Publications

Listed below are recent publications based on work done in our lab!

Alanis, J. M. & Ryan, A. M. (in press). More Than Visas and Paperwork: Considerations of Immigrant Employees in Human Resource Management. Research in Human Resource Management.

Abstract:


Organizations seeking to capitalize on global talent focus on how to bring immigrant workers into the country and continuously sponsor their employment and residency. Less focus, however, has considered immigrant working experiences post-hire. This chapter aims to bring attention to the specific early employment experiences, policies, and practices that shape the subsequent work experiences of immigrant employees. By first drawing on social identity theory (Tajfel & Turner, 1986) and integrated threat theory (Stephan & Stephan, 2000) to understand the relevance of the immigrant identity in workplaces, this chapter then proposes how early-work experiences can be enhanced to more effectively support immigrant employees, and what research is needed to increase our understanding of immigrant workplace socialization. The chapter concludes with recommendations for practice.

Collier-Spruel, L. A., & Alanis, J. M. (in press). Utilizing Virtual Reality for Diversity Training May Increase Training Transfer. Research on Social Issues in Management.

Abstract:

Organizations invest a great deal of money on diversity training broadly with estimates totaling roughly eight billion dollars in the United States (Lipman, 2018). Despite these expenditures, there have often been mixed results regarding the relationship between diversity training and desirable outcomes (i.e., training transfer, Baldwin & Ford 1988). We propose that training design may be one explanation for these mixed results. Diversity training programs are often low fidelity (e.g., lectures or online training programs) and delivered as passive, one-time sessions with little mention of practice opportunities. Increasing the fidelity of the diversity training programs and increasing practice opportunities through realistic, three-dimensional virtual reality (VR) training simulations may result in employees being better able to transfer the knowledge and skills gleaned during the training session(s) to the work environment. Building off of a thorough review of the current state of diversity training research and the factors known to contribute to training transfer, this chapter explores VR as an alternative medium and future direction for diversity training. The authors present a comparison of VR with other diversity training methods, highlight potential VR diversity training applications, and discuss benefits and limitations of the VR training approach. The chapter concludes with a discussion of the practical considerations for VR diversity training in organizations and directions for future research.

Eichenauer, C. J., Ryan, A. M., & Alanis, J. M. (2022). Leadership during crisis: an examination of supervisory leadership behavior and gender during COVID-19. Journal of Leadership & Organizational Studies, 29(2), 190-207

Abstract:

Due to major work disruptions caused by the coronavirus (COVID-19) pandemic, supervisors in organizations are facing leadership challenges as they attempt to manage “work from home” arrangements, the health and safety of essential workers, and workforce reductions. Accordingly, the present research seeks to understand what types of leadership employees think is most important for supervisors to exhibit when managing these crisis-related contexts and, in light of assertions that women may be better leaders during times of crisis, examines gender differences in how male and female supervisors act and how subordinates perceive and evaluate them in real (Study 1) and hypothetical (Study 2) settings. Results indicate that communal leader behaviors were more important to employees in all three crisis contexts. In Study 1, communality was a stronger predictor than agency of supervisor likability and competence. In Study 2, communality was also more positively related to likability, but agency and communality were equally predictive of competence ratings. Ratings of real supervisors suggest that women were not more communal than men when managing these crises, nor did perceptions of leader behavior differ by supervisor gender in a controlled experiment. However, evaluations of women's competence were more directly related to their display of communal behaviors than were evaluations of male supervisors. This research is helpful practically in understanding effective supervisory leadership during the COVID-19 crisis and contributes to the literature on gender and leadership in crisis contexts by attempting to disentangle gender differences in leader behaviors, perceptions, and evaluations.

Gardner, DM, Briggs, C., Ryan AM (2022). It's Your Fault: Workplace Consequences of Anti-Asian Stigma during COVID-19. Equality, diversity and inclusion, 41, 3-18.


Abstract:

Purpose: As COVID-19 cases rose in the US, so too did instances of discrimination against Asians. The current research seeks to understand and document discrimination toward Asians in the US specifically linked to the global pandemic (study 1). The authors test hypotheses based in social categorization and intergroup contact theories, demonstrating perceived pandemic blame is a mechanism for discrimination (study 2).Design/methodology/approach: In study 1, the authors survey Asians living in the US regarding experiences and perceptions of COVID-19-related discrimination. In study 2, a two-time point survey examined whether participant perceptions of pandemic blame toward China predict discriminatory behavior toward Asians.Findings: Study 1 demonstrated that 22.5% of US-residing Asians report personally encountering pandemic-related discrimination. Study 2 indicated that COVID-19 blame attributions toward China predicted anticipated hiring bias and increased physical distancing of Asians at work, associated with higher levels of US identification.Research limitations/implications: The findings have theoretical implications for research on blame and stigmatization, as well as practical implications regarding bias mitigation.Originality/value: The present studies advance understanding of event-based blame as a driver of prejudice and discrimination at work and suggest organizations attend to bias mitigation in conjunction with uncertainty reduction communications in challenging times.

