Browsing by Author "Corrington, Abby"

Now showing 1 - 3 of 3
  • Thumbnail Image
    Item
    A Multinational Examination of the Impact of Power Posing in a Negotiation Setting
    (2018-04-17) Corrington, Abby; Hebl, Mikki
    Power posing, the idea that adopting expansive postures causes people to feel more powerful, has received significant attention in recent years, with some research suggesting that the positive benefits of power posing may extend to the workplace through its effect on confidence, performance, and the ability to endure stressful situations (Carney, Cuddy, & Yap, 2010). However, research examining the causal mechanisms underlying the effects of power posing is sparse, and such research may be particularly impactful given recent criticism of power posing effects (Ranehill et al., 2010; Simmons & Simonsohn, 2015). The current study employs an experimental design in a multinational negotiation setting to test whether power posing replicates across country contexts and to particularly examine whether power posing effects are driven by the expansive posture itself or by people's belief that that the posture will have an impact. Results, theoretical and practical implications, limitations, and directions for future research are discussed.
  • Thumbnail Image
    Item
    Experimental sleep loss, racial bias, and the decision criterion to shoot in the Police Officer’s Dilemma task
    (Springer Nature, 2020) Scullin, Michael K.; Hebl, Michelle R.; Corrington, Abby; Nguyen, Stacy
    Violent behavior, police brutality, and racial discrimination are currently at the forefront of society’s attention, and they should be. We investigated whether mild sleep loss—as typical for many adults throughout the work week—could aggravate the socio-emotional-cognitive processes contributing to violence and discrimination. In a sample of 40 healthy young adults, we either experimentally restricted participants’ sleep for four nights (6.2 h/night) or let participants obtain normal sleep (7.7 h/night)—and then had them complete the Police Officer’s Dilemma Task. In this computerized task, the participant must rapidly decide to shoot or not shoot at White and Black men who either are or are not holding a gun. Results showed significant racial biases, including more and quicker shooting of Black targets compared to White targets. Furthermore, signal detection analyses demonstrated that mild sleep restriction changed participants’ decision criterion, increasing the tendency to shoot, even when controlling for psychomotor vigilance, fluid intelligence, and self-reported desirability to behave in a socially acceptable manner. The increased tendency to shoot was also observed in participants who reported believing that they had adapted to the sleep loss. Future experimental research using trained police officers will help establish the generalizability of these laboratory effects. Importantly, sleep loss is modifiable via organization-level changes (e.g., shift scheduling, light entrainment) and individual-level interventions (e.g., sleep hygiene education, incentives for behavioral change), suggesting that if sleep loss is corrected, it could save lives—including Black lives.
  • Thumbnail Image
    Item
    Perceptions of Team Contributions for Men and Women
    (2020-05-04) Corrington, Abby; Hebl, Mikki
    More than ever before, organizations are relying on teams to complete complex and creative work. Given this trend, along with the fact that women make up half of the U.S. labor force, understanding the interplay between teamwork and gender is critical. Though some research has explored this topic, it has centered primarily on gender stereotypes, the impact of gender composition on team-level outcomes, and general gender differences in interaction styles. Guided by the literature on teams and gender stereotypes, the current research extends beyond these topics to examine how men’s and women’s contributions are perceived in teams, and further, how different perceptions of the contributions of male and female team members may influence workplace-related outcomes. Using an experimental design, Study 1 shows that female team members who enact more agentic than communal behaviors are perceived as contributing significantly less than their male counterparts who enact the same behaviors. On the other end of the spectrum, female team members who enact more communal than agentic behaviors are also perceived as contributing significantly less than their male counterparts. Female team members are only perceived as contributing equally to male team members when they enact moderate amounts of both agentic and communal behaviors. Using another experimental design, Study 2 explores the effects of gender and behavior on other career-related outcomes for male and female team members that may emerge as a function of being perceived to be essential group contributors. Results show that women—and those who behave in highly agentic or highly communal ways—receive more positive perceptions of contributions, effectiveness, leadership, relative rankings, and performance, as well as more favorable career opportunity and compensation recommendations. Taken together, the two studies suggest that men’s and women’s contributions in team settings are not perceived equally, and that the factors at play may be more nuanced than previously thought.