Eden B King
Biographic Data
| ID | 4084083 |
|---|---|
| NAME | Eden B King |
| GIVEN NAMES | Eden B |
| FAMILY NAME | King |
| SIGNATURE | KING E B |
| AFFILIATIONS | Rice University |
| VERIFIED | No |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 59 |
| AUTHOR COUNT | 18 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 5 |
Managing One's Age in Age-Dissimilar Mentoring Relationships
The aging of the workforce creates opportunities for experienced employees to share expertise with newer employees, via mentoring relationships. Age-dissimilar interactions, however, like those between mentor and protégé, can engender challenging interpersonal dynamics such as concern about how others view and respond to them. The current study examines the unique challenges and opportunities of age-dissimilar mentoring relationships, using a sam…
Tackling Taboo Topics: A Review of the Three M s in Working Women’s Lives
In North America and Western Europe, women now compose almost half the workforce but still face disparities in pay and promotions. We suggest that women’s natural experiences of the three Ms (i.e., menstruation, maternity, and menopause) are taboo topics in ways that may constrain women’s careers. We propose that the three Ms are particularly incongruent with expectations at intersecting career stages (i.e., a job market newcomer having menstrual…
Reactions to men’s and women’s counterproductive work behavior
Purpose The purpose of this paper is to clarify the nature of counterproductive work behavior (CWB) gender stereotypicality, and to consider whether despite efforts to systematically evaluate employees through formalized performance appraisal processes, gender-stereotypic bias is likely to enter into performance management systems. Design/methodology/approach Study 1 used archival data from 197 federal employees to explore actual punishment recom…
Back to the Future: Methodologies That Capture Real People in the Real World
This article argues that social and personality psychology theory and findings have been unnecessarily hampered by our reliance on a set of methodological lenses that sacrifice external validity and generalizability. We further urge researchers to renew their use of both classic and evolving alternative methodologies. In particular, we discuss and consider pros and cons of field experiments, big data, archival research, and observations. We propo…
Employment Discrimination
Employment discrimination based on race, ethnicity, and nationality remains prevalent in many countries. Formal and interpersonal discrimination have a variety of negative individual and organizational consequences including employee attitudes, employee performance, and financial implications for the organization. Multiple strategies can be used to prevent or reduce the likelihood of discrimination, including establishing clear policies and holdi…
Managing Concealable Stigmas at Work: A Review and Multilevel Model
Many employees possess inconspicuous identities that are stigmatized. At work, a context wherein impression management concerns are salient, these individuals face decisions about when, how, and to whom to disclose their concealable stigmas with important consequences for the way individuals experience work. In the following review, we integrate findings from psychological, sociological, and management literatures pertaining to the management of …
Benevolent Sexism at Work: Gender Differences in the Distribution of Challenging Developmental Experiences
The current research draws from ambivalent sexism theory to examine potential gender differences in the quantity and quality of developmental work experiences. In a sample of managers in the energy industry, men and women reported participating in a similar number of developmental experiences (with comparable levels of support), but men rated these experiences as more challenging and received more negative feedback than did women. Similarly, a sa…
The Association between Work–Family Guilt and Pro‐ and Anti‐Social Work Behavior
This article explores the behavioral outcomes of an understudied emotion, guilt, in the context of the work–family domain. Specifically, we propose that work–family guilt motivates both pro‐ and anti‐social behaviors in the workplace. Working undergraduate students in the United States completed qualitative and quantitative indicators of behavioral responses to work–family guilt. Results demonstrated that when individuals experienced family‐to‐wo…
Discrimination in the 21st century: Are science and the law aligned
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity
Extending tokenism theory, the authors investigate psychological climate of gender inequity as a way to understand how token women experience their work environments. In the first study, responses from a sample of 155 women across varied occupations confirm the expectation that token women tend to perceive their organizational climates to be inequitable for women. The results of a second survey of 196 female managers suggest that the subjective p…
The Influence of Economic Conditions on Aspects of Stigmatization: Economic Conditions and Stigma
Realistic group conflict theory (LeVine & Campbell, 1972) posits that people resist policies that advance the relative standing of out-group members, especially during periods of threat. To test the viability of realistic conflict in a meaningful social context, an experimental method was used to explore the influence of economic threat on stigmatization in White individuals’ personnel decisions and resistance to diversity policies. As expected, …
Conflict and Cooperation in Diverse Workgroups
This article reviews research examining the influence of diversity on conflict and cooperation within the context of the workplace. In particular, we describe how heterogeneity in surface characteristics, such as race and gender, as well as deeper characteristics, such as affect, experience, and knowledge, relate to key workgroup processes and outcomes. Of particular interest is the disparate strength and directionality of the effects reported in…
Ethnic differences in the stigma of obesity: Identification and engagement with a thin ideal
The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe
Drawing from social role theory, it is theorized that stereotypes about working mothers will drive biased perceptions about their attitudes toward work and family that will partially account for the `maternal wall'. Survey responses from a sample of 166 junior faculty members with children and 93 of their senior colleagues suggested that parent gender influences superiors' ratings of junior faculty's work involvement, commitment, and flexibility.…
Hostile and benevolent reactions toward pregnant women: Complementary interpersonal punishments and rewards that maintain traditional roles.
