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Employees with disability-related communication impairment often experience isolation from professional connections that can negatively affect their careers. Management research suggests that having lower quality leader relationships can be an obstacle to the development of professional connections for employees with disabilities. However, in this paper we suggest that lower quality leader–member exchange (LMX) relationships may not be a uniform hurdle for the professional isolation of employees with disability-related communication impairment. Drawing on psychological disengagement theory, we predict that employees with more severe, rather than less severe, communication impairment develop resilience to challenges in lower quality LMX relationships by psychologically disengaging from professional connections and, in turn, bear fewer negative consequences of professional isolation on career outcomes. In two studies of deaf and hard of hearing employees, we find that in lower quality LMX relationships employees with more severe communication impairment perceive being less isolated than employees with less severe communication impairment, and, in turn, report better career outcomes. Overall, our findings suggest that employees with more severe communication impairment may develop effective coping strategies to manage challenges of perceived professional isolation for career outcomes when in lower quality LMX relationships.

Resilience narratives (stories of encountering and overcoming adversity) are often solicited in pre-interview (e.g., application) and interview selection contexts. In this work, we examine the effectiveness of resilience narratives in pre-interview and interview selection contexts where applicants share personal narratives about themselves. Drawing on Attribution Theory (Heider, 1958; Kelley, 1967) we make hypotheses about how perceived resiliency is shaped by resilience narratives and how this perception influences the hiring recommendations and emotional reactions of organizational decision-makers. Specifically, we examine the effects of two key elements of resilience narratives (locus of adversity and locus of support) on attribution processes and decision-making. To test the hypothesized model, we conducted a set of in-depth interviews and three experiments. Preliminary interview data demonstrated that hiring personnel consciously seek to assess perceived resiliency and resilience narrative loci in selection. In Study 1 we tested proposed effects with 178 working adults in a university application pre-interview context, Study 2 included a parallel experiment in an organizational interview context with 194 participants who had hiring experience, and Study 3 involved quantitative experimental assessments of job interviewees conducted with 124 working adults with hiring experience. Across two selection contexts (pre-interview applications, interviews) and three samples, results revealed that: (a) resilience narrative loci affect perceived trait resiliency attributions formed about applicants, and (b) perceived resiliency directly relates to emotional reactions and hiring recommendations, incrementally beyond competence perceptions. We detail theoretical and practical implications for the extension of Attribution Theory by integrating resilience narratives, perceived resiliency, and selection processes.

This article explores the identity challenges facing teaching-only faculty (TOF), whose occupational self-perceptions are fundamentally contradicted by the way institutional others perceive them. We show how this manifests into a set of stigmatising practices and processes across two dimensions: contact (informal messaging) and contract (formal messaging). The sense of being unjustly stigmatised is amplified because the teaching-only role is generally seen as high-status by outsiders, and the work itself is relatively free from real or metaphorical dirt. Hence, we propose the concept of within-group stigmatisation. Next, we shine light on the implications of this form of occupational stigmatisation through the lens of organisational (dis)identification. In contrast to theoretical expectations, the analysis of our extensive survey and interview data shows that TOF identify with their role but disidentify with the organisation. Finally, we reflect on the importance and broader applicability of our concept of within-group occupational stigmatisation.

One of the ""grand challenges"" of our time confronting societies around the world is the transition and integration of stigmatized individuals into formal employment in organizations. While studie...

This symposium focuses on the experiences and strategies of persons with disabilities and the disclosure and identity management steps they take to manage their careers. The conceptual foundations ...

We articulate a process through which individuals with a stigmatized identity can be agents of social change toward the acceptance and/or valuing of their identity in their workgroup. We posit that whether and how individuals communicate to others about their stigmatized identity (i.e., stigma identity management) can enable them to overcome their power disadvantage by influencing the meanings that the stigmatized identity and comparative dominant identities take on in negotiations of identity meanings. Drawing on theories of negotiated order, identity threat, and stigma identity management, we describe how changes in identity meanings emerge from an ongoing process of negotiations between stigma holders and their coworkers—negotiations that are influenced by and inform symbolic power relations and shared identity meanings in the group. We extend understandings of stigma identity management strategies by expanding beyond the current focus on outcomes for individual stigma holders toward how such strategie...

