IU Indianapolis ScholarWorks :: Browsing by Author "Williams, Jane R."

Browsing by Author "Williams, Jane R."

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Antecedents and outcomes of work-linked couple incivility
(2014) Jones, Morgan Dakota; Sliter, Michael; Devine, Denis John; Williams, Jane R.
Workplace incivility has been shown to have negative organizational and individual effects on people who experience this low-intensity deviant behavior. Research has recently begun to look at incivility as a form of modern discrimination that may be used to target out-groups within organizations, where out-groups are broadly defined. The first goal of the current study was to examine the impact of incivility on work-linked couples. Second, the present study sought to determine the effect that experiences of WLC incivility had on individual and organizational outcomes: burnout, job satisfaction, and turnover intentions. Finally, although the outcomes of incivility have been well-established, the antecedents of this phenomenon have been examined considerably less. Therefore, the present study sought to examine and explain the relationship between a climate for formality, gender, and WLC incivility. To accomplish these goals a snowball sampling method was used to recruit a total of 86 participants for an online survey. Hierarchal regression and bootstrapping mediation were used to analyze the data. Results showed that WLC incivility was predictive of burnout, job dissatisfaction, and turnover intentions. Furthermore, both burnout and job satisfaction were shown to mediate the relationship between WLC incivility and turnover intentions. The theoretical and practical implications of these results are discussed as well as potential areas for future research.
Applicant Reactions to Structuring the Selection Interview
(2013-08-14) Lombard-Sims, Danielle; Hazer, John; Williams, Jane R.; Shermis, Mark D., 1953-; Grahame, Nicholas J.
Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.
Belonging Uncertainty and Psychological Capital: An Investigation of Antecedents of the Leaky Pipeline in STEM
(2012-08-07) Seaton, Gina A.; Williams, Jane R.; Ashburn-Nardo, Leslie; Rand, Kevin L.
Women are underrepresented in science, technology, engineering, and math fields (STEM), especially in higher levels. Researchers term this phenomenon "the leaky pipeline." While the issue is well-documented in the literature, little is known about its antecedents. The current study offers insight into factors that relate to career choice and contribute to the lack of diversity in STEM fields by investigating how sense of belonging and psychological capital (PsyCap) influence important psychological, academic, and career outcomes for women in these fields. Female undergraduate STEM majors were recruited for participation at two times during the fall academic semester (N=182 at time one, N=86 at time two) and data were analyzed using correlation and regression. Results provide support for the influence of both sense of belonging and PsyCap as important correlates of an individual's academic and career making decisions. Specifically, PsyCap mediated the relationship between belonging and well-being and belonging and career outcomes of engagement and participants' intentions to apply to graduate programs in an unrelated major. In addition, PsyCap moderated the relationship between sense of belonging and participants' intentions to switch majors and intentions to apply to graduate programs in a field unrelated to their current major. An increased understanding of the factors that contribute to the leaky pipeline in STEM will serve as a basis for developing further research questions and targeting interventions.
“Can you hear me now?” – “Good” : examining the contributing role of voice in perceptions of justice & pay satisfaction in a pay-for-performance system
(2017-11) Schultz, Nathan J.; Williams, Jane R.
This paper aims to reproduce the voice effect in a pay-for-performance (PFP) environment, ultimately to uncover how affective measures can be leveraged in analyzing the effectiveness of PFP programs. Historically, the effectiveness of PFP programs has been measured by readily available metrics like sales quotas or widgets produced such that effective PFP programs would increase the amount of sales or widgets produced. Using affective measures like pay satisfaction and perceptions of fairness can supplement objective measures in the future. 410 participants with a percentage of their pay involved in PFP participated in this study via MTurk. Employee voice was hypothesized to positively influence perceptions of pay system satisfaction and pay level satisfaction through the mediating effects of procedural (PJ) justice and distributive justice (DJ) respectively. Results yielded significant, positive relationships between voice, PJ, and pay system satisfaction as well as voice, DJ, and pay level satisfaction. Relationships were stronger the more pay the employee had that was variable in the PFP program. These findings suggest that employees are more likely to be satisfied with their pay and the amount of pay in the PFP program as their opportunity to voice their opinions about PFP increase.
Cognitive and task performance consequences for women who confront vs. fail to confront sexism
(2014-07-31) Gorski, Kimberly M.; Ashburn-Nardo, Leslie; Morris, Kathryn A.; Williams, Jane R.; Grahame, Nicholas J.
Women who fail to confront sexism can experience negative intrapersonal consequences, such as greater negative self-directed affect (negself) and greater obsessive thoughts, particularly if they are highly committed to challenging sexism. Female undergraduates (N = 392) were sampled to investigate whether failing to confront past sexism influences future task performance and whether any effects on performance occur through the depletion of cognitive resources. Participants were randomly assigned to recall either confronting or failing to confront past sexism, then completed measures of affect, obsessive thoughts, working memory, and performance. Women who recalled failing to confront were expected to have greater negself and obsessive thoughts related to the situation and lower working memory and performance, and desire to respond to the situation was expected to moderate these effects. As predicted, compared with women who recalled confronting, women who recalled failing to confront reported greater negself. Contrary to predictions, there was no significant effect of confrontation condition on obsessive thoughts, working memory, or performance. However, condition interacted with desire to confront, such that the more women who recalled failing to confront wanted to respond to the situation, the more negself they reported and the lower their working memory. In addition, for women who recalled confronting, greater desire to respond was associated with higher performance, while desire to respond was unrelated to performance for women who recalled failing to confront. In contrast to predictions, neither obsessive thoughts nor working memory mediated the failure to confront-performance relationship, and there was no evidence of moderated mediation. In sum, although the cognitive variables of obsessive thoughts and working memory did not mediate the effect of failing to confront on performance, the results nevertheless demonstrate the importance of confronting sexism, particularly when one wants to do so, and have important implications for settings like the workplace where women may face discrimination and have to decide whether or not to confront.
