Lynn R Offermann
Dados Biográficos
| ID | 180449 |
|---|---|
| NOME | Lynn R Offermann |
| PRENOMES | Lynn R |
| SOBRENOME | Offermann |
| ASSINATURA | OFFERMANN L R |
| AFILIAÇÕES | George Washington University |
| ORCID | 0000-0001-8389-5791 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 15 |
| TOTAL DE CITAÇÕES | 79 |
| TOTAL COMO AUTOR | 15 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1981 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2020 |
| ÍNDICE H | 4 |
Achieving leadership and success
See no evil
Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. The present study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitudes. We examined relationships between 3 dimensions of color-blind attitudes (Racial Privilege, Institutional Discrimination, and Blatant Racial Iss…
Do You See What I See? Perceptions of Gender Microaggressions in the Workplace
Although blatant expressions of sexism in the American workforce appear on the decline, many researchers note that discrimination is not disappearing but is instead becoming more subtle and ambiguous. Drawing from Sue et al.’s construct of microaggressions, which examines manifestations of prejudice ranging from subtle to overt, the present research provides the first known empirical investigation of gender differences in third-party perceptions …
Slights, snubs, and slurs
Purpose The present study aims to apply the construct of microaggressions to organizational contexts by examining perceptions of discrimination in ambiguous interactions between White supervisors and Black subordinates and their impact on work outcomes under varying conditions of leader fairness. Design/methodology/approach US participants ( N =387) responded to scenarios describing supervisor‐subordinate interactions involving subtle to blatant …
Considering the Source
Researchers and practitioners have devoted little attention to the impact of different sources of leadership support on follower outcomes. The present study is the first to examine the relationship between two levels of leadership support—immediate supervisors and senior management—on follower motivation and intent to stay. Although positively related, support from each level exerted an independent, positive influence on follower motivation and i…
Culture's Consequences for Leadership Behavior
Relationships between work-related values held by managers from 39 diverse national cultures and their leadership practices as assessed by subordinates were examined. Power distance was significantly and negatively associated with leader communication, delegation, approachability, and team building; uncertainty avoidance was significantly associated with more leader control, but less delegation and approachability
Implicit leadership theories
Achievement Styles of Women Leaders and Their Peers
Women's achievement was examined by studying the achievement styles and leadership outcomes of women college leaders as compared with those of a control sample of undergraduate men and women (Study 1) and with those of men college leaders (Study 2). Women leaders scored significantly higher than control women on six of nine achievement styles, scored higher than control men on three of nine, and derived satisfaction from a greater number of achie…
Organizations of the future
Power and leadership in organizations
Power and leadership in organizations
Organizations of the future
The Development and Validation of the Power Apprehension Scale
This study describes the development and validation of a new instrument entitled the Power Apprehension Scale (PAS) to be used by researchers interested in an objective self-report measure of negative attitudes toward power. Two PAS subscales have been identified, one dealing with concerns about having power oneself, and one dealing with concern about the power of others. The primary "Self' subscale was shown to have high test-retest reliability …
Visibility and evaluation of female and male leaders
Parent aides as a preventive intervention strategy
Do You See What I See? Perceptions of Gender Microaggressions in the Workplace
Although blatant expressions of sexism in the American workforce appear on the decline, many researchers note that discrimination is not disappearing but is instead becoming more subtle and ambiguous. Drawing from Sue et al.’s construct of microaggressions, which examines manifestations of prejudice ranging from subtle to overt, the present research provides the first known empirical investigation of gender differences in third-party perceptions …
See no evil
Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. The present study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitudes. We examined relationships between 3 dimensions of color-blind attitudes (Racial Privilege, Institutional Discrimination, and Blatant Racial Iss…
Slights, snubs, and slurs
Purpose The present study aims to apply the construct of microaggressions to organizational contexts by examining perceptions of discrimination in ambiguous interactions between White supervisors and Black subordinates and their impact on work outcomes under varying conditions of leader fairness. Design/methodology/approach US participants ( N =387) responded to scenarios describing supervisor‐subordinate interactions involving subtle to blatant …
