Browsing by Author "Johnson, India R."
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Item Daily Experiences of Racial Microaggressions and Health Outcomes Among Black Adolescents: A Daily Diary Study(2023-08) Clifton, Richelle Lee; Zapolski, Tamika C. B.; Stewart, Jesse C.; Johnson, India R.; Aalsma, Matthew C.Racial microaggressions are associated with multiple negative health outcomes, including increased distress, anxiety (Blume et al., 2012; Schoulte et al., 2011), and substance use (Su et al., 2019). The negative effects of racial microaggressions have been observed through daily assessments (Burrow & Ong, 2010; Ong et al., 2009; Swim et al., 2003). However, these studies have been conducted almost exclusively among Black adults. Thus, the first aim of the current study is to examine the impact of daily experiences of racial microaggressions on health outcomes among Black adolescents. Further, it is also important to examine factors that might influence the relationship between racial microaggressions and health outcomes. One factor that has received a considerable amount of attention is racial identity, with more recent studies examining the impact of racial identity profiles. Thus, the second aim of the current study was to explore variability in these risk pathways based on racial identity profiles. Participants were Black adolescents (N = 48; 79.2% girls; Mage=17.13). Respondents completed measures of racial identity at baseline and daily diary measures of racial microaggressions, depression, anxiety, aggression, and substance use for 14 days. Participants reported an average of 5.56 experiences of racial microaggressions per day. Neither concurrent or lagged-day associations between racial microaggressions and symptoms of depression or symptoms of anxiety were significant. Concurrent analyses indicated that the between-person effect of racial microaggressions on aggression was significant (estimate=0.345, SE=0.138, t=2.495, p=0.016), and that effect was still evident one day later (estimate=0.107, SE=0.040, t=2.686, p=0.007). The concurrent, within-person effect of racial microaggressions on cannabis use was also significant (OR=1.524, 95%CI[0.103, 0.740], p=0.010). Four racial identity profiles were identified (labeled race- focused, undifferentiated, integrationist, and multiculturalist) and a number of effects were significant within profiles. This study further highlighted that Black youth are experiencing an overwhelming number of racial microaggressions on a daily basis. Additionally, this project represents a crucial step in advancing our understanding of how racial microaggressions operate to influence health outcomes among Black adolescents on the daily level and highlights several areas for needed study and intervention.Item Diversity-Valuing Behaviors as a Performance Asset instead of a Liability: The Role of DEI Accountability Mechanisms(2023-06) Washington, Darius M.; Stockdale, Margaret S.; Derricks, Veronica; Johnson, India R.Women and racial minorities are perceived negatively when they engage in diversity-valuing behaviors (i.e., behaviors that promote demographic balance), which increases negative perceptions of their competence and performance effectiveness in modern organizations. Although organizational attention to the topics of workplace equity and inclusion has increased, Black women continue to be excluded from leadership positions motivated by race and sex-based judgments of intellectual inferiority and leadership incongruity. Diversity management continues to be an important research domain to ensure the effective implementation of diversity, equity, and inclusion (DEI) relevant strategies to reduce bias and discrimination. This work infuses accountability for DEI into a performance management system to address the backlash Black women receive for engaging in DEI-relevant behaviors. I used accountability for DEI as a relevant structure to test whether holding employees accountable for diversity-valuing behavior (i.e., promoting DEI goals) through competence mitigates negative performance evaluation and promotion rating of a Black woman. In the current study, MTurk participants (N = 280) with employment experience were surveyed about their evaluation of performance and promotion ratings. Participants were randomly assigned to receive information about dimensions of an employee’s annual evaluation, including “Diversity and Inclusion” (DEI accountability condition) or “Corporate Social Environmental Responsibility” (CSR; control condition). Dependent on participant condition, participants received more information about extra-role behaviors (i.e., diversity-valuing behavior vs. organizational citizenship behaviors) demonstrated by a Black woman. Results were not statistically significant but showed that participants reported more favorable performance evaluation and promotion ratings toward the fictitious employee in the DEI accountability