Joel Nadler - Academia.edu (original) (raw)
Papers by Joel Nadler
The International Journal of Teaching and Learning in Higher Education, 2011
Applied Research Consultants (ARC) is a graduate student run consulting firm that provides experi... more Applied Research Consultants (ARC) is a graduate student run consulting firm that provides experience to students in evaluation and consultation. An overview of this program has been compiled in order to serve as a model of a graduate training practicum that could be applied to similar programs or aid in the development of such programs. Key performance aspects are described in detail to assist in implementation by departments in various higher education programs.
International Journal for Service Learning in Engineering, Humanitarian Engineering and Social Entrepreneurship
The Senior Capstone Design course is one of the most important in the four-year industrial engine... more The Senior Capstone Design course is one of the most important in the four-year industrial engineering curriculum. The course concludes the Industrial Engineering (IE) student’s undergraduate studies, satisfying the Accreditation Board of Engineering and Technology’s (ABET) requirements and allowing students to work in collaborative teams. Service-learning is an educational approach that integrates academics with community service; students apply classroom content to community problems, thereby enhancing learning while providing needed services to underserved populations. The proposed service-learning aims to address all the ABET requirements as well as involve a collaborative research partnership in which students conduct research to meet a community organization’s needs. The deliverables for this project include (1) a detailed report describing the design, analysis, performance, and alternative approaches, (2) the physical prototype developed by the team, and (3) a network of expe...
Industrial and Organizational Psychology
The focal article (Lapierre et al., 2018) highlights many good suggestions but only briefly menti... more The focal article (Lapierre et al., 2018) highlights many good suggestions but only briefly mentions partnering with an academically trained internal industrial and organizational (I-O) practitioner. We believe beginning a partnership with a similarly trained ally well-versed through training in academic language and through experience in “business speak” will yield a stronger end result. The appreciation for an internal I-O practitioner should not go overlooked; when an academic partners with the right practitioner in the right environment, the partnership can be mutually beneficial and more rewarding than other options. For instance, recently we collaborated to set up a partnership for scientific discovery and mutual interest that involved 12 teams representing 14 different institutions spanning academe and practice to conduct a machine learning competition. This partnership enabled many academics and practitioners access to a complex organizational dataset in order to contribute ...
The present article reports the results of a meso-analysis of nine student replication projects o... more The present article reports the results of a meso-analysis of nine student replication projects of Elliot et al.’s (2010) findings from Experiment 3, that women were more attracted to photographs of men with red borders (total N = 640). The eight student projects were part of the Collaborative Replication and Education Project (CREP; https://osf,io/wfc6u/), a research crowdsourcing project for undergraduate students. All replications were reviewed by experts to ensure high quality data, and were pre-registered prior to data collection. Results of this meso-analysis showed no effect of red on attractiveness ratings for either perceived attractiveness (mean ratings difference = -0.07, 95% CI [-0.31, 0.16]) or sexual attractiveness (mean ratings difference = -0.06, 95% CI [-0.36, 0.24]); this null result held with and without Elliot et al.’s (2010) data included in analyses. Exploratory analyses examining whether being in a relationship moderated the effect of color on attractiveness r...
Management Research Review
Purpose The purpose of this study was to examine how interview support materials provided on a co... more Purpose The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA. Design/methodology/approach This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant interview would be with a potential peer, or interview would be with a potential supervisor) and post-manipulation measures (OA perception, trait anxiety, demographics). Findings This study’s results indicated that interviewer characteristics (peer or supervisor) were not significant; however, women and individuals with a lower socio-economic (SES) status found organizations to be more attractive w...
