Kimberly T. Schneider's research while affiliated with Illinois State University and other places

... However, given the differential treatment of racial/ethnic minorities in many facets of society, it is likely this differential treatment may extend to the workplace, including the U.S. military, in the form of racial/ethnic harassment and discrimination (REHD). REHD refers to unwanted/ unwelcomed behaviors or differential treatment related to one's race/ethnicity that negatively impact the work environment (Bergman et al., 2012;Daniel et al., 2019;Schneider et al., 2000). Specific examples include offensive jokes, slurs, written or verbal comments, and physical harassment regarding race/ethnicity or differential treatment such as unfair performance evaluations, assignments, and promotion opportunities due to race/ ethnicity. ...

... Specifically, a drawback of research to date on online disclosure is that it explores the content and process of online disclosures together (O'Neill, 2018;Schneider & Carpenter, 2020). Research on the content of disclosure includes assault details from survivors (e.g., perpetrator identity, assault types, location, and age at assault) and online social reactions to disclosures . ...

... This finding is consistent with examination of gender representation in the peer review process in other fields (e.g., Williams et al., 2018) and might represent the heightened competing demands experienced by women. Even after controlling for rank, field, and department, women in academia carry a larger service load than do men (Guarino and Borden, 2017;Hanasono et al., 2019;Schneider and Radhakrishnan, 2018), and women report having greater responsibilities at home compared to men (Fothergill and Feltey, 2003;Jenkins, 2020;Lynn et al., 2018;Schiebinger and Gilmartin, 2010). Additionally, women are particularly underrepresented in higher ranks of academic positions (Goulden et al., 2011). ...

... Peer accountability can help transform workplace culture and climate, especially when leadership provides models of respectful, inclusive, and supportive behaviors (Schneider et al. 2017). All members of the ecological community -but especially those who are not the primary targets of these behaviors -need to recognize the impact of exclusionary behaviors and act to reduce their harm, possibly using skills acquired from bystander intervention training, which teaches people how to intercede to stop inappropriate and potentially harmful interactions (NASEM 2018;Berhe et al. 2020;Marín-Spiotta et al. 2022). ...

... In Figure 2, (Phillips et al., 2018). When faced with workplace bullying, workplace spirituality can help nurses to correctly recognize and evaluate stress, thereby generating positive benefits for individuals, teams, and organizations, effectively improving nurses' job involvement, physical health, job satisfaction and retention intention, and reducing work stress in the environment (Kazemipour et al., 2012;Schneider et al., 2015). ...

... Tomaka vd. 160 "nin kadınlar arasında yapmıĢ oldukları çalıĢma yüksek atılganlık seviyesine sahip olanların daha az stres ve olumlu duygu yaĢadıklarını ve stres durumuna karĢı verdikleri tepkilerin tehdit duymaktan ziyade meydan okuyucu tepkiler olduğunu ortaya koymuĢtur. Chamarkohi ve Amini 161 "nin yapmıĢ oldukları çalıĢmada bir grup öğrenciye stresi azaltma eğitimi verilmiĢ ve bu eğitimin sonunda öğrencilerin atılganlık seviyelerinin arttığı gözlemlenmiĢtir. ...

... Previous studies have found that a surprisingly large number of people are being ostracized within their organizations. For example, in a study on how being ostracized by co-workers affects people's attitudes and behaviors at work, 13% of the survey respondents reported experiencing some neglect or rejection [6]. Another study by Fox and Stallworth [7], in which 66% of respondents reported experiencing a similar experience of bullying, suggested that bullying in organizations is currently a behavior that anyone can engage in. ...

... 38 For example, many women who have experienced sexual harassment at work report headaches, insomnia, nausea, weight loss, and other physical signs of stress; one study found that even mild sexual harassment triggered increased cardiovascular activity. 39 In the most severe cases, where sexual harassment rises to the level of sexual violence, women can experience immediate bodily harm. ...

... Observing incivility actions (such as taunts and harshness) was linked to the angry emotional reaction (Phillips and Smith 2004). Witnessing coworker-directed misbehavior (ethnic bullying) has also been linked to lower happiness, ego, and work satisfaction (Low et al. 2007). Another study reported that the apparent unfair negative emotions are positively related to interpersonal deviance and CWBs (De Cremer & Van Hiel, 2006). ...

... According to the Maslach's inventory of emotional burnout (Maslach & Jackson, 1981b professional burnout consists of three dimensions: 1) Emotional burnoutwhen one experiences emotional tension and constant fatigue; 2) depersonalizationwhen one distances oneself from one's work, workrelated tasks and obligations, and clients and colleagues (Kahn et al., 2006;Schaufeli & Enzmann, 1998); and 3) diminishing personal achievements, which can be seen as a sense of incompetence and lack of achievements at work (Maslach & Leiter, 2008). Burnout is caused by imbalance between high requirements during work performance and insufficient resources (Schaufeli & Taris, 2014). ...