Thinking big: An integrative conceptual review of the workplace consequences of obesity and a theoretical extension of the processes that create them.

Johnson, Michael A.; Schminke, Marshall

doi:10.1037/apl0000459

Cited by 20 publications

(34 citation statements)

References 132 publications

(235 reference statements)

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“…Consistent with the structure of our fundamental elements framework, the combination of the information exchanged and interacting parties’ motives impact subsequent impressions formed and responses through a number of processes (Amodio, 2019; Neuberg & Fiske, 1987; Smith & Collins, 2009). Critically, our framework for first impression effects adheres to the meta-theoretical structure of an input–process–output model, which has been used to integrate other broad topics in organizational psychology (e.g., Ilgen et al, 2005; Johnson & Schminke, 2020; Wright & Snell, 1991). The input–process–output model is well-suited to integrate research on first impression effects due, in part, to the model’s implicit recognition that feedback loops exist (Kozlowski et al, 2016).…”

Section: Theoretical Foundations Of First Impression Effects In Organ...mentioning

confidence: 99%

First impression effects in organizational psychology.

Swider¹,

Harris²,

Gong³

2022

Journal of Applied Psychology

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The study of first impressions, which consistently demonstrate meaningful and surprisingly durable impacts on attitudes, behaviors, and cognitions, is pervasive across psychological disciplines. In this integrative conceptual review, we focus on first impressions within the organizational psychology literature, which have been explored across an impressive variety of topical domains (e.g., selection, socialization, leader-subordinate relationships, job performance, and teams) though largely in fragmented ways. Our review attempts to resolve major differences in how researchers have approached first impression effects to build consensus on what first impression effects are, how they occur, and how long they take to develop. In synthesizing this seemingly disparate body of research, we develop an integrative framework of first impression effects comprising four fundamental elements-cues, motives, processes, and outcomes-that must be considered both individually and collectively to understand first impression effects in organizational settings in their entirety. Using this framework, we take stock of the existing literature and identify important through lines, including the focus on displayer-or perceiver-centric effects and whether first impression effects are presumed to be biased or valid. Our fundamental elements framework can be used to systematically catalog and reconcile prior work, as well as develop stronger, more theoretically cohesive studies in the future. We outline major implications for theory and practice on first impressions in the workplace.

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Section: Theoretical Foundations Of First Impression Effects In Organ...mentioning

confidence: 99%

First impression effects in organizational psychology.

Swider¹,

Harris²,

Gong³

2022

Journal of Applied Psychology

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“…, 2019). An examination of recommended research strategies in various contexts suggests the usefulness of multidisciplinary perspectives (Casali and Perano, 2021; Jankelova and Puhovichova, 2022; Johnson and Schminke, 2020; Kiss et al. , 2020; Waples and Morgan, 2022; Zhou et al.…”

Section: Discussionmentioning

confidence: 99%

“…Increasingly, research on prejudice has been intersectional, meaning several bases for discrimination are considered in the same research context (Di Stasio and Larsen, 2020;Frederick and Shifrer, 2019;Marcus and Fritzsche, 2015;Tresh et al, 2019). An examination of recommended research strategies in various contexts suggests the usefulness of multidisciplinary perspectives (Casali and Perano, 2021;Jankelova and Puhovichova, 2022;Johnson and Schminke, 2020;Kiss et al, 2020;Waples and Morgan, 2022;Zhou et al, 2019).…”

Section: Contributions Of the Current Study To Management Research Ex...mentioning

confidence: 99%

An interdisciplinary approach to examining prejudice at work: a levels of analysis perspective

LaVan

Lopez

2022

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PurposeThis paper examines recent research on prejudice in the workplace by comparing the domains of management, psychology and sociology. It seeks to make recommendations regarding future research directions in light of significant social movements that impact on prejudice and discrimination.Design/methodology/approachThe design is built on an interdisciplinary literature review, drawing from research in management, psychology and sociology. In total, 450 recent articles were examined. These factors related to the individual, group and organizational/societal level of analysis to determine what we know about prejudice and discrimination in the workplace and what we do not know.FindingsThis study’s findings show that each domain of management, psychology and sociology makes distinctive contributions, thus providing scholars with a holistic understanding of prejudice and discrimination in the workplace.Research limitations/implicationsThe use of content analysis, using both automated and manual coding and chi-square analysis, allows for a deep understanding of the existing research in all three of the domains. This approach allows for reliability and replicability. Noted are the relative absence of intersectionality, immutability and salience.Practical implicationsRecommendations regarding future research directions in light of significant social movements that impact prejudicial attitudes and discriminatory behaviors at all three levels are provided.Originality/valueThe study utilized a novel approach in examining prejudice in the workplace taking a grounded theory perspective, allowing the existing literature to shape the focus and results of the study. Using NVivo allowed for drilling down into the content of the articles to identify minor and major points of discussion relating to prejudice.

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“…An observer can assume that a disability is self-caused, meaning the person is responsible for their condition (Stone & Colella, 1996) or for remaining disabled (Laberon, Scordato, & Corbière, 2017). This idea is associated with several disabilities such as obesity (Johnson & Schminke, 2019), HIV (Lyons et al, 2017) or mental disorders in general (Laberon et al, 2017). When a person's disability is seen as self-caused, it is perceived as an indicator of the person's personality: if a person has contracted HIV from a sexual encounter it can be an indication of recklessness, whereas HIV caused by a blood transfer does not give any clue about the person's traits (Lyons et al, 2017).…”

Section: Disability or Disabilitiesmentioning

confidence: 99%

Disability or disabilities: construction of a specific model of stereotypes

BURZOTTA

BERTOLINO

2023

Preprint

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INTRODUCTION- Disability is associated with stereotypes that are detrimental in a work context and may explained disabled difficulties to find and keep a job. OBJECTIVE- This paper’s aim is to posit and test a model of judgment about disabled people that enhanced classical two-dimensional models (Abele & Wojciszke, 2007; Fiske, Cuddy, Glick, & Xu, 2002)investigating specific stereotypes about disability. METHODS- Workers (N= 397) had to evaluate a disabled person presented in a hypothetical vignette on 21 stereotypes generally associated with disability. The disability disclosed in the vignette variates between experimental conditions (i.e. depression, HIV, obesity, hearing problems, chronic low back pain, and dyslexia). RESULTS- An exploratory factor analysis based on the 21 stereotypes revealed a three-dimensional model (i.e. warmth, competence, and contextual performance). When exploring differences between disabilities, depression was systematically perceived more negatively than the other disabilities tested. CONCLUSIONS- In addition to competence and warmth dimensions, stereotypes about disabled people articulates on a third dimension: contextual performance. This specific preoccupation about disabled workers is important to consider when trying to understand recruiters’ reluctance when hiring a disabled person. Moreover, this study showed that depression is particularly discriminate even when compared to other stereotyped disabilities.

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Thinking big: An integrative conceptual review of the workplace consequences of obesity and a theoretical extension of the processes that create them.

Cited by 20 publications

References 132 publications

First impression effects in organizational psychology.

First impression effects in organizational psychology.

An interdisciplinary approach to examining prejudice at work: a levels of analysis perspective

Disability or disabilities: construction of a specific model of stereotypes

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