Gergely Czukor - Academia.edu (original) (raw)

Papers by Gergely Czukor

Asian journal of social psychology, Mar 19, 2024

Asosjournal, 2023

The aim of this study is to investigate the effects of learning agility on job satisfaction and j... more The aim of this study is to investigate the effects of learning agility on job satisfaction and job performance, considering the moderating roles of the big five personality traits on these relationships. A survey study was conducted with 116 participants working in various sectors in Istanbul, Turkey. The results indicated that learning agility was highly correlated with job satisfaction and job performance. However, multivariate analysis of variance showed that learning agility was a significant predictor only of job satisfaction but not performance. Emotional stability and extraversion were significant moderators in the relationship between learning agility and job satisfaction: the magnitude of the relationship increased among extroverts and, unexpectedly, among employees with low scores of emotional stability (high neuroticism). For practical implications, we suggest that learning agility should be considered as an individual difference attribute in recruiting, selecting, and retaining talents as it strongly linked with job satisfaction. 1 Bu makale tezden yazılmıştır.

Istanbul Bilgi University, Oct 4, 2021

British Journal of Social Psychology, Mar 1, 2010

Three studies were conducted to examine the predictions that (a) in-group identification depends ... more Three studies were conducted to examine the predictions that (a) in-group identification depends on optimal distinctiveness needs (Study 1), and (b) that social identity threat overrides the predictive value of these needs to determine identification (Studies 2 and 3). In Study 1, need for assimilation and need for differentiation were assessed among natural groups. We found support for the optimal distinctiveness theory (ODT) prediction that there is a curvilinear relationship between identification and optimal distinctiveness needs satisfaction. In Studies 2 and 3, interactive effects of the extent to which groups satisfy assimilation and differentiation needs (groups are either too small, of moderate size, or too large) and social identity threat were examined. In the no identity threat condition identification was higher in moderately sized groups (where both needs are balances) compared to groups were either assimilation or differentiation dominates. However, when facing an identity threat, identification was highest in very small groups, providing evidence that social identity concerns override individual need satisfaction. Discussion focuses on comparing and integrating ODT and social identity theory.

This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations i... more This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations in terms of the implications of shared identity between the leader and the followers (team and/or gender). Four experiments assessed followers' attitudes toward their leaders when the leaders' genders were under conditions of stereotype threat as compared to advantage (Studies 1 and 2), nothreat (Study 3) or control (Study 4). Experimental conditions were invoked using text-based stereotype manipulations. In Study 1 (where stereotypes favoured male leaders, thus implicitly representing threat for females) and Study 2 (where stereotypes manipulated advantage/threat for both genders), undergraduates in mixed-sex teams rated team leaders' presentations. In Study 3, undergraduates in single-sex teams (under conditions of stereotype threat or no-threat) predicted their team leader's performance, indicated leader-follower proximity (leader's prototypicality, leader identification and collective threat), and reported perceived self-efficacy for leadership. Similar measures were obtained in Study 4, where corporate employees selected an effective leader from their

Asosjournal, 2022

Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisin... more Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisindeki rolünü araştırmakta ve bunun yanında yeni deneyimlere açıklığın tamamlayıcı yordayıcı olarak içeriğini test etmektedir. Karma model doğrusal analiz yöntemi uygulanmış ve anket yoluyla İstanbul'da özel bir teknoloji firmasında çalışan kişilere ulaşılmıştır (N=100). Otantik liderliğin; hayat tatmini, olumlu duygulanım ve yaratıcı katılımın pozitif bir yordayıcısı olduğu bulunmuştur. Olumlu duygulanım yaratıcı işe katılımın anlamlı bir yordayıcısı olduğu ama hayat tatmininin anlamlı bir yordayıcısı olmadığı ortaya konmuştur. Değişkenler Guliford puanlarıyla alakasız olarak seçilmiş. Otantik liderlik ve açıklığın anlamlı olmayan ya da marjinal dolaylı yoldan yaratıcı işe katılım ve olumlu duygulanımla anlamlı bir şekilde ilişkili olduğu sonucu çıkarılmıştır. Bu çalışma otantik liderliğin ve yaratıcılık açıklığın altında yatan mekanizmaların etkisine dikkat çekmekte ve bu etkileri liderliğin otantikliğine atfederken dikkatli olunması gerektiğine vurgu yapmaktadır.

