Danielle M Gardner
Biographic Data
| ID | 4083572 |
|---|---|
| NAME | Danielle M Gardner |
| GIVEN NAMES | Danielle M |
| FAMILY NAME | Gardner |
| SIGNATURE | GARDNER D M |
| AFFILIATIONS | Colorado State University |
| ORCID | 0000-0002-7669-8164 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 6 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Work and Wellbeing for LGBT + Employees Perceiving a Calling: The Role of Perceived Diversity Climate
Though much evidence has been put forth to describe the benefits and consequences of perceiving work as a calling, little is known about the experiences of vocational calling for gender and sexual minority (i.e., LGBT+) employees. As workplace diversity climate has been demonstrated as influential to LGBT + employees’ experiences based in Signaling Theory, we integrated Work as Calling (WCT) and Signaling Theory to explore the hypothesized role o…
From a point to a line: Investigating social and ethnic predictors of longitudinal academic performance and degree attainment
Evaluating the bi-directional relationship between authenticity at work and job satisfaction
The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes
Career adaptability, often measured using the Career Adapt-Abilities Scale (CAAS), has been conceptualized as consisting of four factors (Concern, Control, Curiosity, and Confidence). However, recent research has produced evidence in support of the inclusion of a fifth factor, Cooperation. The following pair of studies intends to extend the aforementioned work, to examine how the CAAS-5 predicts a number of work and life-relevant outcomes. Result…
It is your fault: Workplace consequences of anti-Asian stigma during Covid-19
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…
The impact of biomedical students’ ethnicity and gender
Purpose There has been a great deal of research published on the lower success rates of women and underrepresented (UR) students in Science, technology, engineering, and mathematics-related (STEM) occupations. For biomedical scientists in particular, many of the obstacles to success occur during graduate training and may be related, at least in part, to certain demographic characteristics (i.e. gender or ethnicity). In particular, women and UR st…
It is your fault: Workplace consequences of anti-Asian stigma during Covid-19
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…
The impact of biomedical students’ ethnicity and gender
Purpose There has been a great deal of research published on the lower success rates of women and underrepresented (UR) students in Science, technology, engineering, and mathematics-related (STEM) occupations. For biomedical scientists in particular, many of the obstacles to success occur during graduate training and may be related, at least in part, to certain demographic characteristics (i.e. gender or ethnicity). In particular, women and UR st…
It is your fault: Workplace consequences of anti-Asian stigma during Covid-19
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…
The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes
Career adaptability, often measured using the Career Adapt-Abilities Scale (CAAS), has been conceptualized as consisting of four factors (Concern, Control, Curiosity, and Confidence). However, recent research has produced evidence in support of the inclusion of a fifth factor, Cooperation. The following pair of studies intends to extend the aforementioned work, to examine how the CAAS-5 predicts a number of work and life-relevant outcomes. Result…
From a point to a line: Investigating social and ethnic predictors of longitudinal academic performance and degree attainment
Evaluating the bi-directional relationship between authenticity at work and job satisfaction
Work and Wellbeing for LGBT + Employees Perceiving a Calling: The Role of Perceived Diversity Climate
Though much evidence has been put forth to describe the benefits and consequences of perceiving work as a calling, little is known about the experiences of vocational calling for gender and sexual minority (i.e., LGBT+) employees. As workplace diversity climate has been demonstrated as influential to LGBT + employees’ experiences based in Signaling Theory, we integrated Work as Calling (WCT) and Signaling Theory to explore the hypothesized role o…
Psychology (5 works) · Social Psychology (5 works) · Applied Psychology (2 works) · Career Development and Diversity (2 works) · Ethnic group (2 works) · Gender Diversity and Inequality (2 works) · Higher Education and Employability (2 works) · Job satisfaction (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Medicine (2 works)