In hiring contexts, individuals with concealable disabilities make decisions about how they should disclose their disability to overcome observers' biases. Previous research has investigated the effectiveness of binary disclosure decisions-that is, to disclose or conceal a disability-but we know little about how, why, or under what conditions different types of disclosure strategies impact observers' hiring intentions. In this article, we examine disability onset controllability (i.e., whether the applicant is seen as responsible for their disability onset) as a boundary condition for how disclosure strategy type influences the affective reactions (i.e., pity, admiration) that underlie observers' hiring intentions. Across 2 experiments, we found that when applicants are seen as responsible for their disability, strategies that de-emphasize the disability (rather than embrace it) lower observers' hiring intentions by elevating their pity reactions. Thus, the effectiveness of different types of disability disclosure strategies differs as a function of onset controllability. We discuss implications for theory and practice for individuals with disabilities and organizations. (PsycINFO Database Record

We aimed to shed light on the reason why individual employees adjust their absence levels to their co-workers’ absence behavior and under what conditions imitation is most likely by integrating social learning theory and social exchange theory. In Study 1, a vignette study among 299 employees, we found that respondents were more likely to call in sick when coworkers were often absent because respondents had more tolerant absence norms and more economic as opposed to cooperative exchange norms. This study also showed that employees strongly disapproved of absence and had stronger cooperative exchange norms when they worked in highly cohesive and task interdependent teams. In Study 2, a field study in 97 teams, we found that coworker absence was less strongly imitated under conditions of high cohesiveness and task interdependency. Our findings suggest that employee behavior is not only influenced by team norms about acceptable absence levels, but also by norms on what level of cooperation is expected.

Individuals with visible disabilities can acknowledge their disabilities in different ways, which may differ in effectiveness. Across four studies, we investigate whether individuals with visible disabilities engage in different acknowledgment strategies (claiming, downplaying) and how and why these different strategies affect evaluations from others. Specifically, we draw from the Stereotype Content Model and Stereotype-Fit Theory to articulate a process whereby claiming and downplaying differentially affect others’ perceptions of competence and warmth, which subsequently affect overall evaluations of the individual with a disability. We found that individuals with visible disabilities intentionally manage others’ impressions by engaging in claiming and downplaying. Claiming strategies (relative to downplaying or not acknowledging) resulted in higher evaluations because they activated perceptions of competence and warmth and the benefits of claiming were stronger for jobs higher in interpersonal demands. We discuss the implications of these results for individuals with disabilities and for organizations.

This symposium highlights how identity threat is experienced by members of dominant groups and how this impacts the ability of minorities to gain access and advancement within organizations. The pa...

In recent years, researchers have paid increasing attention to relationships across difference (RADs), or interpersonal relationships between coworkers who have different cultural identities (e.g.,...

This study addresses how job seekers' experiences of rude and discourteous treatment--incivility--can adversely affect self-regulatory processes underlying job searching. Using the social-cognitive model (Zimmerman, 2000), we integrate social-cognitive theory with the goal orientation literature to examine how job search self-efficacy mediates the relationship between incivility and job search behaviors and how individual differences in learning goal orientation and avoid-performance goal orientation moderate that process. We conducted 3 studies with diverse methods and samples. Study 1 employed a mixed-method design to understand the nature of incivility within the job search context and highlight the role of attributions in linking incivility to subsequent job search motivation and behavior. We tested our hypotheses in Study 2 and 3 employing time-lagged research designs with unemployed job seekers and new labor market entrants. Across both Study 2 and 3 we found evidence that the negative effect of incivility on job search self-efficacy and subsequent job search behaviors are stronger for individuals low, rather than high, in avoid-performance goal orientation. Theoretical implications of our findings and practical recommendations for how to address the influence of incivility on job seeking are discussed.