Proceedings - Academy of Management, Aug 1, 2022

UMT education review, Dec 23, 2020

The aim of this experimental study was to examine how undergraduate students as participants reso... more The aim of this experimental study was to examine how undergraduate students as participants resolve a conflict in response to authority status manipulation of the opponent person (low: a fellow student; high: a university professor), considering the moderating role of participants' personality traits. 320 Psychology undergraduate students from Istanbul Bilgi University, aged 19-23 participated in an online survey. The participants first completed the Turkish version of the NEO-FFI and then they completed the modified Turkish version of the Thomas-Kilmann Mode Instrument (TKI). It was hypothesised that highly agreeable participants who were faced with a professor in a conflict would show a accommodating resolution style. Whereas extroverted participants who faced a fellow student in were predicted to display competitiveness in the conflict. A moderated regression analysis was applied. The results showed the opposite effects, students who were in conflict with the professor were more competitive and students who were in conflict with fellow students showed more accommodation. Limitations and future research possibilities are also discussed.

We investigated the effects of leaders' emotional regulation request (suppression or cognitive re... more We investigated the effects of leaders' emotional regulation request (suppression or cognitive reappraisal) on follower's felt and expressed anger and attitudes, as well as the effect of follower's expressed anger on leaders' attitudes toward followers. Study 1 using a 2x3 experimental design, examined the role of a hypothetical female/male leader's suppression/cognitive-reappraisal request following the delivery of bad news on followers' (229 undergraduates) felt/expressed anger and attitudes toward the leader. Results indicated that leader's reappraisal request was more successful in decreasing felt anger compared to a control condition as well as decreasing expressed anger compared to both suppression request and control condition. Female leaders who requested suppression were evaluated less favorably than male leaders when followers held stereotypical attitudes towards female leadership. Study 2 showed that leaders' (n = 32 executives) are more likely to perceive the expressed anger of followers' and develop negative attitudes towards them following a suppression versus a reappraisal request. We found that regardless of followers' gender, leaders' attitudes were more positive when perceived follower anger was low.

Industrial and Organizational Psychology, Sep 1, 2014

In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat... more In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat is a useful construct for organizational psychology research and practice, largely due to its negative effect on organizational attitudes (i.e., disidentification). We agree that stereotype threat research should not be confined to the boundaries of laboratories. However, we argue that Kalokerinos and colleagues are casting too wide a net, and field research on stereotype threat would benefit from considering the following three design issues: (a) Actual or potential deficits in performance domains should be identified to examine the mechanism with which stereotype threat affects organizational attitudes; (b) stereotype threat effects should be differentiated from the more general social category membership (e.g., priming) effects to avoid confounding the two; (c) the role of subjective performance appraisal in stereotype threat effects should be examined because as a high stakes organizational practice it is likely to create vulnerability to stereotype threat and curb one's career advancement.

the Journal of Academic Social Sciences

the Journal of Academic Social Sciences, 2022

Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisin... more Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisindeki rolünü araştırmakta ve bunun yanında yeni deneyimlere açıklığın tamamlayıcı yordayıcı olarak içeriğini test etmektedir. Karma model doğrusal analiz yöntemi uygulanmış ve anket yoluyla İstanbul'da özel bir teknoloji firmasında çalışan kişilere ulaşılmıştır (N=100). Otantik liderliğin; hayat tatmini, olumlu duygulanım ve yaratıcı katılımın pozitif bir yordayıcısı olduğu bulunmuştur. Olumlu duygulanım yaratıcı işe katılımın anlamlı bir yordayıcısı olduğu ama hayat tatmininin anlamlı bir yordayıcısı olmadığı ortaya konmuştur. Değişkenler Guliford puanlarıyla alakasız olarak seçilmiş. Otantik liderlik ve açıklığın anlamlı olmayan ya da marjinal dolaylı yoldan yaratıcı işe katılım ve olumlu duygulanımla anlamlı bir şekilde ilişkili olduğu sonucu çıkarılmıştır. Bu çalışma otantik liderliğin ve yaratıcılık açıklığın altında yatan mekanizmaların etkisine dikkat çekmekte ve bu etkileri liderliğin otantikliğine atfederken dikkatli olunması gerektiğine vurgu yapmaktadır.

