Kate Hattrup

Relative Contribution of Perception/Cognition and Language on Spatial Categorization

This study investigated the relative contribution of perception/cognition and language-specific semantics in nonverbal categorization of spatial relations. English and Korean speakers completed a video-based similarity judgment task involving containment, support, tight fit, and loose fit. Both perception/cognition and language served as resources for categorization, and allocation between the two depended on the target relation and the features contrasted in the choices. Whereas perceptual/cognitive salience for containment and tight-fit features guided categorization in many contexts, language-specific semantics influenced categorization where the two features competed for similarity judgment and when the target relation was tight support, a domain where spatial relations are perceptually diverse. In the latter contexts, each group categorized more in line with semantics of their language, that is, containment/support for English and tight/loose fit for Korean. We conclude that language guides spatial categorization when perception/cognition alone is not sufficient. In this way, language is an integral part of our cognitive domain of space.

Development of gender identity implicit association tests to assess attitudes toward transmen and transwomen.

The purpose of this study was to develop and validate 2 gender identity implicit association tests (GI-IATs) designed to assess attitudes toward transsexual men (Transmen-IAT) and transsexual women (Transwomen-IAT). A sample of 344 Mechanical Turk participants from the United States (173 women, 129 men, 43 transgender) completed the following: GI-IATs, Genderism and Transphobia Scale, Allophilia Toward Transsexual Individuals Scale, Social Desirability Scale-17, feelings thermometers, and ratings of intention to support transgender workplace policies. Results indicate that people who are cisgender (non-transgender), heterosexual, politically conservative, or who reported no personal contact with transgender individuals showed cisgender preferences on both GI-IATs. Additionally, both measures correlated as predicted with the explicit measures (feeling thermometers) of attitude toward transgender individuals. As expected, the explicit attitude measures, but not the GI-IATs, correlated with social desirability. Further, confirmatory factor analyses supported the model comprising 4 distinct latent variables: implicit attitudes toward transmen, explicit attitudes toward transmen, implicit attitudes toward transwomen, and explicit attitudes toward transwomen. Finally, hierarchical multiple regressions showed that both explicit and implicit measures predicted support for transgender workplace policies. Additional analyses showed that both the Transmen-IAT and the Transwomen-IAT accounted for incremental variance above and beyond the relative feelings thermometers in predicting policy support intentions. These findings provide significant psychometric support for both GI-IATs. They also highlight the importance of incorporating implicit measures in studying attitudes toward transgender individuals, and of distinguishing attitudes toward transmen versus transwomen.

A Cross-National Investigation of the Measurement Equivalence of Computerized Organizational Attitude Surveys: A Two-Study Design in Multiple Nations

Multinational organizations frequently administer employee surveys online. This process is accompanied, however, by concerns about the psychometric equivalence of measures administered by different modalities. Using data from a large multinational organization (N = 57,861 in Study 1; N = 105,734 in Study 2), the present research examined cross-national generalizability of the measurement equivalence of an organizational attitude survey administered by computer and paper-and-pencil. Results of multiple group confirmatory factor analysis indicated psychometric equivalence of the test modalities in disparate national samples. Implications for the cross-national use of computerized organizational attitude surveys are discussed.

Comparing implicit and explicit attitudes of gay, straight, and non-monosexual groups toward transmen and transwomen

ABSTRACT Background: Transphobia studies have typically relied on self-report measures from heterosexual samples. However, there is evidence suggesting the need to use indirect measures and to explore transphobia among other populations. Aims: This study examined how explicit and implicit attitudes toward transwomen and transmen differ between people of different sexual orientations. Methods: Cisgender participants (N = 265) completed measures of explicit feelings toward transmen and transwomen, as well as Implicit Association Tests (IAT) for each group. Comparisons were made between 54 gay, 79 straight, and 132 non-monosexual (asexual, bisexual, pansexual) individuals. Results: An interaction was found between measurement type (explicit, implicit) and sexual orientation (straight, gay, non-monosexual). With regard to transmen, gay respondents’ explicit and implicit scores diverged such that they explicitly reported lower bias than their straight counterparts, but their Transmen-IAT showed an implicit preference for biological men over transmen. For attitudes toward transwomen, implicit measurement scores were consistently negative and did not differ by group. Gay participants also reported positive explicit attitudes toward transwomen, similar to non-monosexual people. Discussion: Overall, findings show that gay people tend to report positive attitudes toward transgender people explicitly, but tend to have implicit bias against both transmen and transwomen. Future studies need to explore the origins of these biases and how they relate to the complex interplay of sex, gender, and sexual orientation.

Testing Interactive Effects of Commitment and Perceived Change Advocacy on Change Readiness: Investigating the Social Dynamics of Organizational Change

ABSTRACT In a study of the social dynamics in organizational change, the present research examined whether employees who are more committed to their top managers, supervisors, and workgroups have greater change readiness than those with lower commitment. Moreover, the study investigated whether the associations between commitment and change readiness depend on the perceived advocacy of change by commitment targets. Using data from 220 blue-collar workers, results showed higher change readiness among employees with greater commitment, and, as predicted, the commitment was more strongly related to change readiness when the target of one’s commitment had greater change advocacy. Conversely, the positive effects of commitment on change readiness disappeared or even turned negative if the target’s change advocacy was low. Therefore, change managers should try to enhance change support among relevant commitment targets, or foster commitment to groups that advocate for change. Overall, the study contributes to our understanding of the role of commitment in the context of organizational change, by identifying specific conditions under which commitment is linked to change readiness.

Boundary management in a boundaryless world: The impact of life domain boundary management for expatriates’ life domain conflict and enrichment

Purpose - The present study investigates the relationship of flexible and permeable boundary management with both life domain conflict and life domain enrichment among expatriate workers. Design/methodology/approach - This study utilizes a sample of 199 expatriates working in a higher education context, and analyzes survey data with hierarchical regression analysis and cluster analysis. Findings - Relationships between the permeability and the flexibility of life domains, and work–private life conflict, private life–work conflict, and work–private life enrichment were found. However, no significant results were obtained for the relationship between boundary management and private life–work enrichment. Two clusters of boundary management used by expatriates are described. Research limitations/implications - Due to cross-sectional data, causal influences cannot be determined with confidence. Practical implications - The findings underscore the need to consider the role-related stakeholders of expatriates, especially in the private life domain. Implications for the support of expatriates based on the boundary management clusters are discussed. Originality/value - This is the first study analyzing boundary management distinguishing between flexibility and permeability in an expatriate context.

Analysing mediating effects underlying the relationships between P–O fit, P–J fit, and organisational commitment

Abstract Person–Organisation fit (P–O fit) and Person–Job fit (P–J fit) are important predictors of employees’ commitment to their organisations. Yet little is known about the underlying mediating variables that account for these relationships. Based on assumptions derived from Social Exchange Theory (SET) and Social Identity Theory (SIT), the present study predicts that the effects of P–J fit and P–O fit on employee commitment are mediated by job satisfaction and organisational identification, respectively. An online survey (N = 432 employees) was used to test the proposed relationships using a series of path models in AMOS. As expected, P–O fit and P–J fit are positively related to affective, normative, and continuance commitment, with P–O fit showing stronger effects than P–J fit. Organisational identification and job satisfaction completely mediate the effects of fit on the commitment facets. Evidence of differential effects for P–O fit and P–J fit suggest that different forms of fit operate in different ways to influence facets of organisational commitment. This knowledge can be helpful for advancing the integration of SIT and SET in the context of the employee–organisation relationship and for designing interventions to foster organisational commitment.