Lisa A Marchiondo
Biographic Data
| ID | 6541293 |
|---|---|
| NAME | Lisa A Marchiondo |
| GIVEN NAMES | Lisa A |
| FAMILY NAME | Marchiondo |
| SIGNATURE | MARCHIONDO L A |
| AFFILIATIONS | University of New Mexico |
| ORCID | 0000-0001-9621-4967 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2015 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
The diversity pendulum
Between 2020 and 2025, United States companies demonstrated unprecedented swings in their commitments to DEI. This manuscript addresses predictors of why some firms sustain their commitments to DEI while others retreat in the face of sustained political backlash. Drawing on institutional theory, we test the predictive power of three mechanisms to explain firms’ reactions to political and social attacks on DEI practices: coercive pressures (state …
Do Men Who Spill the Tea in Teams Get Burned? Gender Differences in Perceived Competence and Leadership Emergence of Team Members Who Gossip
Gossip has historically been viewed as a form of deviant behavior. However, research in recent years has offered a more nuanced perspective. We aim to reconcile contrasting perspectives regarding whether gossip is beneficial or harmful to leadership emergence in teams. We do so by integrating role congruity theory and research on prescriptive gender stereotypes to examine how the gossiper's gender shapes these effects. Due to gender role prescrip…
A shield against ageism
Although an increasingly age‐diverse workforce offers many potential advantages for organizations, it also presents unique challenges. Namely, bringing together people of different ages produces an environment ripe for age‐based discrimination. In this study, we integrate the transactional model of stress with self‐affirmation theory to propose the effectiveness of a brief personal values affirmation for shaping the effect of age discrimination o…
Older Age Discrimination at Work
In their focal article, Murphy and DeNisi (Murphy, K. R., & DeNisi, A. S. [2021]. Do age stereotypes predict personnel decision? The state of the evidence. Work, Aging, & Retirement. https://doi.org/10.1093/workar/waab019) contend that older age stereotypes do not appear to meaningfully shape organizational decisions in ways that disadvantage older workers. My commentary centers on several issues: (1) a critical assessment of effect sizes, incl…
Academic leaders’ diversity attitudes
Disrespect at Work, Distress at Home
The prevalence of workplace mistreatment toward older adults is well-documented, yet its effects are understudied. We applied the strength and vulnerability integration model (SAVI) to hypothesize that, despite its low intensity, workplace incivility has numerous deleterious outcomes for older employees over time. Specifically, we investigated whether and how incivility relates to well-being outside of work, among both targeted employees and thei…
Trajectories of Perceived Workplace Age Discrimination and Long-Term Associations With Mental, Self-Rated, and Occupational Health
This study provides empirical support for the SAVI model and uncovers the "wear and tear" effects of perceived workplace age discrimination on older workers' mental and overall health. We deliberate on social policies that may reduce age discrimination, thereby promoting older employees' health and ability to work longer
Job strain and trajectories of change in episodic memory before and after retirement
BACKGROUND: We examined indicators of job strain in relation to level and change in episodic memory in the years leading up to as well as following retirement. METHODS: Our analyses centre on 3779 individuals from the nationally representative Health and Retirement Study (baseline age 57.3 years) who reported gainful employment in an occupation for 10+ years prior to retirement, and who were assessed for episodic memory performance over up to 20 …
Trajectories of Perceived Workplace Age Discrimination and Long-Term Associations With Mental, Self-Rated, and Occupational Health
This study provides empirical support for the SAVI model and uncovers the "wear and tear" effects of perceived workplace age discrimination on older workers' mental and overall health. We deliberate on social policies that may reduce age discrimination, thereby promoting older employees' health and ability to work longer
Job strain and trajectories of change in episodic memory before and after retirement