Journal of Psychology Research
Individuals in the workplace can have a difficult time advancing both career and family, and this... more Individuals in the workplace can have a difficult time advancing both career and family, and this remains especially true for women. The decision to forego or delay a relationship in favor of advancement at work can have a detrimental impact on satisfaction. A national sample (N = 3504) was examined for sex differences in delaying relationships and the resulting impact on life and job satisfaction. An interaction was found between sex and delaying relationship commitments in relation to pay satisfaction. Men who had not delayed committing to a relationship were significantly more satisfied with pay than those who delayed. However, women did not show this difference. Men and women who delayed a relationship displayed significantly lower levels of life satisfaction. Women also reported lower earnings and more family stress, but also reported higher levels of job satisfaction. Overall, delay of marriage and family can lead a decrease in pay satisfaction, life and family satisfaction and an increase in stress.
Http Dx Doi Org 10 1080 10538720 2012 722504, Oct 1, 2012
ABSTRACT “Don't Ask, Don't Tell” was devised to combat the perceived costs associ... more ABSTRACT “Don't Ask, Don't Tell” was devised to combat the perceived costs associated with gays and lesbians openly serving in the military, including low unit cohesion, damage to the military's reputation, and the general population's lack of acceptance for homosexuals serving (Belkin, 2008). However, recent polls and policy reversal have shown growing public support for homosexuals being allowed to serve openly. Interestingly, the amount of support has varied as a function of question wording. Two polls conducted by CBS News found support for homosexuals serving in the military varied with greater support for “gays and lesbians” compared to “homosexuals.” Two studies were conducted to further examine the effect of terminology on reported support. Two samples reported opinions for homosexual civil rights issues. Sexual orientation was described using the terms gay men and lesbians, homosexuals, gay men, or lesbians. Percentage differences were found to be greater than those reported in the CBS polls, as wording choice had an effect on reported openness regarding homosexual civil rights. These differences indicate that it is important to consider precise terminology usage when measuring opinions. Levels of support, stereotypes activated, and the relationship between support for civil rights and general levels of prejudice were examined.
North American Journal of Psychology, Jun 1, 2014
Social Psychology of Education, Apr 19, 2013
ABSTRACT To address the stranger-to-stranger critique of stereotyping research, psychology studen... more ABSTRACT To address the stranger-to-stranger critique of stereotyping research, psychology students (n=139)(n= 139)(n=139) and law students (n=58)(n = 58)(n=58) rated photographs of familiar or unfamiliar male or female professors on competence. Results from Study 1 indicated that familiar male psychology faculty were rated as more competent than were familiar female faculty, whereas unfamiliar female faculty were rated as more competent than unfamiliar male faculty. By contrast, in Study 2, familiarity had a stronger positive effect on competence ratings of female faculty than it did for male faculty. Among psychology students, familiarity increased sex bias against female faculty, whereas among law students familiarity decreased sex bias. Together, these studies call into question the stranger-to-stranger critique of stereotyping research. Our findings have direct implications for the context of student evaluations. In male-dominated disciplines it is important for students to be exposed to female instructors in order to reduce pre-existing biases against such instructors.
North American Journal of Psychology, Jun 1, 2012
Journal of Instructional Psychology, Dec 1, 2010
Http Dx Doi Org 10 1080 00221309 2014 994590, Apr 2, 2015
Likert-type scales are commonly used when assessing attitudes, personality characteristics, and o... more Likert-type scales are commonly used when assessing attitudes, personality characteristics, and other psychological variables. This study examined the effect of varying the number of response options on the same set of 28 attitudinal items. Participants answered items using either a 4-point scale (forced choice), a 5-point scale that included a "neither" mid-point, or a 4-point scale with an option of "no opinion" presented after the item. The questionnaire also included an item asking participants what they believe the midpoint in a scale indicated. As predicted, participants' interpretations of the midpoint varied widely with the most common responses being: "no opinion," "don't care," "unsure," "neutral," "equal/both," and "neither." The quantitative results showed that participants' levels of item endorsement varied based on the response options offered. For example, "neither" was chosen more often than "no opinion" on all of the items.
