Ioana M Latu
Dados Biográficos
| ID | 4815170 |
|---|---|
| NOME | Ioana M Latu |
| PRENOMES | Ioana M |
| SOBRENOME | Latu |
| ASSINATURA | LATU I M |
| AFILIAÇÕES | Queen's University Belfast |
| ORCID | 0000-0003-3328-9261 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 16 |
| TOTAL DE CITAÇÕES | 101 |
| TOTAL COMO AUTOR | 16 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2007 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 6 |
A collective action approach to improving attitudes and self-efficacy towards gender equality among male STEM academics
Despite the implementation of equality interventions within higher education, progress towards gender parity in science, technology, engineering, and mathematics (STEM) remains slow. Male educators often exhibit poorer engagement with diversity initiatives, potentially contributing to persisting gender disparities in STEM given men’s longstanding dominance in these programs. Two experiments investigate how equality interventions should be designe…
Gender and the pandemic
The coronavirus pandemic lockdowns have led to an increase of caregiving and household responsibilities for many employees while working from home. We aimed to investigate whether there was a gender imbalance in the division of household labour within families during the pandemic, and whether this imbalance was associated with gender differences in personal outcomes (work-family conflict, burnout) as well as career-related outcomes (career self-e…
Gendered Self-Views Across 62 Countries
Social role theory posits that binary gender gaps in agency and communion should be larger in less egalitarian countries, reflecting these countries’ more pronounced sex-based power divisions. Conversely, evolutionary and self-construal theorists suggest that gender gaps in agency and communion should be larger in more egalitarian countries, reflecting the greater autonomy support and flexible self-construction processes present in these countrie…
What Is in a Name? Exploring Perceptions of Surname Change in Hiring Evaluations in Academia
The motherhood penalty reflects inequalities in the workplace based on caregiver status. A number of factors have been identified as potential triggers of motherhood penalty effects, such as becoming pregnant or taking maternity leave. However, little is known as to whether these effects could also be triggered by more subtle cues that may signal potential changes in caregiver status. The current study investigated the impact of surname change vi…
Resistance towards increasing gender diversity in masculine domains
Efforts to increase diversity can often be met with resistance amongst high-status groups. Despite this, little is known about majority-group responses towards increasing gender diversity, and the psychological mechanisms underlying them. Across five studies, we extended intergroup threat theory to advance understanding of resistance towards gender diversity amongst men in masculine domains (Studies 1–3 and 5) and amongst women in feminine domain…
Psychometric Properties and Correlates of Precarious Manhood Beliefs in 62 Nations
Precarious manhood beliefs portray manhood, relative to womanhood, as a social status that is hard to earn, easy to lose, and proven via public action. Here, we present cross-cultural data on a brief measure of precarious manhood beliefs (the Precarious Manhood Beliefs scale [PMB]) that covaries meaningfully with other cross-culturally validated gender ideologies and with country-level indices of gender equality and human development. Using data …
Implicit and Explicit Gender Stereotypes at the Bargaining Table
In every major occupational group and at every level of educational attainment, U.S. women earn less than men (Carnevale et al. 2018). Besides a component explained by objective factors (e.g., hours worked, occupation, experience), the gender wage gap includes a large component unexplained by objective factors. This latter component may be attributed, at least in part, to factors such as gender stereotyping and discrimination. In one study, we fo…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
Empowering Mimicry
In two studies we investigated the behavioral process through which visible female leader role models empower women in leadership tasks. We proposed that women tend to mimic the powerful (open) body postures of successful female role models, thus leading to more empowered behavior and better performance on a challenging leadership task, a process we called empowering mimicry . In Study 1, we experimentally manipulated the body posture of the male…
Gender Biases in (Inter) Action
Although explicit stereotypes of women in the workplace have become increasingly positive, negative stereotypes persist at an implicit level, with women being more likely associated with incompetent—and men with competent—managerial traits. Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predi…
Successful female leaders empower women's behavior in leadership tasks
White Privilege Awareness and Efficacy to Reduce Racial Inequality Improve White Americans’ Attitudes Toward African Americans
Two experiments examined effects of heightened awareness of white privilege (illegitimate advantages held by White Americans) and efficacy to reduce racial inequality on White American college students’ attitudes toward African Americans and White Americans. Efficacy to reduce inequality was either measured (Experiment 1) or manipulated (Experiment 2), and heightened white privilege awareness (WPA) was either manipulated (Experiment 1) or held co…
