Psychology

Permanent URI for this collectionhttps://uwspace.uwaterloo.ca/handle/10012/9892

This is the collection for the University of Waterloo's Department of Psychology.

Research outputs are organized by type (eg. Master Thesis, Article, Conference Paper).

Waterloo faculty, students, and staff can contact us or visit the UWSpace guide to learn more about depositing their research.

Browse

Browsing Psychology by Author "Adair, Wendi"

Filter results by typing the first few letters
Now showing 1 - 4 of 4
  • Thumbnail Image
    Item
    Bicultural Identity Integration at Work: Effects of Identity Conflict on Role Conflict Perceptions and Exhaustion
    (University of Waterloo, 2016-05-20) Racine, Aimy Anne; Adair, Wendi
    Identifying with more than one culture has been found to confer numerous benefits, including greater psychological and emotional well-being. However, it is not clear how bicultural identity integration (BII; defined as biculturals’ perceived compatibility between their two cultural identities) affects workplace well-being (i.e., employees’ work exhaustion). I predict that biculturals’ BII levels will influence work exhaustion through perceptions of role conflict. The results from two studies reveal that biculturals with low BII perceive conflict in their work role, and in turn, these perceptions are associated with greater work exhaustion. This research highlights the importance of BII for the effect of cultural identity on well-being. Practical implications are discussed in the context of training interventions for improving employee well-being.
  • Thumbnail Image
    Item
    Diversity Climate Perceptions and Employee Turnover Intentions: The Importance of Racial Group Identification
    (University of Waterloo, 2016-08-31) Phouthonephackdy, Thiam; Adair, Wendi
    The workplace diversity climate shapes our perceptions of our workplaces and influences our intentions to leave or stay with an organization. In two studies we test how two variables – racial group membership and racial group identification – interact with diversity climate, operationalized as multiculturalism and colorblindness, to influence employee turnover intentions. Whereas previous research reports racial group membership to be a moderator of the diversity climate and employee turnover relationship, the present studies did not replicate these findings. Instead, we found a three-way interaction with diversity climate perceptions, racial group membership (i.e., visible minorities vs. White/Caucasian), and racial group identification predicting employee turnover intentions. A multicultural diversity climate related negatively with employee turnover intentions for some, not all, visible minorities (i.e., minority racial group membership) with high racial group identification (Study 1 and Study 2). A colorblind diversity climate related positively with employee turnover intentions for visible minority employees with high racial group identification (Study 2). A colorblind diversity climate related negatively with employee turnover intentions for White/Caucasian participants and unexpectedly with Asian participants with high racial group identification (Study 1). Further, we found a main effect of multiculturalism (vs. colorblindness) suggesting in general, regardless of racial group membership, participants intend to stay with organizations that endorse multiculturalism over colorblindness. We discuss implications for climate and policies in multicultural organizations.
  • Thumbnail Image
    Item
    Features of Conflict Situations That Inform Culturally Appropriate Apology
    (University of Waterloo, 2020-08-18) Dewhirst, Alexa Grace Macdonald; Adair, Wendi
    Commerce occurs globally, to remain competitive businesses need to effectively manage their international relationships which can be threatened by cultural differences (Bercovich & Elgstrom, 2001). The following research examined the relationship repair process in negotiation across cultures, focusing on how perceptions of conflict situations influence relationship repair strategies. This study compared the apology preferences of Chinese and White North Americans in negotiation settings. Following theory by Ren and Gray (2009), we proposed a normative model of apology preference across cultures that is informed by communication styles, causal attributions, and face concern. We proposed that culturally embedded causal attributions inform victim face concern. The victim’s level of subsequent self, other and mutual face concern predict preference for apology style during restoration. We theorized that culturally normative communication styles, such as direct versus indirect communication, hold embedded meaning that delineate different levels of responsibility taking and politeness. Results provided evidence for the influence of culture in the relationship repair process. We found that face concern mediated the relationship between culture and relationship repair. We did not find evidence that culture impacts responsibility attributions, or prescribes apology appropriateness through communication norms. Instead we found that all participants that received a direct apology reported significantly higher forgiveness across all cultures. Participants that reported high self-face concern following a conflict, who then received a direct apology, reported significantly higher perceptions of apology efficacy. These findings suggest that conflict situations may threaten victim perceptions of social image (face), and for the relationship to be restored, social image must be directly repaired by the transgressor.
  • Thumbnail Image
    Item
    The Impact of Culture on Relationship Repair in Negotiation.
    (University of Waterloo, 2018-08-10) Wiseman, Sylvie; Adair, Wendi
    Negotiation is an emotionally charged process, in which relationship rupture can occur. While past research has focused on predictors of relationship rupture in negotiation, there has been a dearth of research focusing on effective relationship restoration behaviour following a rupture to the relationship. When relationship rupture occurs, relationship restoration is imperative for successful negotiation outcomes, however, cultural variations in communication can create barriers for effective restoration. This research examined how culture influences the effectiveness of two types of relationship repair strategies - direct and third-party apologies. We proposed that cultural differences in apology preferences may be due to variations in context dependence, a communication norm which guides the degree to which individuals attend to or rely on contextual cues in communication. We hypothesized that an apology recipient’s cultural background (Caucasian North American vs. Chinese) would moderate the relationship between type of apology and restoration, such that restoration would be most effective when the type of apology used to restore a relationship aligns with culturally-congruent context dependence norms (low for Caucasians vs. high for East Asians). Results from our study indicate partial support of our prediction, as Caucasian North Americans perceived culturally-congruent, direct apologies as more effective for restoring ruptured negotiator relationships compared to culturally-incongruent, third-party apologies.