ABSTRACT Explicit gender bias has been found using both experiments and field studies to favor me... more ABSTRACT Explicit gender bias has been found using both experiments and field studies to favor men in hiring, promotion, and career opportunities (Eagly & Carli, 2007), but experimental studies have been criticized for over generalizing results obtained from a "stranger-to-stranger" paradigm (Copus, 2005; Landy, 2008). Landy (2008) argues that gender biases become negligible when raters are familiar with ratees. Additionally, Landy questioned the use of implicit measures to examine bias. Implicit or unconscious bias refers to a cognitive preference for one category over another, such as taking longer to associate female terms with managerial terms on a computerized task, and has also been shown to impact organizational decision making regarding women (Rudman & Kilianski, 2000). Implicit bias measures are often more predictive when bias may be socially undesirable. The goal of this research is to examine the effects of familiarity on automatic or unconscious gender bias. Study 1 examines associations between implicit and explicit measures of gender bias with evaluations of male and female job applicants who engage in agentic, negotiation behavior or not. It was expected that agentic (negotiating) female job applicants, compared to others, would suffer a backlash on ratings of communal traits and that this effect will be exacerbated by individual differences in implicit and explicit gender bias. An effect was found of negotiating being associated with higher agentic traits and lower overall ratings. Negotiating and gender did not interact, however the study did find women were rated as more communal than men. In Study 2 participants completed an Implicit Association Task (IAT) matching unfamiliar and familiar pictures of men and women with agentic and communal terms. It was expected that gender bias towards women would be stronger in the unfamiliar condition than in the familiar condition. Results indicated that there was a consistent bias against associating women with agentic terms and this effect was not influenced by familiarity. In Study 3, participants completed a gender-bias IAT and then read a scenario describing either a man or woman who is being evaluated for a promotion. They were asked to free recall positive and negative outcomes and attributes associated with the person in the scenario. It was expected that participants who have an implicit bias against women would remember negative events from the female scenario more easily than from the male scenario. There was a gender effect with participants remembering more negative events and less positive events when the employee was female compare to when the employee was male. Across all three studies differences were found between explicit and implicit measurements of gender bias. These three studies help us better understand relationships between implicit and explicit gender bias in the workplace. Additionally, Study 2 addressed criticism of gender bias findings ignoring familiarity.
North American Journal of Psychology, Dec 1, 2013
The International Journal of Teaching and Learning in Higher Education, 2011
Applied Research Consultants (ARC) is a graduate student run consulting firm that provides experi... more Applied Research Consultants (ARC) is a graduate student run consulting firm that provides experience to students in evaluation and consultation. An overview of this program has been compiled in order to serve as a model of a graduate training practicum that could be applied to similar programs or aid in the development of such programs. Key performance aspects are described in detail to assist in implementation by departments in various higher education programs.
International Journal for Service Learning in Engineering, Humanitarian Engineering and Social Entrepreneurship
The Senior Capstone Design course is one of the most important in the four-year industrial engine... more The Senior Capstone Design course is one of the most important in the four-year industrial engineering curriculum. The course concludes the Industrial Engineering (IE) student’s undergraduate studies, satisfying the Accreditation Board of Engineering and Technology’s (ABET) requirements and allowing students to work in collaborative teams. Service-learning is an educational approach that integrates academics with community service; students apply classroom content to community problems, thereby enhancing learning while providing needed services to underserved populations. The proposed service-learning aims to address all the ABET requirements as well as involve a collaborative research partnership in which students conduct research to meet a community organization’s needs. The deliverables for this project include (1) a detailed report describing the design, analysis, performance, and alternative approaches, (2) the physical prototype developed by the team, and (3) a network of expe...
Industrial and Organizational Psychology
The focal article (Lapierre et al., 2018) highlights many good suggestions but only briefly menti... more The focal article (Lapierre et al., 2018) highlights many good suggestions but only briefly mentions partnering with an academically trained internal industrial and organizational (I-O) practitioner. We believe beginning a partnership with a similarly trained ally well-versed through training in academic language and through experience in “business speak” will yield a stronger end result. The appreciation for an internal I-O practitioner should not go overlooked; when an academic partners with the right practitioner in the right environment, the partnership can be mutually beneficial and more rewarding than other options. For instance, recently we collaborated to set up a partnership for scientific discovery and mutual interest that involved 12 teams representing 14 different institutions spanning academe and practice to conduct a machine learning competition. This partnership enabled many academics and practitioners access to a complex organizational dataset in order to contribute ...
