Psychology
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Item APPLICANT REACTIONS TO ARTIFICIAL INTELLIGENCE SELECTION SYSTEMS(2022) Bedemariam, Rewina Sahle; Wessel, Jennifer; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)Practitioners have embraced the use of AI and Machine Learning systems for employeerecruitment and selection. However, studies examining applicant reactions to such systems are lacking in the literature. Specifically, little is known about how job applicants react to AI-based selection systems. This study assessed fairness perceptions of hiring decisions made by AIdriven systems and whether significant differences existed between different groups of people. To do so, a two-by-two experimental study where participants in a selection scenario are randomly assigned to a decision-maker condition (human vs AI) and outcome variability condition (hired vs rejected) was utilized. The results showed that the condition had a significant effect on the interactional justice dimension. The interaction effect of outcome and condition had an impact on job-relatedness, chance to perform, reconsideration opportunity, feedback perceptions, and interactional justice. The three-way interaction of outcome, race and condition influences general fairness reactions and emotional reactions. Given these findings, HR personnel should weigh the pros and cons of AI, especially towards applicants that are rejected.Item Racial Differences in the Propensity to Negotiate(2015) Crosby, Brandon John Richburg; Gelfand, Michele J; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)This research set out to examine the potential impact of race on the willingness to negotiate in the workplace. Drawing on previous research on gender influences on the willingness to negotiate and research on race and workplace discrimination, it was predicted that Black employees would be less willing to negotiate as compared to Whites, yet that this relationship would be moderated by a positive climate for diversity. Findings from interview data and a survey with employed participants showed that Black participants were less likely to negotiate on various topics such as promotions, bonuses and stock options. The ambiguity of these topics as well as climate for diversity were investigated further in a lab experiment designed to manipulate organizational factors that could impact one’s willingness to negotiate. The manipulation for the ambiguous condition, climate for diversity nor the race of the participant impacted negotiation rates. Theoretical and practical implications are discussed.Item THE ETHNIC ETHICAL LEADER: HOW PERCEPTIONS OF A LEADER'S ETHNICITY AND GENDER ALTER PERCEPTIONS OF THEIR ETHICALITY(2014) Muhammad, Rabiah Sahara; Hanges, Paul J; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)The present dissertation examines the role of ethnicity and gender on perceptions of a leaders' ethicality. Based on the literature of social information processing, people are recognized as leaders when the content of a perceiver's prototype matches the target's characteristics, attributes, and behaviors (CABs). With this dissertation, I add to the existing literature by testing whether categorizing someone as a leader is associated with perceptions of their ethicality. The goal of this dissertation is to examine if the most salient leadership CABS reported in the extant leadership literature are those that may be more consistent with stereotypes of White males than other demographic groups. I hope to examine if leaders may be perceived as less ethical as a function of their race or gender due to a mismatch between the perceiver's leadership prototype and the target's leadership CABs. Four studies were conducted to investigate these issues, with a focus on perceptions of leader's ethicality. In Study 1, participants generated the necessary CABS to describe leaders of different ethnicities, genders and contexts and rated these CABS on how much they fit with the idea of the leader. Study 2 exposed participants to a resume that had a description of a leader that varied in the leader's gender and ethnicity (White, Black, and Hispanic). Study 3 was a within-subject experiment that utilized an implicit assessment of participant's attitudes regarding the ethicality the leaders with an Implicit Attitude Test. In study 4, a between-subject design was used to test the role of context in influencing the salience of the ethnic/gender leadership prototypes. Specifically, the situational context (occupation) and ethnicity (specifically Black) were manipulated and MBA students rated the ethicality of the leader. This dissertation represents the first empirical investigation of leader ethicality through the lens of ethnicity and gender.Item Putting Differences in Context: Incorporating the Role of Status and Cooperation into Work Unit Ethnic Composition Research(2007-07-30) Leslie, Lisa M.; Gelfand, Michele J.; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)Due to increasing diversity within organizations, understanding the impact of ethnic differences in work units has become a strategic imperative. Although the topic of much research, findings regarding the effect of work unit ethnic composition on work unit outcomes are inconsistent. I begin to address inconsistencies in the literature by incorporating the role of two moderators of intergroup contact, status and cooperation (Allport, 1954), into ethnic composition research. First, I introduce the construct of ethnic status, which reflects the degree of status ascribed to individuals based on ethnic group membership, and predict that work unit ethnic status separation (ESS) will negatively impact work unit processes (conflict, cohesion, trust) and performance (financial, manager-rated, citizenship behaviors). Second, I theorize that elements of the work unit (learning climate, performance climate) and community (ethnic composition, economics, political climate) context will moderate work unit ethnic composition effects, such that cooperative contexts ameliorate, but competitive contexts exacerbate, the negative relationship between work unit ESS and unit-level outcomes. In Study 1, I developed a measure of ethnic status and found support for the stability and validity of ethnic status in both student and adult samples. In Study 2, I used the status measure to calculate work unit composition (i.e., ESS). I then tested the interaction of work unit ESS with elements of the work unit and community context as a predictor of unit-level outcomes in a sample of 703 employees of a large bank, who were nested within 121 geographically dispersed work units (i.e., branches). To assess community contexts, I supplemented the bank sample with data from the United States Census. At the work unit level, I found that high ESS work units experienced less conflict and better financial performance in high learning climates than in low learning climates. At the community level, I found that the negative outcomes of work unit ESS, including high conflict, low cohesion and trust, and poor financial performance, were most severe in communities similarly characterized by high ESS. Results for the remaining work unit (performance climate) and community (economics, political climate) context factors were mixed. Theoretical and practical implications are discussed.