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Rice DB, Prosper P, Scott C. Leading with DEI on my Mind: Examining the Interactive Effects of Supervisor Perceptions of Psychological Diversity Climate and Supervisor Characteristics on Leadership Style. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2023. [DOI: 10.1177/15480518231154170] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/19/2023]
Abstract
Management researchers have recently shifted their focus to examine the effects of psychological diversity climate (PDC). Whereas the majority of this research has focused on front-line employees, we shift our attention to personnel in leadership positions to extend this literature. On the basis that PDC encourages the demonstration of fairness and discourages the demonstration of mistreatment, we rely on social information processing theory to explain why supervisor perceptions of PDC impact supervisory leadership style. Across three studies (one experiment and two multi-source field studies), we find that supervisor perceptions of PDC are positively related to employees’ evaluations of ethical leadership and negatively related to employees’ evaluations of abusive supervision. We also find that the impact of supervisor perceptions of PDC on ethical leadership and abusive supervisor is accentuated when supervisor negative affectivity is relatively high compared to relatively low. However, the impact of supervisor perceptions of PDC on ethical leadership and abusive supervision is attenuated when supervisor conscientiousness is relatively high compared to relatively low. In summary, our studies clarify why and when supervisor perceptions of PDC interact with supervisor characteristics to impact supervisory leadership style. Theoretical and practical implications are discussed.
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Affiliation(s)
| | - Paul Prosper
- Colorado State University-Global Campus, Greenwood Village, CO, USA
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I want to achieve my goals when I can? The interactive effect of leader organization-based self-esteem and political skill on goal-focused leadership. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03429-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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How and when supervisors’ challenge appraisals impact employee bottom-line mentality? The roles of supervisor duty orientation and employee positive affectivity. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02780-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Rice DB, Luse W. How organizational justice impacts supervisor bottom-line mentality? The role of the institutionalization of ethics. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-021-02605-7] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/02/2023]
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Giano Z, Currin JM, Wheeler DL, Hubach RD. Outness amplifies the negative effect of gay related rejection in rural, but not urban sexual minority men. PSYCHOLOGY & SEXUALITY 2020. [DOI: 10.1080/19419899.2020.1765411] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Zachary Giano
- Center for Rural Health, Oklahoma State University–Center for Health Sciences, Tulsa, OK, USA
| | - Joseph M. Currin
- Department of Psychology, Texas Tech University, Lubbock, TX, USA
| | - Denna L. Wheeler
- Center for Rural Health, Oklahoma State University–Center for Health Sciences, Tulsa, OK, USA
| | - Randolph D. Hubach
- Center for Rural Health, Oklahoma State University–Center for Health Sciences, Tulsa, OK, USA
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Smith RW, Baranik LE, Duffy RD. Psychological ownership within psychology of working theory: A three-wave study of gender and sexual minority employees. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2019.103374] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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Kramer KZ, Bae H, Huh CA, Pak S. The positive spillover and crossover of paternity leave use: A dyadic longitudinal analysis. JOURNAL OF VOCATIONAL BEHAVIOR 2019. [DOI: 10.1016/j.jvb.2019.05.007] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
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Ryan AM, Briggs CQ. Improving work-life policy and practice with an intersectionality lens. EQUALITY, DIVERSITY AND INCLUSION: AN INTERNATIONAL JOURNAL 2019. [DOI: 10.1108/edi-01-2019-0049] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Work-life research has been critiqued for focusing on the experiences of middle and upper class, younger, White, western and heterosexual women. The purpose of this paper is to provide a critical lens to conceptualizations that take an intersectionality approach, or at least consider multiple identities, in examining work-life conflict and balance.
Design/methodology/approach
A brief review of the current status of intersectionality research within the work-life realm is provided before discussing the implications of primarily using a single-identity approach to work-life issues. The advantages and challenges of adopting a multiple identity approach are discussed.
Findings
This paper highlights the problems of a lack of an intersectional focus in terms of unidentified needs, ignored values, unresolved conflicts and unhelpful advice. Tensions inherent in trying to adopt an intersectional perspective when dealing with practice and policy issues, particularly with regard to visibility and authenticity, are noted. The paper concludes with a discussion of how considerations of identity and power in work-family research connect to the broader concept of inclusion in the workplace, noting the possible challenges of stereotyping and ambiguity in doing so.
Originality/value
Applying an intersectionality lens to efforts to promote work-life balance in organizations can increase inclusivity, but there are tensions and pitfalls associated with this that are particularly of note for practitioners and policy. A research agenda is outlined as a starting point for addressing these issues.
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Personality testing and the Americans With Disabilities Act: An applicant/employee perspective. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2019. [DOI: 10.1017/iop.2019.33] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Kim SY, Velez B, Daheim J, Lei N. Validation of the Work Family Conflict Scale for Sexual Minority Employees. JOURNAL OF CAREER ASSESSMENT 2018. [DOI: 10.1177/1069072718788329] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The present study examined the factor structure, reliability, and validity of the Work–Family Conflict Scale (WFCS) in a sample of 295 sexual minority employees. Factor analyses supported a two-factor oblique model, with work–family conflict manifesting as worker role interfering with the family role (WIF) and family role interfering with the worker role (FIW). We also examined the relations of the latent WIF and FIW factors with conceptually related constructs. Both WIF and FIW were significantly negatively correlated with partner support; lesbian, gay, bisexual, and transgender–supportive climates; job satisfaction; and life satisfaction and were significantly positively correlated with turnover intentions, anxiety, and depression. Moreover, WIF (but not FIW) was significantly negatively associated with family support and family satisfaction, whereas FIW (but not WIF) was significantly negatively associated with outness at work. The findings of the present study suggest that the WFCS—and, possibly, the construct of work–family conflict more generally—holds promise for future vocational research focused on the interface of work and family in the lives of sexual minority employees. Implications of these findings for clinical work and research with sexual minority employees are discussed.
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Affiliation(s)
- Shin Ye Kim
- Department of Psychological Sciences, Texas Tech University, Lubbock, TX, USA
| | - Brandon Velez
- Department of Counseling and Clinical Psychology, Teachers College, Columbia University, New York, NY, USA
| | - Jacob Daheim
- Department of Psychological Sciences, Texas Tech University, Lubbock, TX, USA
| | - Nina Lei
- Department of Counseling and Clinical Psychology, Teachers College, Columbia University, New York, NY, USA
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