Browsing by Author "King, Eden B."

Now showing 1 - 6 of 6
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    Addressing the Social Support Paradox with a Multidomain Complementary Fit of Desired and Perceived Support
    (2021-04-16) Paoletti, Jensine; King, Eden B.
    The social support paradox describes inconsistent findings on the role of social support for wellbeing, as some studies have found a negative correlation between social support and wellbeing, while others have found a positive correlation between social support and wellbeing. Thus far, some researchers have addressed this paradox by considering an individual’s relative desired support and perceived support, but often in only one domain (i.e. either focused on home or work). This study extends research by considering both the work and nonwork domains at the within-person level. Thus, complementary fit between perceived and desired support from both domains was hypothesized to predict mood and burnout such that when perceived support matches desired support, fit would be directly related to positive mood and indirectly related to negative mood and burnout. Similarly, there was a hypothesized partial mediation from support fit to burnout through mood. Testing these models did not result in strict congruence effects, although a dearth of perceived support (relative to desired support) predicted higher burnout at the within- and between-person levels. Unexpectedly, the results also imply that some cases of excess perceived support (relative to desired support) predict lower burnout at the between-person level. Results demonstrate the value of examining social support and burnout at the within-person level, as the study indicates that social support may be a response to acute burnout such that it stops feedback loops leading to chronic burnout.
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    Are you responsible for confronting prejudice?: Increasing ally behaviors by promoting responsibility
    (2021-04-30) Watson, Ivy Danielle; King, Eden B.; King, Danielle
    Increasing diversity in science, technology, engineering, and math (STEM) is a critical goal for universities and organizations alike. Black employees make up less than 6% of the STEM workforce though they enter STEM majors at the same rate as White and Asian students. The proposed research’s overarching goal is to understand how interventions can increase personal responsibility to confront prejudice which may lead to decreasing experiences of prejudice for Black students in STEM-related academic programs. To do this, I focus on how the interventions of psychological standing and superordinate group identity may increase individuals felt responsibility to confront prejudice and the likelihood that the do in fact confront in situations of discrimination. These relationships were tested using an experimental study of 180 Rice undergraduate students. The results showed a significant effect of psychological standing on the likelihood of a student from a racial majority group confronting discrimination. These results support previous research on psychological standing and highlights the importance understanding and refining research on interventions allies can utilize to confront racial discrimination.
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    Bringing Social Identity to Work: The Influence of Manifestation and Suppression on Perceived Discrimination, Job Satisfaction, and Turnover Intentions
    (American Psychological Association, 2012) Madera, Juan M.; King, Eden B.; Hebl, Michelle R.
    In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.
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    Co-Conspirators in the Fight for Racial Justice?: Understanding How Asian Americans Respond to Anti-Black Discrimination at Work
    (2021-04-30) Cheng, Shannon; King, Eden B.
    Asians are the fastest growing racial/ethnic group in the United States, and although there is increasing research and attention on Asian American issues, Asians have previously been left out of many discussions surrounding race relations. This not only negatively impacts Asians and their racial identity development, but also can hinder progress towards racial justice. Previous research has demonstrated how awareness of anti-Asian discrimination (i.e., a similar experience) can lead to Asians forming a common ingroup identity with other racially minoritized groups, and consequently more positive attitudes and behaviors towards these groups. This study builds on this research by examining how the formation of a common ingroup identity may be dependent on Asians’ internalization of the model minority myth, and how the translation to behaviors of challenging anti-Black discrimination at work may be dependent on three different psychological mechanisms in decision-making (calculation-based, affect-based, and recognition-based). A moderated mediation model was tested using a two-wave panel study of 427 Asians working in the U.S., and results demonstrated support for the mediating effect of common ingroup identity on the relationship between perceived discrimination and the likelihood of challenging anti-Black discrimination at work. However, the proposed interactive effects were not supported, and although the results demonstrated a negative main effect of the internalization of the model minority myth on common ingroup identity, as well as main effects of outcome expectations, fear of retaliation, and psychological standing (positive, negative, and positive effects, respectively) on the likelihood of challenging anti-Black discrimination, these effects did not hold when tested with relevant covariates. These results support previous research on intraminority intergroup relations that highlights the importance of the formation of a common ingroup identity in creating more positive intergroup attitudes and behaviors, and provide additional insight into what factors may impact these relationships for Asians and how they perceive and respond to other racial groups.
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    How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England
    (BMJ Publishing Group Ltd., 2020) Cheng, Shannon; Dawson, Jeremy; Thamby, Julie; Liaw, Winston R.; King, Eden B.
    Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables. Conclusions: Although aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.
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    “Maybe baby?” The employment risk of potential parenthood
    (Wiley, 2022) Peterson Gloor, Jamie L.; Okimoto, Tyler G.; King, Eden B.
    Research grounded in gender role theories has shown that women face numerous employment disadvantages relative to men, with mothers often facing the greatest obstacles. We extend this literature by proposing that motherhood is not a necessary condition for women to face motherhood penalties. Instead, managers' expectations that an applicant will have a child in the near future (i.e., “maybe baby” expectations) increases their perceptions of risk associated with employing childfree, childbearing-aged women—but not men. Investigating the intersection of gender and age, and integrating economic theories of discrimination, we conceptualize hiring as a risk assessment process, proposing that managers' risk perceptions drive more precarious employment conditions for this group of women. Results from a field study with early career employees (Study 1) and a randomized experiment with hiring managers (Study 2) support our predictions across attitudinal (e.g., desire to offer a temporary job contract; Study 2) and objective indicators (e.g., having a temporary job contract; Study 1); female applicants can also mitigate this “maybe baby” risk by signaling a lack of interest in having children or by emphasizing their commitment and work ethic (Study 2). Our findings suggest that the perceived risks of parenthood can be hazardous for child-bearing-aged, childfree working women who simply may become parents (vs. men and mothers; vs. childfree women who are significantly younger or older than the average age of the first childbearing in the local context).