BACKGROUND: We examined indicators of job strain in relation to level and change in episodic memory in the years leading up to as well as following retirement. METHODS: Our analyses centre on 3779 individuals from the nationally representative Health and Retirement Study (baseline age 57.3 years) who reported gainful employment in an occupation for 10+ years prior to retirement, and who were assessed for episodic memory performance over up to 20 …
Older Age Discrimination at Work
In their focal article, Murphy and DeNisi (Murphy, K. R., & DeNisi, A. S. [2021]. Do age stereotypes predict personnel decision? The state of the evidence. Work, Aging, & Retirement. https://doi.org/10.1093/workar/waab019) contend that older age stereotypes do not appear to meaningfully shape organizational decisions in ways that disadvantage older workers. My commentary centers on several issues: (1) a critical assessment of effect sizes, incl…
Job strain and trajectories of change in episodic memory before and after retirement
BACKGROUND: We examined indicators of job strain in relation to level and change in episodic memory in the years leading up to as well as following retirement. METHODS: Our analyses centre on 3779 individuals from the nationally representative Health and Retirement Study (baseline age 57.3 years) who reported gainful employment in an occupation for 10+ years prior to retirement, and who were assessed for episodic memory performance over up to 20 …
Trajectories of Perceived Workplace Age Discrimination and Long-Term Associations With Mental, Self-Rated, and Occupational Health
This study provides empirical support for the SAVI model and uncovers the "wear and tear" effects of perceived workplace age discrimination on older workers' mental and overall health. We deliberate on social policies that may reduce age discrimination, thereby promoting older employees' health and ability to work longer
Disrespect at Work, Distress at Home
The prevalence of workplace mistreatment toward older adults is well-documented, yet its effects are understudied. We applied the strength and vulnerability integration model (SAVI) to hypothesize that, despite its low intensity, workplace incivility has numerous deleterious outcomes for older employees over time. Specifically, we investigated whether and how incivility relates to well-being outside of work, among both targeted employees and thei…
Academic leaders’ diversity attitudes
Older Age Discrimination at Work
In their focal article, Murphy and DeNisi (Murphy, K. R., & DeNisi, A. S. [2021]. Do age stereotypes predict personnel decision? The state of the evidence. Work, Aging, & Retirement. https://doi.org/10.1093/workar/waab019) contend that older age stereotypes do not appear to meaningfully shape organizational decisions in ways that disadvantage older workers. My commentary centers on several issues: (1) a critical assessment of effect sizes, incl…
A shield against ageism
Although an increasingly age‐diverse workforce offers many potential advantages for organizations, it also presents unique challenges. Namely, bringing together people of different ages produces an environment ripe for age‐based discrimination. In this study, we integrate the transactional model of stress with self‐affirmation theory to propose the effectiveness of a brief personal values affirmation for shaping the effect of age discrimination o…
The diversity pendulum
Between 2020 and 2025, United States companies demonstrated unprecedented swings in their commitments to DEI. This manuscript addresses predictors of why some firms sustain their commitments to DEI while others retreat in the face of sustained political backlash. Drawing on institutional theory, we test the predictive power of three mechanisms to explain firms’ reactions to political and social attacks on DEI practices: coercive pressures (state …
Do Men Who Spill the Tea in Teams Get Burned? Gender Differences in Perceived Competence and Leadership Emergence of Team Members Who Gossip
Gossip has historically been viewed as a form of deviant behavior. However, research in recent years has offered a more nuanced perspective. We aim to reconcile contrasting perspectives regarding whether gossip is beneficial or harmful to leadership emergence in teams. We do so by integrating role congruity theory and research on prescriptive gender stereotypes to examine how the gossiper's gender shapes these effects. Due to gender role prescrip…
Psychology (6 works) · Retirement, Disability, and Employment (5 works) · Employment and Welfare Studies (4 works) · Social Psychology (4 works) · Social Psychology (4 works) · Age discrimination (3 works) · Political science (3 works) · Gerontology (2 works) · Health and Retirement Study (2 works) · Job satisfaction (2 works)