Beth A Livingston
Datos Biográficos
| ID | 4234510 |
|---|---|
| NOMBRE | Beth A Livingston |
| NOMBRES | Beth A |
| APELLIDO | Livingston |
| FIRMA | LIVINGSTON B A |
| AFILIACIONES | Cornell University |
| ORCID | 0000-0002-0222-4548 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 6 |
| TOTAL DE CITAS | 15 |
| TOTAL COMO AUTOR | 6 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2008 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2025 |
| ÍNDICE H | 1 |
Mind the Gap
The gender pay gap (GPG) is often discussed in policy, media, and across multiple academic literatures. Scholars of the GPG have focused significant attention on the causes and generated an extensive body of work revealing rich insights on why women tend to make less than men. But this literature is fragmented, and the sheer number of causes found in previous studies limits our ability to recognize the main reasons for the gap and move the litera…
Résumé screening heuristic outcomes
Purpose Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activa…
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
The Odd One Out
Do nice guys—and gals—really finish last? The joint effects of sex and agreeableness on income
Sex and agreeableness were hypothesized to affect income, such that women and agreeable individuals were hypothesized to earn less than men and less agreeable individuals. Because agreeable men disconfirm (and disagreeable men confirm) conventional gender roles, agreeableness was expected to be more negatively related to income for men (i.e., the pay gap between agreeable men and agreeable women would be smaller than the gap between disagreeable …
Emotional responses to work-family conflict
The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals e…
Do nice guys—and gals—really finish last? The joint effects of sex and agreeableness on income
Sex and agreeableness were hypothesized to affect income, such that women and agreeable individuals were hypothesized to earn less than men and less agreeable individuals. Because agreeable men disconfirm (and disagreeable men confirm) conventional gender roles, agreeableness was expected to be more negatively related to income for men (i.e., the pay gap between agreeable men and agreeable women would be smaller than the gap between disagreeable …
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
Emotional responses to work-family conflict
The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals e…
The Odd One Out
Do nice guys—and gals—really finish last? The joint effects of sex and agreeableness on income
Sex and agreeableness were hypothesized to affect income, such that women and agreeable individuals were hypothesized to earn less than men and less agreeable individuals. Because agreeable men disconfirm (and disagreeable men confirm) conventional gender roles, agreeableness was expected to be more negatively related to income for men (i.e., the pay gap between agreeable men and agreeable women would be smaller than the gap between disagreeable …
Nationality diversity and leader–Member exchange at multiple levels of analysis
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
Résumé screening heuristic outcomes
Purpose Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activa…
Mind the Gap
The gender pay gap (GPG) is often discussed in policy, media, and across multiple academic literatures. Scholars of the GPG have focused significant attention on the causes and generated an extensive body of work revealing rich insights on why women tend to make less than men. But this literature is fragmented, and the sheer number of causes found in previous studies limits our ability to recognize the main reasons for the gap and move the litera…
Psychology (5 obras) · Social Psychology (4 obras) · Computer Science (3 obras) · Gender Diversity and Inequality (3 obras) · Work-Family Balance Challenges (3 obras) · Developmental psychology (2 obras) · Political science (2 obras) · Social and Intergroup Psychology (2 obras) · Sociology (2 obras) · Adjustment (psychology) (1 obras)