http://hdl.handle.net/1903/2801 2013-06-19T00:12:55Z 2013-06-19T00:12:55Z O'Brien, Julia Diane http://hdl.handle.net/1903/13839 2013-04-05T02:32:13Z 2012-01-01T00:00:00Z

Title: The Interaction of Race and Social Status in Determining Discrimination Authors: O'Brien, Julia Diane Abstract: This research examines the interaction of race and social status in determining stereotypes and discrimination. Through six experiments, I demonstrate that because High Status Blacks are stereotyped positively and similarly to High Status Whites in domains related to economic resources (Pilot Study), they are perceived as competitors when economic resources are scarce. As such, they face increased discrimination (relative to Low Status Blacks) in economic-resource relevant domains (Study 1b), particularly when these resources are scarce (Study 1a). I demonstrate that this discrimination is driven by Zero-Sum Beliefs about the social status hierarchy and competition for resources (Study 2 and Study 3b). I also present novel evidence of the ironic effect of having strong Zero-Sum Beliefs for those who are internally motivated to control prejudice (IMS; Plant & Devine, 1998; Study 3b). I discuss these findings in the context of the Instrumental Model of Group Conflict (Esses, Jackson, and Armstrong, 1998) and research on racial prejudice and discrimination, and also apply these findings to broader issues regarding the social mobility of Black Americans.

2012-01-01T00:00:00Z Nag, Monisha http://hdl.handle.net/1903/13837 2013-04-05T02:33:44Z 2012-01-01T00:00:00Z

Title: Pro-Environmental Behaviors in the Workplace: Is Concern for the Environment Enough? Authors: Nag, Monisha Abstract: Although there has been some research on corporate social responsibility and sustainable practices in organizations, individuals' pro-environmental behaviors (PEBs) in the workplace have not received much attention. A primary goal of this study was to gain a better understanding of the factors related to PEBs in the workplace and to further our understanding of the relationship between environmental attitudes and PEBs within the organizational context. Contextual factors, including psychological climate for PEBs, perceptions of leader support for PEBs, home climate for PEBs, and role overload, as well as individual differences, including individuals' norms regarding the environment and sense of guilt repair for failing to act in an environmentally responsible manner, were examined. Moreover, two types of PEBs were distinguished: PEBs easily engaged in and PEBs that require a cost to self. A commons dilemma perspective was applied to better understand the relative importance of contextual and individual difference variables in relation to the different types of PEBs, and which factors are more likely to influence individuals' environmental attitude - PEBs relationship in the workplace. Results suggested that psychological perceptions of climate for PEBs, perceptions of home climate for PEBs, and personal norms regarding the environment were most strongly related to the extent to which individuals engaged in both types of PEBs in the workplace. Guilt repair was positively related to the extent to which individuals were willing to engage in PEBs at work despite incurring a cost. Finally, psychological perceptions of climate for PEBs and role overload adversely affected the relationship between individuals' environmental attitude and PEBs at work.

2012-01-01T00:00:00Z Fulmer, C. Ashley http://hdl.handle.net/1903/13835 2013-04-05T02:33:26Z 2012-01-01T00:00:00Z

Title: Getting on the Same Page: How Leaders Build Trust Consensus in Teams and Its Consequences Authors: Fulmer, C. Ashley Abstract: Existing organizational research has demonstrated that team members' trust in leaders is positively related to a team's bottom-line outcomes. However, little is known about how collective trust in leaders develops among team members. To address this gap, the present study examines the effects of multiple emergent processes on the extent to which team members exhibit consensus in trust in their leader. In particular, it was proposed that the most important factors for the emergence, and the degree of consensus, of collective trust in leaders should have the same referent target as the collective construct (i.e., the leader) and concern behaviors that involve interactions between the leader and team members. Thus, the leader behavior and interactions variables of showing concern, leading by example, and monitoring were expected to exert stronger influence on the consensus in trust in leaders than leader attributes (ability and integrity) and team factors (open communication and demographic diversity). Further, the degree of consensus in trust in leaders was predicted to have both an independent and interaction effect with the mean level of trust in leaders in influencing team performance and voice behavior. Three waves of survey data were collected from teams with new leadership in a large academic military institution. Data from 719 team members from 105 teams were used to test these predictions by analyzing consensus concurrently and changes in consensus over time. The results generally supported the relative importance of leader showing concern and leading by example on the degree of consensus in trust in leaders in the concurrent model. For changes in consensus, leading by example was particularly important. In addition, while consensus was not independently related to the team performance and voice behaviors, it interacted with the mean level in influencing the outcomes in both the concurrent and change models. Taken together, the findings suggest that some leader behaviors are important for the development of collective trust or consensus in trust in leaders, and further suggest that consensus can act as a boundary condition for the effect of the mean level of trust in leaders on team outcomes. By focusing on the consensus in trust in leaders, this research begins to shed light on how consensus in trust develops among team members with respect to their leader and has implications for understanding trust, leadership, and emergence.

2012-01-01T00:00:00Z Matusiewicz, Alexis Katherine http://hdl.handle.net/1903/13832 2013-04-05T02:32:48Z 2010-01-01T00:00:00Z

Title: Distress and risk-taking in borderline personality disorder: An examination of neurocognitive mechanisms Authors: Matusiewicz, Alexis Katherine Abstract: Borderline personality disorder (BPD) is a severe mental illness characterized by high rates of engagement in distress-induced risk behavior. Unfortunately, extant laboratory-based risk paradigms have failed to account for the role of distress in precipitating risk behavior, so many questions remain about processes mechanisms that underlie this behavior. The current study examined affect as a moderator of the relationship between diagnostic status and risk behavior, as measured by a behavioral risk task, and affective and non-affective neurocognitive functioning as potential mediators of this relationship. Results indicated that individuals with BPD engaged in more risk behavior in the distress condition than in the neutral condition, whereas individuals without BPD showed a decrease in risk behavior across the two conditions. However, corresponding changes in executive functioning were not observed, suggesting the need for continued research to identify alternative mechanisms (e.g., neurocognitive, motivational) to explain this effect.

2010-01-01T00:00:00Z