Browsing by Author "Nittrouer, Christine L."

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    Allies as Intermediaries: Strategies that Promote Hiring People with Intellectual Disabilities
    (2019-04-18) Nittrouer, Christine L.; Hebl, Michelle
    The current study explores the research-based stereotypes that exist toward individuals with intellectual disabilities (ID). Individuals with ID typically have significant limitations in both intellectual functioning and adaptive behavior, but many still have the ability to perform well in a variety of entry-level, low-skilled positions. Further, they are a growing proportion of the adult population with disabilities but have among the lowest employment rate. The current research focuses on the influence that allies can have on hiring managers when they consider individuals with ID for entry-level job positions. Using the Stereotype-Content Model (SCM; Fiske, Cuddy, Glick, & Xu, 2002) and theories regarding economic and normative language (Sonenshein, 2006), three ally strategies (stereotype reduction, making the business case, and making the moral case, respectively) are tested for their effectiveness. Results reveal that allies who use the moral case are particularly effective (relative to other strategies) in influencing ratings of hiring intentions and admiration. Results further reveal that perceptions of admiration partially mediate this relationship for the moral condition. The current field study extends previous research on target strategies by showing that remediation strategies can be effective when allies use them during selection. Additionally, this research illuminates the critical power that others can have in helping those with ID contribute effectively to the workplace.
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    Increasing Health Risks During Outdoor Sports Due To Climate Change in Texas: Projections Versus Attitudes
    (Wiley, 2022) Dee, Sylvia G.; Nabizadeh, Ebrahim; Nittrouer, Christine L.; Baldwin, Jane W.; Li, Chelsea; Gaviria, Lizzy; Guo, Selena; Lu, Karen; Saunders-Shultz, Beck Miguel; Gurwitz, Emily; Samarth, Gargi; Weinberger, Kate R.
    Extreme heat is a recognized threat to human health. This study examines projected future trends of multiple measures of extreme heat across Texas throughout the next century, and evaluates the expected climate changes alongside Texas athletic staff (coach and athletic trainer) attitudes toward heat and climate change. Numerical climate simulations from the recently published Community Earth System Model version 2 and the Climate Model Intercomparison Project were used to predict changes in summer temperatures, heat indices, and wet bulb temperatures across Texas and also within specific metropolitan areas. A survey examining attitudes toward the effects of climate change on athletic programs and student athlete health was also distributed to high-school and university athletic staff. Heat indices are projected to increase beyond what is considered healthy/safe limits for outdoor sports activity by the mid-to-late 21st century. Survey results reveal a general understanding and acceptance of climate change and a need for adjustments in accordance with more dangerous heat-related events. However, a portion of athletic staff still do not acknowledge the changing climate and its implications for student athlete health and their athletic programs. Enhancing climate change and health communication across the state may initiate important changes to athletic programs (e.g., timing, duration, intensity, and location of practices), which should be made in accordance with increasingly dangerous temperatures and weather conditions. This work employs a novel interdisciplinary approach to evaluate future heat projections alongside attitudes from athletic communities toward climate change.
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    Post-traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans
    (Wiley, 2023) Pu, Wenxi; Roth, Philip L.; Thatcher, Jason B.; Nittrouer, Christine L.; Hebl, Mikki
    A significant percentage of veterans suffer from post-traumatic stress disorder (PTSD). Veterans are often directed to social media platforms to seek support during their transition to civilian life. However, social media platforms are increasingly used to aid in hiring decisions, and these platforms may make veterans’ PTSD more discoverable during the hiring process. Based on social identity theory and identity management theory, the integrated suspicion model, and the stigma literature, we conducted four studies that examine veterans’ PTSD disclosures on social media and the consequences in the hiring process. Study 1 suggests that 16%–34% of veterans included cues related to PTSD status on social media. Study 2, based on 290 upper-level business students, shows that veterans with PTSD were more stigmatized than veterans without PTSD, and stigmatization is associated with more suspicion and lower hiring-related ratings (of expected task performance, expected organizational citizenship behaviors (OCB), expected counterproductive work behaviors (CWB), and intention to interview). Study 3, based on 431 working professionals with hiring experience, further supports relationships from Study 2. Study 4, based on 298 working professionals, identifies peril (i.e., perceptions regarding danger) as an additional mediator for the effects of PTSD on hiring-related ratings. In sum, we identify and explore the identity management conundrum that social media disclosure poses for veterans with PTSD in the hiring process and discuss potential remedies and avenues for future research.