A5087401879- Social and Intergroup Psychology
- Gender Diversity and Inequality
- Evolutionary Psychology and Human Behavior
- Management and Organizational Studies
- Gender Roles and Identity Studies
- Cultural Differences and Values
- Business Law and Ethics
- Public Relations and Crisis Communication
- Ethics in Business and Education
- Behavioral Health and Interventions
- Sexuality, Behavior, and Technology
- Psychology of Social Influence
- Psychology of Moral and Emotional Judgment
- Socioeconomic Development in MENA
- Communication in Education and Healthcare
Dartmouth College
2023-2025
University of California, Berkeley
2021-2024
Berkeley College
2021-2022
We propose that perceptions of professional women change differently than men as they age. Drawing inspiration from intersectionality theory, we examine the interaction age and gender, finding are seen more agentic, but also maximally incongruent with gender-intensified prescription being communal, in middle Our experiment showed middle-aged were perceived like men, declining warmth between young adulthood field study viewed similarly agentic less warm men. longitudinal within-person these...
Although men's support is crucial to facilitating women's advancement within social and organizational hierarchies, research finds that men may perceive hierarchical as harmful their ingroup (i.e., in zero-sum terms). Given hierarchies are composed of two distinct bases-power (control over resources) status (respect from others)-it presently unknown whether power perceived more than harm differs depending on women gaining or status. Five preregistered studies (N = 2,899) investigate these...
Across four studies (N = 816 U.S. adults), we uncover a gender stereotype about dual pathways to social hierarchy: men are associated with power and women status. We detect this pattern both explicitly implicitly in perceptions of individuals drawn from Forbes’ powerful people lists undergraduate online samples. examine cognitive implications, including prominent people’s degree recognition by society, the formation men’s women’s self-concepts. find that (status) ratings predict greater...
Across four studies ( N = 816 U.S. adults), we uncovered a gender stereotype about dual pathways to social hierarchy: Men were associated with power, and women status. We detected this pattern both explicitly implicitly in perceptions of individuals drawn from Forbes magazine’s powerful people lists undergraduate online samples. examined social-cognitive implications, including prominent people’s degree recognition by society, the formation men’s women’s self-concepts. found that power...
Prior research finds that hierarchical representation–the vertical distribution of minorities across a hierarchy–can influence team attractiveness. Extending these findings, we offer novel account for why perceptions arise: teams with clustered in low-ranking positions are perceived as less diverse and more conflict-prone than equally representation. Across five studies (N = 2946), participants low representation attractive representation, regardless participant race. Teams were considered...
Much of employees’ professional success and emotional well-being comes from their social interactions in the workplace. Unfortunately, employees sometimes fail to socialize as effectively they could, reducing capital at work limiting potential benefits could gain building strong connections This symposium demonstrates four new ways that maximize value work, additionally suggests a reason why do so: workers have mistaken forecasts regarding interactions. In particular, showcases distinct...
In this symposium, we adopt a multi-method approach to examine how individuals perceive and navigate formal (e.g., organizational) informal (e.g. identity-based) hierarchies. Across five talks employing field studies, lab experiments, online discuss group norm of deference influences reactions dominant actors, individuals’ ability status hierarchies impacts team performance, hierarchical rank differently men women’s perceptions inequality, positional insecurity creates gender difference in...
Organizing becomes difficult when people do not see eye to eye. For instance, we often assume that others think and feel about us in the same way them. These assumptions are inaccurate, yet tend act on their before they learn of (in)accuracy. As a result, employees who misperceive others’ behavior may ways disrupt coordination, reduce productivity, tarnish relationships. Central all these issues is understanding how different perceive as enacted by given individual. To deepen our...
Across four studies (N = 1,555) we find that individuals perceive teams with hierarchical representation (i.e., minority employees represented throughout their hierarchy) as more attractive than equally diverse lack representation. Teams are perceived and having superior team functioning (Study 1). Furthermore, the effect of on attractiveness did not differ between racial majority participants (Studies 2-3), suggesting attitudes about race among members might have evolved since a previous...