The present article reports the results of a meso-analysis of nine student replication projects o... more The present article reports the results of a meso-analysis of nine student replication projects of Elliot et al.’s (2010) findings from Experiment 3, that women were more attracted to photographs of men with red borders (total N = 640). The eight student projects were part of the Collaborative Replication and Education Project (CREP; https://osf,io/wfc6u/), a research crowdsourcing project for undergraduate students. All replications were reviewed by experts to ensure high quality data, and were pre-registered prior to data collection. Results of this meso-analysis showed no effect of red on attractiveness ratings for either perceived attractiveness (mean ratings difference = -0.07, 95% CI [-0.31, 0.16]) or sexual attractiveness (mean ratings difference = -0.06, 95% CI [-0.36, 0.24]); this null result held with and without Elliot et al.’s (2010) data included in analyses. Exploratory analyses examining whether being in a relationship moderated the effect of color on attractiveness r...
Management Research Review
Purpose The purpose of this study was to examine how interview support materials provided on a co... more Purpose The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA. Design/methodology/approach This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant interview would be with a potential peer, or interview would be with a potential supervisor) and post-manipulation measures (OA perception, trait anxiety, demographics). Findings This study’s results indicated that interviewer characteristics (peer or supervisor) were not significant; however, women and individuals with a lower socio-economic (SES) status found organizations to be more attractive w...
Journal of Psychology Research
Individuals in the workplace can have a difficult time advancing both career and family, and this... more Individuals in the workplace can have a difficult time advancing both career and family, and this remains especially true for women. The decision to forego or delay a relationship in favor of advancement at work can have a detrimental impact on satisfaction. A national sample (N = 3504) was examined for sex differences in delaying relationships and the resulting impact on life and job satisfaction. An interaction was found between sex and delaying relationship commitments in relation to pay satisfaction. Men who had not delayed committing to a relationship were significantly more satisfied with pay than those who delayed. However, women did not show this difference. Men and women who delayed a relationship displayed significantly lower levels of life satisfaction. Women also reported lower earnings and more family stress, but also reported higher levels of job satisfaction. Overall, delay of marriage and family can lead a decrease in pay satisfaction, life and family satisfaction and an increase in stress.
Http Dx Doi Org 10 1080 10538720 2012 722504, Oct 1, 2012
ABSTRACT “Don't Ask, Don't Tell” was devised to combat the perceived costs associ... more ABSTRACT “Don't Ask, Don't Tell” was devised to combat the perceived costs associated with gays and lesbians openly serving in the military, including low unit cohesion, damage to the military's reputation, and the general population's lack of acceptance for homosexuals serving (Belkin, 2008). However, recent polls and policy reversal have shown growing public support for homosexuals being allowed to serve openly. Interestingly, the amount of support has varied as a function of question wording. Two polls conducted by CBS News found support for homosexuals serving in the military varied with greater support for “gays and lesbians” compared to “homosexuals.” Two studies were conducted to further examine the effect of terminology on reported support. Two samples reported opinions for homosexual civil rights issues. Sexual orientation was described using the terms gay men and lesbians, homosexuals, gay men, or lesbians. Percentage differences were found to be greater than those reported in the CBS polls, as wording choice had an effect on reported openness regarding homosexual civil rights. These differences indicate that it is important to consider precise terminology usage when measuring opinions. Levels of support, stereotypes activated, and the relationship between support for civil rights and general levels of prejudice were examined.
