Radostina Purvanova
Biographic Data
| ID | 3446409 |
|---|---|
| NAME | Radostina Purvanova |
| GIVEN NAMES | Radostina |
| FAMILY NAME | Purvanova |
| SIGNATURE | PURVANOVA R |
| AFFILIATIONS | Drake University |
| ORCID | 0000-0002-6161-4300 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 58 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
How to deliver gender diversity education to men
Gender diversity training is typically provided to mix‐gender audiences. This one‐size‐fits‐all approach may be suboptimal because information about gender bias and inequity is often received differently along gender lines: men are less likely than women to believe it. We argue for tailoring gender diversity training via implementing segmentation and tailoring algorithms in training systems. To develop our theorizing, we integrate a learner‐centr…
The impact of virtuality on team effectiveness in organizational and non‐organizational teams
We meta‐analytically assess the virtuality‐team effectiveness relationship using 73 samples of organizational teams (5738 teams) reporting on a wide range of productive (e.g. earnings), performance (e.g. customer ratings), social (e.g. cohesion), and team member (e.g. project satisfaction) outcomes. Our results suggest that in work organizations, virtuality is not a direct input—negative or positive—to team effectiveness. In contrast, using 109 s…
Flourishing via Workplace Relationships
In a series of qualitative and quantitative studies, we developed a model of the functions of positive work relationships, with an explicit focus on the role that these relationships play in employee flourishing. Stories that employees told about positive relationships at work revealed that relationships serve a broad range of functions, including the traditionally studied functions of task assistance, career advancement, and emotional support, a…
Gender differences in burnout
Gender differences in burnout
How to deliver gender diversity education to men
Gender diversity training is typically provided to mix‐gender audiences. This one‐size‐fits‐all approach may be suboptimal because information about gender bias and inequity is often received differently along gender lines: men are less likely than women to believe it. We argue for tailoring gender diversity training via implementing segmentation and tailoring algorithms in training systems. To develop our theorizing, we integrate a learner‐centr…
Gender differences in burnout
Flourishing via Workplace Relationships
In a series of qualitative and quantitative studies, we developed a model of the functions of positive work relationships, with an explicit focus on the role that these relationships play in employee flourishing. Stories that employees told about positive relationships at work revealed that relationships serve a broad range of functions, including the traditionally studied functions of task assistance, career advancement, and emotional support, a…
The impact of virtuality on team effectiveness in organizational and non‐organizational teams
We meta‐analytically assess the virtuality‐team effectiveness relationship using 73 samples of organizational teams (5738 teams) reporting on a wide range of productive (e.g. earnings), performance (e.g. customer ratings), social (e.g. cohesion), and team member (e.g. project satisfaction) outcomes. Our results suggest that in work organizations, virtuality is not a direct input—negative or positive—to team effectiveness. In contrast, using 109 s…
How to deliver gender diversity education to men
Gender diversity training is typically provided to mix‐gender audiences. This one‐size‐fits‐all approach may be suboptimal because information about gender bias and inequity is often received differently along gender lines: men are less likely than women to believe it. We argue for tailoring gender diversity training via implementing segmentation and tailoring algorithms in training systems. To develop our theorizing, we integrate a learner‐centr…
Job Satisfaction and Organizational Behavior (3 works) · Psychology (3 works) · Social Psychology (3 works) · Computer Science (2 works) · Healthcare professionals’ stress and burnout (2 works) · Moderation (2 works) · Adaptation (eye (1 works) · Algorithm (1 works) · Applied Psychology (1 works) · Applied Psychology (1 works)