Alle Publikationen
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2017
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(2017): "You Need to Be a Good Listener". Recruiters' Use of Relational Communication Behaviors to Enhance Clinical Trial and Research Study Accrual. In: Journal of health communication 22 (2), S. 95-101. DOI: 10.1080/10810730.2016.1256356
DOI: http://www.ncbi.nlm.nih.gov/pubmed/28085636 Abstract: Medical and research professionals who discuss clinical trials and research studies with potential participants face an often daunting challenge, particularly when recruiting from minority and underserved populations. This study reports on findings from a focus group study of 63 research coordinators, study nurses, professional recruiters, and other professionals in Indianapolis, IN and Miami, FL who work to recruit from minority and underserved populations. These professionals discussed the importance of creating a sense of connection with potential participants as part of the recruitment and retention process. Building a relationship, however fleeting, involved a number of concrete behaviors, including listening to personal information, expressing empathy, and then providing reciprocal self-disclosures; having repeated contact, usually by working in the same environment over an extended period of time; demonstrating respect through politeness and the use of honorifics; going the extra mile for participants; offering flexibility in scheduling follow-up appointments; and creating a sense of personal and community trust by being truthful. The implications of these findings for clinical trial and research study accrual are discussed.
Keywords: Adult, Aufrichtigkeit/Truthfulness, Benutzen von Respektanrede/Honorifics, Bereitschaft zu Termin-Flexibilität, Bereitschaft, für den Interaktionspartner mehr Aufwand auf sich zu nehmen, als erwartet wird, Clinical Trials as Topic, Communication, Demonstration von Respekt gegenüber dem Interaktionspartner, Empathie, Female, Florida, Focus Groups, Häufigkeit des Kontakts mit dem Interaktionspartner, Humans, Indiana, Kommunikations-/Interaktionsprinzipien, Listening to personal information, Male, Middle Aged, Minority Groups, Patient Selection, Research Personnel/psychology/statistics & numerical data, Researcher-Subject Relations, Self-disclosure, time, Übermitteln von Gefühlen/Emotionen, Vulnerable Populations, Young Adult -
(2017): Developing minority leaders. Key success factors of Asian Americans. In: Asian American Journal of Psychology 8 (2), S. 142-155
Abstract: Traditional leadership programs may not address the unique developmental needs of ethnic minorities. Whereas traditional leadership development is based on the assumptions, values, and behaviors of the Western mainstream ideals, our research uses a culture-specific approach to understand the unique needs of ethnic minority leaders, namely, Asian Americans. We focus on Asian Americans because they are least represented in U.S. management ranks, despite having the most education, training, and work experience. Our central research question is 'What are the key success factors of Asian American leaders?' Qualitative interviews with 39 key informants (of East Asian descent, and 2 non-Asian Americans), ranging from middle managers to CEOs, at Fortune 500 companies, representing a variety of industries (accounting, aerospace, banking, digital imaging, energy, entertainment, food service, health care, medical, retail, technology, and telecommunication) identified 8 key success factors (i.e., qualities that promote upward mobility in the management hierarchy): cultural acumen, rules of success, leadership branding, communication, social decorum, leadership aspiration, career determinism, and cultural inclusion. Each success factor was defined, along with identification of its key issues, causes, consequences, and actions taken for cultivating the success factors. Results offer guidance for individual leadership development and for organizations to develop culture-specific leadership interventions that complement current mainstream training approaches. (PsycINFO Database Record (c) 2017 APA, all rights reserved) What is the public significance of this article?—First of its kind qualitative study with 39 executives (middle managers to CEOs) identified 8 key success factors of Asian American leaders (i.e., qualities that promote upward mobility): cultural acumen, rules of success, leadership branding, communication, social decorum, leadership aspiration, career determinism, and cultural inclusion. Results offer guidance for individual leadership development and for organizations to develop culture-specific leadership interventions that complement current mainstream training approaches. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