A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendli…
Linking Personality to Helping Behaviors at Work: An Interactional Perspective
Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand…
The Swimsuit Becomes Us All: Ethnicity, Gender, and Vulnerability to Self-Objectification
Self-objectification theory posits and past research has found that Caucasian women’s body image is negatively affected by a stigma of obesity and sociocultural norm of thinness that leads women to self-focus from a critical external perspective. However, research in this area is limited by its methodology and the restricted demographic composition of its study participants. The current study tested 176 men and 224 women of Caucasian, African Ame…
Paying the Way: The Ticket to Gender Equality in Sports
The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe
Drawing from social role theory, it is theorized that stereotypes about working mothers will drive biased perceptions about their attitudes toward work and family that will partially account for the `maternal wall'. Survey responses from a sample of 166 junior faculty members with children and 93 of their senior colleagues suggested that parent gender influences superiors' ratings of junior faculty's work involvement, commitment, and flexibility.…
The Influence of Economic Conditions on Aspects of Stigmatization: Economic Conditions and Stigma
Realistic group conflict theory (LeVine & Campbell, 1972) posits that people resist policies that advance the relative standing of out-group members, especially during periods of threat. To test the viability of realistic conflict in a meaningful social context, an experimental method was used to explore the influence of economic threat on stigmatization in White individuals’ personnel decisions and resistance to diversity policies. As expected, …
Ethnic differences in the stigma of obesity: Identification and engagement with a thin ideal
Conflict and Cooperation in Diverse Workgroups
This article reviews research examining the influence of diversity on conflict and cooperation within the context of the workplace. In particular, we describe how heterogeneity in surface characteristics, such as race and gender, as well as deeper characteristics, such as affect, experience, and knowledge, relate to key workgroup processes and outcomes. Of particular interest is the disparate strength and directionality of the effects reported in…
The Association between Work–Family Guilt and Pro‐ and Anti‐Social Work Behavior
This article explores the behavioral outcomes of an understudied emotion, guilt, in the context of the work–family domain. Specifically, we propose that work–family guilt motivates both pro‐ and anti‐social behaviors in the workplace. Working undergraduate students in the United States completed qualitative and quantitative indicators of behavioral responses to work–family guilt. Results demonstrated that when individuals experienced family‐to‐wo…
Discrimination in the 21st century: Are science and the law aligned
Paying the Way: The Ticket to Gender Equality in Sports
The Swimsuit Becomes Us All: Ethnicity, Gender, and Vulnerability to Self-Objectification
Self-objectification theory posits and past research has found that Caucasian women’s body image is negatively affected by a stigma of obesity and sociocultural norm of thinness that leads women to self-focus from a critical external perspective. However, research in this area is limited by its methodology and the restricted demographic composition of its study participants. The current study tested 176 men and 224 women of Caucasian, African Ame…
Paying the Way: The Ticket to Gender Equality in Sports
Linking Personality to Helping Behaviors at Work: An Interactional Perspective
Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand…
Hostile and benevolent reactions toward pregnant women: Complementary interpersonal punishments and rewards that maintain traditional roles.
