates change in international acculturation. Journal of Applied Psychology, 103(3), 249-269. doi:10.1037/apl0000273

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Volpone, S. D., Marquardt, D. J., Casper, W. J., & Avery, D. R. (2018)

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Does diversity-valuing behavior result in diminished performance ratings for non-white and female leaders?

Anonymous — Thu, 31 May 2018 17:16:11 +0000

Does diversity-valuing behavior result in diminished performance ratings for non-white and female leaders? Anonymous (not verified) Thu, 05/31/2018 - 11:16

This paper found clear and consistent evidence that women and ethnic minorities who promote diversity in hiring are penalized in terms of how others perceive their competence and effectiveness. This might help explain why nonwhite job applicants who include experiences related to their ethnicity on their resumes are more likely to be passed over for jobs — even at companies that openly value diversity. The studies show clearly that it’s risky for low-status group members to help others like them. And this can lead to women and minorities choosing not to advocate for other women and minorities once they reach positions of power, as they don’t want to be perceived as incompetent, poor performers. The harsh reality discussed here highlights the importance of putting appropriate structures and processes in place to guarantee the fair evaluation of women and minorities. The challenge of creating equality should not be placed on the shoulders of individuals who are at greater risk of being crushed by the weight of this goal.

Figure 2 shows that when a male leader (solid line) engaged in diversity-valuing behavior, his performance ratings went up. But when a female leader (dashed line) engaged in diversity-valuing behavior, her performance ratings went down.

Hekman, David R., Stefanie K. Johnson et al. (2017), Academy of Management Journal

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By David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, and Wei Yang. Academy of Management Journal (2016)

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The Paradox of Seduction by Irrelevant Details: How Irrelevant Information Helps Hinder Self-Regulation Learning

Anonymous — Wed, 03 Jun 2015 15:34:17 +0000

The Paradox of Seduction by Irrelevant Details: How Irrelevant Information Helps Hinder Self-Regulation Learning Anonymous (not verified) Wed, 06/03/2015 - 09:34 Stefanie Johnson

ABSTRACT. Instructors often rely on seductive details, such as jokes, stories, and video clips, to keep trainees entertained. However, this extraneous information may inadvertently detract from the course content, and the between-person nature of past research precludes understanding the dynamic process by which seductive details influence learning. Using a repeated measures field study, we found that seductive details indirectly improved learning performance by reducing negative affect and indirectly hindered learning performance by increasing the speed of reviewing and decreasing time on task. Seductive details also interfered with attentional focus for trainees with low pretraining knowledge but increased attentional focus for trainees with high pretraining knowledge. Finally, seductive details moderated the effect of learning performance on attrition from training. Learning performance had a less negative effect on attrition in modules with seductive details than in modules without seductive details.

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Interactive Effects of Leader Justice and Support for Safety on Safety Performance

Anonymous — Tue, 02 Jun 2015 18:26:03 +0000

Interactive Effects of Leader Justice and Support for Safety on Safety Performance Anonymous (not verified) Tue, 06/02/2015 - 12:26 Stefanie Johnson

Purpose

The purpose of this paper is to examine the main and interactive effects of general and safety-specific leader justice (SSLJ) (i.e. fair treatment) and leader support for safety (LSS) on safety performance.

Design/methodology/approach

Two independent samples of construction workers rate their leaders with regards to fair treatment and support for safety and report their own safety performance in a survey.

Findings

In both studies, LSS significantly moderated relationships of both general and SSLJ with safety performance. In Study 1, the strength of relationship between general leader justice and safety performance increases while LSS is increased. Similar pattern was found for the relationship between SSLJ and safety performance in Study 2.

Practical implications

Safety interventions targeting leadership should consider training for leader safety practices that are perceived as supportive and fair.

Originality/value

The research is unique in its examination of leader justice in a safety-specific context and its interactive effects with LSS on safety performance. The present research helps to extend the reach of organizational justice theory's nomological network to include safety.

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Don't Hate Me because I'm Beautiful: Acknowledging Apperance Mitigates the "Beauty is Beastly" Effect

Anonymous — Tue, 02 Jun 2015 18:23:56 +0000

Don't Hate Me because I'm Beautiful: Acknowledging Apperance Mitigates the "Beauty is Beastly" Effect Anonymous (not verified) Tue, 06/02/2015 - 12:23 Stefanie Johnson

ABSTRACT: Physically attractive women are discriminated against when applying for masculine sex-typed jobs, a phenomenon known as the beauty is beastly effect. We conducted three studies to establish an intervention for mitigating the beauty is beastly effect and to determine mediators and moderators of the intervention. As expected, physically attractive women were rated higher in employment suitability when they acknowledged that their sex or physical appearance is incongruent with the typical applicant for a masculine sex-typed job. Acknowledgement increased inferences of positive masculine traits, allowing the female applicant to be perceived as more suitable for the job, while reducing perceptions that she possessed countercommunal traits, decreasing the violation of her gender role. Finally, sexist beliefs interacted with the acknowledgment intervention, such that the acknowledgement intervention reduced the negative relationship between hostile sexism and employment suitability and increased the positive relationship between benevolent sexism and employment suitability, relative to the control condition.

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