SAGE Journal Articles
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Abstract: Based on data from 38 organizational teams (N = 241), we investigated the influence of perceived diversity on team identification and relationship conflict. Moreover, we examined the roles of diversity beliefs as a moderator and group affective tone as a mediator of these relationships. Objective diversity in age, gender, educational level, nationality, or tenure was not related to perceived diversity, team identification, or emotional conflict. But as hypothesized, perceived diversity was negatively associated with team identification and positively associated with relationship conflict. Diversity beliefs moderated these effects. Negative group affective tone mediated the relationship among perceived diversity, diversity beliefs, and relationship conflict. We found a similar trend for positive group affective tone with regard to the relationship among perceived diversity, diversity beliefs, and team identification. These results illustrate the central role of shared affect and diversity beliefs in determining whether work group diversity is an asset or a liability.
Journal Article 2: Aquino, A., Haddock, G., Maio, G. R., Wolf, L. J., & Alparone, F. R. (2016). The role of affective and cognitive individual differences in social perception. Personality and Social Psychology Bulletin, 42(6), 798-810.
Abstract: Three studies explored the connection between social perception processes and individual differences in the use of affective and cognitive information in relation to attitudes. Study 1 revealed that individuals high in need for affect (NFA) accentuated differences in evaluations of warm and cold traits, whereas individuals high in need for cognition (NFC) accentuated differences in evaluations of competent and incompetent traits. Study 2 revealed that individual differences in NFA predicted liking of warm or cold targets, whereas individual differences in NFC predicted perceptions of competent or incompetent targets. Furthermore, the effects of NFA and NFC were independent of structural bases and meta-bases of attitudes. Study 3 revealed that differences in the evaluation of warm and cold traits mediated the effects of NFA and NFC on liking of targets. The implications for social perception processes and for individual differences in affect—cognition are discussed.
Journal Article 3: Kelsen, B. A., & Liang, H. Y. (2018). Role of the big five personality traits and motivation in predicting performance in collaborative presentations. Psychological Reports. doi: 0033294118795139.
Abstract: Personality traits and motivation have been identified as influential factors in language acquisition and educational achievement. In recent years, as instructors have adapted curriculums to prepare students for academic and professional pursuits, collaborative inquiry-based projects and presentations, where students work together in groups to socially construct knowledge and achieve stipulated outcomes, have become common features of tertiary learning landscapes. This study utilizes 441 English as a foreign language university students’ Big Five Inventory-44 and Collaborative Inquiry-based Project Questionnaire ratings to predict performance on their collaborative inquiry-based projects requiring presentations. Regression analysis revealed Extraversion and Project Work as predictors of Presentation Scores. Furthermore, Extraversion and Conscientiousness emerged as partial mediators between Project Work motivation and Presentation Scores. The results underscore the advantage extraverts possess in oral presentation situations while simultaneously stressing the importance of diligence and effort in inquiry-based projects. Implications and suggestions for future study are provided.