Catherine H Tinsley
Biographic Data
| ID | 1288612 |
|---|---|
| NAME | Catherine H Tinsley |
| GIVEN NAMES | Catherine H |
| FAMILY NAME | Tinsley |
| SIGNATURE | TINSLEY C H |
| AFFILIATIONS | Georgetown University |
| ORCID | 0000-0002-8586-0776 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 211 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1994 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 5 |
Psychology, Soft Skills, or Cash? Evidence on Marginal Investments
In the context of antipoverty programs, what are the benefits of marginal investments in interventions targeting soft skills or psychological well-being compared with direct economic assistance? We make progress on this question by benchmarking two programs against an unconditional cash transfer. One targets participants’ self-confidence and sense of agency using personal reflection and storytelling exercises. The other teaches soft skills: goal …
Psychology, Skills, or Cash?
Growing evidence on the links between poverty and psychology has prompted increased interest in the psychosocial impacts of economic interventions and the economic impacts of psychologically motivated interventions. In practice, psychologically motivated programs typically comprise one of many components in multifaceted poverty alleviation programs. This paper asks, what are the benefits of allocating complementary, marginal investments in anti-p…
Lessons learned in blood
Many, if not most, man-made disasters are preceded by near-misses, where something goes awry but lucky circumstances prevent things from going truly and irreparably wrong. Organizations can learn from these near-misses and make changes necessary to prevent future disasters, but often they do not. This can sometimes be the fault of dysfunctional leadership, but there are also more basic psychological factors at work
Choice of majors
Recent work suggests that women are more responsive to negative feedback than men in certain environments. We examine whether negative feedback in the form of relatively low grades in major-related classes explains gender differences in the final majors undergraduates choose. We use unique administrative data from a large private university on the East Coast from 2009-2016 to test whether women are more sensitive to grades than men, and whether t…
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Gender Diversity on U.S. Corporate Boards
Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man lea…
Punishing female negotiators for asserting too much…or not enough
The Interplay between Culturally- and Situationally-based Mental Models of Intercultural Dispute Resolution
When involved in disputes, people’s stereotypes about one another and the situation can influence their attributions of motives and effectiveness at resolving the dispute. Stereotypes may be of particular concern when disputing parties have little knowledge about the individual across the table. In this study, we examined how respondents from different cultures evaluated the economic and relational goals of two disputing merchants - one from the …
Subgroups within a team
We examine the effects of subjectively experienced (as opposed to objectively prescribed) subgroups in a team. We propose two mechanisms that might explain the consequences of subgroup perceptions in teams: Affective integration (the degree to which teammates think they have quality interpersonal relationships) and cognitive integration (CI) (the degree to which teammates have learned to understand others interpretive frameworks). We test our the…
Warm glow and charitable giving
The Heart of Darkness
When navigating through cross cultural research designs, one can get lost in the jungle of several methodological dichotomies: positivist versus interpretive epistemologies, etic versus emic perspectives, and inductive versus deductive processes. To move towards either end of these dichotomies risks compromising the rigor and validity of one's study. Thus, cross-cultural research is an endeavor devoted to managing the tensions created by these di…
Responses to a Normative Conflict among American and Chinese Managers
In this study, we test the impact of national origin on intentions to shame and to seek revenge in response to a normative conflict. As expected, Chinese managers showed a stronger desire to shame and teach a moral lesson compared with American managers. Contrary to expectations, Americans were no more likely than the Chinese to express a desire for revenge. Results also showed that Americans were more likely to choose a direct approach in respon…
Adopting a Dual Lens Approach for Examining the Dilemma of Differences in International Business Negotiations
International business negotiations are characterized by two levels of differences beyond those found in domestic business negotiations: individual level differences (in negotiator priorities, preferences, perspectives, and scripts) and societal level differences (in national endowments, preferences (tastes), legal, economic and political systems, and government involvement). These differences, which may be viewed by adopting a dual lens approach…
The Decline and Fall of the Conglomerate Firm in the 1980s
The Decline and Fall of the Conglomerate Firm in the 1980s
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Gender Diversity on U.S. Corporate Boards
Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man lea…
Subgroups within a team
We examine the effects of subjectively experienced (as opposed to objectively prescribed) subgroups in a team. We propose two mechanisms that might explain the consequences of subgroup perceptions in teams: Affective integration (the degree to which teammates think they have quality interpersonal relationships) and cognitive integration (CI) (the degree to which teammates have learned to understand others interpretive frameworks). We test our the…
Warm glow and charitable giving
The Interplay between Culturally- and Situationally-based Mental Models of Intercultural Dispute Resolution
When involved in disputes, people’s stereotypes about one another and the situation can influence their attributions of motives and effectiveness at resolving the dispute. Stereotypes may be of particular concern when disputing parties have little knowledge about the individual across the table. In this study, we examined how respondents from different cultures evaluated the economic and relational goals of two disputing merchants - one from the …
Responses to a Normative Conflict among American and Chinese Managers
In this study, we test the impact of national origin on intentions to shame and to seek revenge in response to a normative conflict. As expected, Chinese managers showed a stronger desire to shame and teach a moral lesson compared with American managers. Contrary to expectations, Americans were no more likely than the Chinese to express a desire for revenge. Results also showed that Americans were more likely to choose a direct approach in respon…