condition who engaged in diversity-valuing behavior compared to the fictitious employee in the CSR (control condition) who engaged in diversity-valuing behavior. These results suggest that organizations that embed a framework for measuring and evaluating DEI efforts among all employees may reduce negative competence perceptions, which in turn, can help mitigate negative performance evaluations and increase promotion ratings among Black women.Item Health vs Success: Examining Whether Exposure to Negative Stereotypes Motivates Engagement in Unhealthy Behaviors among Low-SES College Students(2023-11) Gonzalez, Daniela; Derricks, Veronica; Johnson, India R.; Hirsh, Adam T.Individuals from low socioeconomic (SES) backgrounds experience worse health outcomes than high-SES individuals. Those disparities may be explained, at least in part, by low-SES individuals' routine exposure to stigma that can activate concerns about belonging in several settings, including academics. The current study tested whether activation of negative stereotypes (e.g., low academic ability) among low-SES students affects their motivation to engage in unhealthy behaviors (e.g., pulling an "all-nighter") in an effort to maximize academic success and disconfirm negative stereotypes about their group. Moreover, we assessed the role of key moderators (e.g., contingencies of self-worth in academic settings and stereotype threat concerns about one’s ingroup) and mediators (e.g., motivation to disconfirm negative ingroup stereotypes and stereotype threat concerns) on these outcomes. In an online experiment, college students recruited on Prolific Academic read a hypothetical news article indicating that low-SES students underperform academically relative to high-SES students (stereotype activation condition) or that low-SES students perform just as well as high-SES students (control condition). Although the findings indicated that our manipulation was effective, our results did not reach significance across the hypothesized outcomes. Implications for coping behaviors and academic outcomes for students from low-SES backgrounds are discussed.Item Investigating the Relationship between Occupational Callings and Citizenship Fatigue(2023-05) Hustoft, Zayna J.; Williams, Jane R.; Andel, Stephanie A.; Porter, Christopher O.L.H.; Johnson, India R.The body of literature regarding occupational callings has well established the positive effects of living one’s calling. Emerging research, however, identifies the double-edged sword nature of callings or in other words, the potential negative effects living one’s calling can have in spite of the positive effects. Nevertheless, there is a lack of consensus regarding the mechanisms explaining the negative effects of callings as well as a lack of direction regarding how those living their calling may avoid or mitigate these negative effects. Drawing upon previous literature coupled with the Job Demands-Resources Model, I tested the degree to which called individuals are more susceptible to negative outcomes in the form of citizenship fatigue. I also tested a theoretical model to examine organizational citizenship behavior as the mechanism that accounts for the relationship between living a calling and citizenship fatigue. I additionally examined two moderators of this relationship: self-compassion and leader compassion. Hypotheses were tested using a two-wave survey design with 288 full-time employees. Results have implications for called individuals’ overall health and wellbeing, as well as for leaders and the company climate they foster.Item Maybe She Is Relatable Increasing Women’s Awareness of Gender Bias Encourages Their Identification With Women Scientists(SAGE, 2018-06-01) Pietri, Evava S.; Johnson, India R.; Ozgumus, Ezgi; Young, Alison I.In the current research, we explored whether informing women about gender bias in science, technology, engineering, and mathematics (STEM) would enhance their identification with a female scientist and whether this increased identification would in turn protect women from any adverse effects of gender bias information. We found that, relative to a control information condition, gender bias information promoted beliefs that a successful woman (but not a man) scientist had encountered bias and encouraged identification with that woman scientist. Feelings of empathic concern was an important mechanism underlying this increased identification (Experiments 2 and 3). Moreover, when presented with a man scientist, information about gender bias in STEM decreased female participants’ anticipated belonging and trust in a STEM environment, compared to participants in a control information condition (Experiment 1a and 1b). However, identifying with a woman scientist after learning about sexism in STEM fields alleviated this harmful effect. Finally, compared to those in the control condition, women college students who learned about gender bias reported