UMT Education Review, 2020

The aim of this experimental study was to examine how undergraduate students as participants reso... more The aim of this experimental study was to examine how undergraduate students as participants resolve a conflict in response to authority status manipulation of the opponent person (low: a fellow student; high: a university professor), considering the moderating role of participants’ personality traits. 320 Psychology undergraduate students from Istanbul Bilgi University, aged 19-23 participated in an online survey. The participants first completed the Turkish version of the NEO-FFIand then they completed the modified Turkish version of the Thomas-Kilmann Mode Instrument (TKI). It was hypothesised that highly agreeable participants who were faced with a professor in a conflict would show a accommodating resolution style. Whereas extroverted participants who faced a fellow student inwere predicted to displaycompetitiveness in the conflict. A moderated regression analysis was applied. The results showed the opposite effects, students who were in conflict with the professor were more c...

We investigated the effects of leaders’ emotional regulation request (suppression or cognitive re... more We investigated the effects of leaders’ emotional regulation request (suppression or cognitive reappraisal) on follower’s felt and expressed anger and attitudes, as well as the effect of follower’s expressed anger on leaders’ attitudes toward followers. Study 1 using a 2x3 experimental design, examined the role of a hypothetical female/male leader’s suppression/cognitive-reappraisal request following the delivery of bad news on followers’ (229 undergraduates) felt/expressed anger and attitudes toward the leader. Results indicated that leader’s reappraisal request was more successful in decreasing felt anger compared to a control condition as well as decreasing expressed anger compared to both suppression request and control condition. Female leaders who requested suppression were evaluated less favorably than male leaders when followers held stereotypical attitudes towards female leadership. Study 2 showed that leaders’ (n = 32 executives) are more likely to perceive the expressed a...

This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations i... more This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations in terms of the implications of shared identity between the leader and the followers (team and/or gender). Four experiments assessed followers’ attitudes toward their leaders when the leaders’ genders were under conditions of stereotype threat as compared to advantage (Studies 1 and 2), nothreat (Study 3) or control (Study 4). Experimental conditions were invoked using text-based stereotype manipulations. In Study 1 (where stereotypes favoured male leaders, thus implicitly representing threat for females) and Study 2 (where stereotypes manipulated advantage/threat for both genders), undergraduates in mixed-sex teams rated team leaders’ presentations. In Study 3, undergraduates in single-sex teams (under conditions of stereotype threat or no-threat) predicted their team leader’s performance, indicated leader-follower proximity (leader’s prototypicality, leader identification and collective...

Istanbul Bilgi University, 2021

Academy of Management Proceedings, 2014

ABSTRACT http://proceedings.aom.org/content/2014/1/17314.short Using a 2X2 experimental design we... more ABSTRACT http://proceedings.aom.org/content/2014/1/17314.short Using a 2X2 experimental design we investigated the effects of leader’s emotional regulation requests following bad news on follower felt anger, expressed anger and attitudes toward the leader, in light of leaders gender, follower’s chronic emotion regulation strategies, and implicit prejudice toward female leadership. Participants assumed the role of an intern who was expecting a job offer, but rejected by the leader with an email and who requested them to suppress or reappraise their emotions. Participants responded to the bad news with a reply email which they did or did not express their anger as well as reported their felt anger and their attitudes towards the leader. Results indicated that suppression request by the leader had a negative effect on felt anger, expressed anger and attitudes towards the leader. The effect of emotional regulation request on expressed anger was mediated by follower felt anger and the effect on attitudes were mediated by both felt and expressed anger. Furthermore, a match between requested reappraisal strategy and chronically used reappraisal strategy was more successful in buffering expressed anger. Finally, female leaders were preferred more when they used reappraisal rather than suppression when followers were prejudiced towards female leadership.

