Browsing by Author "Madera, Juan M."

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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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    Reactions to stigmas in the employment interview: An eye tracking investigation
    (2008) Madera, Juan M.; Hebl, Michelle R.
    Although the employment interview is one of the most widely used and researched methods for selecting employees, interview are not free from biases, and in fact, research shows that individuals who have stigmas often face discrimination in the employment interview (Dipboye, 1997; Dipboye & Colella, 2005). Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974; Engle, 2002) and regulatory resources (Muraven & Baumeister, 2000), this study investigated the processes in which a stigma on the face affects interview outcomes and methods that interviewees might use as remediation strategies. The results showed that participants that viewed an applicant with a stigma attended more to the stigma area and that visual attention to the stigma was related to more self-regulatory depletion and less memory recall. The data suggests that participants looking at applicants with a stigma during an interview regulated and experienced more divided attention than participants looking at applicants without a stigma. Furthermore, participants that looked at an applicant with a stigma rated the applicant lower than participants that viewed an applicant without a stigma. The results also showed that the relationship between stigma and applicant ratings was mediated by visual attention and memory of the interview. Acknowledgement from applicants interacted with time of visual attention affecting attention allocated to the stigma at different time points.
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    The effects of leader negative emotions on evaluations of leadership: The role of anger and sadness
    (2005) Madera, Juan M.; Smith, D. Brent
    While existing literature on leadership articulates the importance of leader emotion, there has been little attention to the potential roles of more specific emotions. The current paper examined the effect of leader emotion on evaluations of leadership in the context of a product recall. In particular, this research examined how the expression of anger and sadness influences how effective a leader is perceived to be in times of crises. This was done by manipulating the emotion of the leader, as well as the response of the leader. The results revealed that a leader expressing either sadness or anger/sadness was evaluated more favorably than a leader expressing anger. Furthermore, a leader accepting responsibility for the crisis was evaluated more favorably than a leader not accepting responsibility.