Matching Items (4)
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- All Subjects: Betrayal
- All Subjects: Work stress
- Creators: Hall, Deborah
- Creators: Counts, Virginia
Description
Protectors who do harm are often punished more severely because their crime is perceived as a betrayal of trust. Two experiments test whether this will generalize to protectors who incur harm while serving in their protective role, and if not, whether collective guilt for the harm they suffered provides an explanation. Study 1 tested competing hypotheses that a veteran (versus civilian) with PTSD would be punished either more harshly because of the trust betrayal, or more leniently because of increased guilt about the harm the veteran suffered during war. Men and women were both more lenient toward a veteran (versus civilian) but this effect was mediated by collective guilt only among men. In Study 2, guilt inductions increased leniency among participants less likely to classify the veteran as an in-group member (women, low national identifiers), but not in those who are more likely to classify the veteran as an in-group member (men, high national identifiers), who were lenient without any guilt inductions.
ContributorsJay, Alexander Charles (Author) / Salerno, Jessica M (Thesis advisor) / Schweitzer, Nicholas (Committee member) / Hall, Deborah (Committee member) / Arizona State University (Publisher)
Created2015
Description
There are some factors that have been used to explain why the presence of a calling (i.e., “an approach to work that reflects the belief that one's career is a central part of a broader sense of purpose and meaning in life and is used to help others or advance the greater good in some fashion” (Duffy & Dik, 2013, p. 429) reduces work stress and its potential negative outcomes, such as absenteeism, job performance and productivity, work-related accidents and overall employee health. The effect of problem-focused coping, however, remains largely untested as a potential mediator in this relation. The present study was conducted to quantitatively test whether problem-focused coping would mediate the relation between having a calling to work and perceived work stress in zookeepers. Participants were recruited through an online survey. They responded to questionnaires regarding calling, problem-focused coping, and work stress. Using hierarchical regression analyses, it was found that problem-focused coping partially mediated the relation between presence of a calling and perceived work stress. Specifically, having the presence of a calling to work predicted greater problem-focused style of coping, which, in turn, led to lower perceived work stress. Future directions for research were discussed.
ContributorsKemsley, Jourdan (Author) / Miller, Paul (Thesis advisor) / Hall, Deborah (Committee member) / Duran, Nicholas (Committee member) / Arizona State University (Publisher)
Created2018
Description
The 21st-century professional or knowledge worker spends much of the working day engaging others through electronic communication. The modes of communication available to knowledge workers have rapidly increased due to computerized technology advances: conference and video calls, instant messaging, e-mail, social media, podcasts, audio books, webinars, and much more. Professionals who think for a living express feelings of stress about their ability to respond and fear missing critical tasks or information as they attempt to wade through all the electronic communication that floods their inboxes. Although many electronic communication tools compete for the attention of the contemporary knowledge worker, most professionals use an electronic personal information management (PIM) system, more commonly known as an e-mail application and often the ubiquitous Microsoft Outlook program. The aim of this research was to provide knowledge workers with solutions to manage the influx of electronic communication that arrives daily by studying the workers in their working environment. This dissertation represents a quest to understand the current strategies knowledge workers use to manage their e-mail, and if modification of e-mail management strategies can have an impact on productivity and stress levels for these professionals. Today’s knowledge workers rarely work entirely alone, justifying the importance of also exploring methods to improve electronic communications within teams.
ContributorsCounts, Virginia (Author) / Parrish, Kristen (Thesis advisor) / Allenby, Braden (Thesis advisor) / Landis, Amy (Committee member) / Cooke, Nancy J. (Committee member) / Arizona State University (Publisher)
Created2018
Description
In 2009, Harvard professor Henry Louis Gates, Jr. was arrested when he was mistaken for a burglar outside his home. When he went to the media, claiming to be a victim of racism, he faced backlash from other African Americans. The current research attempts to explain why he faced this backlash in terms of racial ingroup betrayal. Participants read a vignette that was similar to the Gates Jr. case, with SES and Job Stereotypicality being modified to be stereotypical or counter-stereotypical to one’s race. Data analyses revealed support for my hypotheses of Whites participants. There was a significant interaction, such that White participants felt more betrayed by low (versus high) SES ingroup members who achieved their financial means through counter-stereotypical careers, which in turn led to reduced ingroup protectiveness for the ingroup member (i.e., a shorter suspension for the policeman who mistreated the ingroup member). In contrast, they did not feel more betrayed by low (versus high) SES ingroup members when they had stereotypical jobs. Minority participants, (i.e., African-American and Hispanic participants) felt more betrayed by an ingroup member who had a stereotypical career compared to a counter-stereotypical career. In sum, I found that among White participants only, they feel betrayed when an ingroup member violates their expectations for what they believe an ingroup member should be in terms of SES and career choice, which might lead them to be less protective when an ingroup member is mistreated.
ContributorsAnderson, Kyle Matthew (Author) / Salerno, Jessica (Thesis advisor) / Schweitzer, Nicholas (Committee member) / Hall, Deborah (Committee member) / Arizona State University (Publisher)
Created2016