Industrial and Organizational Psychology, 2014

In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat... more In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat is a useful construct for organizational psychology research and practice, largely due to its negative effect on organizational attitudes (i.e., disidentification). We agree that stereotype threat research should not be confined to the boundaries of laboratories. However, we argue that Kalokerinos and colleagues are casting too wide a net, and field research on stereotype threat would benefit from considering the following three design issues: (a) Actual or potential deficits in performance domains should be identified to examine the mechanism with which stereotype threat affects organizational attitudes; (b) stereotype threat effects should be differentiated from the more general social category membership (e.g., priming) effects to avoid confounding the two; (c) the role of subjective performance appraisal in stereotype threat effects should be examined because as a high stakes organizational practice it is likely to create vulnerability to stereotype threat and curb one's career advancement.

British Journal of Social Psychology, 2010

Three studies were conducted to examine the predictions that (a) in-group identification depends ... more Three studies were conducted to examine the predictions that (a) in-group identification depends on optimal distinctiveness needs (Study 1), and (b) that social identity threat overrides the predictive value of these needs to determine identification (Studies 2 and 3). In Study 1, need for assimilation and need for differentiation were assessed among natural groups. We found support for the optimal distinctiveness theory (ODT) prediction that there is a curvilinear relationship between identification and optimal distinctiveness needs satisfaction. In Studies 2 and 3, interactive effects of the extent to which groups satisfy assimilation and differentiation needs (groups are either too small, of moderate size, or too large) and social identity threat were examined. In the no identity threat condition identification was higher in moderately sized groups (where both needs are balances) compared to groups were either assimilation or differentiation dominates. However, when facing an identity threat, identification was highest in very small groups, providing evidence that social identity concerns override individual need satisfaction. Discussion focuses on comparing and integrating ODT and social identity theory.

Proceedings - Academy of Management, Aug 1, 2022

Asian journal of social psychology, Mar 19, 2024

Asosjournal, 2023

The aim of this study is to investigate the effects of learning agility on job satisfaction and j... more The aim of this study is to investigate the effects of learning agility on job satisfaction and job performance, considering the moderating roles of the big five personality traits on these relationships. A survey study was conducted with 116 participants working in various sectors in Istanbul, Turkey. The results indicated that learning agility was highly correlated with job satisfaction and job performance. However, multivariate analysis of variance showed that learning agility was a significant predictor only of job satisfaction but not performance. Emotional stability and extraversion were significant moderators in the relationship between learning agility and job satisfaction: the magnitude of the relationship increased among extroverts and, unexpectedly, among employees with low scores of emotional stability (high neuroticism). For practical implications, we suggest that learning agility should be considered as an individual difference attribute in recruiting, selecting, and retaining talents as it strongly linked with job satisfaction. 1 Bu makale tezden yazılmıştır.

Istanbul Bilgi University, Oct 4, 2021

British Journal of Social Psychology, Mar 1, 2010

Three studies were conducted to examine the predictions that (a) in-group identification depends ... more Three studies were conducted to examine the predictions that (a) in-group identification depends on optimal distinctiveness needs (Study 1), and (b) that social identity threat overrides the predictive value of these needs to determine identification (Studies 2 and 3). In Study 1, need for assimilation and need for differentiation were assessed among natural groups. We found support for the optimal distinctiveness theory (ODT) prediction that there is a curvilinear relationship between identification and optimal distinctiveness needs satisfaction. In Studies 2 and 3, interactive effects of the extent to which groups satisfy assimilation and differentiation needs (groups are either too small, of moderate size, or too large) and social identity threat were examined. In the no identity threat condition identification was higher in moderately sized groups (where both needs are balances) compared to groups were either assimilation or differentiation dominates. However, when facing an identity threat, identification was highest in very small groups, providing evidence that social identity concerns override individual need satisfaction. Discussion focuses on comparing and integrating ODT and social identity theory.

