Patrick F. McKay
Rutgers University
Ethnic groupPsychologyPublic relationsApplied psychologySocial psychology
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Publications 45
#1Emily M. David (China Europe International Business School)H-Index: 6
#2Derek R. Avery (Wake Forest University)H-Index: 4
Last. Loring J. Crepeau (Defense Equal Opportunity Management Institute)H-Index: 2
view all 7 authors...
In the present study, we examined whether greater personality dissimilarity would indirectly lead to lower organizational commitment as a result of heightened emotional exhaustion. We also proposed and tested the notion that the experience of being dissimilar to one’s workgroup members in the traits of (a) agreeableness, (b) conscientiousness, or (c) emotional stability would have the strongest positive effect on emotional exhaustion in workgroups with low justice climates. The data from 8196 me...
#1Erika V. Hall (Emory University)H-Index: 6
#2Derek R. Avery (Wake Forest University)H-Index: 4
Last. Marjani Edwards (GMU: George Mason University)
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#1Cristina Rubino (CSUN: California State University, Northridge)H-Index: 6
#2Derek R. Avery (Wake Forest University)H-Index: 4
Last. Daniel P. McDonald (Defense Equal Opportunity Management Institute)H-Index: 5
view all 8 authors...
5 CitationsSource
#1Mason AmeriH-Index: 4
#2Lisa SchurH-Index: 16
Last. Douglas L. Kruse (NBER: National Bureau of Economic Research)H-Index: 36
view all 6 authors...
People with disabilities have low employment and wage levels, and some studies suggest employer discrimination is a contributing factor. Following the method of Bertrand and Mullainathan (2003), new evidence is presented from a field experiment that sent applications in response to 6,016 advertised accounting positions from well-qualified fictional applicants, with one-third of cover letters disclosing that the applicant has a spinal cord injury, one-third disclosing the presence of Asperger’s S...
14 CitationsSource
#1Orlando C. Richard (UTD: University of Texas at Dallas)H-Index: 21
#2Marcus M. Stewart (Bentley University)H-Index: 9
Last. Timothy W. SackettH-Index: 1
view all 4 authors...
We introduce the racial diversity congruence concept to examine how matching levels of racial diversity between store-unit employees and community members relate to store-unit sales performance. In a field study of 220 retail store units, we found evidence supporting social identity theory and information-based perspectives on the racial diversity congruence–sales performance relationship. Specifically, results show that a match between store-unit racial diversity and community racial diversity ...
8 CitationsSource
#1James E. KingH-Index: 1
#2Patrick F. McKayH-Index: 20
Last. Marcus M. StewartH-Index: 9
view all 3 authors...
#1Orlando C. Richard (UTD: University of Texas at Dallas)H-Index: 21
#2Patrick F. McKay (RU: Rutgers University)H-Index: 20
Last. Sasha Pustovit (RU: Rutgers University)H-Index: 1
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AbstractDemographic dissimilarity in supervisor–subordinate dyads is often associated with negative subordinate work experiences. Extending relational demography and mentoring research, the authors examined whether employee positive affectivity and communal culture ameliorated the negative effects of supervisor–subordinate racial (gender) dissimilarity on mentoring quality and reduced turnover intentions. Within a sample of 197 employees from various U.S. companies, racial dissimilarity was nega...
1 CitationsSource
#1Derek R. Avery (Wake Forest University)H-Index: 4
#2Patrick F. McKay (RU: Rutgers University)H-Index: 20
Last. Sabrina D. Volpone (UNM: University of New Mexico)H-Index: 11
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Because stigmatized individuals are viewed as incongruent with commonly held implicit leadership theories, they are often deemed less fit to lead than their nonstigmatized counterparts (Eagly & Karau, 2002). This suggests consumers might use such views to discredit not only stigmatized leaders, but also the companies they represent. However, cognition based on social categories (1 potential form of stigma) may be more likely when there are readily available alternative factors to account for one...
2 CitationsSource
#1Morela HernandezH-Index: 11
#2Derek R. AveryH-Index: 26
Last. Patrick F. McKayH-Index: 20
view all 6 authors...
8 CitationsSource
#1Emily M. David (ZU: Zayed University)H-Index: 6
#2Derek R. Avery (TU: Temple University)H-Index: 26
Last. Patrick F. McKay (RU: Rutgers University)H-Index: 20
view all 4 authors...
Summary Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction-selection-attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be abs...
4 CitationsSource