Browsing by Author "Andel, Stephanie"

Now showing 1 - 8 of 8
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    The Double Bind of Reproductive Expectations: Exploring the Mechanisms Through Which Voluntarily Childfree Women and Mothers are Penalized in Promotion Decisions
    (2022-05) Weigold, H. Arispa; Ashburn-Nardo, Leslie; Pietri, Eva; Andel, Stephanie
    An increasing number of working age adults are choosing to delay or forego parenthood entirely, but little research has explored how voluntarily childfree adults are perceived and treated in the workplace. While a large body of research has examined the impacts of motherhood on working women, little work has been done to understand the experiences of voluntarily childfree women. This study explored perceptions of working women based on their reproductive choices and whether these perceptions relate to differences in promotion decisions. Based on social backlash theory, I hypothesized that voluntarily childfree (VCF) women would be penalized in promotion decisions, and that perceptions of agentic-dominance and communality would explain this relationship. Using a sample of 220 participants recruited through Amazon Mechanical Turk, I tested my proposed mediation model and found no support for my hypotheses. Counter to expectations, no evidence of the motherhood penalty emerged either. Despite the lack of significant findings in this study, future work should consider assessing the relationships proposed with different experimental design.
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    Examining the Relationship Between Callings and Employee Well-being
    (2022-05) Lukjan, Kristyn; Andel, Stephanie; Stockdale, Peggy; Porter, Christopher
    Although the occupational callings literature has largely focused on positive outcomes of living a calling, there are some emerging findings that suggest that callings may have a “negative” side as well. Drawing upon past studies within the callings literature, as well as upon theoretical perspectives such as self-regulation theory, identity theory, and the Effort-Recovery model, I tested a theoretical model to examine psychological detachment as a mechanism that accounts for the relationship between living a calling (also referred to as one’s calling intensity) and two well-being outcomes: sleep quality and burnout. Further, I built on previous work in the callings literature by examining the moderating impact of two individual differences (trait mindfulness, perfectionism) on the relationship between calling intensity and psychological detachment. Study hypotheses were tested using a two-wave study design with 358 emergency medical professionals. Results revealed that for called emergency medical professionals, trait mindfulness strengthened the negative relationship between calling intensity and psychological detachment, which had downstream negative effects on sleep quality. In addition, one facet of perfectionism, namely perfectionistic strivings, exacerbated the negative indirect effect of calling intensity on sleep quality via psychological detachment. Ultimately, this study contributed to the occupational callings literature by examining the impact of differential levels of trait mindfulness and perfectionism on employee well-being. Implications for enhancing employee well-being are discussed.
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    Giving Virtuous People the License to Harass: The Role of Responsibility-Focused Power Embodiment and Moral Licensing on Sexual Harassment Perceptions
    (2021-05) Mikalouski, Laurel; Stockdale, Margaret S.; Andel, Stephanie; Pietri, Evava
    When the #MeToo movement hit its height, many of the powerful figures who were accused of harassment were people who had been previously seen as virtuous (Stockdale, Bell, Crosby, & Berdahl, 2019). The present study investigated how embodied power influenced sexual harassment (SH) judgments by manipulating the initiator to embody responsibility-focused, or self-focused power (compared to a control), and whether moral licensing, operationalized through moral crediting and moral credentialing, would mediate relations between power embodiment and SH judgments. Participants were 376 adults (42% female) residing in the U.S. who were recruited through Mturk. Moral crediting was significantly higher for perpetrators described as embodying responsibility-focused power, compared to a control condition (no power cues), which in turn was higher than perpetrators described as embodying self-focused power. Moral crediting was positively related to false accusations, SH severity (opposite of predictions), and severity of punishment. Additionally, there were gender differences in moral crediting such that the effects of power-embodiment on moral crediting were stronger for women than for men, though both were significant. Taken together, the findings of this study indicate that some initiators evade censure as their actions are seen as less severe when others believe them to have embodies responsibility-focused power. This should serve as an indication that SH is not always done by “bad actors”, but by those who appear to be virtuous. These findings should inform future SH policies, research, and training.
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    Identifying Solutions for Managing Work Stress During the COVID-19 Era and Beyond
    (Center for Translating Research Into Practice, IU Indianapolis, 2021-01-29) Andel, Stephanie
    Professor Andel briefly discusses her translational research that deals with identifying empirically-based solutions that help employers and employees reduce the negative impacts of stressful work situations.
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    Impact of Supervisor's Implicit Person Theory and Commitment of Performance Management Behaviors
    (2020-12) Wolfred, Brad; Williams, Jane; Stockdale, Peggy; Andel, Stephanie
    Performance management is not a new area within IO psychology research, however recently there has been growing interest with how to increase its effectiveness. Scholars are calling for more research to examine the antecedents of actual performance management behaviors that managers enact on a daily basis. The current study addresses this gap by utilizing Implicit Person Theory to understand the effect of supervisor perceptions on their behaviors that contribute towards the goal(s) of performance management. Previous research has suggested that Implicit Person Theory leads to more coaching behaviors, however, has failed to identify an explanatory mechanism. The current study relies on the three-component model of commitment to offer a mediating variable between Implicit Person Theory and differing degrees of performance management behaviors due to its more proximal relationship to the target behaviors compared to the broad antecedent of perception of others. The researchers tested this mediation using survey data from a broad sample of supervisors across the United States. Managers’ Incrementalism was positively and significantly related to discretionary performance management behaviors via affective commitment to performance management, however the relationship between Incrementalism and focal performance management behaviors via continuance commitment was non-significant. This research extends previous performance management research by providing evidence for the influence of key supervisor attitudes and implicit beliefs on varying levels of performance management behaviors. Theoretical contributions, limitations and future research directions are discussed.
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    Introduction to Stephanie Andel & Her Work
    (Center for Translating Research Into Practice, IU Indianapolis, 2021-01) Andel, Stephanie
    Professor Andel briefly discusses her translational research that deals with identifying empirically-based solutions that help employers and employees reduce the negative impacts of stressful work situations.
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    The role of identity in understanding prejudice within the LGBTQ+ community
    (2021-10) Muller, Linda; Ashburn-Nardo, Leslie; Pietri, Evava; Andel, Stephanie
    This study explored lesbian, gay, and bisexual (LGB) individuals’ strength of identification with their subgroup (lesbian/gay or bisexual) and superordinate group (LGBTQ+) and whether the discrepancy between these identity dimensions relates to binegativity (the stigmatization of bisexuality). Our hypothesis that there would be a significant main effect of self-categorization level (superordinate vs. subgroup) on identity centrality was not supported. Our hypothesis that the difference between strength of subgroup and superordinate group identity centrality would be related to expressed binegativity among LG participants was partially supported. There was a significant negative correlation suggesting that as participants felt that their subgroup was relatively more important than the superordinate group, the less they acknowledged the existence of prejudice against bisexuals. Additionally, bisexuality threat, stigma-based solidarity, linked fate, and ingroup representations were significantly correlated with binegativity. Our results provide a first foundational step in a series of studies that will investigate the causes of binegativity among LG people and potential interventions.
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    Why bosses should let employees surf the web at work
    (The Conversation US, Inc., 2020-01-17) Andel, Stephanie; Psychology, School of Science