August 2024
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14 Reads
Academy of Management Proceedings
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Publications (20)
August 2023
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19 Reads
Academy of Management Proceedings
August 2022
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18 Reads
Academy of Management Proceedings
April 2022
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42 Reads
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5 Citations
Social Psychological and Personality Science
COVID-19 has been characterized by unprecedented levels of public gratitude to some, but not all, essential workers. In this research, we integrate insights from the stigmatized occupations and gratitude literature to build theory on the positive and negative relationships between such displays of public gratitude and essential workers’ recovery activities. We argue that felt public gratitude positively relates to adaptive recovery activities (e.g., exercise) and negatively relates to maladaptive recovery activities (e.g., overdrinking). We further explain how felt public gratitude impacts (mal)adaptive recovery activities through (a) felt invisibility and (b) negative/positive affect. We find support for our predictions in a two-wave survey of 186 corrections officers (Study 1) and an experiment with 379 essential workers across a variety of industries (Study 2).
August 2021
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24 Reads
Academy of Management Proceedings
July 2021
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229 Reads
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15 Citations
Organizational Behavior and Human Decision Processes
Individuals belong to multiple groups across various domains of life, which in aggregate constitute a portfolio of potentially distinct levels of experienced status. We propose a two-factor model for assessing the effects of an individual’s status portfolio, based on status average (mean status level across groups) and status variance (degree to which status varies across those groups). Five studies using samples in general-life and work-specific contexts reveal the importance of both status average and status variance, the latter of which has been largely unexplored by status researchers to date. Individuals experiencing higher status variance show greater perspective taking, which in turn increases interpersonal helping. However, higher status variance also increases anxiety, decreasing intrapersonal well-being. Our results provide evidence of the additional explanatory power of accounting for status variance alongside status average, and highlight the importance of considering individuals’ aggregate experience of status across the multiple groups to which they belong.
January 2021
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6 Reads
SSRN Electronic Journal
August 2020
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13 Reads
Academy of Management Proceedings
August 2019
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129 Reads
Academy of Management Proceedings
August 2019
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16 Reads
Academy of Management Proceedings
Citations (5)
... For example, experienced healthcare workers demonstrated greater resilience in high-stress environments (Kim et al., 2023). Hart et al., (2014) found that experience contributed to enhanced coping mechanisms and psychological well-being among nurses during the pandemic. ...
- Citing Article
April 2022
Social Psychological and Personality Science
... Specifying an individual's status fundamentally demands an appreciation for the social context from which an individual's status is indexed. For example, an individual's status in a project team at school might differ from their status in a workplace team (Fernandes et al., 2021). Using the term "status," as opposed to "social status," to indicate an individual's status in teams may help clarify the construct and the local context being discussed. ...
- Citing Article
- Full-text available
July 2021
Organizational Behavior and Human Decision Processes
... Hence, researchers should further examine the causal relationship between newcomer performance and supervisor roles (Li, Harris, Boswell, & Xie, 2011;Lin & Lin, 2019). However, the literature on newcomer outcomes have yet to conduct integrated surveys examining the causal mechanisms, which can explain how supervisors' behaviors can lead to improved newcomer performance (Cooper- Thomas & Stadler, 2015;Howell & Greenbaum, 2017;Radzevick, 2016). Furthermore, Payne (2014) suggested that future research on newcomers should investigate how supervisor support operates within the newcomer adjustment process and how it influences their performance and behaviors. ...
- Citing Article
August 2017
Academy of Management Proceedings
... The goal of interactive voice response is to increase voice communication between people and computers (Howell, Harrison, Burris, & Detert, 2015) [23]. Several departments have already used voice-based interactions between people and computers including marketing, HRM, and customer service (Hildebrand, et al., 2020) [21]. ...
- Citing Article
- Publisher preview available
April 2015
Journal of Applied Psychology
... By contrast, when people are single and live alone, they typically have to earn income by themselves and are, by definition, the sole breadwinner in a household. Moreover, "marriage often precipitates adherence to-or at least recognition of-gendered norms in relationships" (Livingston, 2014, p. 950; see also Tinsley et al., 2015). In turn, if gender roles have a stronger impact among married and cohabiting people, the effects described in our hypotheses should also become stronger (see also Corrigall & Konrad, 2007;Kjeldstad & Nymoen, 2012). ...
- Citing Article
January 2015
Organizational Behavior and Human Decision Processes
