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Recognizing the imperative of promoting diversity, equity, and inclusion (DEI) in the workplace, many organizations have created a leadership role dedicated to the achievement of DEI goals. While previous studies have linked the traditional leadership role with Caucasian individuals, informal accounts indicate a disproportionate representation of non-White individuals in diversity, equity, and inclusion leadership positions. This contradiction is investigated through three pre-registered experimental studies (N = 1913), utilizing social role and role congruity theories. The studies explore whether observers perceive the DEI leader role as different from a traditional leader role, focusing on if expectations align with a non-White individual (Black, Hispanic, or Asian) holding the leadership position. Our findings in Study 1 point to a common perception that DEI leadership roles are often filled by non-White individuals. Study 2 reinforces this observation, indicating that characteristics traditionally associated with non-White groups, compared to White ones, are viewed as more strongly linked to the key traits required for effective DEI leadership. art and medicine Examining the effects of congruity, our research demonstrates that non-White candidates for DEI leader positions receive more positive evaluations. This outcome is contingent upon possessing traits uncommon in other leadership roles, such as a dedication to social justice and personal experiences of discrimination; Study 3. We conclude by considering the significance of our investigation for research into diversity, equity, and inclusion (DEI) and leadership, as well as for research employing role theories. PsycINFO database record, copyright 2023 American Psychological Association; all rights are reserved.

Presuming that workplace mistreatment is universally perceived as unjust, we explain the diverging perceptions of organizational injustice in those who witness instances of justice (specifically, observing or becoming aware of others' mistreatment in this study). Bystander gender and their similarity in gender to the victim of mistreatment can create identity threat, impacting their perceptions of the organization's overall experience of gendered mistreatment and unfairness. Identity threat follows two paths, an emotional response to the situation and a cognitive analysis of the event; these distinct paths consequently relate to varying degrees of justice perception among bystanders. Employing a three-pronged research strategy, we investigated these concepts: two controlled laboratory experiments (N = 563 and N = 920) and a sizable field study including 8196 employees distributed across 546 work units. The incident prompted varying degrees of emotional and cognitive identity threat in female and gender-corresponding bystanders, linked to psychological gender mistreatment climate and workplace injustices, compared with those in male and gender-dissimilar bystanders. This work, which leverages both bystander theory and dual-process models of injustice perception, provides a previously unaddressed explanation for the continuation of negative workplace behaviors, encompassing incivility, ostracism, and discrimination. Copyright 2023 APA; all rights are reserved for this PsycINFO database record.

Although the roles of service climate and safety climate are well-defined within their separate spheres of influence, their combined effects across multiple domains are relatively unknown. This research investigated the cross-domain principal roles of service climate (affecting safety performance) and safety climate (impacting service performance) and their combined effects in predicting service and safety performance metrics. By drawing on the exploration-exploitation framework, we further presented team exploration and team exploitation as mechanisms for understanding the inter-domain relationships. Two multiwave, multisource field studies were undertaken in hospitals, utilizing nursing teams. Service 1's study found a positive connection between service climate and service performance, though no statistical link was observed with safety performance. Safety performance benefited from a positive safety climate, whereas service performance suffered from it. The results of Study 2 demonstrated the validity of all principal relationships, while also indicating that safety climate served as a moderator of the indirect relationships between service climate and both safety and service performance through the vehicle of team exploration. The service climate, in turn, moderated the indirect effects that safety climate has on service performance and safety performance, working through team exploitation. Autoimmune retinopathy We contribute to the existing climate literature by uncovering the previously unexplored cross-domain interconnections of service and safety climates. The psychological information record, protected by the American Psychological Association's copyright in 2023, is to be returned.

Research into work-family conflict (WFC) rarely examines the different dimensions of the conflict; this omission hinders theoretical development, hypothesis creation, and empirical investigation. Instead of employing individual-level assessments, researchers have, in the main, opted for composite approaches that center on the directions of work-to-family and family-to-work conflict. The application of conceptualizing and operationalizing WFC on a composite basis instead of a dimensional one hasn't been proven a viable tactic. Current research explores the existence of theoretical and empirical backing in the WFC literature for the importance of dimension-level theorizing and operationalization over composite-level methods. Our approach to advancing theory concerning the dimensions of WFC involves first reviewing existing WFC theories. We then illustrate the application of resource allocation theory to the time dimension, spillover theory to the strain dimension, and boundary theory to the behavior dimension. From this theoretical framework, we employ a meta-analytic approach to determine the relative contribution of variables from the WFC nomological network, which are theoretically linked to time and family demands (time-based), work role ambiguity (strain-based), and family-supportive supervisor behaviors and nonwork support (behavior-based). Considering bandwidth-fidelity theory, we investigate the appropriateness of composite-based WFC approaches in addressing broad constructs, including job and life satisfaction. Dimensionality emerges as a consistent finding from our meta-analytic relative importance analyses, echoing our theoretical expectations at the dimension level, even when evaluating broad conceptualizations. Future research, practical implications, and theoretical considerations are addressed. The 2023 PsycINFO database record, protected by APA copyright, holds all rights reserved.

People take on multiple crucial roles in different aspects of their lives, and new research in work-life balance stresses the inclusion of personal pursuits as a separate area of non-work study to enhance understanding of the relationship between these distinct roles. We apply enrichment theory to investigate why and when personal life activities of employees can positively contribute to their creativity at work through non-occupational cognitive development. Considering construal level theory, this research brings a new dimension to understanding how people perceive their personal activities, demonstrating their effect on the production and/or deployment of resources. Two multiwave studies' findings demonstrate that individuals encompassing a wider array of personal activities cultivate non-work cognitive growth (i.e., skills, knowledge, and perspectives), thereby bolstering workplace creativity. Personal life construal level's effect extended to the resource generation stage of enrichment, not to its practical use in work; those with a more concrete construal style extracted more cognitive developmental resources from personal activities compared to those with a more abstract approach. This research explores the convergence of real-world trends in work and personal domains, advancing novel and nuanced theoretical frameworks for understanding instrumental personal enrichment, leading to mutual benefits for both employees and organizations. The PsycINFO Database record of 2023, copyrighted by the APA, should be returned, preserving all rights.

A substantial portion of the research on abusive supervision largely proceeds from the assumption that employees' responses to abusive treatment follow a relatively clear pattern. When abusive supervision is present, undesirable consequences frequently emerge; conversely, its absence is linked to favorable (or at the very least, less problematic) outcomes. Despite understanding the transient nature of abusive supervision over time, an inadequate amount of analysis has been dedicated to how previous instances of abuse might shape how employees react to this treatment (or the absence of it) currently. It's a significant omission, given the well-established understanding that previous experiences provide a backdrop against which we evaluate present-day encounters. Examining abusive supervision through a temporal perspective, we observe a phenomenon of inconsistent abusive supervision, potentially yielding divergent outcomes from what current literature generally anticipates. We develop a model using time and stress appraisal theories to predict the conditions in which inconsistent abusive supervision negatively impacts employee well-being. This model identifies anxiety as a key mediating outcome contributing to employees' turnover intentions. Blasticidin S research buy Furthermore, the previously discussed theoretical frameworks align in recognizing employee status at work as a moderator, potentially mitigating the detrimental effects of inconsistent abusive supervision on employees. We meticulously assessed our model using two experience sampling studies, supplemented with polynomial regression and response surface analyses. Our research's contribution is twofold, enriching both the theoretical and practical understanding of abusive supervision and time.