A5089913388- Gender Diversity and Inequality
- Social and Intergroup Psychology
- Experimental Behavioral Economics Studies
- Healthcare cost, quality, practices
- Health Systems, Economic Evaluations, Quality of Life
- Patient-Provider Communication in Healthcare
- Vaccine Coverage and Hesitancy
- Names, Identity, and Discrimination Research
- Behavioral Health and Interventions
- LGBTQ Health, Identity, and Policy
- Evolutionary Psychology and Human Behavior
- Social and Cultural Dynamics
- Gender Politics and Representation
- Environmental Sustainability in Business
- Psychology of Moral and Emotional Judgment
- Misinformation and Its Impacts
- Employer Branding and e-HRM
- Environmental Education and Sustainability
- Diversity and Career in Medicine
- Perfectionism, Procrastination, Anxiety Studies
- Labor Movements and Unions
- Innovations in Medical Education
- SARS-CoV-2 and COVID-19 Research
- Construction Project Management and Performance
- Socioeconomic Development in MENA
Harvard University
2021-2025
The University of Sydney
2019-2024
University of Pennsylvania
2019-2020
William P. Wharton Trust
2019
California University of Pennsylvania
2018
Significance Although diversity training is commonplace in organizations, the relative scarcity of field experiments testing its effectiveness leaves ambiguity about whether improves attitudes and behaviors toward women racial minorities. We present results a large experiment with an international organization short online can affect workplace behaviors. we find evidence attitude change some limited behavior as result our training, suggest that one-off trainings are organizations not...
Significance Encouraging vaccination is a pressing policy problem. Our megastudy with 689,693 Walmart pharmacy customers demonstrates that text-based reminders can encourage and establishes what kinds of messages work best. We tested 22 different text using variety behavioral science principles to nudge flu vaccination. Reminder texts increased rates by an average 2.0 percentage points (6.8%) over business-as-usual control condition. The most-effective reminded patients shot was waiting for...
A field experiment provides a promising proof of concept
Across a field study and four experiments, we examine how social norms scrutiny affect decisions about adding members of underrepresented populations (e.g., women, racial minorities) to groups. When groups are scrutinized, theorize that decision makers strive match the diversity observed in peer due impression management concerns, thereby conforming descriptive norm. We this first context U.S. corporate boards, where firms face pressure increase gender diversity. Analyses S&P 1500 boards...
Many organizations struggle to attract a demographically diverse workforce. How does adding measurable goal public diversity commitment-for example, "We care about diversity" versus and plan hire at least one woman or racial minority for every White man we hire"-impact application rates from women minorities? Extant psychological theory offers competing predictions how historically marginalized applicants might respond such goals. On hand, goals may raise belongingness concerns among group...
ABSTRACT Background Gender disparities are prevalent in medicine, but their impact on surgical training is not well studied. Objective To quantify gender trainee intraoperative experiences and explore the variables associated with ratings of autonomy performance. Methods From September 2015 to May 2019, attending surgeons trainees from 71 programs assessed a 4-level Zwisch scale performance 5-level modified Dreyfus after procedures. Multivariable regression models were used examine...
Anonymization of job applicant resumes is a recommended strategy to increase diversity in organizations, but large-scale tests have shown mixed results. We consider decision-makers’ social dominance orientation (SDO), measure anti-egalitarianism/endorsement group-based hierarchy, illustrate the limits anonymization. Across four pre-registered studies ( N = 3,150), we show that (a) lower SDO individuals are less likely hire from underrepresented groups when materials anonymized and (b) they...
Women are consistently underrepresented in leadership roles. One contributor may be that women generally less willing than equally-qualified men to enter competitions (e.g., for jobs or promotions). We draw from research on “stereotype reactance”—the idea telling people about stereotyped expectations can encourage defiance—to propose and test whether the gender gap competition entry increase their willingness compete. Our prediction contrasts with prior work stereotype threat descriptive...