This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations i... more This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations in terms of the implications of shared identity between the leader and the followers (team and/or gender). Four experiments assessed followers' attitudes toward their leaders when the leaders' genders were under conditions of stereotype threat as compared to advantage (Studies 1 and 2), nothreat (Study 3) or control (Study 4). Experimental conditions were invoked using text-based stereotype manipulations. In Study 1 (where stereotypes favoured male leaders, thus implicitly representing threat for females) and Study 2 (where stereotypes manipulated advantage/threat for both genders), undergraduates in mixed-sex teams rated team leaders' presentations. In Study 3, undergraduates in single-sex teams (under conditions of stereotype threat or no-threat) predicted their team leader's performance, indicated leader-follower proximity (leader's prototypicality, leader identification and collective threat), and reported perceived self-efficacy for leadership. Similar measures were obtained in Study 4, where corporate employees selected an effective leader from their

Asosjournal, 2022

Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisin... more Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisindeki rolünü araştırmakta ve bunun yanında yeni deneyimlere açıklığın tamamlayıcı yordayıcı olarak içeriğini test etmektedir. Karma model doğrusal analiz yöntemi uygulanmış ve anket yoluyla İstanbul'da özel bir teknoloji firmasında çalışan kişilere ulaşılmıştır (N=100). Otantik liderliğin; hayat tatmini, olumlu duygulanım ve yaratıcı katılımın pozitif bir yordayıcısı olduğu bulunmuştur. Olumlu duygulanım yaratıcı işe katılımın anlamlı bir yordayıcısı olduğu ama hayat tatmininin anlamlı bir yordayıcısı olmadığı ortaya konmuştur. Değişkenler Guliford puanlarıyla alakasız olarak seçilmiş. Otantik liderlik ve açıklığın anlamlı olmayan ya da marjinal dolaylı yoldan yaratıcı işe katılım ve olumlu duygulanımla anlamlı bir şekilde ilişkili olduğu sonucu çıkarılmıştır. Bu çalışma otantik liderliğin ve yaratıcılık açıklığın altında yatan mekanizmaların etkisine dikkat çekmekte ve bu etkileri liderliğin otantikliğine atfederken dikkatli olunması gerektiğine vurgu yapmaktadır.

Proceedings - Academy of Management, Aug 1, 2022

UMT education review, Dec 23, 2020

The aim of this experimental study was to examine how undergraduate students as participants reso... more The aim of this experimental study was to examine how undergraduate students as participants resolve a conflict in response to authority status manipulation of the opponent person (low: a fellow student; high: a university professor), considering the moderating role of participants' personality traits. 320 Psychology undergraduate students from Istanbul Bilgi University, aged 19-23 participated in an online survey. The participants first completed the Turkish version of the NEO-FFI and then they completed the modified Turkish version of the Thomas-Kilmann Mode Instrument (TKI). It was hypothesised that highly agreeable participants who were faced with a professor in a conflict would show a accommodating resolution style. Whereas extroverted participants who faced a fellow student in were predicted to display competitiveness in the conflict. A moderated regression analysis was applied. The results showed the opposite effects, students who were in conflict with the professor were more competitive and students who were in conflict with fellow students showed more accommodation. Limitations and future research possibilities are also discussed.

We investigated the effects of leaders' emotional regulation request (suppression or cognitive re... more We investigated the effects of leaders' emotional regulation request (suppression or cognitive reappraisal) on follower's felt and expressed anger and attitudes, as well as the effect of follower's expressed anger on leaders' attitudes toward followers. Study 1 using a 2x3 experimental design, examined the role of a hypothetical female/male leader's suppression/cognitive-reappraisal request following the delivery of bad news on followers' (229 undergraduates) felt/expressed anger and attitudes toward the leader. Results indicated that leader's reappraisal request was more successful in decreasing felt anger compared to a control condition as well as decreasing expressed anger compared to both suppression request and control condition. Female leaders who requested suppression were evaluated less favorably than male leaders when followers held stereotypical attitudes towards female leadership. Study 2 showed that leaders' (n = 32 executives) are more likely to perceive the expressed anger of followers' and develop negative attitudes towards them following a suppression versus a reappraisal request. We found that regardless of followers' gender, leaders' attitudes were more positive when perceived follower anger was low.