A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety
(2020-08) Lewis, Arielle N.; Ashburn-Nardo, Leslie; Pietri, Evava S.; Williams, Jane R.
A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgments. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism.
Developing a Climate for Continuous Development
(Office of Academic Affairs, IUPUI, 2016-09-16) Williams, Jane R.; Vemuri, Guatam
This poster describes the progress and lessons learned as a result of newly implemented Faculty Mentoring Program in the IUPUI School of Science (SOS).
Does Mentoring Buffer Women in Science from the Effects of Perceived Discrimination on Career Outcomes?
(2016) Campbell, Emily; Ashburn-Nardo, Leslie; Williams, Jane R.; Morris, Kate
The number of women working in STEM areas of academia declines as rank progresses—a phenomenon termed the “leaky pipeline” (Burke, 2007). The leaky pipeline is due in part to discrimination. Women in STEM report high perceived discrimination, which is associated with negative career outcomes (Settles, Cortina, Stewart, & Malley, 2007; Pascoe & Richman, 2009). No research to date has examined whether mentoring might buffer the negative effects of perceived discrimination for female professors working in STEM areas of academia. This study examines whether mentoring relationships moderate the relationships between perceived discrimination and career outcomes including job satisfaction and work engagement for women in STEM. 118 women faculty in STEM completed an online survey of perceived discrimination, job satisfaction, and engagement. Although results revealed main effects of perceived discrimination and mentoring, mentoring did not moderate the relationship between perceived discrimination and outcomes. Exploratory analyses provide future research directions to understand the leaky pipeline.
Ecological momentary assessment versus traditional retrospective self-reports as predictors of health-relevant outcomes
(2013-09-05) Zielke, Desiree Joy; Stewart, Jesse C.; Rand, Kevin L.; Williams, Jane R.; Cyders, Melissa A.; Hazer, John
Ecological momentary assessment (EMA) has been asserted by proponents of the technique as being superior to standard paper-and-pencil measurements in terms of the reliability and validity of the information obtained; however, this claim has not yet been fully evaluated in the literature. Accordingly, the purpose of this study was to evaluate one aspect of this assertion by comparing the utility of EMA and retrospective measures of depressive symptoms in predicting health-relevant biological and behavioral outcomes. It was hypothesized that (1) the EMA measure will have better predictive utility when examining objective sleep quality (a biological outcome), and that (2) the retrospective measure will have better predictive utility when examining blood donation intention (a behavioral outcome). Ninety-six undergraduate females participated in this 2-week study. Depressive symptoms were measured momentarily and retrospectively using the Center for Epidemiological Studies-Depression Scale (CES-D). The biological outcome was assessed by actigraphy, whereas the behavioral outcome was measured via a self-report questionnaire. Unfortunately, it was not possible to fully test these hypotheses due to the failure to observe relationships between the predictor variables and the outcomes. The reported results, although limited, did not provide support for the hypotheses. Supplemental analyses revealed a moderate to high amount of shared variance between the EMA and retrospective measures, a similar extent of random error in both measures, and potentially a greater degree of systematic error in the retrospective measure. Due to the paucity of literature examining the claim of superior reliability and validity of EMA versus retrospective measures, as well as the failure of the current study to evaluate this assertion sufficiently, it appears that this claim remains unfounded. Therefore, suggestions for future research are provided.
The Effect of the Rater's Implicit Person Theory on the Performance Evaluations of Male and Female Managers
(2013-03-06) Bendapudi, Namrita; Williams, Jane R.; Hazer, John; Ashburn-Nardo, Leslie
Previous research has found that the clarity of information provided to raters about women managers’ performance affects ratings of their competence, likeability, and overall evaluation. The current study sought to contribute to this literature by examining whether individual differences of raters can explain the reason for differential performance evaluations of male and female managers, despite them both performing equally. For this purpose, the current research extended the findings of Heilman and colleagues by replicating their methodology while introducing a moderator variable, the rater’s Implicit Person Theory (IPT). The IPT differentiates people into either entity theorists (that is, those who believe that behavior is trait-based and therefore fixed and stable) and incremental theorists (those who believe that behavior is situationally mediated and hence, changeable). Specifically, it was proposed that the effects found in the previous study would be stronger when the rater possessed an entity theory as opposed to an incremental theory. In doing so, this research attempted to provide an understanding of why male and female managers might be given different ratings, all other things being equal. Analyses revealed results that were consistent with, as well as some that were quite inconsistent with, previous findings. Rater IPT was found to have a significant effect on ratings provided by male participants but not those of female participants. Other findings and implications are discussed and limitations and future research directions are stated.

Browsing by Author "Williams, Jane R."

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