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Browsing by Author "Stockdale, Margaret S."
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Item Beyond Representation of Women in I-O to Producing Gender-Inclusive Knowledge(Cambridge, 2018-09) Stockdale, Margaret S.; Eagly, Alice H.; Psychology, School of ScienceGardner, Ryan, and Snoeyink (2018) provided an excellent and much-needed analysis of the status of women in industrial and organizational (I-O) psychology. Although others have produced overall assessments of the status of women in psychology (Eagly & Riger, 2014; Kite et al., 2001), these are not sufficient to identify conditions within the subfields of psychology. As shown by statistics on the divisions of the American Psychological Association (http://www.apa.org/about/division/officers/services/profiles.aspx), the subfields differ greatly in their gender balance, with some being male dominated (e.g., experimental and cognitive science), others female dominated (e.g., developmental psychology), and still others representing women and men more equally (e.g., social and personality psychology). I-O psychology is among the more gender-balanced fields, with an increasing proportion of women over time. It would seem that I-O's gradual inclusion of more women should have changed aspects of research and discourse in this field. In this comment, we argue that these women have produced impressive changes.Item Culture and support for workplace flexibility matter: An ecological framework for understanding flexibility support structures(Elsevier, 2019-04-28) Smith, Ellen F.; Gilmer, Declan O.; Stockdale, Margaret S.Firms use flexible work arrangements (FWAs) to attract, retain, and satisfy human resource capital, while workers use them to manage work and nonwork demands and to reduce stress and conflict. Yet, even when firms have such policies on the books, employees often do not use them because they perceive a lack of support from their organization or their supervisor. Employees may even feel that they will be stigmatized for using such policies. Using an ecological framework, we examine factors that influence support for FWAs at multiple levels: the organization or business unit, the supervisor or work group, and the individual. We offer recommendations to address the mechanisms that affect FWA support at these levels of analyses and present ways organizational leaders may positively influence a work environment by supporting workplace flexibility.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 Employment and Marriage Market Tradeoffs in an LGB Sample(Office of the Vice Chancellor for Research, 2014-04-11) Ziebarth, Doug; Stockdale, Margaret S.; Redhead, Megan; Petrovic, MilenaWithin the last few years, lesbian, gay and bisexual (LGB) individuals are becoming more openly present in many social spheres, including the workplace and long-term relationships. As such, social scientists can better test heteronormative assumptions about role relationships. We examined the marriage-career juxtaposition question to determine whether LGB adults view a disconnect between mate selection attractiveness and career attractiveness for LGB targets. Data were collected through snowball sampling through social media, and emailing local and national LGB organizations. A total of 355 individuals attempted our online survey with a final sample of 187 LGB adults (52% female) who provided complete, usable data. Participants rated 32 vignettes of a target gay man or lesbian woman, and rated each on how attractive they were for either a career position in health services management, systems management, or as a life-partner. Vignettes additionally varied on factors that were aligned with a career focus or family focus. Intraclass correlations (ICCs) were used to compare the mean ratings of gay or lesbian targets on these three conditions. High ICCs would indicate strong correspondence between perceptions of target individuals for career attractiveness ratings and partner attractiveness ratings, and negative ICCs would indicate juxtaposition between career and partner attractiveness ratings. The pattern of results indicated moderately positive ICCs for either type of management position and the life partner position, signifying that LGB adults did not perceive a juxtaposition in either managerial career’s attractiveness with partner attractiveness. The ICCs were stronger for gay men rating gay male targets than for lesbian target ratings; lesbian women’s ICCs were not as high or differentiated. Unlike studies of heterosexual populations, this LGB sample did not perceive a disconnect between attractiveness for a career in management versus attractiveness as a life-partner. These results call into question heteronormative assumptions about life and gender roles. Mentors: Peggy Stockdale, Department of Psychology, Purdue School of Science, IUPUI; Milena Petrovic, Department of Psychology, Purdue School of Science, IUPUIItem Evaluation of a Comprehensive Tobacco Cessation Curriculum for Dental Hygiene Programs(Journal of Dental Education, 2010-05-01) Davis, Joan M.; Stockdale, Margaret S.; Cropper, M.Dental health care providers continue to offer inconsistent and limited tobacco use cessation (TUC) interventions even though smoking‐related morbidity and mortality continue to be a substantial health concern. Our purpose was to conduct a comprehensive, three‐year (2003–06) TUC curriculum evaluation that included assessment of existing TUC education offered; dental hygiene educators’ readiness to incorporate TUC education into the curriculum; and development of a pre‐test/post‐test assessment instrument and faculty development program. This curriculum study was carried out alongside a research study to evaluate the effectiveness of a peer‐reviewed tobacco curriculum (Tobacco Free! Curriculum). Faculty members (baseline n=97; third‐year n=42) from the twelve dental hygiene associate degree programs in Illinois participated in the study, which included a pre‐treatment survey, six hours of on‐site TUC curriculum training, and a post‐treatment