Judy Strauss

Biographic Data

ID6814204
NAMEJudy Strauss
GIVEN NAMESJudy
FAMILY NAMEStrauss
SIGNATURESTRAUSS J
AFFILIATIONSCalifornia State University, Long Beach
VERIFIEDNo
TOTAL WORKS6
TOTAL CITATIONS2
AUTHOR COUNT6
EDITOR COUNT0
FIRST PUBLICATION YEAR1993
LATEST PUBLICATION YEAR2010
H-INDEX1

  • Leadership perceptions as a function of race–occupation fit

    Thomas Sy, Lynn M Shore et al.ARTICLEJournal of Applied Psychology2010

    On the basis of the connectionist model of leadership, we examined perceptions of leadership as a function of the contextual factors of race (Asian American, Caucasian American) and occupation (engineering, sales) in 3 experiments (1 student sample and 2 industry samples). Race and occupation exhibited differential effects for within- and between-race comparisons. With regard to within-race comparisons, leadership perceptions of Asian Americans w…

  • Measurement of Equity Sensitivity

    Open AccessTed H Shore, Judy StraussARTICLEPsychological Reports2008

    The psychometric properties of the Equity Sensitivity Instrument (Huseman, Hatfield, & Miles, 1985, 1987) and Equity Preference Questionnaire (Sauley & Bedeian, 2000) are compared. 173 undergraduate business majors completed several work attitude and personality measures. Results suggest that the Equity Preference Questionnaire may be a better measure of the equity sensitivity construct than the Equity Sensitivity Instrument which is typically us…

  • Gender differences in leadership competencies, expatriate readiness, and performance

    Mary L Connerley, Ross L Mecham et al.ARTICLEGender in Management An…2008Cited by: 2References: 6

    Purpose The purpose of this paper is to investigate the role that gender differences play in evaluating perceptions of global competence, individual readiness for expatriate assignments and overall job performance. Design/methodology/approach A total of 11 global leadership competencies and perceptions of expatriate readiness for international assignments, along with job performance are rated by self raters and supervisors. Findings The results s…

  • Perceived Minority Status and Diversity Attitudes

    Open AccessJudy Strauss, Judy P StraussARTICLEPsychological Reports2007

    The relationship between perceived minority status (in race and gender) and attitudes toward diversity was investigated with 308 graduate and undergraduate students from the southwestern U.S. (54.5% women, 67.5% nonWhite, whose mean age was 26.7, SD= 6.2). Analysis suggested perceived minority status in gender correlates significantly and positively with attitudes toward diversity. Specifically, women who perceived themselves to be of a minority …

  • Perceived Minority Status and Diversity Attitudes

    Judy Strauss, Judy P StraussARTICLEPsychological Reports2007

  • Conscientiousness and performance of sales representatives

    Murray R Barrick, Michael K Mount et al.ARTICLEJournal of Applied Psychology1993

    The authors used 91 sales representatives to test a process model that assessed the relationship of conscientiousness to job performance through mediating motivational (goal-setting) variables. Linear structural equation modeling showed that sales representatives high in conscientiousness are more likely to set goals and are more likely to be committed to goals, which in turn is associated with greater sales volume and higher supervisory ratings …