Changing Faces: Professional Image Construction In Diverse Organizational Settings

By L. Roberts. 2005

509 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/386bed4e2fa2de3c28fed332fdb882c12f3ebdde

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance (2007, background): “Likewise, Roberts’ (2005) conceptual article on professionals argued for the importance of accurate sense making and behavioural flexibility for effective and appropriate self-presentation in organizations characterized by diversity.”
Positive Organizational Scholarship (2007, unknown): “For example, studies of how individuals craft positive work identities through seeing their work as a calling (Wrzesneiwski & Dutton, 2001), through changing the relationships that people have with others on their jobs (Blatt & Camden, 2007), or through emphasizing positive distinctiveness of one’s ”
Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, background): “Future research could assess whether there are individual differences in self and identity (cf. Roberts, 2005) that interact with past experiences to influence disclosure of stigmatized identities in the workplace.”
Under Threat: Responses to and the Consequences of Threats to Individuals' Identities (2011, background): “istics or behaviors associated with the threatened identity in an attempt to make it less salient to others (Roberts, 2005).”
Racial Diversity, Racial Asymmetries, and Team Learning Environment: Effects on Performance (2012, background): “…about being judged negatively or stereotypically (for reviews, see Steele, 1997; Steele et al., 2002), to expending energy in interactions to fend off such judgments (e.g., Roberts, 2005), to engaging in behaviors that confirm them, as in self-fulfilling prophecies (e.g., Chen & Bargh, 1997).”
Why Organizational and Community Diversity Matter: Representativeness and the Emergence of Incivility and Organizational Performance (2011, background): “A heightened sensitivity to ethnic differences may be present in contemporary workplaces wherein employees are concerned about relative status and the interpersonal impressions they make (Roberts, 2005).”
Managing Concealable Stigmas at Work (2014, background): “Third, the evaluative nature of work, wherein contributions and behaviors are continuously judged, creates a context wherein impression management concerns are salient for all workers (Roberts, 2005).”