Industrial and Organizational Psychology, Sep 1, 2014

In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat... more In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat is a useful construct for organizational psychology research and practice, largely due to its negative effect on organizational attitudes (i.e., disidentification). We agree that stereotype threat research should not be confined to the boundaries of laboratories. However, we argue that Kalokerinos and colleagues are casting too wide a net, and field research on stereotype threat would benefit from considering the following three design issues: (a) Actual or potential deficits in performance domains should be identified to examine the mechanism with which stereotype threat affects organizational attitudes; (b) stereotype threat effects should be differentiated from the more general social category membership (e.g., priming) effects to avoid confounding the two; (c) the role of subjective performance appraisal in stereotype threat effects should be examined because as a high stakes organizational practice it is likely to create vulnerability to stereotype threat and curb one's career advancement.

the Journal of Academic Social Sciences

the Journal of Academic Social Sciences, 2022

Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisin... more Bu çalışma öznel iyi oluş halinin aracı değişken olarak otantik liderlik ve yaratıcılık ilişkisindeki rolünü araştırmakta ve bunun yanında yeni deneyimlere açıklığın tamamlayıcı yordayıcı olarak içeriğini test etmektedir. Karma model doğrusal analiz yöntemi uygulanmış ve anket yoluyla İstanbul'da özel bir teknoloji firmasında çalışan kişilere ulaşılmıştır (N=100). Otantik liderliğin; hayat tatmini, olumlu duygulanım ve yaratıcı katılımın pozitif bir yordayıcısı olduğu bulunmuştur. Olumlu duygulanım yaratıcı işe katılımın anlamlı bir yordayıcısı olduğu ama hayat tatmininin anlamlı bir yordayıcısı olmadığı ortaya konmuştur. Değişkenler Guliford puanlarıyla alakasız olarak seçilmiş. Otantik liderlik ve açıklığın anlamlı olmayan ya da marjinal dolaylı yoldan yaratıcı işe katılım ve olumlu duygulanımla anlamlı bir şekilde ilişkili olduğu sonucu çıkarılmıştır. Bu çalışma otantik liderliğin ve yaratıcılık açıklığın altında yatan mekanizmaların etkisine dikkat çekmekte ve bu etkileri liderliğin otantikliğine atfederken dikkatli olunması gerektiğine vurgu yapmaktadır.

UMT Education Review, 2020

The aim of this experimental study was to examine how undergraduate students as participants reso... more The aim of this experimental study was to examine how undergraduate students as participants resolve a conflict in response to authority status manipulation of the opponent person (low: a fellow student; high: a university professor), considering the moderating role of participants’ personality traits. 320 Psychology undergraduate students from Istanbul Bilgi University, aged 19-23 participated in an online survey. The participants first completed the Turkish version of the NEO-FFIand then they completed the modified Turkish version of the Thomas-Kilmann Mode Instrument (TKI). It was hypothesised that highly agreeable participants who were faced with a professor in a conflict would show a accommodating resolution style. Whereas extroverted participants who faced a fellow student inwere predicted to displaycompetitiveness in the conflict. A moderated regression analysis was applied. The results showed the opposite effects, students who were in conflict with the professor were more c...

We investigated the effects of leaders’ emotional regulation request (suppression or cognitive re... more We investigated the effects of leaders’ emotional regulation request (suppression or cognitive reappraisal) on follower’s felt and expressed anger and attitudes, as well as the effect of follower’s expressed anger on leaders’ attitudes toward followers. Study 1 using a 2x3 experimental design, examined the role of a hypothetical female/male leader’s suppression/cognitive-reappraisal request following the delivery of bad news on followers’ (229 undergraduates) felt/expressed anger and attitudes toward the leader. Results indicated that leader’s reappraisal request was more successful in decreasing felt anger compared to a control condition as well as decreasing expressed anger compared to both suppression request and control condition. Female leaders who requested suppression were evaluated less favorably than male leaders when followers held stereotypical attitudes towards female leadership. Study 2 showed that leaders’ (n = 32 executives) are more likely to perceive the expressed a...

