Loriann Roberson
Biographic Data
| ID | 915570 |
|---|---|
| NAME | Loriann Roberson |
| GIVEN NAMES | Loriann |
| FAMILY NAME | Roberson |
| SIGNATURE | ROBERSON L |
| AFFILIATIONS | New York University |
| ORCID | 0000-0002-2017-3369 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 44 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 3 |
Please Excuse My Accent: An Examination of Impression Management Strategies Used by Nonnative Speakers
In this research, we investigate the impression management (IM) strategies used by nonnative speakers. We ask the following questions: (1) What IM strategies do nonnative speakers employ, (2) Are some IM strategies more effective than others, and (3) What determines the use of different IN strategies among nonnative speakers? Across two studies, we examine if some IM strategies are more effective than others in improving outcomes for nonnative sp…
Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7
Women and people of color are still underrepresented in many occupational roles. Being in a situation where one is underrepresented, and thus in the demographic minority, has been shown to be a factor leading to the experience of stereotype threat—the expectation that one will be judged or perceived on the basis of social identity group membership rather than actual performance and potential. Although numerous laboratory studies have documented t…
The rich get richer: Predicting participation in voluntary diversity training
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Designing effective diversity training: Influence of group composition and trainee experience
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Self‐appraisal and perceptions of the appraisal discussion: A field experiment
Performance evaluation based on self‐appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both‐rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty‐one ratees and …
Prediction of job satisfaction from characteristics of personal work goals
This paper examines the relationship of job satisfaction to dimensions of employee personal work goals. Based on past theory and research, it was hypothesized that the probability of goal success, positivity and negativity of goals, goal commitment, expected negative consequences for goal attainment, and goal clarity would be related to job satisfaction. A mixed idiographic‐nomothetic technique was used to assess the personal goals and perceived …
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
The rich get richer: Predicting participation in voluntary diversity training
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Designing effective diversity training: Influence of group composition and trainee experience
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7
Women and people of color are still underrepresented in many occupational roles. Being in a situation where one is underrepresented, and thus in the demographic minority, has been shown to be a factor leading to the experience of stereotype threat—the expectation that one will be judged or perceived on the basis of social identity group membership rather than actual performance and potential. Although numerous laboratory studies have documented t…
Prediction of job satisfaction from characteristics of personal work goals
This paper examines the relationship of job satisfaction to dimensions of employee personal work goals. Based on past theory and research, it was hypothesized that the probability of goal success, positivity and negativity of goals, goal commitment, expected negative consequences for goal attainment, and goal clarity would be related to job satisfaction. A mixed idiographic‐nomothetic technique was used to assess the personal goals and perceived …
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
Self‐appraisal and perceptions of the appraisal discussion: A field experiment
Performance evaluation based on self‐appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both‐rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty‐one ratees and …
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
Prediction of job satisfaction from characteristics of personal work goals
This paper examines the relationship of job satisfaction to dimensions of employee personal work goals. Based on past theory and research, it was hypothesized that the probability of goal success, positivity and negativity of goals, goal commitment, expected negative consequences for goal attainment, and goal clarity would be related to job satisfaction. A mixed idiographic‐nomothetic technique was used to assess the personal goals and perceived …
Self‐appraisal and perceptions of the appraisal discussion: A field experiment
Performance evaluation based on self‐appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both‐rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty‐one ratees and …
Designing effective diversity training: Influence of group composition and trainee experience
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
The rich get richer: Predicting participation in voluntary diversity training
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7
Women and people of color are still underrepresented in many occupational roles. Being in a situation where one is underrepresented, and thus in the demographic minority, has been shown to be a factor leading to the experience of stereotype threat—the expectation that one will be judged or perceived on the basis of social identity group membership rather than actual performance and potential. Although numerous laboratory studies have documented t…
Please Excuse My Accent: An Examination of Impression Management Strategies Used by Nonnative Speakers
In this research, we investigate the impression management (IM) strategies used by nonnative speakers. We ask the following questions: (1) What IM strategies do nonnative speakers employ, (2) Are some IM strategies more effective than others, and (3) What determines the use of different IN strategies among nonnative speakers? Across two studies, we examine if some IM strategies are more effective than others in improving outcomes for nonnative sp…
Psychology (7 works) · Social Psychology (7 works) · Social Psychology (7 works) · Job Satisfaction and Organizational Behavior (3 works) · Political science (3 works) · Applied Psychology (2 works) · Applied Psychology (2 works) · Business (2 works) · Cognition (2 works) · Diversity (politics (2 works)