Who Gets the Benefit of the Doubt? Tardiness, Trust, and Promotions Disability Concealability and Race

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dc.contributor.advisorKing, Danielle Den_US
dc.creatorFattoracci, Elisaen_US
dc.date.accessioned2023-08-09T18:56:52Zen_US
dc.date.available2023-08-09T18:56:52Zen_US
dc.date.created2023-05en_US
dc.date.issued2023-04-17en_US
dc.date.submittedMay 2023en_US
dc.date.updated2023-08-09T18:56:52Zen_US
dc.description.abstractWhile performance variability constitutes an inevitable part of organizational life (Dalal et al., 2020), what causes such changes and who experiences them might influence how employees are evaluated. For example, not all employees with disabilities have the privilege of uncompromised health, so employers routinely anticipate lower performance and higher absenteeism among them (Braddock & Bachelder, 1994). Importantly, the extent to which disabilities are outwardly apparent may shape how readily evaluators draw a connection between disability and certain behaviors (i.e., tardiness). Further, since disabilities are more prevalent among racially minoritized groups (e.g., Kaholokula, 2016) and racial bias influences personnel decisions (e.g., Elvira & Town, 2001), race may shape how people with disabilities who engage in tardiness behaviors are evaluated. Drawing from the theoretical model of organizational trust (Mayer et al., 1995), this project investigates the intersectional effects of race (White vs. Black vs. Latinx) and disability concealability (i.e., visible vs. concealable) on promotability via perceived trustworthiness for tardy employees. Results from an experimental manipulation suggest that the ability dimension of perceived trustworthiness predicts promotability, and that race and disability concealability interact to influence the benevolence dimension of perceived trustworthiness for Black versus White targets. Implications for research and practice are discussed.en_US
dc.format.mimetypeapplication/pdfen_US
dc.identifier.citationFattoracci, Elisa. "Who Gets the Benefit of the Doubt? Tardiness, Trust, and Promotions Disability Concealability and Race." (2023) Master’s Thesis, Rice University. <a href="https://hdl.handle.net/1911/115160">https://hdl.handle.net/1911/115160</a>.en_US
dc.identifier.urihttps://hdl.handle.net/1911/115160en_US
dc.language.isoengen_US
dc.rightsCopyright is held by the author, unless otherwise indicated. Permission to reuse, publish, or reproduce the work beyond the bounds of fair use or other exemptions to copyright law must be obtained from the copyright holder.en_US
dc.subjectdisability concealabilityen_US
dc.subjectraceen_US
dc.subjectperceived trustworthinessen_US
dc.subjectpromotabilityen_US
dc.subjecttardinessen_US
dc.titleWho Gets the Benefit of the Doubt? Tardiness, Trust, and Promotions Disability Concealability and Raceen_US
dc.typeThesisen_US
dc.type.materialTexten_US
thesis.degree.departmentPsychologyen_US
thesis.degree.disciplineSocial Sciencesen_US
thesis.degree.grantorRice Universityen_US
thesis.degree.levelMastersen_US
thesis.degree.nameMaster of Artsen_US
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