survey to determine the attitudes, perceived barriers, and current practices in tobacco education. Results showed an average increase of eighty‐five minutes spent on tobacco education in the dental hygiene curriculum, a large positive increase in the percentage of faculty members who formally assessed the use of 5As and 5Rs (21 percent to 88 percent), and a dramatic increase (+100) in the percentage of faculty members who taught or included most of the thirteen TUC content areas following the introduction of the curriculum and training program.Item Gender Equity Workshops for STEMM Departments at IUPUI: Interim Report(IUPUI, 2018-08-01) Stockdale, Margaret S.; Pietri, Evava S.The purpose of this study was to create and evaluate hybrid online + live department workshops to address issues regarding gender bias and gender equity in STEMM academic departments in an effort to create a welcoming campus climate for both female and male faculty and staff in these disciplines.Item 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, EvavaWhen 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.Item Having Responsible Power Leads to Sexual Harassment? The Explanatory Role of Moral Licensing(2020-10) Dinh, Tuyen K.; Stockdale, Margaret S.; Ashburn-Nardo, Leslie; Salyers, Michelle P.Feeling powerful or possessing power over someone is often shown in the sexual harassment literature as an antecedent. Indeed, power can be construed in a self-focused manner or in a responsibility-focused manner. Tost (2015) theorized that powerholders who construe their power as responsibility should then act for the benefit of others. However, a recent study by Stockdale, Gilmer, and Dinh (2019) found the opposite effect. Specifically, they found that priming responsibility-focused power increased the intention to sexually harass, speculating that priming such powers may have created a “moral license” (Miller & Effron, 2010) to engage in sexual harassment. The purpose of the present study is to extend their findings by examining the role of moral licensing. I hypothesize that participants who are in the responsibility-focused power priming condition will engage in sexual harassment proclivities through a serial mediation of communal feelings and moral licensing (moral crediting and moral credentialing). Results confirm that communal feelings and moral crediting serially mediate the relationship between responsibility-focused power and sexual harassment proclivities. The hypothesized role of moral credentialing was not supported. Findings in this study provides a potential explanation for the paradoxical findings of responsibility-focused power in Stockdale et al. (2019)’s study. This study also emphasizes the importance of understanding responsibility-focused power in sexual harassment indices and the potential the ironic effects of having such power via moral crediting.Item Interaction of social support and core self-evaluations on work-family conflict and burnout(2017-05) O'Mera, Bridget K.; Stockdale, Margaret S.; Pietri, Evava; Salyers, MichellePrevious research has established that supportive work and family environments are critical in helping employees manage stressors that lead to work-family conflict. However, little is known about alternate ways that work-family conflict can be reduced in situations where support is insufficient. Drawing on Conservation of Resources theory, this study examines whether individual differences in personality, specifically core self-evaluations (CSE), can relieve work-family conflict when external sources of support (i.e., family-supportive organizational perceptions (FSOP), supervisor support, family support) are low. Results from 453 men and women in various industries and organizations suggest that FSOP and supervisor support reduce work-to-family conflict (WFC), and that family support reduces family-to-work conflict (FWC). In addition, work-family conflict mediated the negative relationships between social support and employee burnout. Contrary to predictions, however, instead of compensating for low FSOP, WFC was reduced especially for individuals, particularly men, who had both strong FSOP and high CSE. This implies that men who hold more positive views toward their self-worth and competence stand to gain more from family-supportive work environments than individuals who lack the same internal resources. CSE did not have this boosting influence for women. CSE also moderated the indirect relationship between FSOP and burnout through WFC, meaning that individuals with high CSE who also perceived their organization as family-supportive experienced significantly less burnout than those with low CSE.Item Japanese International Students' Attitudes toward Acquaintance Rape(Institute of Education Services, 2001-08) Motoike, Janice; Stockdale, Margaret S.This study looked at the influence of an Asian sociocultural variable, loss of face or social integrity, as a predictor of perceptions of acquaintance rape among Japanese students. In addition to the expected associations between gender, sexism, and perceptions of rape, loss of face was predicted to interact with the perpetrator's reference group such that an aggression-enhancing reference group would reduce, and an aggression-inhibiting reference group would heighten perceptions of rape in a given scenario. Surveys were distributed to Japanese students in linguistics classes and Japanese student associations at various Midwestern universities. The results support gender differences in attitudes toward women and attitudes toward rape victims. The loss of face by reference group interaction was not a significant predictor of the participants' own victim blaming or attitudes toward rape victims, but it was a significant predictor of perception of perpetrator blame in the expected direction. Examining cultural factors may provide insight into developing preventive measures against acquaintance rape and appropriate orientations for Japanese international students. (Contains 3 tables and 10 references.) (JDM)
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