What We “Say” and What We “Think” About Female Managers
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
Consider the situation
Implicit Coping Responses to Racism Predict African Americans' Level of Psychological Distress
African Americans report experiencing discrimination on a frequent basis, and these experiences have been linked to psychological distress. Coping responses to racism have been suggested to mediate the relationship between discrimination and distress. This study introduces the first measure of African Americans' implicit emotional and coping responses to racism and examines the measure's ability to predict psychological distress. The Go/No-Go Ass…
Interethnic Differences (or Similarities?) in the Relative Individuation of Women and Men
Successful female leaders empower women's behavior in leadership tasks
White Privilege Awareness and Efficacy to Reduce Racial Inequality Improve White Americans’ Attitudes Toward African Americans
Two experiments examined effects of heightened awareness of white privilege (illegitimate advantages held by White Americans) and efficacy to reduce racial inequality on White American college students’ attitudes toward African Americans and White Americans. Efficacy to reduce inequality was either measured (Experiment 1) or manipulated (Experiment 2), and heightened white privilege awareness (WPA) was either manipulated (Experiment 1) or held co…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
What We “Say” and What We “Think” About Female Managers
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
Consider the situation
Implicit Coping Responses to Racism Predict African Americans' Level of Psychological Distress
African Americans report experiencing discrimination on a frequent basis, and these experiences have been linked to psychological distress. Coping responses to racism have been suggested to mediate the relationship between discrimination and distress. This study introduces the first measure of African Americans' implicit emotional and coping responses to racism and examines the measure's ability to predict psychological distress. The Go/No-Go Ass…
Resistance towards increasing gender diversity in masculine domains
Efforts to increase diversity can often be met with resistance amongst high-status groups. Despite this, little is known about majority-group responses towards increasing gender diversity, and the psychological mechanisms underlying them. Across five studies, we extended intergroup threat theory to advance understanding of resistance towards gender diversity amongst men in masculine domains (Studies 1–3 and 5) and amongst women in feminine domain…
Implicit and Explicit Gender Stereotypes at the Bargaining Table
In every major occupational group and at every level of educational attainment, U.S. women earn less than men (Carnevale et al. 2018). Besides a component explained by objective factors (e.g., hours worked, occupation, experience), the gender wage gap includes a large component unexplained by objective factors. This latter component may be attributed, at least in part, to factors such as gender stereotyping and discrimination. In one study, we fo…
Empowering Mimicry
In two studies we investigated the behavioral process through which visible female leader role models empower women in leadership tasks. We proposed that women tend to mimic the powerful (open) body postures of successful female role models, thus leading to more empowered behavior and better performance on a challenging leadership task, a process we called empowering mimicry . In Study 1, we experimentally manipulated the body posture of the male…
What Is in a Name? Exploring Perceptions of Surname Change in Hiring Evaluations in Academia
The motherhood penalty reflects inequalities in the workplace based on caregiver status. A number of factors have been identified as potential triggers of motherhood penalty effects, such as becoming pregnant or taking maternity leave. However, little is known as to whether these effects could also be triggered by more subtle cues that may signal potential changes in caregiver status. The current study investigated the impact of surname change vi…
Gender Biases in (Inter) Action
Although explicit stereotypes of women in the workplace have become increasingly positive, negative stereotypes persist at an implicit level, with women being more likely associated with incompetent—and men with competent—managerial traits. Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predi…
Interethnic Differences (or Similarities?) in the Relative Individuation of Women and Men
Implicit Coping Responses to Racism Predict African Americans' Level of Psychological Distress
African Americans report experiencing discrimination on a frequent basis, and these experiences have been linked to psychological distress. Coping responses to racism have been suggested to mediate the relationship between discrimination and distress. This study introduces the first measure of African Americans' implicit emotional and coping responses to racism and examines the measure's ability to predict psychological distress. The Go/No-Go Ass…
Consider the situation
What We “Say” and What We “Think” About Female Managers
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
