A5035913529- Gender Diversity and Inequality
- Social and Intergroup Psychology
- Job Satisfaction and Organizational Behavior
- Cultural Differences and Values
- Work-Family Balance Challenges
- Gender, Labor, and Family Dynamics
- Conflict Management and Negotiation
- Emotional Labor in Professions
- Family Business Performance and Succession
- Labor Movements and Unions
- International Student and Expatriate Challenges
- Social and Cultural Dynamics
- Retirement, Disability, and Employment
- Environmental Sustainability in Business
- Gender Politics and Representation
- Psychology of Moral and Emotional Judgment
- Management and Organizational Studies
- Employment and Welfare Studies
- Evolutionary Psychology and Human Behavior
- Financial Literacy, Pension, Retirement Analysis
- Team Dynamics and Performance
- Culture, Economy, and Development Studies
- Organizational Learning and Leadership
- Social Policy and Reform Studies
- Corporate Social Responsibility Reporting
New York University
2015-2025
Tisch Hospital
2019-2025
Northwestern University
2019
Université du Québec à Montréal
2018
Suffolk University
2018
University of Illinois Urbana-Champaign
2017
Bellingham Technical College
2016
Princeton University
2015
University of Florida
2008-2014
University of Michigan–Ann Arbor
2013
The differences across cultures in the enforcement of conformity may reflect their specific histories.
The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate on signaling and attributions propose that managers interpret FWPs as a signal high or low organizational commitment, depending whether make productivity personal life attributions, respectively, for FWP use. Managers' perceptions in turn, shape Field- laboratory-based studies provide strong support the hypothesis results premiums when some penalties attributions.
The purpose of diversity initiatives is to help groups that face disadvantage in society achieve better outcomes organizations, but they do not necessarily work as intended. To advance understanding the effects initiatives, I develop a typological theory their unintended consequences. propose produce four consequence types: backfire (negative goal progress), negative spillover (undesirable on other than positive (desirable and false progress (improved metrics without true progress). then...
Abstract Norm enforcement may be important for resolving conflicts and promoting cooperation. However, little is known about how preferred responses to norm violations vary across cultures domains. In a preregistered study of 57 countries (using convenience samples 22,863 students non-students), we measured perceptions the appropriateness various violation cooperative atypical social behaviors. Our findings highlight both cultural universals variation. We find universal negative relation...
Anecdotal evidence abounds that organizations have distinct conflict cultures, or socially shared norms for how should be managed. However, research to date has largely focused on management styles at the individual and small group level, yet examine whether create normative ways manage conflict. In a sample of leaders members from 92 branches large bank, factor analysis aggregation analyses show 3 cultures-collaborative, dominating, avoidant-operate unit level analysis. Building Lewin,...
Affirmative action plans (AAPs) are designed to facilitate workplace success for members of the groups they target (e.g., women, ethnic minorities), yet may have ironic effect stigmatizing AAP targets and, in turn, decreasing their performance outcomes. Prior work has focused on stigma incompetence as primary mechanism that links AAPs performance; however, broader social psychological literature suggests additional mechanisms also play a role. We use stereotyping theories develop more...
Communicators, motivated by strategic self-presentation, selectively underreport negative content in describing their impressions of individuals and stereotypes groups, particularly for targets whom they view ambivalently with respect to warmth competence. Communicators avoid overtly inaccurate descriptions, preferring omit information emphasize positive about mixed individual (Study 1). With more public audiences, communicators increasingly prefer negativity omission complete accuracy 2), a...
Abundant research has documented a gender pay gap; women earn less than men, all else being equal. Against the backdrop of an overall female penalty, we propose that widespread adoption diversity goals in organizations creates premium for certain women. We integrate economic principle supply and demand with theory from field strategic human resource management theorize individuals perceive high-potential women—who have abilities needed to reach upper echelons organizations, where remain...
Research on diversity in organizations has largely focused the implications of gender and ethnic differences for performance, to exclusion other outcomes. We propose that also have workplace charitable giving, an important aspect corporate social responsibility. Drawing from role theory, we hypothesize find consistent effects across levels analysis; women donate more money charity than do men, percentage a work unit is positively related charity, at least among men. Alternatively with...
Work-life scholars have devoted considerable attention to understanding the relationship between work and life but surprisingly little how individuals think about life. We propose that hold three work-life ideologies, which we define as beliefs are related: a fixed (versus expandable) pie ideology, segmentation integration) life) priority ideology. Beliefs world come, in large part, from itself. therefore advance propositions regarding contextual antecedents of ideologies; exposure contexts...
The emergence of COVID-19 dramatically changed social behavior across societies and contexts. Here we study whether norms also changed. Specifically, this question for cultural tightness (the degree to which generally have strong norms), specific (e.g. stealing, hand washing), about enforcement, using survey data from 30,431 respondents in 43 countries recorded before the early stages following COVID-19. Using variation disease intensity, shed light on mechanisms predicting changes norm...
Abstract We argue that for the field of organizational psychology to prosper, it must adopt a global perspective. In this article, we discuss three specific ideals more psychology, our progress toward these (or lack thereof), and potential solutions move truly science. First, incorporate voices. Yet cross‐cultural research in still remains largely U.S. export business wherein very questions ask are colored by Western assumptions values which then explored other cultures. To be science,...
Using a longitudinal administrative data set from large research university, the authors empirically evaluate consequences of using stop clock (STC) policies for career success tenure track faculty. STC were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect outcomes. The prevalence ideal worker norm in academia raises possibility negative as evaluators may treat policy use signal that faculty member lacks sufficient commitment to his or her...
The present research builds theory regarding the consequences of work unit ethnic diversity by advancing a status-based, multilevel model when is likely to constrain performance. In contrast past research, which has largely ignored varying degrees status ascribed members different groups, I propose that most cohesion, and in turn performance, units composed two subgroups are separated large differences (i.e., subgroups; ESS). Furthermore, consistent with evidence contingent on broader social...
Initiatives aimed at fostering diversity in organizations have become an increasingly common means for combatting inequality among demographic groups. There is growing recognition that the success of initiatives a function not only relatively concrete policies they include but also less visible factors, such as cognitions held by organizational members. Diversity cognitions—and particularly beliefs regarding how to approach and its effects—have received significant scholarly attention...
Despite their prevalence, diversity initiatives do not necessarily motivate employees to facilitate goals. We advance understanding of rhetoric—defined as how leaders talk about and its effects—as a tool for motivating foster inclusion. Prior work investigates rhetoric that emphasizes in organizations is beneficial (value-in-diversity rhetoric), which puzzling given the reality can have positive or negative consequences. introduce construct contingent-diversity rhetoric, if challenges are...
The business case for diversity (i.e., the argument that diverse groups produce higher performance and profits than their homogenous counterparts) has become predominant claim used to promote organizational diversity. current research builds theory regarding when why increases versus decreases support Drawing on Prospect Theory, we first demonstrate increasing is viewed as risky because perceived having more upsides, but also downsides, compared homogeneity. Next, theorize that, although...