No description available.

No description available.

<p>Past theory and research have documented several stereotypes that explain why biases against Asian Americans (AAs) in U.S. organizations can occur, such as the Model Minority Stereotype (MMS) and Perpetual Foreigner Syndrome (PFS). The current project expands on past work by proposing a new perspective of stereotypes driving (mis)treatment of AAs: Mechanistic dehumanization. Specifically, I argue that AAs are seen as more robot-like compared to other racial groups in the U.S., which may explain some of the negative workplace treatments they face. To test this phenomenon, I conducted a set of five pre-registered studies to examine the extent to which AAs tend to be more mechanistically dehumanized than other racial groups in the U.S., and its workplace implications. In a pilot study (N = 1,003), the results revealed that East, South, and Southeast AAs tended to be mechanistically dehumanized and internalized this dehumanization more than other groups. In Study 1 (Study 1a, N= 255; Study 1b, N = 427), a survey and experimental study provided support that AA coworkers are more mechanistically dehumanized than White American coworkers, and this mediated the relationship between coworker race and negative work outcomes (e.g., less perceived leadership potential, more exploitative treatment, and less workplace friendship). In another survey study, Study 2 (N = 473) found that mechanistic dehumanization exhibited incremental validity in predicting negative work outcomes for AAs, above and beyond MMS and PFS. Finally, in Study 3 (N = 477), an all-Asian sample found that AAs’ internalization of mechanistic dehumanization predicted more negative work outcomes (e.g., increased burnout, less workplace friendship), above and beyond MMS and PFS. Altogether, the current work supports a mechanistic dehumanization account of bias against AAs, reveals racial subgroup differences, and provides a novel explanation for why AAs experience certain workplace inequities. </p>

Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the original model, especially the explanations/descriptions ascribed to each rule. The present study seeks to understand how HRIS e-recruitment technology impacts job-seeker fairness perceptions and in so doing update the Gilliland (1993) model using a qualitative methodology and website success measures from information systems success theory. It contributes to the literature on applicant fairness perceptions by accounting for technological change, and contributes to the field of Public Administration by studying a governmental e-recruitment portal thereby accounting for the particularities of public-sector HRM which is underrepresented in the organizational justice literature. Over the course of one (1) year, twelve (12) job-seekers participated in a series of focus group interviews where they reflected on their experiences applying for jobs in the Canadian federal civil service using the government’s e-recruitment portal. Participants completed profiles, sent applications, communicated with government personnel, and wrote internet tests, among other job-search activities, and reported on their experiences from the perspective of fairness. Results confirm the validity of all original procedural justice rules and offer insight into their application in a recruitment environment where applicants invest considerable time interacting with computerized systems. Two additional rules are also put forth including the ease with which candidates can deceive tests and privacy/trustworthiness using technology. The findings are limited insofar as data gathering took place during a time of reduced hiring activity by the employer and because participation was limited to one (1) specific geographic location.

No description available.

No description available.

