The present study examined nontraditional career modeling from the perspective of social categorization and subtyping theories. Its main objective was to isolate the discrete, additive, and interactive effects of the ...

This study investigated feedback sign's relationship with performance, satisfaction, and self-efficacy. It was expected that the magnitude of feedback sign's influence would differ by feedback type, personality, and with ...

This research proposes a revised conceptualization of the construct of diversity in groups to include both the traditional, objective diversity as well as perceptual, subjective diversity. Theoretical rationale for the ...

The main objective of this research was to determine whether differences between group and individual accuracy on behavioral rating tasks are due to differences in memory sensitivity or to systematic differences in the ...

Recent research suggests that displays of discrimination have changed from expressions that were once very overt in nature to expressions that are more subtle and involve interpersonal behaviors (Hebl, Foster, Mannix, ...

Affect has been theoretically important to charismatic leadership for over 80 years as Weber (1920) referred to the emotion, passion, and devotion that ensue from charismatic authority, and is still evident in modern ...

Previous research has demonstrated that raters evaluate the performance of older and younger targets differently as a function of the raters' ages (e.g., Shore, Cleveland, & Goldberg, 2003). This discrepancy may result ...

Previous research has examined a number constructs that are associated with the experience of discrimination; however, previous studies are limited in three ways. First, most research has focused on determining the attitudinal ...

The current study focuses on understanding how individuals perceive bias. Using fictitious candidates for a job in differently discriminating companies, this study investigated three sets of factors hypothesized to contribute ...

Two experiments were conducted to evaluate the effect of skin color on subsequent ratings of job suitability and to evaluate the influence trait based stereotypes have on these ratings. Results showed that the effect of ...