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Thesis (M.S.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on September 19, 2008) Includes bibliographical references.

Thesis (B.A.)--Haverford College, Dept. of Psychology, 2008. / Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2002. / Vita. Includes bibliographical references. Available also from UMI Company.

Thesis (Ph. D.)--University of Texas at Austin, 2005. / Supervisor: Bradley C. Love. Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

Women accused of murdering their partner when faced with intimate partner violence (IPV) may be perceived in a unique light. However, there is little research on whether people's implicit and explicit gender bias plays a role in how they react or perceive women accused of murdering their partner. Therefore, this research aims to see an association between explicit and implicit gender bias in determining guilt in murder cases involving women suspects. The methods used for this research are an online survey, an implicit association test, and an ambivalent sexism inventory test. These tests will be put into the Fuzzy Set Qualitative Comparative Analysis. Some key findings were that the absence of Implicit Association Test and the discrepancy between the two explicit biases were linked to a less severe outcome. In contrast, only one case with a high level of all three gender biases was linked to severe outcomes. These results could be due to more psychologically rigid, naïve, or one-sided mindsets regarding the participants' perceptions of women.

Indiana University-Purdue University Indianapolis (IUPUI) / Previous research has established that supervisor’s play an important role in conveying performance management strategies and influencing an employee’s job experience. Notably, there has been a growing area of research of how Implicit Person Theory (IPT) can contribute to supervisors’ coaching and management styles. Research within the more recent years has shown that IPT has indirect effects on the employee experience. The current study expands upon both IPT and performance management literature, by examining how an employee perceives their Supervisor’s IPT, their supervisor’s coaching style of support for developmental opportunities, and the employee’s related job outcomes of: Turnover Intentions, Job Satisfaction, and Satisfaction with Supervisor. Results from 388 men and women in various industries and organizations suggest that Perceived Supervisor IPT is related to developmental opportunities within the workplace. Additionally, we found support for Supervisor IPT being indirectly related to employees’ Turnover Intentions, Job Satisfaction, and Satisfaction with Supervisor via Perceived Developmental Opportunities. When adding Employee IPT to our mediated model, we only found marginally significant support for employees’ Satisfaction with Supervisor. Additionally, we controlled for Leader Member Exchange (LMX) within our moderated mediation model and found non- significant interactions on the indirect path of Perceived Developmental Opportunities on all three employee outcomes and obtained non-significant mediations nested within our greater model. Within our exploratory analyses we found evidence of IPT interaction between an employee and supervisor predicting LMX, Turnover Intentions, and Job Satisfaction. Ultimately, this research contributes to performance management, IPT, and LMX research by providing evidence of how a developmental coaching style of providing opportunities to employees can influence the employees’ job experience and is related to their perceptions of their leader.