Malgré la préoccupation croissante des chercheurs et praticiens pour la santé psychologique au travail, le concept de bien-être vécu au travail est encore mal compris de la communauté scientifique. En effet, peu d’efforts ont été consacrés à ce jour pour développer des connaissances sur le bien-être psychologique au travail arrimées à la réalité des employés. Cette thèse a donc pour objectif de développer une conceptualisation du bien-être psychologique au travail et une instrumentation psychométriquement fiable lui étant rattachée. Pour ce faire, deux études ont été réalisées. La première, de nature qualitative et exploratoire, fut menée auprès de 20 travailleurs canadiens francophones afin de répertorier, à partir d’incidents critiques vécus par ceux-ci, des manifestations de bien-être psychologique au travail. Celles-ci ont pu être classifiées selon un modèle en 2 axes, soit la sphère de référence dans laquelle le bien-être psychologique au travail se vit et la directionnalité selon laquelle il se développe. Ce modèle a ensuite été comparé aux conceptualisations génériques du bien-être psychologique existantes, et cette analyse a permis d’étayer la validité convergente et divergente du modèle. Dans un deuxième temps, l’Indice de bien-être psychologique au travail (IBEPT) a été créé sur la base des manifestations relevées lors de l’étude qualitative, afin d’en assurer la validité de contenu. Une version expérimentale de l’instrument a ensuite été soumise à une expérimentation auprès de 1080 travailleurs québécois. Les analyses factorielles exploratoires révèlent une structure interne en 25 items reflétant 5 dimensions, représentant elles-mêmes un construit de second ordre. La validité de construit de cette conceptualisation a ensuite été étudiée par l’analyse des intercorrélations avec une série de mesures du bien-être et de la détresse psychologique génériques. Les résultats appuient la validité convergente de l’instrument, et démontrent également sa validité divergente. Enfin, l’instrument affiche une cohérence interne satisfaisante. Au terme de cette recherche doctorale, les résultats des deux études sont interprétés en fonction de l’état actuel des connaissances sur le bien-être psychologique, les limites des études sont énoncées, et des pistes de recherche future sont avancées. / Despite growing concern by researchers and practitioners about psychological health at work, the concept of well-being in the workplace is still misunderstood in the scientific community. Indeed, little effort has been made to develop knowledge about psychological well-being at work that is tied to the reality of employees. This thesis aims at developing a conceptualization of psychological well-being at work and a related psychometrically reliable instrumentation. To do so, two studies were carried out. First, an exploratory qualitative study was conducted among 20 French-speaking Canadian workers to identify, using critical incidents they experienced, manifestations of psychological well-being. The manifestations were classified according to a 2-axis model, namely, the reference level at which psychological well-being at work is experienced and the directionality through which it emerges. This model was then compared to existing context-free conceptualizations of psychological well-being; this analysis offered support to the model's convergent and divergent validity. Second, the Index of Psychological Well-Being at Work (IPWBW) was created based on the manifestations identified in the qualitative study, in order to ensure the latter’s content validity. An experimental form of the questionnaire was administered to 1,080 Quebec workers. Exploratory factor analyses revealed an internal structure of 25 items and 5 dimensions, representing a second-order construct. The construct validity of the model was established by analyzing the intercorrelation pattern with various context-free measures of psychological well-being and distress. The results support the convergent validity of the instrument and demonstrate its divergent validity. Finally, the questionnaire shows satisfactory internal consistency. By way of conclusion, the results of the two studies are interpreted in the light of current knowledge on psychological well-being; the limits of the studies are outlined; and avenues for future research are proposed.

<p dir="ltr">In recent years, the agricultural industry has been working to improve the retention of their newly hired Black employees. In the aftermath of the COVID-19 pandemic, millennial employees across the United States have been voluntarily leaving their jobs in favor of hybrid or remote work, better benefits, or an improved work environment. Today, the median tenure of millennials is only 2.8 years on the job, and research has shown that Black employees are 30% more likely to leave their positions. The agriculture, food, and natural resources (AFNR) sector is more heavily represented in rural America, where the Black population makes up just 7.8% and the White population comprises 78.2%. Therefore, the purpose of this phenomenological study was to explore the workplace and community embeddedness experiences of young Black professionals early in their AFNR careers. Specifically, the lived experiences of young Black professionals in their positions for five years or less were investigated through interviews with participants to examine the contributors of their embeddedness. Job Embeddedness Theory informed the study and seven young Black AFNR professionals participated in virtual Zoom interviews lasting an average of 75 minutes. Initial, structural, and pattern coding techniques were used to analyze the data, and three major conclusions emerged. First, many young Black professionals have chosen a career in the AFNR sector because they desire to engage with meaningful work related to the agricultural industry. Second, my participants had to overcome many obstacles related to their age or race that impacted their abilities to become more embedded in their workplaces or communities. Finally, an extensive network of linkages to other Black professionals at work or in the community provides young Black professionals with more substantial support and visibility. Implications for theory and practice were provided, along with recommendations for future research.</p>