White Privilege Awareness and Efficacy to Reduce Racial Inequality Improve White Americans’ Attitudes Toward African Americans
Two experiments examined effects of heightened awareness of white privilege (illegitimate advantages held by White Americans) and efficacy to reduce racial inequality on White American college students’ attitudes toward African Americans and White Americans. Efficacy to reduce inequality was either measured (Experiment 1) or manipulated (Experiment 2), and heightened white privilege awareness (WPA) was either manipulated (Experiment 1) or held co…
Successful female leaders empower women's behavior in leadership tasks
Gender Biases in (Inter) Action
Although explicit stereotypes of women in the workplace have become increasingly positive, negative stereotypes persist at an implicit level, with women being more likely associated with incompetent—and men with competent—managerial traits. Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predi…
Empowering Mimicry
In two studies we investigated the behavioral process through which visible female leader role models empower women in leadership tasks. We proposed that women tend to mimic the powerful (open) body postures of successful female role models, thus leading to more empowered behavior and better performance on a challenging leadership task, a process we called empowering mimicry . In Study 1, we experimentally manipulated the body posture of the male…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
Implicit and Explicit Gender Stereotypes at the Bargaining Table
In every major occupational group and at every level of educational attainment, U.S. women earn less than men (Carnevale et al. 2018). Besides a component explained by objective factors (e.g., hours worked, occupation, experience), the gender wage gap includes a large component unexplained by objective factors. This latter component may be attributed, at least in part, to factors such as gender stereotyping and discrimination. In one study, we fo…
Psychometric Properties and Correlates of Precarious Manhood Beliefs in 62 Nations
Precarious manhood beliefs portray manhood, relative to womanhood, as a social status that is hard to earn, easy to lose, and proven via public action. Here, we present cross-cultural data on a brief measure of precarious manhood beliefs (the Precarious Manhood Beliefs scale [PMB]) that covaries meaningfully with other cross-culturally validated gender ideologies and with country-level indices of gender equality and human development. Using data …
Resistance towards increasing gender diversity in masculine domains
Efforts to increase diversity can often be met with resistance amongst high-status groups. Despite this, little is known about majority-group responses towards increasing gender diversity, and the psychological mechanisms underlying them. Across five studies, we extended intergroup threat theory to advance understanding of resistance towards gender diversity amongst men in masculine domains (Studies 1–3 and 5) and amongst women in feminine domain…
Gender and the pandemic
The coronavirus pandemic lockdowns have led to an increase of caregiving and household responsibilities for many employees while working from home. We aimed to investigate whether there was a gender imbalance in the division of household labour within families during the pandemic, and whether this imbalance was associated with gender differences in personal outcomes (work-family conflict, burnout) as well as career-related outcomes (career self-e…
Gendered Self-Views Across 62 Countries
Social role theory posits that binary gender gaps in agency and communion should be larger in less egalitarian countries, reflecting these countries’ more pronounced sex-based power divisions. Conversely, evolutionary and self-construal theorists suggest that gender gaps in agency and communion should be larger in more egalitarian countries, reflecting the greater autonomy support and flexible self-construction processes present in these countrie…
What Is in a Name? Exploring Perceptions of Surname Change in Hiring Evaluations in Academia
The motherhood penalty reflects inequalities in the workplace based on caregiver status. A number of factors have been identified as potential triggers of motherhood penalty effects, such as becoming pregnant or taking maternity leave. However, little is known as to whether these effects could also be triggered by more subtle cues that may signal potential changes in caregiver status. The current study investigated the impact of surname change vi…
A collective action approach to improving attitudes and self-efficacy towards gender equality among male STEM academics
Despite the implementation of equality interventions within higher education, progress towards gender parity in science, technology, engineering, and mathematics (STEM) remains slow. Male educators often exhibit poorer engagement with diversity initiatives, potentially contributing to persisting gender disparities in STEM given men’s longstanding dominance in these programs. Two experiments investigate how equality interventions should be designe…
Psychology (16 obras) · Social Psychology (15 obras) · Social Psychology (12 obras) · Gender Diversity and Inequality (11 obras) · Social and Intergroup Psychology (11 obras) · Developmental psychology (6 obras) · Gender Roles and Identity Studies (6 obras) · Political science (5 obras) · Sociology (5 obras) · Stereotype (UML (4 obras)