Michelle Hebl - Academia.edu (original) (raw)

Papers by Michelle Hebl

Journal of Applied Psychology, 2009

Despite growing racioethnic diversity in U.S. organizations, few organizational studies have focu... more Despite growing racioethnic diversity in U.S. organizations, few organizational studies have focused on Black–White interracial interactions. Two experiments examined the influence of interaction roles, and the social scripts they trigger, on White participants’ anxiety during dyadic interactions with Black partners. Results from both studies reveal that White participants exhibited greater discomfort in Black–White interactions than in same-race interactions unless their

Self-objectification theory posits and past research has found that Caucasian women's body image ... more Self-objectification theory posits and past research has found that Caucasian women's body image is negatively affected by a stigma of obesity and sociocultural norm of thinness that leads women to self-focus from a critical external perspective. However, research in this area is limited by its methodology and the restricted demographic composition of its study participants. The current study tested 176 men and 224 women of Caucasian, African American, Hispanic, and Asian American descent in a situation that induced a state of self-objectification (e.g., wearing a one-piece Speedo bathing suit) or that served as a control condition (e.g., wearing a sweater). Contrary to previous research, when put in a self-objectifying situation, men and women of every ethnicity experienced negative outcomes (e.g., lower math performance) that parallel those previously found for Caucasian women.

Cultural Diversity and Ethnic Minority Psychology, 2011

Evidence from recent laboratory experiments suggests that ethnic identification can lead to negat... more Evidence from recent laboratory experiments suggests that ethnic identification can lead to negative evaluations of ethnic minorities ). The current research considers the generalizability of these findings to face-to-face interactions in contexts wherein impression management concerns are salient: the workplace hiring process. In a field experiment, Black, Hispanic, and Irish individuals applied for retail jobs with or without visible display of their ethnic identification. Analysis of indicators of formal (e.g., application offering, interview scheduling) and interpersonal discrimination (e.g., interaction length, nonverbal negativity) suggest store personnel interacting with other-race applicants exhibited greater positivity and longer interactions when applicants displayed ethnic identification than when they did not. The findings suggest that psychologists need to understand not only attitudes or intentions expressed in the lab, but also the behavioral consequences of manifest group identity as they unfold in natural environments.

Journal of Diversity in Higher Education, 2010

Cultural diversity & ethnic minority psychology, 2014

Racial and ethnic identity matter and are salient for people in the workplace--a place where peop... more Racial and ethnic identity matter and are salient for people in the workplace--a place where people spend a substantial amount of their time. This special issue brings the workplace into the domain of racial and ethnic minority psychology. It also brings to the study of the workplace a relatively neglected perspective: that of people from historically stigmatized racial and ethnic groups. Though there is, of course, need for more work with different themes, outcomes, and populations, this special issue takes us an important step in the direction of understanding better and giving voice to the experiences of racial and ethnic minorities in the workplace.

Journal of Business and Psychology, 2014

Purpose The purpose of this paper is to examine method, motivation, and individual difference var... more Purpose The purpose of this paper is to examine method, motivation, and individual difference variables as they impact the effectiveness of a diversity training program in a field setting. Design We conducted a longitudinal field experiment in which participants (N = 118) were randomly assigned to participate in one of three diversity training methods (perspective taking vs. goal setting vs. stereotype discrediting). Eight months after training, dependent measures on diversity-related motivations, attitudes and behaviors were collected. Findings Results suggest the effectiveness of diversity training can be enhanced by increasing motivation in carefully framed and designed programs. Specifically, selfreported behaviors toward LGB individuals were positively impacted by perspective taking. Training effects were mediated by internal motivation to respond without prejudice, and the model was moderated by trainee empathy. Implications These findings serve to demonstrate that diversity training participants react differently to certain training methods. Additionally, this study indicates that taking the perspective of others may have a lasting positive effect on diversity-related outcomes by increasing individuals' internal motivation to respond without prejudice. These effects may be particularly powerful for training participants who are low in dispositional empathy.

Sex Roles, 2007

This study was designed to examine the characteristics of a sexual harassment schema and its cons... more This study was designed to examine the characteristics of a sexual harassment schema and its consequences using expectancy-violation theory as a framework for investigating an ostensible organizational grievance. Reactions to sexual harassment complainants were expected to be less favorable when the complainant was male than when the complainant was female. Results for the complainants of sexual harassment confirmed that men were believed less, liked less, and punished more than women. Furthermore, the tendency to believe and like female complainants more than male complainants was stronger when complainants were physically attractive. This study contributes to a growing body of research on gender schemas in the context of sexual harassment.

Sex Roles, 2000

Past research shows that consumers tend to equate higher prices with higher value. However, it re... more Past research shows that consumers tend to equate higher prices with higher value. However, it remains unclear whether consumers of athletic events follow the predictions of equity theory when attributing value to particular teams. We conducted 3 studies to investigate the existence and consequences of a disparity between men's and women's college basketball ticket prices. In Study 1, a survey of 303 NCAA Division I programs demonstrated that the gender of a basketball team is a primary indicator of the price of a ticket, such that women's tickets are significantly less expensive than men's tickets nationwide, even after controlling for a number of contextual factors (e.g., win-loss records, size of the schools). Consistent with equity theory, Studies 2 and 3 revealed that such a price disparity can result in lower evaluation of women's teams than men's. These findings indicate a need to consider the costs and benefits of maintaining differences in ticket prices within a context of gender inequity.

Psychology and Marketing, 2006

Personnel Psychology, 2007

Personality and Social Psychology Review, 2005

Personality and Social Psychology Bulletin, 1998

Personality and Social Psychology Bulletin, 2002

Personal Relationships, 1995

Journal of Personality and Social Psychology, 1997

Journal of Personality, 2005

Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors h... more Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand, and agreeableness, extraversion, and emotional stability, on the other, in predicting helping behaviors. Clarifying the relationship between personality and helping, these results suggest that the impact of conscientiousness in a social context depends on a positive interpersonal orientation. The implications of these findings for research and practice are discussed.

Journal of Occupational and Organizational Psychology, 2007

... Eden B. King1*, Kelly de Chermont2, Michael West3, Jeremy F. Dawson4 and Michelle R. Hebl5. 1... more ... Eden B. King1*, Kelly de Chermont2, Michael West3, Jeremy F. Dawson4 and Michelle R. Hebl5. 1George Mason University ... long-term survival of organizations (Anacona & Caldwell, 1987; Anderson, de Dreu, & Nijstad, 2004; Drazin, Glynn, & Kazanjian, 1999; Janssen, Van de ...

Journal of Management, 2010

Page 1. http://jom.sagepub.com/ Journal of Management http://jom.sagepub.com/ content/36/2/482 Th... more Page 1. http://jom.sagepub.com/ Journal of Management http://jom.sagepub.com/ content/36/2/482 The online version of this article can be found at: DOI: 10.1177/0149206308328508 2010 36: 482 originally published online ...