Individuals reentering the workforce: Biases, stereotypes, and gender roles.

The purpose of the proposed study aims to investigate the potential biases that individuals may experience when reentering the workforce after taking time off to raise children. The Ambiguity Aversion Theory (AAT) and the Role Congruity Theory (RCT) are possible theories to suggest reasons why individuals may engage in certain biases when selecting an applicant with or without a gap in the resume. Participants will be asked to either hire or not hire an applicant for a job based on the applicant’s qualifications described in a narrative. Gender of the applicant will vary across conditions. The narrative will include information about the applicant’s education and experience that clearly meets the requirements for the job. If an applicant has a gap in the resume, the narrative will also include either an explanation for the gap (i.e., is a time-out from the workforce to raise children), or there will not be an explanation for the gap. Depending on the pattern of results (i.e., participants’ decision to hire or not hire an applicant based on their qualifications described in the narrative) will provide an indication about which theory (or theories) best explain the results

Examining how the Dark Triad moderates the relationship between workplace victimization and workplace behavior

This study will examine the relationship between workplace victimization and workplace behavior. Furthermore, this study will examine how the Dark Triad of personality affects that relationship. The study will be conducted as a Masters’ Thesis at Middle Tennessee State University. We propose that the there is a positive relationship between workplace victimization and counterproductive work behaviors (CWB) and a negative relationship between workplace victimization and occupational citizenship behaviors (OCB). We also propose that the Dark Triad (narcissism, Machiavellianism, and psychopathy) each positively moderate the relationship between workplace victimization and CWB. Data on each of these constructs will be collected from participants through Amazon’s Mechanical Turk. This study is intended to help gain an understanding of the range of negative effects that workplace victimization can have on both victims and organizations at large. This study will allow researchers and practitioners alike to understand the negative consequences of workplace mistreatment; also, it may motivate organizations to establish policies to protect their employees from harm

Using a Measure of Occupational Stereotype to Assess Ingroup-Outgroup Bias Among Aerospace Specializations

Safe and efficient flight operations require the effective intergroup coordination across multiple aerospace specializations. Various factors can impact this coordination including attitudes such as occupational stereotypes. This study reports on the development of a measure to assess ingroupoutgroup bias among aerospace specializations. Students from six aerospace specializations (Administration, Aircraft Maintenance, Air Traffic Control, Flight Dispatch and Scheduling, Professional Pilot, and Technology) at a southern university completed a questionnaire designed to assess stereotypes using adjectives to describe the members of ingroups and outgroups. Results indicate that students who had identified themselves as pilots or dispatchers exhibited ingroupoutgroup bias but in different ways. Implications of the findings for educating and training students in aerospace specializations are provided

After-Action Reviews: Best Practices and Application to Aerospace Education

This study describes an approach to after–action reviews (AARs) used in a university capstone course that uses a high-fidelity team simulation of a flight operations center for a regional airlines. The specific methods used in the AARs are discussed in the context of comparing them to possible best practices for conducting AARs