greater interest in interacting with a woman STEM professor at their university (Experiment 3). Our results suggest that interventions that teach women about gender bias in STEM will help women identify with women scientists. Additional online materials for this article are available on PWQ’s website at http://journals.sagepub.com/doi/suppl/10.1177/0361684317752643.Item Reducing the Occurrence of Sexual Harassment: Investigating the Novel Approach of Empathy Training(2024-05) Tucker-Cesar, Mya Michele; Stockdale, Margaret S.; Derricks, Veronica; Johnson, India R.Sexual harassment remains prevalent, underscoring the urgent need for an updated approach to training aimed at reducing its occurrence. Previous studies have revealed that interventions focusing on elements of empathy, such as empathetic concern and perspective-taking, have been effective in diminishing antisocial attitudes like prejudice (Galinsky & Moskowitz, 2000; Levin et al., 2016; Paluck & Green, 2009). Thus, I suggest that cultivating empathy and perspective-taking may target the root cause of sexual harassment by disrupting the mechanisms that sustain its prevalence. The current study uses a 3 (training modality: Empathy Video Plus Exercises, Empathy Video, Control Video) × 2 (gender: Female and Male) between-subjects research design to investigate the effectiveness of empathy training, encompassing a ten-minute video and perspective-taking exercises, in fostering empathy toward targets of sexual harassment. The empathy video features a Ph.D. graduate student, "Diana," recounting her experiences with sexual harassment, based on a true story and portrayed by a professional actor. Participants engaged in perspective-taking exercises where they described the harassment experience from Diana's perspective and identified short and long-term consequences of experiencing sexual harassment. As anticipated, empathy training significantly increased feelings of empathy, aligning with the findings of Bolinger et al. (2023). Empathy training also significantly increased feelings of personal distress. This heightened feeling of empathy and personal distress subsequently bolstered intentions to engage in bystander intervention and supportive behaviors. However, empathy training did not yield a significant impact on reducing the acceptance of sexual harassment myths. Lastly, empathy training did not diminish intentions among men to engage in sex-based harassment. These findings underscore both the potential and limitations of empathy training in addressing attitudes and behaviors related to sexual harassment.Item What's in an Ally? Development of the Political Allyship Behavior Scale (PABS) to Explore White Politicians' Genuine and Performative Allyship Toward Black Americans(2024-08) Mosier, Amanda Elizabeth; Stockdale, Margaret S.; Derricks, Veronica; Johnson, India R.; Cook, NathanThe racial turnout gap is a significant concern to the integrity of the democratic process in the United States, as it leads to underrepresentation of the perspectives of marginalized racial groups. This dissertation proposes that one way to reduce the turnout gap is by White politicians engaging in genuine allyship to marginalized groups. Across three studies, I explored how Black Americans define genuine and performative allyship from politicians, developed a behaviorally based instrument to measure political allyship, and investigated how experiencing political allyship impacts Black Americans’ intended political participation. First, a sample of Black Americans generated critical incidents of genuine and performative political allyship, which were then thematically analyzed and consolidated. Another sample of Black Americans rated these incidents on allyship, and incidents that did not strongly signal either genuine or performative allyship were dropped. Next, I conducted a card sort task and used k-means cluster analysis to create groups of similar allyship behaviors, which revealed that the construct of political allyship is comprised of three clusters (i.e., themes) of genuine allyship and two clusters of performative allyship. Finally, these clusters were used to create, validate, and test a novel scale to measure political allyship – the Political Allyship Behavior Scale (PABS). After assessing interrater reliability and establishing construct validity of the PABS, I tested the practical utility of the PABS by having Black Americans use the measure to rate a fictional politician. Not only was the PABS able to reliably distinguish between politicians who engaged in genuine versus performative allyship, but it also showed that Black Americans reported higher intended political participation when they experienced genuine allyship from a White politician. This research may help politicians better understand how their allyship is perceived by Black Americans and make strides toward closing the turnout gap and promoting equality in representation.