A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendli…
The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe
Drawing from social role theory, it is theorized that stereotypes about working mothers will drive biased perceptions about their attitudes toward work and family that will partially account for the `maternal wall'. Survey responses from a sample of 166 junior faculty members with children and 93 of their senior colleagues suggested that parent gender influences superiors' ratings of junior faculty's work involvement, commitment, and flexibility.…
Conflict and Cooperation in Diverse Workgroups
This article reviews research examining the influence of diversity on conflict and cooperation within the context of the workplace. In particular, we describe how heterogeneity in surface characteristics, such as race and gender, as well as deeper characteristics, such as affect, experience, and knowledge, relate to key workgroup processes and outcomes. Of particular interest is the disparate strength and directionality of the effects reported in…
Ethnic differences in the stigma of obesity: Identification and engagement with a thin ideal
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity
Extending tokenism theory, the authors investigate psychological climate of gender inequity as a way to understand how token women experience their work environments. In the first study, responses from a sample of 155 women across varied occupations confirm the expectation that token women tend to perceive their organizational climates to be inequitable for women. The results of a second survey of 196 female managers suggest that the subjective p…
The Influence of Economic Conditions on Aspects of Stigmatization: Economic Conditions and Stigma
Realistic group conflict theory (LeVine & Campbell, 1972) posits that people resist policies that advance the relative standing of out-group members, especially during periods of threat. To test the viability of realistic conflict in a meaningful social context, an experimental method was used to explore the influence of economic threat on stigmatization in White individuals’ personnel decisions and resistance to diversity policies. As expected, …
Discrimination in the 21st century: Are science and the law aligned
Benevolent Sexism at Work: Gender Differences in the Distribution of Challenging Developmental Experiences
The current research draws from ambivalent sexism theory to examine potential gender differences in the quantity and quality of developmental work experiences. In a sample of managers in the energy industry, men and women reported participating in a similar number of developmental experiences (with comparable levels of support), but men rated these experiences as more challenging and received more negative feedback than did women. Similarly, a sa…
The Association between Work–Family Guilt and Pro‐ and Anti‐Social Work Behavior
This article explores the behavioral outcomes of an understudied emotion, guilt, in the context of the work–family domain. Specifically, we propose that work–family guilt motivates both pro‐ and anti‐social behaviors in the workplace. Working undergraduate students in the United States completed qualitative and quantitative indicators of behavioral responses to work–family guilt. Results demonstrated that when individuals experienced family‐to‐wo…
Managing Concealable Stigmas at Work: A Review and Multilevel Model
Many employees possess inconspicuous identities that are stigmatized. At work, a context wherein impression management concerns are salient, these individuals face decisions about when, how, and to whom to disclose their concealable stigmas with important consequences for the way individuals experience work. In the following review, we integrate findings from psychological, sociological, and management literatures pertaining to the management of …
Employment Discrimination
Employment discrimination based on race, ethnicity, and nationality remains prevalent in many countries. Formal and interpersonal discrimination have a variety of negative individual and organizational consequences including employee attitudes, employee performance, and financial implications for the organization. Multiple strategies can be used to prevent or reduce the likelihood of discrimination, including establishing clear policies and holdi…
Back to the Future: Methodologies That Capture Real People in the Real World
This article argues that social and personality psychology theory and findings have been unnecessarily hampered by our reliance on a set of methodological lenses that sacrifice external validity and generalizability. We further urge researchers to renew their use of both classic and evolving alternative methodologies. In particular, we discuss and consider pros and cons of field experiments, big data, archival research, and observations. We propo…
Reactions to men’s and women’s counterproductive work behavior
Purpose The purpose of this paper is to clarify the nature of counterproductive work behavior (CWB) gender stereotypicality, and to consider whether despite efforts to systematically evaluate employees through formalized performance appraisal processes, gender-stereotypic bias is likely to enter into performance management systems. Design/methodology/approach Study 1 used archival data from 197 federal employees to explore actual punishment recom…
Tackling Taboo Topics: A Review of the Three M s in Working Women’s Lives
In North America and Western Europe, women now compose almost half the workforce but still face disparities in pay and promotions. We suggest that women’s natural experiences of the three Ms (i.e., menstruation, maternity, and menopause) are taboo topics in ways that may constrain women’s careers. We propose that the three Ms are particularly incongruent with expectations at intersecting career stages (i.e., a job market newcomer having menstrual…
Managing One's Age in Age-Dissimilar Mentoring Relationships
The aging of the workforce creates opportunities for experienced employees to share expertise with newer employees, via mentoring relationships. Age-dissimilar interactions, however, like those between mentor and protégé, can engender challenging interpersonal dynamics such as concern about how others view and respond to them. The current study examines the unique challenges and opportunities of age-dissimilar mentoring relationships, using a sam…
Psychology (17 works) · Social Psychology (15 works) · Gender Diversity and Inequality (10 works) · Developmental psychology (9 works) · Sociology (9 works) · Job Satisfaction and Organizational Behavior (7 works) · Political science (6 works) · Social Psychology (5 works) · Work-Family Balance Challenges (5 works) · Interpersonal communication (4 works)