WoW Lab

Authors
Margaret S. Stockdale, Declan O. Gilmer & Tuyen K. Dinh (former and current students)

Abstract
The purpose of this study was to examine two forms of power motive - self-focused and other-focused power - on effects of increasing or decreasing sex-based harassment (SBH) tendencies through feeling states triggered by imagining these different types of power. In addition, dispositional states associated with either self- and other-focused power were tested as moderators of these paths.An online experiment was conducted with 549 U.S. adults (58% men) who were randomly assigned to imagine themselves with self-focused power, other-focused power, or control. Dispositional measures were completed before priming; and feelings of sexiness, powerfulness, and communalism were completed after priming. Then, participants completed either modified versions of Pryor's (1987) Likelihood to Sexually Harass scale (LSH) or Williams, Gruenfeld, and Guillory (2017) Workplace Crush Scenario (WCS) measures of SBH tendencies.Moderated indirect effects indicated that self-focused power increased participants' feelings of sexiness and powerfulness, which in turn increased either measure of SBH. However, these indirect effects were only significant for individuals low in Dark Triad traits (Machiavellianism, narcissism and psychopathy).Surprisingly, other-focused power priming indirectly increased SBH tendencies through communal feelings. Moral licensing may explain the unexpected effect of other-focused power on SBH. Organizational leaders should monitor the damaging effects of both forms of power.This is the first study to examine how both negative and positive power construals affect harassment tendencies and to document potential nefarious effects for both types of power.

Authors
Brittney Amber, Tuyen K. Dinh, Arielle N. Lewis, Leidty Trujillo, (current students) & Margaret S. Stockdale

Abstract
This study explores a possible effect for the #MeToo movement on individuals' personal recall of sex harassment experiences. We experimentally examine how exposure to high-profile stories of sexual misconduct triggers memories and reinterpretation of one's own past sex harassment experiences. Using a sample of 393 US adults, participants were randomly assigned to read one of four media passages, two of which were news stories or transcripts of high-profile cases of sexual harassment or misconduct (e.g., the Trump Access Hollywood transcript), then completed the Sexual Experiences Questionnaire and follow-up questions about how the media impacted their memory of their prior sex harassment experiences. Sexual misconduct media stories, compared to control conditions, indirectly predicted self-report of past sex harassment (SEQ) through both remembering and reinterpreting one's past experiences. Gender and political ideology moderated the indirect effects such that the effects of the media stories were stronger for women and for those higher on progressive political ideology. The #MeToo movement may be acting as a driver of social change because it is facilitating changes in social norms, as can be seen by the higher rates of SH reported in our sample. Additionally, the profuse amount of media surrounding #MeToo may be triggering memory recall and facilitating reinterpretation of prior SH experiences, for which organizations should be prepared to address. This study uses an experimental design to isolate the effects of SH media compared to non-harassment media on self-reports of SH and to test the possible mediating mechanism of this relationship.

Authors
Ellen F. Smith, Declan O. Gilmer (former students), and Margaret S. Stockdale. This paper was a synthesis of Ellen's and Declan's masters' theses under the direction of Peggy Stockdale. We presented a working version of this paper at The Leadership Excellence and Gender in Organizations Conference, West Lafayette, IN., March, 2018.

Abstract
Flexible work arrangements (FWAs) are important for helping workers manage their work and non-work demands by reducing stress and conflict for employees utilizing these policies, and increasing the capacity to attract, retain and satisfy human resource capital. Yet despite having such policies "on the books," employees often do not use these policies because they perceive a lack of support from their organization or their supervisor, or they perceive they will be stigmatized for using such policies. Using an ecological framework, we examine factors that influence support for FWAs at multiple levels of analyses: the organization or business unit, the supervisor or work group, and the individual. We offer recommendations to address the mechanisms that affect FWA support at these levels of analyses, and we offer recommendations to organizational leaders about ways they may positively influence a supportive work environment with regard to working flexibly.

Authors
Margaret S. Stockdale and Alice H. Eagly (Northwestern University). This paper was a comment on the focal article "How are we doing? An examination of gender representation in Industrial and Organizational (I-O) Psychology" by Danielle Gardner, Ann Marie Ryan, and Megan Snoeyink.

Abstract
Gardner, Ryan, and Snoeyink (2018) provided an excellent and much-needed analysis of the status of women in industrial and organizational (I-O) psychology. Although others have produced overall assessments of the status of women in psychology (Eagly & Riger, 2014; Kite et al., 2001), these are not sufficient to identify conditions within the subfields of psychology. As shown by statistics on the divisions of the American Psychological Association, the subfields differ greatly in their gender balance, with some being male dominated (e.g., experimental and cognitive science), others female dominated (e.g., developmental psychology), and still others representing women and men more equally (e.g., social and personality psychology). I-O psychology is among the more gender-balanced fields, with an increasing proportion of women over time. It would seem that I-O's gradual inclusion of more women should have changed aspects of research and discourse in this field. In this comment, we argue that these women have produced impressive changes.

Authors
Margaret S. Stockdale & Grace McCullough (former student). Chapter in Nadler, J.T., & Lowery, M. R (Eds), War on women the United States? Battlefields, battles and skirmishes (pp. 96-110). San Francisco, CA: Praeger. (Nadler and Lowery are former students of Dr. Stockdale's from Southern Illinois University)

Authors
Margaret S. Stockdale, Ellen F. Smith, Leidy Trujillo, Grace McCullough, Kerby Beliles (current and former students)

Abstract
This is a manuscript in preparation based on a series of studies conducted with undergraduate student, STEM graduate students, STEM faculty, STEM working professionals and non-STEM adults to examine the extent to which the stereotype of female scientists, compared to those of male scientists, align with conceptualizations of generic academic scientists. Interclass correlations (ICCs) of trait ratings find very high (e.g., ?.90) correspondence for both male and female scientists in relation to generic academic scientists. ICCs of female computer scientists in comparison to generic computer scientists were slightly but significantly lower, compared male/generic computer scientist ICCs, but analysis of trait subscales found that female computer scientists were considered to be more agentic, more communal, less passive, less dissociative, as wise as, and less nerdy than male computer scientists and generic computer scientists. These findings suggest that it is not negative stereotypes of female scientists that may be hindering their progress in STEM careers but rather other problems, such as lack of inclusion, lack of respect and incivility.