Gardner, D. M. & Alanis, J. M. (2020). Together we stand: Ally training for discrimination and harassment reduction. Industrial and Organizational Psychology: Perspectives on Science & Practice, 13, 196-199.

Summary:

In this commentary, we put forth ally training as an alternative approach that may address a number of the weaknesses identified by Hayes and colleagues (2020) with traditional anti-discrimination/harassment trainings, suggesting that ally framings may prove a potentially promising avenue toward the development of a more inclusive organization.

Gardner, D. M., & Ryan, A. M. (2020). What's in it for you? Demographics and self-interest perceptions in diversity promotion. Journal of Applied Psychology.

Abstract:

As organizations continue to pursue achieving diversity and inclusion goals, how to propose and present efforts so as to maximize support and minimize resistance remains a challenge. The present set of studies, grounded in theory on the Attributional Analysis of Persuasion, examined how the demographics of diversity promoters relate to supportive attitudes and behaviors of others through perceptions of promoter self-interest. Via an experimental paradigm (Study 1), we found that White promoters were perceived as less self-interested than Black promoters of a diversity initiative, which in turn predicted more positive attitudes and support for the promoted effort. Using a sample of workplace critical incidents (Study 2), we found that diversity promoters who were demographically matched to the group for which they were advocating were perceived as more self-interested than those advocating for causes for which they were not demographically matched. Theoretical and practical implications, as well as study limitations, are discussed.

Ryan, A. M., King, D. D., Elizondo, F., & Wadlington, P. (2019). Social identity management strategies of women in STEM fields. Journal of Occupational and Organizational Psychology.

Abstract:

Recruiting and retaining women in science, technology, engineering, and mathematics (STEM) occupations is seen as challenging, and researchers have begun to consider how women manage their identity in these contexts in response to potential questions of fit. Within identity management theoretical work, there has been little attention to occupational influences. Based on role congruity theory, we investigate occupational characteristics as influences on women’s gender identity management, along with individual differences and organizational support influences. Results suggest that engaging in identity management behaviours is unrelated to the gender stereotypicality or gender composition of the field, but that support, fit (i.e., congruence between the interests of the individual and occupation), and personality affect engagement in these behaviours. Implications for enhancing the experiences of women in STEM fields as well as for social identity-related research more broadly are discussed.

Ryan, A. M., & Briggs, C. Q. (2019). Improving work-life policy and practice with an intersectionality lens. Equality, Diversity & Inclusion: An International Journal.

Abstract:

Work-life research has been critiqued for focusing on the experiences of middle and upper class, younger, White, western and heterosexual women. The purpose of this paper is to provide a critical lens to conceptualizations that take an intersectionality approach, or at least consider multiple identities, in examining work-life conflict and balance. A brief review of the current status of intersectionality research within the work-life realm is provided before discussing the implications of primarily using a single-identity approach to work-life issues. The advantages and challenges of adopting a multiple identity approach are discussed. This paper highlights the problems of a lack of an intersectional focus in terms of unidentified needs, ignored values, unresolved conflicts and unhelpful advice. Tensions inherent in trying to adopt an intersectional perspective when dealing with practice and policy issues, particularly with regard to visibility and authenticity, are noted. The paper concludes with a discussion of how considerations of identity and power in work-family research connect to the broader concept of inclusion in the workplace, noting the possible challenges of stereotyping and ambiguity in doing so. Applying an intersectionality lens to efforts to promote work-life balance in organizations can increase inclusivity, but there are tensions and pitfalls associated with this that are particularly of note for practitioners and policy. A research agenda is outlined as a starting point for addressing these issues.

Ryan, A. M. & King, D. D. (2019). Connecting concepts: Effects of diversity of interests and interests' effects on diversity. In C. D. Nye & J. Rounds (Eds.), Vocational Interests and Workplace Behavior. SIOP Frontier Series.

Summary:

In this chapter, we connect vocational interests and diversity in organizations in two distinct ways: through examining how diversity in interests affects team and organizational outcomes and through examining how interests affect the demographic diversity of workforces. In both cases, there is surprisingly limited research on which to draw conclusions, suggesting that making these connections if a worthwhile direction for enhancing our understanding of the importance of vocational interests in the workplace.