This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations i... more This thesis explores the effects of gender-based leader stereotypes on leaderfollower relations in terms of the implications of shared identity between the leader and the followers (team and/or gender). Four experiments assessed followers’ attitudes toward their leaders when the leaders’ genders were under conditions of stereotype threat as compared to advantage (Studies 1 and 2), nothreat (Study 3) or control (Study 4). Experimental conditions were invoked using text-based stereotype manipulations. In Study 1 (where stereotypes favoured male leaders, thus implicitly representing threat for females) and Study 2 (where stereotypes manipulated advantage/threat for both genders), undergraduates in mixed-sex teams rated team leaders’ presentations. In Study 3, undergraduates in single-sex teams (under conditions of stereotype threat or no-threat) predicted their team leader’s performance, indicated leader-follower proximity (leader’s prototypicality, leader identification and collective...

Istanbul Bilgi University, 2021

Academy of Management Proceedings, 2014

ABSTRACT http://proceedings.aom.org/content/2014/1/17314.short Using a 2X2 experimental design we... more ABSTRACT http://proceedings.aom.org/content/2014/1/17314.short Using a 2X2 experimental design we investigated the effects of leader’s emotional regulation requests following bad news on follower felt anger, expressed anger and attitudes toward the leader, in light of leaders gender, follower’s chronic emotion regulation strategies, and implicit prejudice toward female leadership. Participants assumed the role of an intern who was expecting a job offer, but rejected by the leader with an email and who requested them to suppress or reappraise their emotions. Participants responded to the bad news with a reply email which they did or did not express their anger as well as reported their felt anger and their attitudes towards the leader. Results indicated that suppression request by the leader had a negative effect on felt anger, expressed anger and attitudes towards the leader. The effect of emotional regulation request on expressed anger was mediated by follower felt anger and the effect on attitudes were mediated by both felt and expressed anger. Furthermore, a match between requested reappraisal strategy and chronically used reappraisal strategy was more successful in buffering expressed anger. Finally, female leaders were preferred more when they used reappraisal rather than suppression when followers were prejudiced towards female leadership.

Industrial and Organizational Psychology, 2014

In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat... more In their focal article, Kalokerinos, von Hippel, and Zacher (2014) suggest that stereotype threat is a useful construct for organizational psychology research and practice, largely due to its negative effect on organizational attitudes (i.e., disidentification). We agree that stereotype threat research should not be confined to the boundaries of laboratories. However, we argue that Kalokerinos and colleagues are casting too wide a net, and field research on stereotype threat would benefit from considering the following three design issues: (a) Actual or potential deficits in performance domains should be identified to examine the mechanism with which stereotype threat affects organizational attitudes; (b) stereotype threat effects should be differentiated from the more general social category membership (e.g., priming) effects to avoid confounding the two; (c) the role of subjective performance appraisal in stereotype threat effects should be examined because as a high stakes organizational practice it is likely to create vulnerability to stereotype threat and curb one's career advancement.

British Journal of Social Psychology, 2010

Three studies were conducted to examine the predictions that (a) in-group identification depends ... more Three studies were conducted to examine the predictions that (a) in-group identification depends on optimal distinctiveness needs (Study 1), and (b) that social identity threat overrides the predictive value of these needs to determine identification (Studies 2 and 3). In Study 1, need for assimilation and need for differentiation were assessed among natural groups. We found support for the optimal distinctiveness theory (ODT) prediction that there is a curvilinear relationship between identification and optimal distinctiveness needs satisfaction. In Studies 2 and 3, interactive effects of the extent to which groups satisfy assimilation and differentiation needs (groups are either too small, of moderate size, or too large) and social identity threat were examined. In the no identity threat condition identification was higher in moderately sized groups (where both needs are balances) compared to groups were either assimilation or differentiation dominates. However, when facing an identity threat, identification was highest in very small groups, providing evidence that social identity concerns override individual need satisfaction. Discussion focuses on comparing and integrating ODT and social identity theory.

Proceedings - Academy of Management, Aug 1, 2022