The authors built upon models of workplace bullying to examine how racial/ethnic bullying can lead to racial/ethnic minorities' sensitivity to future discrimination via its effects on race/ethnic-related stress. With a sample of racial/ethnic minorities, they found support for this process. Individual differences in social dominance orientation (SDO) also attenuated the mediation: The indirect effect of race/ethnic-related stress was weaker for minorities who endorse hierarchy legitimizing ideologies (high in SDO) compared to minorities low in SDO. Practical implications for the management of minority employees' experiences of discrimination are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved). Language: en

Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplace deviance. Across 3 studies, we found support for our proposed model. Our results revealed the use of an apology or justification tactic when explaining a previous criminal offense had a positive indirect effect on hiring evaluations, whereas the use of an excuse tactic had a negative indirect effect. These findings suggest applicants may benefit from using impression management tactics that communicate remorse when discussing events or associations that violate integrity expectations. (PsycINFO Database Record

Purpose– Given the increasing diversity in the age of job seekers worldwide and evidence of perceptions of discrimination and stereotypes of job seekers at both ends of the age continuum, the purpose of this paper is to identify how perceptions of age-related bias are connected to age-related identity management strategies of unemployed job seekers.Design/methodology/approach– Data were collected from 129 unemployed job-seeking adults who were participants in a career placement service. Participants completed paper-and-pencil surveys about their experiences of age-related bias and engagement in age-related identity management strategies during their job searches.Findings– Older job seekers reported greater perceptions of age-related bias in employment settings, and perceptions of bias related to engaging in attempts to counteract stereotypes, mislead or miscue about one's age, and avoid age-related discussions in job searching. Individuals who were less anxious about their job search were less likely to mislead about age or avoid the topic of age, whereas individuals with higher job-search self-efficacy were more likely to acknowledge their age during their job search. Older job seekers higher in emotion control were more likely to acknowledge their age.Originality/value– Little is known about how job seekers attempt to compensate for or avoid age-related bias. The study provides evidence that younger and older job seekers engage in age-related identity management and that job search competencies relate to engagement in particular strategies.

Over the past few decades, research on stigma has taken on a lively life within the academy and the broader community of organizational researchers beyond the disciplines of social psychology and s...

This symposium showcases research projects examining novel ideas about the intersections of different marginalized and dominant social identities and how they interact with each other to impact an ...

Summary Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross-cultural differences in distancing and affirming identity management strategies of Christian-identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity management strategies. Risks of disclosure and pressure to assimilate related to more distancing and less affirming strategies when religious centrality was low, but nation served as a boundary condition for the moderating effects of religious centrality. Distancing strategies related to negative outcomes regardless of religious centrality, but affirming strategies only related to positive outcomes when religious centrality was low. We discuss how this work contributes to theoretical and practical understanding of identity management in the workplace and across cultures. Copyright © 2014 John Wiley & Sons, Ltd.

We integrated theories of social exchange and emotion to explain the receipt of interpersonal citizenship (help) and counterproductive behaviors (harm). Using social network methodology, data on a total of 534 relationships were obtained from three samples of employees working for a food services organization. Results were consistent across all three samples. Employees received help and harm from coworkers toward whom they engaged in those behaviors, as well as from coworkers in whom they elicited positive and negative affective states, respectively. Additionally, affective states predicted the receipt of help and harm controlling for engagement, suggesting a means by which social exchanges may become imbalanced. Overall, findings demonstrate the validity of social exchange and affective explanations for the receipt of help and harm in the workplace.