Psychology, Soft Skills, or Cash? Evidence on Marginal Investments
In the context of antipoverty programs, what are the benefits of marginal investments in interventions targeting soft skills or psychological well-being compared with direct economic assistance? We make progress on this question by benchmarking two programs against an unconditional cash transfer. One targets participants’ self-confidence and sense of agency using personal reflection and storytelling exercises. The other teaches soft skills: goal …
The Heart of Darkness
When navigating through cross cultural research designs, one can get lost in the jungle of several methodological dichotomies: positivist versus interpretive epistemologies, etic versus emic perspectives, and inductive versus deductive processes. To move towards either end of these dichotomies risks compromising the rigor and validity of one's study. Thus, cross-cultural research is an endeavor devoted to managing the tensions created by these di…
Adopting a Dual Lens Approach for Examining the Dilemma of Differences in International Business Negotiations
International business negotiations are characterized by two levels of differences beyond those found in domestic business negotiations: individual level differences (in negotiator priorities, preferences, perspectives, and scripts) and societal level differences (in national endowments, preferences (tastes), legal, economic and political systems, and government involvement). These differences, which may be viewed by adopting a dual lens approach…
The Decline and Fall of the Conglomerate Firm in the 1980s
Adopting a Dual Lens Approach for Examining the Dilemma of Differences in International Business Negotiations
International business negotiations are characterized by two levels of differences beyond those found in domestic business negotiations: individual level differences (in negotiator priorities, preferences, perspectives, and scripts) and societal level differences (in national endowments, preferences (tastes), legal, economic and political systems, and government involvement). These differences, which may be viewed by adopting a dual lens approach…
Responses to a Normative Conflict among American and Chinese Managers
In this study, we test the impact of national origin on intentions to shame and to seek revenge in response to a normative conflict. As expected, Chinese managers showed a stronger desire to shame and teach a moral lesson compared with American managers. Contrary to expectations, Americans were no more likely than the Chinese to express a desire for revenge. Results also showed that Americans were more likely to choose a direct approach in respon…
The Heart of Darkness
When navigating through cross cultural research designs, one can get lost in the jungle of several methodological dichotomies: positivist versus interpretive epistemologies, etic versus emic perspectives, and inductive versus deductive processes. To move towards either end of these dichotomies risks compromising the rigor and validity of one's study. Thus, cross-cultural research is an endeavor devoted to managing the tensions created by these di…
Warm glow and charitable giving
Subgroups within a team
We examine the effects of subjectively experienced (as opposed to objectively prescribed) subgroups in a team. We propose two mechanisms that might explain the consequences of subgroup perceptions in teams: Affective integration (the degree to which teammates think they have quality interpersonal relationships) and cognitive integration (CI) (the degree to which teammates have learned to understand others interpretive frameworks). We test our the…
The Interplay between Culturally- and Situationally-based Mental Models of Intercultural Dispute Resolution
When involved in disputes, people’s stereotypes about one another and the situation can influence their attributions of motives and effectiveness at resolving the dispute. Stereotypes may be of particular concern when disputing parties have little knowledge about the individual across the table. In this study, we examined how respondents from different cultures evaluated the economic and relational goals of two disputing merchants - one from the …
Punishing female negotiators for asserting too much…or not enough
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Gender Diversity on U.S. Corporate Boards
Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man lea…
Choice of majors
Recent work suggests that women are more responsive to negative feedback than men in certain environments. We examine whether negative feedback in the form of relatively low grades in major-related classes explains gender differences in the final majors undergraduates choose. We use unique administrative data from a large private university on the East Coast from 2009-2016 to test whether women are more sensitive to grades than men, and whether t…
Psychology, Skills, or Cash?
Growing evidence on the links between poverty and psychology has prompted increased interest in the psychosocial impacts of economic interventions and the economic impacts of psychologically motivated interventions. In practice, psychologically motivated programs typically comprise one of many components in multifaceted poverty alleviation programs. This paper asks, what are the benefits of allocating complementary, marginal investments in anti-p…
Lessons learned in blood
Many, if not most, man-made disasters are preceded by near-misses, where something goes awry but lucky circumstances prevent things from going truly and irreparably wrong. Organizations can learn from these near-misses and make changes necessary to prevent future disasters, but often they do not. This can sometimes be the fault of dysfunctional leadership, but there are also more basic psychological factors at work
Psychology, Soft Skills, or Cash? Evidence on Marginal Investments
In the context of antipoverty programs, what are the benefits of marginal investments in interventions targeting soft skills or psychological well-being compared with direct economic assistance? We make progress on this question by benchmarking two programs against an unconditional cash transfer. One targets participants’ self-confidence and sense of agency using personal reflection and storytelling exercises. The other teaches soft skills: goal …
Psychology (12 works) · Social Psychology (9 works) · Economics (7 works) · Political science (6 works) · Social Psychology (6 works) · Sociology (6 works) · Social and Intergroup Psychology (5 works) · Epistemology (4 works) · Law (4 works) · Law (4 works)