Samantha A Conroy
Biographic Data
| ID | 5839166 |
|---|---|
| NAME | Samantha A Conroy |
| GIVEN NAMES | Samantha A |
| FAMILY NAME | Conroy |
| SIGNATURE | CONROY S A |
| AFFILIATIONS | Colorado State University |
| ORCID | 0000-0002-6645-9768 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 1 |
Beyond demographic identities and motivation to learn
There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic‐based identities and motivation to learn across two samples of employees inv…
Disentangling horizontal pay dispersion
Although horizontal pay dispersion has been explored extensively using cross‐sectional field methods, it has received little attention using the control available through experimental designs. Many of the questions relevant to pay dispersion research can be addressed by taking an individual‐level experimental approach because this allows for clean separation of pay policies and individual effects. In this paper, we hypothesize both the motivation…
Where there is light, there is dark
An extensive body of research on organizational identification has developed over the last 25 years. This work has typically taken the view that organizational identification is good for individuals and organizations. However, the underlying social identity processes of organizational identification do not suggest that only positive outcomes should be expected. We review the work addressing organizational identification's dark side. Our review su…
Letting Go and Moving On
Transitions in work memberships, relationships, and roles can result in work-related identity loss. This article contributes to a growing body of research examining identity transitions by providing a dynamic model to explain these identity losses. Our model incorporates principles from identity research and grief research to predict how employees will react to the loss of a work-related identity. We conceptualize the transition period as one of …
Beyond demographic identities and motivation to learn
There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic‐based identities and motivation to learn across two samples of employees inv…
Letting Go and Moving On
Transitions in work memberships, relationships, and roles can result in work-related identity loss. This article contributes to a growing body of research examining identity transitions by providing a dynamic model to explain these identity losses. Our model incorporates principles from identity research and grief research to predict how employees will react to the loss of a work-related identity. We conceptualize the transition period as one of …
Where there is light, there is dark
An extensive body of research on organizational identification has developed over the last 25 years. This work has typically taken the view that organizational identification is good for individuals and organizations. However, the underlying social identity processes of organizational identification do not suggest that only positive outcomes should be expected. We review the work addressing organizational identification's dark side. Our review su…
Disentangling horizontal pay dispersion
Although horizontal pay dispersion has been explored extensively using cross‐sectional field methods, it has received little attention using the control available through experimental designs. Many of the questions relevant to pay dispersion research can be addressed by taking an individual‐level experimental approach because this allows for clean separation of pay policies and individual effects. In this paper, we hypothesize both the motivation…
Beyond demographic identities and motivation to learn
There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic‐based identities and motivation to learn across two samples of employees inv…
Psychology (4 works) · Job Satisfaction and Organizational Behavior (3 works) · Political science (3 works) · Social Psychology (3 works) · Computer Science (2 works) · Knowledge management (2 works) · Organizational commitment (2 works) · Organizational identification (2 works) · Organizational learning (2 works) · Public relations (2 works)