In light of rapid globalization, there has been an increase in U.S. psychologists conducting international cross-cultural research. Such researchers face unique ethical dilemmas. Although the American Psychological Association has its own Code of Ethics with guidelines regarding research, these guidelines do not specifically address international and cross-cultural research. The purposes of this article are to (a) provide a review of current ethical guidelines for research on human subjects, (b) provide a review of major ethical challenges and dilemmas in conducting cross-cultural research, (c) highlight several existing frameworks that maybe useful for increasing cross-cultural understanding of these ethical challenges for U.S. psychologists, and (d) issue a call to the American Psychological Association to begin to assess and evaluate the nature and extent of ethical problems in conducting cross-cultural research among its members.

In this article, I explore how intercultural teaching exercises can lead students to experience a “disclosure dilemma,” or face a difficult decision between disclosing a concealable identity as a part of a teaching exercise or keeping it secret. Using the example of religious identity and the “Step on Jesus” exercise, I describe the disclosure dilemma brought forward in an intercultural training exercise and how this activity can pose challenges for students with religious identities. I also identify strategies teachers can adopt to facilitate intercultural training that is sensitive to disclosure dilemmas faced by students.

In light of expansive globalization, the lack of ethical guidelines regulating the cross-cultural international research of American psychologists reflects an emerging ethical challenge. The American Psychological Association (APA) code of ethics (2002) is silent on ways to cope with cross-cultural ethical dilemmas, and the Universal Declaration of Ethical Principles for Psychologists (Gauthier, 2008 ), though a useful framework for shedding light on the issue, offers no practical recommendations for researchers. Considering the cross-cultural ethical gaps that exist, in this chapter we provide examples of ethical dilemmas faced by American psychologists conducting cross-cultural international research, such as dilemmas with institutional approval, informed consent, participant inducement, research involving deception, and the dissemination of research results. We conclude with a “Call to Action” and present frameworks that may aid in the APA's development of a code of ethics specific to American psychologists who conduct cross-cultural international research.

Types of perpetrators of workplace aggression can vary considerably, and recent research has demonstrated that aggression from different perpetrator categories has different implications for victims. We extended research on multifoci aggression and explored affective and cognitive pathways linking verbal aggression from four perpetrator types-supervisors, coworkers, customers, and significant others-and employee morale and turnover intention. Data from a sample of 446 working adults indicated that both emotional strain and employees' corresponding judgments of their social exchange relationships with these perpetrators served as the mechanisms for the association between aggression from supervisors, coworkers, and customers and morale and turnover intention. Coworker aggression had a direct association with turnover intention and significant other aggression was related to turnover intention only through emotional strain. The theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved). Language: en

This symposium showcases recent research projects investigating novel insights into the constructs of diversity and inclusion and how they can be bridged. The topics addressed in the proposed sympo...

Individuals with stigmatized identities often engage in identity management strategies aimed at presenting a desired image to others in order to reduce personal consequences of stigmatization. Buil...

Responding to calls for more research on interpersonal mistreatment as a relational construct, this symposium examines the social context of mistreatment at the individual, dyad, third party, and t...

Integrating functional leadership theory and a self-regulatory approach, we develop Dynamic Shared Leadership (DSL, or “diesel”) Theory to describe the process and structure of shared leadership in...

The job search process can be emotionally draining as one meets with challenges and setbacks during goal pursuit. This study took a dynamic perspective to the examination of affective experiences during job search and considered its significance for employment outcomes. Using basic motivation paradigms and control theory, we hypothesized that high-level activation of both positive and negative affect would have direct implications for search efforts and outcomes—a downward process—as well as positive feedback from the search environment having direct influence on future manifestation of affective experiences—an upward process. In a longitudinal study spanning 12 weeks, we found (1) past states of affectivity levels, job search effort, and interview invitation directly influenced future states, and (2) affective states, job search effort, and interview invitations dynamically influenced each other in ways that were mostly consistent with our predictions. We highlight our findings and contribution to theory.

In recent years, organizational scholars have increasingly emphasized the importance of abusive supervision and its relation to a plethora of negative outcomes. The majority of empirical research o...