Culture's Consequences for Leadership Behavior
Relationships between work-related values held by managers from 39 diverse national cultures and their leadership practices as assessed by subordinates were examined. Power distance was significantly and negatively associated with leader communication, delegation, approachability, and team building; uncertainty avoidance was significantly associated with more leader control, but less delegation and approachability
Achievement Styles of Women Leaders and Their Peers
Women's achievement was examined by studying the achievement styles and leadership outcomes of women college leaders as compared with those of a control sample of undergraduate men and women (Study 1) and with those of men college leaders (Study 2). Women leaders scored significantly higher than control women on six of nine achievement styles, scored higher than control men on three of nine, and derived satisfaction from a greater number of achie…
Visibility and evaluation of female and male leaders
Parent aides as a preventive intervention strategy
Parent aides as a preventive intervention strategy
The Development and Validation of the Power Apprehension Scale
This study describes the development and validation of a new instrument entitled the Power Apprehension Scale (PAS) to be used by researchers interested in an objective self-report measure of negative attitudes toward power. Two PAS subscales have been identified, one dealing with concerns about having power oneself, and one dealing with concern about the power of others. The primary "Self' subscale was shown to have high test-retest reliability …
Visibility and evaluation of female and male leaders
Organizations of the future
Power and leadership in organizations
Power and leadership in organizations
Organizations of the future
Achievement Styles of Women Leaders and Their Peers
Women's achievement was examined by studying the achievement styles and leadership outcomes of women college leaders as compared with those of a control sample of undergraduate men and women (Study 1) and with those of men college leaders (Study 2). Women leaders scored significantly higher than control women on six of nine achievement styles, scored higher than control men on three of nine, and derived satisfaction from a greater number of achie…
Implicit leadership theories
Culture's Consequences for Leadership Behavior
Relationships between work-related values held by managers from 39 diverse national cultures and their leadership practices as assessed by subordinates were examined. Power distance was significantly and negatively associated with leader communication, delegation, approachability, and team building; uncertainty avoidance was significantly associated with more leader control, but less delegation and approachability
Considering the Source
Researchers and practitioners have devoted little attention to the impact of different sources of leadership support on follower outcomes. The present study is the first to examine the relationship between two levels of leadership support—immediate supervisors and senior management—on follower motivation and intent to stay. Although positively related, support from each level exerted an independent, positive influence on follower motivation and i…
Do You See What I See? Perceptions of Gender Microaggressions in the Workplace
Although blatant expressions of sexism in the American workforce appear on the decline, many researchers note that discrimination is not disappearing but is instead becoming more subtle and ambiguous. Drawing from Sue et al.’s construct of microaggressions, which examines manifestations of prejudice ranging from subtle to overt, the present research provides the first known empirical investigation of gender differences in third-party perceptions …
Slights, snubs, and slurs
Purpose The present study aims to apply the construct of microaggressions to organizational contexts by examining perceptions of discrimination in ambiguous interactions between White supervisors and Black subordinates and their impact on work outcomes under varying conditions of leader fairness. Design/methodology/approach US participants ( N =387) responded to scenarios describing supervisor‐subordinate interactions involving subtle to blatant …
See no evil
Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. The present study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitudes. We examined relationships between 3 dimensions of color-blind attitudes (Racial Privilege, Institutional Discrimination, and Blatant Racial Iss…
Achieving leadership and success
Psychology (15 obras) · Social Psychology (13 obras) · Political science (7 obras) · Social Psychology (7 obras) · Gender Diversity and Inequality (6 obras) · Developmental psychology (5 obras) · Perception (5 obras) · Public relations (5 obras) · Social and Intergroup Psychology (5 obras) · Engineering (4 obras)