Chawla, Nitya

Gabriel, Allison S

Prengler, Melanie K

Rogers, Benjamin A

Rogers, Kristie M

Rosen, Christopher C

Tedder-King, Alyssa

English

Purdue E-Pubs

Dismantling Bias Conference Series Understanding the Role of Allyship in Women's Postpartum Return to Work Nitya Chawla Texas A&M University, nchawla@mays.tamu.edu Allison S. Gabriel University of Arizona, asgabrie@arizona.edu Melanie K. Prengler Texas A&M University, mprengler@mays.tamu.edu Kristie M. Rogers Marquette University, kristie.rogers@marquette.edu Benjamin A. Rogers University of North Carolina at Chapel Hill, Benjamin_Rogers@kenan-flagler.unc.edu See next page for additional authors Follow this and additional works at: https://docs.lib.purdue.edu/cgg Recommended Citation Chawla, Nitya; Gabriel, Allison S.; Prengler, Melanie K.; Rogers, Kristie M.; Rogers, Benjamin A.; Tedder-King, Alyssa; and Rosen, Christopher C. () "Understanding the Role of Allyship in Women's Postpartum Return to Work," Dismantling Bias Conference Series: Vol. 3 : Iss. 4, Article 2. Available at: https://docs.lib.purdue.edu/cgg/vol3/iss4/2 This document has been made available through Purdue e-Pubs, a service of the Purdue University Libraries. Please contact epubs@purdue.edu for additional information. Understanding the Role of Allyship in Women's Postpartum Return to Work Authors Nitya Chawla, Allison S. Gabriel, Melanie K. Prengler, Kristie M. Rogers, Benjamin A. Rogers, Alyssa Tedder-King, and Christopher C. Rosen This abstract is available in Dismantling Bias Conference Series: https://docs.lib.purdue.edu/cgg/vol3/iss4/2                                             1 Different Ally ValuesDifferent Allies, Different Outcomes:How Self-Transcendence and Self-Enhancement Values Affect Ally Engagement andEffectivenessDominant group members have different reasons for supporting marginalized groups as allies at work and in organizations (Radke, 2020). However, little is known about how theserelate to allies’ effectiveness. In this research, we examine how self-identified allies’ motivesrelate to their effectiveness. Drawing on theoretical and qualitative work in critical studies(Edwards, 2006; Russell, 2011; see also Schultz, 2001), we use Schwartz’ values theory(Schwartz, 1992) as an organizing framework. We focus on self-transcendence and self-enhancement values, which, as we describe below, likely are especially central to understandingallyship across different causes (Edwards, 2006). Ultimately, we suggest that, whereas both ofthese values can provide routes toward ally engagement, self-transcendence is likely associatedwith more effective advocacy.Values are stable individual differences, and reflect a person’s generalized goals thatmotivate action and organize meaning (Gouveia et al., 2015; Schwartz, 2006; Uzefovsky et al., 2016; Vecchione et al., 2016). Values theory has identified ten near-universal values, which further cluster into four cardinal categories: self-transcending, self-enhancing, conservation, and openness (Schwartz 1992, 1994). Values theory thus provides a helpful integrative lens, offeringa well-validated, universally relevant means for assessing underlying motives, as well asbehavior enacted to express and achieve those values. Crucially for this investigation, an individual’s values have been found to be predictive of a range of behaviors, from voting to food consumption (Bardi & Schwartz, 2003; Sagiv, Roccas, Cieciuch, & Schwartz, 2017; Sverdik,                                                       2 Different Ally ValuesRoccas, & Sagiv, 2012). For instance, prosocial cooperation might be motivated either by respectfor authority (conserving values) or by concern for others (self-transcending values).We focus here on self-transcendence and self-enhancement values. Self-enhancing valuesinclude orientations towards personal status, achievement, and power, and self-transcendingvalues include orientations towards universalism and benevolence (Schwartz 1992, 1994).Theoretically and empirically, these values are uncorrelated: one can have high or low self-enhancing values independently of having high or low self-transcendence values (Schwartz &Boehnke, 2004). We use self-transcendence values to capture allies’ orientation to addressinjustice in the entire system, and self-enhancement values to capture the orientation to demonstrate personal status. First, we consider allies’ engagement in activism, such as intentions to protestproblematic policies and petition signing—beyond merely identifying minimally as allies. Wesuggest that both self-enhancement and self-transcendence should drive these behaviors. Activism behavior likely provides a sense of connection to others, focuses individuals beyond the self, and provides a means for achieving collective and justice goals. The more an ally valuesself-transcendence, the more they should seek these outcomes and thus engage in allyship. Simultaneously, engaging in activism can provide feelings of achievement, status, impact, and power (Drury et al., 2011; Klar & Kasser, 2009; Konrath et al., 2013), and even self-expansion (Besta et al., 2019; see also Schultz, 2001). The more allies value self-enhancement, the morethey should seek these outcomes and thus engage in allyship. Thus, both self-enhancement andself-transcendence motives should positively relate to intended and actual activism behavior.Second, we consider how effective allies are, specifically when they attempt to persuade others. Here, we expect the two values to diverge. Even if both self-enhancement and self-                                                  3 Different Ally Valuestranscendence values can motivate activism behavior, the style of this behavior may differ, leading to differences in effectiveness. Prior work has shown that Schwartz values predict howpeople use language, including verb tenses and pronouns (Chen, Hsieh, Mahmud, & Nichols, 2014). Thus, we used Language Inquiry and Word Count analysis (LIWC; Pennebaker, Booth, &Francis, 2007) to explore language differences based on ally values. Specifically, we would expect allies motivated by self-transcendence to focus their statements more on others orcollective action, which should lead to more persuasiveness; and allies motivated by self-enhancement to focus their statements more on themselves, which should lead to less persuasiveness.Across five studies (N=5360), we test how these values relate to allies’ engagement andeffectiveness. In Studies 1-2b, we sample self-identified allies of multiple communities (allies forLGBT colleagues, Black colleagues, female colleagues). We found that both self-enhancementand self-transcendence values predicted increased activism intentions, and self-transcendence predicted actual behavior (petition signing). In Studies 3-4, we showed participant advocacystatements from Studies 1-2a to a new sample of participants. We found that allies’ self-transcending values were associated with higher persuasiveness, and allies’ self-enhancingvalues were associated with lower persuasiveness. Our results suggest that, although both valuescan generate engagement, self-transcendence may promote more effective allyship at work.

Understanding the Role of Allyship in Women\u27s Postpartum Return to Work

https://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1119&context=cgg

Understanding the Role of Allyship in Women\u27s Postpartum Return to Work

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