Objective To (a) examine whether the effect of Choosing Wisely consumer questions on question-asking and shared decision-making (SDM) outcomes differs based individuals’ health literacy (b) explore relationship between literacy, other in context low value care. Methods Preplanned analysis randomised trial data comparing: questions, a SDM video, both interventions or control (no intervention). Randomisation was stratified by participant (‘adequate’ vs ‘limited’), as assessed Newest Vital...
We highlight a feature of personnel selection decisions that can influence the gender diversity groups and teams. Specifically, we show people are less likely to choose candidates whose would increase group when making selections in isolation (i.e., they responsible for selecting single member) than collections choices multiple members). call this isolated choice effect. Across six preregistered experiments (n = 3,509), demonstrate effect has important consequences diversity. When sets...
Despite mixed evidence for the relationship between demographic diversity and creativity, we propose that observers hold a lay belief increases creativity apply this in judgments about teams their creative work. Across eight preregistered studies (n = 5,530), find judge diverse terms of race gender to be more than homogeneous gender, including incentive-compatible predictions made real competing challenge. We also products attributed demographically are evaluated as compared with identical...
Why do some homogeneous groups face backlash for lacking diversity, whereas others escape censure? We show that a group’s size changes how it is perceived and whether decision makers pursue greater diversity in its ranks. theorize people make different inferences about larger than smaller ones—with consequences management—due to Bayesian reasoning. This can produce sensitivity lack of large limited small groups. Because each group member represents the outcome hiring decision, signal problem...
Policy makers, employers, and insurers often provide financial incentives to encourage citizens, employees, customers take actions that are good for them or society (e.g., energy conservation, healthy living, safe driving). Although effective at inducing behavior, they've been shown have self-image costs: Those who receive view their less positively due the perceived incompatibility between intrinsic motives. We test an intervention allows organizations individuals resolve this tension: use...
Despite widespread use, there are few studies evaluating the consumer Choosing Wisely questions.We evaluated impact of questions on consumers' decision-making outcomes. Adults living in Australia were presented with a hypothetical low-value care scenario. Using 2×2×2 between-subjects factorial design, they randomized to either ("Questions"), shared (SDM) preparation video ("Video"), both interventions, or control (no intervention). Primary outcomes 1) self-efficacy ask and be involved 2)...
Past research demonstrates that people prefer to affiliate with others who resemble them demographically. However, we posit when competing for scarce opportunities, strategic considerations moderate the strength of this tendency toward homophily. Across six experiments, find anticipated competition weakens people's desire join groups include similar others. When expecting compete against fellow group members, women are more willing all-male and Black participants all-White than in absence...
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Research suggests that breaking overarching goals into more granular subgoals is beneficial for goal progress. However, making often involves reducing the flexibility provided to complete them, and recent work shows can also be pursuit. We examine this trade-off between granularity in a preregistered, large-scale field experiment (N = 9,108) conducted over several months with volunteers at national crisis counseling organization. A preregistered vignette pilot study 900) subgoal framing...
Introduction Choosing Wisely, an international effort to reduce low value care worldwide, considers communication between clinicians and patients during routine clinical encounters a key mechanism for change. In Australia, Wisely has developed 5 Questions resource facilitate better conversations. The primary aim of this study is evaluate the impact Australia video designed prepare question-asking participation in shared decision-making on (a) self-efficacy ask questions participate...
People tasked with replacing a departing group member are disproportionately likely to choose replacement the same demographic identity, leading “stickiness” in composition. We examine this effect 2,163 U.S. federal judge appointments over 75 years, selection of 5,616 S&P 1500 board directors from 2014 2019, and four preregistered experiments (n = 2,900). The patterns we document generally consistent both impact aversion (desires minimize changes composition dynamics) diversity loss...
Across a field study and four experiments, we examine how social norms scrutiny affect decisions about adding members of underrepresented populations (e.g., women, racial minorities) to groups. When groups are scrutinized, theorize that decision makers strive match the diversity observed in peer due impression management concerns, thereby conforming descriptive norm. We this first context U.S. corporate boards where firms face pressure increase gender diversity. Analyses S&P 1500 reveal...