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Derek R. Avery
Wake Forest University
BusinessPsychologyJob performanceApplied psychologySocial psychology
27Publications
4H-index
58Citations
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Publications 27
Newest
#1Orlando C. Richard (UTD: University of Texas at Dallas)H-Index: 21
#2Derek R. Avery (Wake Forest University)H-Index: 4
Last. Christiane Spitzmueller (UH: University of Houston)H-Index: 12
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Source
#1Balca Alaybek (GMU: George Mason University)H-Index: 1
#2Kathleen R. Keeler (Max M. Fisher College of Business)H-Index: 2
Last. J. Craig Wallace (OSU: Oklahoma State University–Stillwater)H-Index: 22
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Source
#1Derek R. Avery (Wake Forest University)H-Index: 4
#2Lauren Rhue (Wake Forest University)H-Index: 1
Last. Patrick F. McKay (TU: Temple University)H-Index: 1
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Source
#1Lisa Hisae Nishii (Cornell University)H-Index: 21
#2Lynn M. Shore (CSU: Colorado State University)H-Index: 36
Last. Michàlle E. Mor Barak (SC: University of Southern California)H-Index: 14
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Source
#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
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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...
Source
#1Alicia Ann Grandey (PSU: Pennsylvania State University)H-Index: 34
#2Lawrence Houston (OSU: Oregon State University)H-Index: 3
Last. Derek R. Avery (Wake Forest University)H-Index: 4
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Service providers who are Black tend to be evaluated less favorably than those who are White, hindering opportunities for advancement. We propose that the Black-White racial disparity in service performance evaluations is due to occupational-racial stereotype incongruence for interpersonal warmth and that more emotional labor is necessary from Blacks to reduce this incongruence. A pilot study manipulating employee race and occupation confirmed warmth and person-occupation fit judgments are lower...
3 CitationsSource
#1Morela Hernandez (UVA: University of Virginia)H-Index: 11
#2Derek R. Avery (Wake Forest University)H-Index: 4
Last. Cheryl R. Kaiser (UW: University of Washington)H-Index: 27
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3 CitationsSource
#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
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5 CitationsSource
#1Aleksandra LuksyteH-Index: 10
Last. Derek R. AveryH-Index: 4
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Source
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