Kristina A Diekmann
Biographic Data
| ID | 148564 |
|---|---|
| NAME | Kristina A Diekmann |
| GIVEN NAMES | Kristina A |
| FAMILY NAME | Diekmann |
| SIGNATURE | DIEKMANN K A |
| AFFILIATIONS | University of Utah |
| ORCID | 0000-0001-7020-5480 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 209 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 4 |
She sees the trees, he sees the forest: Descriptive gender stereotypes of concreteness and abstractness
841), a mechanism that could perpetuate gender roles and organizational inequity. The Supplemental Materials include three additional studies that help validate the present results. Finally, we conducted an internal meta-analysis (including supplemental and file drawer studies) to summarize the main effects. We discuss the theoretical implications of this research and provide recommendations for future research. (PsycInfo Database Record (c) 2025…
The plurality effect: People are more dishonest toward group than individual targets
“It’s Just Business”: Understanding How Business Frames Differ from Ethical Frames and the Effect on Unethical Behavior
Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male
We investigated why women may have lower desires and intentions to apply to become a member of a leadership group (i.e., committee) than men when the majority of its members are men. In four studies, we examined the interaction between gender and gender composition of the leadership group on leader candidates’ sense of power, desire to lead, and intentions to apply to become a member of a leadership group. Informed by research on gender, perceive…
Good intentions aren't good enough: Moral courage in opposing sexual harassment
Does Fairness Matter More to Some than to Others? The Moderating Role of Workplace Status on The Relationship Between Procedural Fairness Perceptions and Job Satisfaction
Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study
From self-prediction to self-defeat: Behavioral forecasting, self-fulfilling prophecies, and the effect of competitive expectations
Four studies explored behavioral forecasting and the effect of competitive expectations in the context of negotiations. Study 1 examined negotiators' forecasts of how they would behave when faced with a very competitive versus a less competitive opponent and found that negotiators believed they would become more competitive. Studies 2 and 3 examined actual behaviors during a negotiation and found that negotiators who expected a very competitive o…
Implicit justifications’ and self-serving group allocations
In comparison to allocating resources to oneself, when allocating resources to one's group, people are able to ‘get away with’ taking more than a fair and equal share because there exists an implicit justification that fellow group members will benefit. Such an implicit justification enables people to hide their self-serving motivation. Results reveal that subjects allocating a sum of money between their group and a competing group took a signifi…
Self-interest and fairness in problems of resource allocation: Allocators versus recipients
The Decline and Fall of the Conglomerate Firm in the 1980s: The Deinstitutionalization of an Organizational Form
Intuition in Organizations: Leading and Managing Productively Weston H. Agor (ed.), Sage Publications, 1989. No. of Pages: 285
Social connectedness and mothering: Effects of maternal employment and maternal absence
The Decline and Fall of the Conglomerate Firm in the 1980s: The Deinstitutionalization of an Organizational Form
Self-interest and fairness in problems of resource allocation: Allocators versus recipients
Does Fairness Matter More to Some than to Others? The Moderating Role of Workplace Status on The Relationship Between Procedural Fairness Perceptions and Job Satisfaction
Good intentions aren't good enough: Moral courage in opposing sexual harassment
Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study
Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male
We investigated why women may have lower desires and intentions to apply to become a member of a leadership group (i.e., committee) than men when the majority of its members are men. In four studies, we examined the interaction between gender and gender composition of the leadership group on leader candidates’ sense of power, desire to lead, and intentions to apply to become a member of a leadership group. Informed by research on gender, perceive…
From self-prediction to self-defeat: Behavioral forecasting, self-fulfilling prophecies, and the effect of competitive expectations
Four studies explored behavioral forecasting and the effect of competitive expectations in the context of negotiations. Study 1 examined negotiators' forecasts of how they would behave when faced with a very competitive versus a less competitive opponent and found that negotiators believed they would become more competitive. Studies 2 and 3 examined actual behaviors during a negotiation and found that negotiators who expected a very competitive o…
Social connectedness and mothering: Effects of maternal employment and maternal absence
Social connectedness and mothering: Effects of maternal employment and maternal absence
Intuition in Organizations: Leading and Managing Productively Weston H. Agor (ed.), Sage Publications, 1989. No. of Pages: 285
The Decline and Fall of the Conglomerate Firm in the 1980s: The Deinstitutionalization of an Organizational Form
Implicit justifications’ and self-serving group allocations
In comparison to allocating resources to oneself, when allocating resources to one's group, people are able to ‘get away with’ taking more than a fair and equal share because there exists an implicit justification that fellow group members will benefit. Such an implicit justification enables people to hide their self-serving motivation. Results reveal that subjects allocating a sum of money between their group and a competing group took a signifi…
Self-interest and fairness in problems of resource allocation: Allocators versus recipients
From self-prediction to self-defeat: Behavioral forecasting, self-fulfilling prophecies, and the effect of competitive expectations
Four studies explored behavioral forecasting and the effect of competitive expectations in the context of negotiations. Study 1 examined negotiators' forecasts of how they would behave when faced with a very competitive versus a less competitive opponent and found that negotiators believed they would become more competitive. Studies 2 and 3 examined actual behaviors during a negotiation and found that negotiators who expected a very competitive o…
Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study
Does Fairness Matter More to Some than to Others? The Moderating Role of Workplace Status on The Relationship Between Procedural Fairness Perceptions and Job Satisfaction
Good intentions aren't good enough: Moral courage in opposing sexual harassment
Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male
We investigated why women may have lower desires and intentions to apply to become a member of a leadership group (i.e., committee) than men when the majority of its members are men. In four studies, we examined the interaction between gender and gender composition of the leadership group on leader candidates’ sense of power, desire to lead, and intentions to apply to become a member of a leadership group. Informed by research on gender, perceive…
“It’s Just Business”: Understanding How Business Frames Differ from Ethical Frames and the Effect on Unethical Behavior
She sees the trees, he sees the forest: Descriptive gender stereotypes of concreteness and abstractness
841), a mechanism that could perpetuate gender roles and organizational inequity. The Supplemental Materials include three additional studies that help validate the present results. Finally, we conducted an internal meta-analysis (including supplemental and file drawer studies) to summarize the main effects. We discuss the theoretical implications of this research and provide recommendations for future research. (PsycInfo Database Record (c) 2025…
The plurality effect: People are more dishonest toward group than individual targets
Psychology (13 works) · Social Psychology (11 works) · Social Psychology (7 works) · Social and Intergroup Psychology (6 works) · Experimental Behavioral Economics Studies (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Computer Science (3 works) · Economics (3 works) · Psychology of Moral and Emotional Judgment (3 works) · Gender Diversity and Inequality (2 works)