North American Journal of Psychology, Jun 1, 2014
Social Psychology of Education, Apr 19, 2013
ABSTRACT To address the stranger-to-stranger critique of stereotyping research, psychology studen... more ABSTRACT To address the stranger-to-stranger critique of stereotyping research, psychology students (n=139)(n= 139)(n=139) and law students (n=58)(n = 58)(n=58) rated photographs of familiar or unfamiliar male or female professors on competence. Results from Study 1 indicated that familiar male psychology faculty were rated as more competent than were familiar female faculty, whereas unfamiliar female faculty were rated as more competent than unfamiliar male faculty. By contrast, in Study 2, familiarity had a stronger positive effect on competence ratings of female faculty than it did for male faculty. Among psychology students, familiarity increased sex bias against female faculty, whereas among law students familiarity decreased sex bias. Together, these studies call into question the stranger-to-stranger critique of stereotyping research. Our findings have direct implications for the context of student evaluations. In male-dominated disciplines it is important for students to be exposed to female instructors in order to reduce pre-existing biases against such instructors.
North American Journal of Psychology, Jun 1, 2012
Journal of Instructional Psychology, Dec 1, 2010
Http Dx Doi Org 10 1080 00221309 2014 994590, Apr 2, 2015
Likert-type scales are commonly used when assessing attitudes, personality characteristics, and o... more Likert-type scales are commonly used when assessing attitudes, personality characteristics, and other psychological variables. This study examined the effect of varying the number of response options on the same set of 28 attitudinal items. Participants answered items using either a 4-point scale (forced choice), a 5-point scale that included a "neither" mid-point, or a 4-point scale with an option of "no opinion" presented after the item. The questionnaire also included an item asking participants what they believe the midpoint in a scale indicated. As predicted, participants' interpretations of the midpoint varied widely with the most common responses being: "no opinion," "don't care," "unsure," "neutral," "equal/both," and "neither." The quantitative results showed that participants' levels of item endorsement varied based on the response options offered. For example, "neither" was chosen more often than "no opinion" on all of the items.
ABSTRACT Explicit gender bias has been found using both experiments and field studies to favor me... more ABSTRACT Explicit gender bias has been found using both experiments and field studies to favor men in hiring, promotion, and career opportunities (Eagly & Carli, 2007), but experimental studies have been criticized for over generalizing results obtained from a "stranger-to-stranger" paradigm (Copus, 2005; Landy, 2008). Landy (2008) argues that gender biases become negligible when raters are familiar with ratees. Additionally, Landy questioned the use of implicit measures to examine bias. Implicit or unconscious bias refers to a cognitive preference for one category over another, such as taking longer to associate female terms with managerial terms on a computerized task, and has also been shown to impact organizational decision making regarding women (Rudman & Kilianski, 2000). Implicit bias measures are often more predictive when bias may be socially undesirable. The goal of this research is to examine the effects of familiarity on automatic or unconscious gender bias. Study 1 examines associations between implicit and explicit measures of gender bias with evaluations of male and female job applicants who engage in agentic, negotiation behavior or not. It was expected that agentic (negotiating) female job applicants, compared to others, would suffer a backlash on ratings of communal traits and that this effect will be exacerbated by individual differences in implicit and explicit gender bias. An effect was found of negotiating being associated with higher agentic traits and lower overall ratings. Negotiating and gender did not interact, however the study did find women were rated as more communal than men. In Study 2 participants completed an Implicit Association Task (IAT) matching unfamiliar and familiar pictures of men and women with agentic and communal terms. It was expected that gender bias towards women would be stronger in the unfamiliar condition than in the familiar condition. Results indicated that there was a consistent bias against associating women with agentic terms and this effect was not influenced by familiarity. In Study 3, participants completed a gender-bias IAT and then read a scenario describing either a man or woman who is being evaluated for a promotion. They were asked to free recall positive and negative outcomes and attributes associated with the person in the scenario. It was expected that participants who have an implicit bias against women would remember negative events from the female scenario more easily than from the male scenario. There was a gender effect with participants remembering more negative events and less positive events when the employee was female compare to when the employee was male. Across all three studies differences were found between explicit and implicit measurements of gender bias. These three studies help us better understand relationships between implicit and explicit gender bias in the workplace. Additionally, Study 2 addressed criticism of gender bias findings ignoring familiarity.
North American Journal of Psychology, Dec 1, 2013