About
26
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Introduction
My research program focuses on understanding the experiences of women in the workplace, particularly as they intersect with the work-family interface. Therefore, my work covers topics such as sexual harassment, organizational family-friendly policies, diversity training, etc.
In addition to a focus on gender and family, I am also widely interested in understanding experiences of other stigmatized groups such as LGBT employees, people with disabilities, etc.
Current institution
Additional affiliations
August 2018 - present
August 2014 - August 2018
Education
August 2014 - August 2018
Publications
Publications (26)
To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investig...
Sexual harassment awareness training is crucial for both legal defensibility purposes and for creating a psychologically safe environment for employees. Using a pretest/posttest design in an organizational setting, this study examined the simple and interactive effects of two individual perceptions toward the training context—cynicism toward organi...
Drawing from Kanter’s tokenism theory, the current meta-analysis provides a statistical synthesis of the research linking gender composition of the workplace to men and women’s evaluative (leadership, rewards, and performance) and affective (interpersonal relationships, stress, and attitudes towards women) outcomes. In addition, we examine the mode...
Despite a large proportion of working mothers in the American workforce, research suggests that negative stereotypes and discrimination against working mothers continue to exist. In a set of two experimental studies, the current paper examined subtle discrimination against non-pregnant, working mothers in different hiring settings. In Study 1, usin...
Despite the rising global population of refugees and the need for secure employment to facilitate refugee integration into host countries, research attention on this population of workers in organizational science has been scarce. Drawing from Integrated Threat Theory, we argued and tested experimentally that refugees face discrimination on the job...
This study examines the mediated relationship between perceived health climate and insomnia via exhaustion, and whether the mediation effect is weaker for individuals with higher body mass index (BMI). Results from multi‐wave field data revealed that perceived health climate negatively predicted insomnia through reduced exhaustion. Moreover, the me...
Access to abortion care has a profound impact on women’s ability to participate in the workforce. In the US, restrictions on abortion care have waxed and waned over the years, including periods when abortion was broadly permitted across the nation for most pregnant people for a substantial proportion of pregnancy and times when restrictions varied...
Purpose
The authors discuss the implications of the recent United States Supreme Court decision in Dobbs v. Jackson and its impact on employees and employers. Although several employers issued public statements regarding the provision of abortion-related benefits, the authors highlight some of the obstacles to their implementation.
Design/methodol...
Climate strength is often included in organizational climate models, however, its role in such models
remains unclear. We propose that the inconsistent findings regarding the effects of climate strength are due
in part to its complicated relationship with climate level. Specifically, we propose that the relationship
between level and strength is he...
Individuals concerned with subgroup differences on standardized tests suggest replacing these tests with holistic evaluations of unstructured application materials, such as letters of recommendation (LORs), which they posit show less bias. We empirically investigate this proposition that LORs are bias-free, and argue that LORs might actually invite...
Individuals concerned with subgroup differences on standardized tests suggest replacing these tests with holistic evaluations of unstructured application materials, such as letters of recommendation (LORs), which they posit show less bias. We empirically investigate this proposition that LORs are bias-free, and argue that LORs might actually invite...
Who else besides (White) women? The need for representation in harassment training - Volume 13 Issue 2 - Gabrielle C. Danna, Joel Hernandez, Bhindai Mahabir, Dhanisha Nandigama, Ho Kwan Cheung
A growing literature has investigated the role of stereotypes in the underrepresentation of women faculty in science, technology, engineering, and mathematics (STEM; Beutel & Nelson, 2005). Extending this literature, the current study of 173 women faculty in STEM fields investigates the role of metastereotypes (perceptions about how others stereoty...
Incorporating bystander intervention into sexual harassment training - Volume 12 Issue 1 - So Yun Lee, Matthew David Hanson, Ho Kwan Cheung
Despite global gender inequalities, findings on gender differences in subjective well-being have been inconsistent. We conducted a meta-analysis on gender differences in subjective well-being to account for the type of subjective-well-being measure, sampling variability, and levels of national gender inequality from which samples are gathered. Base...
For many workers, leisure is a highly valued part of life. Yet, workers' leisure experiences have largely been overlooked in the career development and work-life literatures. This paper addresses the question of when workers' leisure experiences—and compatibility between work and leisure roles—are important for workers' overall subjective well-bein...
This article argues that social and personality psychology theory and findings have been unnecessarily hampered by our reliance on a set of methodological lenses that sacrifice external validity and generalizability. We further urge researchers to renew their use of both classic and evolving alternative methodologies. In particular, we discuss and...
Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and c...
Purpose
– Influence tactics are prevalent in the workplace and are linked to crucial outcomes such as career success and helping behaviours. The authors argue that sex role identity affects women’s choice of influence tactics in the workplace, but they only receive positive performance ratings when their behaviours are congruent with gender role ex...
We examined the personal-group discrimination discrepancy (PGDD), the tendency for women to recognize that others encounter sexism while simultaneously minimizing their own personal experiences with sexism, and the degree to which it (a) applies to all manifestations of discrimination, and (b) extends beyond perceptions of discrimination to taking...
