David F Arena
Biographic Data
| ID | 4084229 |
|---|---|
| NAME | David F Arena |
| GIVEN NAMES | David F |
| FAMILY NAME | Arena |
| SIGNATURE | ARENA D F |
| AFFILIATIONS | The University of Texas at Arlington |
| ORCID | 0000-0002-5900-4546 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Emotional Ambivalence Contextualized
Research has increasingly highlighted the prevalence of emotionally ambivalent experiences for employees at work, with several self‐regulatory benefits emerging. Yet we do not have a full understanding of which work‐related contexts yield generative or maladaptive consequences of emotional ambivalence. Drawing on theories of emotional ambivalence and self‐regulation at work, we explore the nature, antecedents, and consequences of profiles of dail…
Signaling as an Antecedent to Identity Management Behaviors in LGB Employees
Research on the workplace experiences of lesbian, gay, and bisexual (LGB) employees has been on the rise steadily in management outlets. One area that has received particular attention is scholarship aimed at understanding how LGB employees manage their sexual orientation identities while at work. We contribute to foundational work in this space by providing insight into the role of signaling one's sexual orientation as the starting point of an i…
Despite the haters
In the current paper, we discuss the positive impact of diversity, equity, and inclusion (DEI) initiatives in our workplaces, including the historical movements that led to their inception as well as the reactions that have resulted in forms of resistance and backlash. Although there may be risks inherent in engaging in social justice work within organizations, we summarize the large body of empirical work documenting the immense benefits of choo…
Trajectories of depletion following witnessing incivility toward women
Purpose The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders. Design/methodology/approach The authors collected multi-wave data from 324 employees to assess the conseq…
Bisexual authenticity and job attitudes
How promotion loss shapes expectations of discrimination
Purpose The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague. Design/methodology/approach A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male,…
Is More Always Merrier? Intersectionality as an Antecedent of Job Insecurity
As modern workplace environments are becoming increasingly diverse, the experiences of disenfranchised employees have become a topic of great interest to scholars and business professionals alike. While the experiences of individuals with singular stigmatized identities have been well-established, a dearth of research has assessed how intersectionality, i.e., holding multiple stigmatized identities, combine and intertwine to shape workplace exper…
Despite the haters
In the current paper, we discuss the positive impact of diversity, equity, and inclusion (DEI) initiatives in our workplaces, including the historical movements that led to their inception as well as the reactions that have resulted in forms of resistance and backlash. Although there may be risks inherent in engaging in social justice work within organizations, we summarize the large body of empirical work documenting the immense benefits of choo…
Is More Always Merrier? Intersectionality as an Antecedent of Job Insecurity
As modern workplace environments are becoming increasingly diverse, the experiences of disenfranchised employees have become a topic of great interest to scholars and business professionals alike. While the experiences of individuals with singular stigmatized identities have been well-established, a dearth of research has assessed how intersectionality, i.e., holding multiple stigmatized identities, combine and intertwine to shape workplace exper…
How promotion loss shapes expectations of discrimination
Purpose The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague. Design/methodology/approach A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male,…
Bisexual authenticity and job attitudes
Despite the haters
In the current paper, we discuss the positive impact of diversity, equity, and inclusion (DEI) initiatives in our workplaces, including the historical movements that led to their inception as well as the reactions that have resulted in forms of resistance and backlash. Although there may be risks inherent in engaging in social justice work within organizations, we summarize the large body of empirical work documenting the immense benefits of choo…
Trajectories of depletion following witnessing incivility toward women
Purpose The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders. Design/methodology/approach The authors collected multi-wave data from 324 employees to assess the conseq…
Emotional Ambivalence Contextualized
Research has increasingly highlighted the prevalence of emotionally ambivalent experiences for employees at work, with several self‐regulatory benefits emerging. Yet we do not have a full understanding of which work‐related contexts yield generative or maladaptive consequences of emotional ambivalence. Drawing on theories of emotional ambivalence and self‐regulation at work, we explore the nature, antecedents, and consequences of profiles of dail…
Signaling as an Antecedent to Identity Management Behaviors in LGB Employees
Research on the workplace experiences of lesbian, gay, and bisexual (LGB) employees has been on the rise steadily in management outlets. One area that has received particular attention is scholarship aimed at understanding how LGB employees manage their sexual orientation identities while at work. We contribute to foundational work in this space by providing insight into the role of signaling one's sexual orientation as the starting point of an i…
Gender Diversity and Inequality (5 works) · Political science (4 works) · Psychology (4 works) · Social Psychology (4 works) · Sociology (4 works) · Job Satisfaction and Organizational Behavior (3 works) · Antecedent (behavioral psychology (2 works) · Clinical Psychology (2 works) · Diversity (politics (2 works) · Emotional Labor in Professions (2 works)