Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions

Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom‐line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job‐pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other‐group orientation moderates the relationship between perceived organizational value of diversity and job‐pursuit intentions. In a follow‐up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other‐group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other‐group orientation.     

A rose by any other name …: Color‐naming influences on decision making

Companies dealing in colors (e.g., paint companies, the cosmetic industry) spend enormous amounts of time and money selecting names to accompany their various product lines in an attempt to maximally appeal to and lure in consumers. In two experiments, the current research examines the extent to which such naming strategies have an impact on consumer behavior. Across both experiments, participants rated either color swatches (Experiment 1) or products (Experiment 2) that had either generic names (e.g., brown) or fancy names (e.g., mocha) attached to them. The results of each experiment revealed that names significantly influence how colors are perceived, and that fancy names result in significantly more favorable ratings than do generic names. Both theoretical and applied implications of this phenomenon are discussed. © 2006 Wiley Periodicals, Inc.     

Waistlines and Ratings of Executives: Does Executive Status Overcome Obesity Stigma?

Top executives hold positions that convey power, prestige, and competence as predicted by status characteristics theory. Nevertheless, the impressions generated through this status characteristic may be vulnerable when executives also possess characteristics that reflect a devalued social identity, such as obesity. Data from health examinations and multisource evaluation surveys of 757 CEOs, vice presidents, and upper managers suggest that the observable cue of umbilical waist circumference is negatively associated with evaluations of leaders across hierarchical levels, even after controlling for Body Mass Index, physical activity, personality, and demographic characteristics. Thus, hierarchically based status characteristics are insufficient in overcoming the stigma of obesity: even CEOs are subject to the pernicious effects of obesity stigma. © 2014 Wiley Periodicals, Inc.