2016
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(2016): When Justice Promotes Injustice. Why Minority Leaders Experience Bias When They Adhere to Interpersonal Justice Rules. In: Academy of Management Journal 59 (4), S. 1150-1173. DOI: 10.5465/amj.2014.0275
DOI: https://doi.org/10.5465/amj.2014.0275 Abstract: Accumulated knowledge on organizational justice leaves little reason to doubt that organizational members benefit when leaders adhere to interpersonal justice rules. However, upon considering how justice behaviors influence subordinates’ cognitive processes, we predict that interpersonal justice has a surprising, unintended negative consequence. Supervisors who violate interpersonal justice rules trigger subordinates to search for reasons why their supervisors are threatening them, causing subordinates to be more attuned to supervisors’ individual characteristics and therefore unlikely to use stereotypes when evaluating them. In contrast, supervisors who adhere to interpersonal justice rules allow subordinates to divert attention away from them, leading subordinates’ judgments of their supervisors to be influenced by stereotypes. Consistent with these predictions, using field data we found that minority supervisors faced bias relative to Caucasian supervisors when s uperviso rs adhered to—but not when they violated—interpersonal justice rules. We replicated this effect in an experiment and established that it is explained by an alternating pattern of stereotype application and inhibition: the stereotype that minority supervisors are more deceitful than Caucasians influenced fairness judgments when supervisors adhered to—but not when they violated—interpersonal justice rules. We then conducted exploratory analyses and identified one factor (unit size) that mitigates this troubling pattern. (PsycINFO Database Record (c) 2017 APA, all rights reserved) zitiert von 5
2005
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(2005): Cognitive and affective experiences of minority and majority members. The role of group size, status, and power. In: Journal of Experimental Social Psychology 41 (4), S. 396-413. DOI: 10.1016/j.jesp.2004.08.006
Abstract: Investigated the cognitive and affective experiences of members of minorities and majorities. Cognitive preoccupation with one's group membership and affective reactions are assumed to influence collective identification. Study 1 assigned subjects (n=61 college students, mean age 24 years) to a numerical majority or minority and measured cognitive preoccupation, emotional state, and collective identification with their ingroup. Minority members were more preoccupied with their group membership, experienced less positive affect, and identified more strongly with their ingroup. Study 2 (n=82, mean age 28 years) replicated these results irrespective of the group's relative status. Study 3 (n=102, mean age 23 years) showed that these findings only applied to groups with low power. However, collective identification was also increased in majorities with high power. The results were replicated in a field study involving a total of 194 college students (mean age 25 years) that categorized themselves as belonging to a majority or minority in one of seven social dimensions. The conceptual distinction of status and power and their interrelation in social groups is discussed, and implications for minority research are outlined. zitiert von 67
2002
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(2002): Zwischen Anpassung und Widerstand. Jugendliche EinwanderInnen und ihr Umgang mit Fremdzuschreibungen und Diskriminierung. In: Forum Kritische Psychologie 44, S. 87-117
Abstract: Die Situation von jugendlichen Einwanderern befindet sich im Spannungsfeld von Ausgrenzung und Integration. Anhand ausgewahlter Ergebnisse einer empirischen Untersuchung wird gezeigt, wie Jugendliche mit diskriminierenden Lebensverhaltnissen und ethnisierenden Fremdzuschreibungen umgehen. Der Blick wird dabei besonders auf unauffallige und defensive Umgangsformen gerichtet - das Verschweigen oder Nichtthematisieren des eigenen Migrationshintergrunds und die Verharmlosung von gesellschaftlichen Ungleichheitsverhaltnissen und personlichen Ausgrenzungserfahrungen. Diese Umgangsformen fanden bisher weder im alltaglichen noch im sozialwissenschaftlichen Diskurs besondere Beachtung. An ihnen wird jedoch die Diskrepanz von individuellen Integrationsbemuhungen und gesellschaftlichen Integrationsvoraussetzungen besonders deutlich.
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