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Masters-Waage TC, Kinias Z, Argueta-Rivera J, Stewart D, Ivany R, King E, Hebl M. Social inattentional blindness to idea stealing in meetings. Sci Rep 2024; 14:8060. [PMID: 38580682 PMCID: PMC10997580 DOI: 10.1038/s41598-024-56905-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/24/2023] [Accepted: 03/11/2024] [Indexed: 04/07/2024] Open
Abstract
Using a virtual reality social experiment, participants (N = 154) experienced being at the table during a decision-making meeting and identified the best solutions generated. During the meeting, one meeting participant repeated another participant's idea, presenting it as his own. Although this idea stealing was clearly visible and audible, only 30% of participants correctly identified who shared the idea first. Subsequent analyses suggest that the social environment affected this novel form of inattentional blindness. Although there was no experimental effect of team diversity on noticing, there was correlational evidence of an indirect effect of perceived team status on noticing via attentional engagement. In sum, this paper extends the inattentional blindness phenomenon to a realistic professional interaction and demonstrates how features of the social environment can reduce social inattention.
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Bergman ME, Gaskins VA, Allen T, Cheung HK, Hebl M, King EB, Sinclair RR, Siuta RL, Wolfe C, Zelin AI. The Dobbs Decision and the Future of Occupational Health in the US. Occup Health Sci 2023; 7:1-37. [PMID: 36843836 PMCID: PMC9940085 DOI: 10.1007/s41542-023-00143-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/10/2022] [Revised: 12/30/2022] [Accepted: 01/02/2023] [Indexed: 02/25/2023]
Abstract
Access to abortion care has a profound impact on women's ability to participate in the workforce. In the US, restrictions on abortion care have waxed and waned over the years, including periods when abortion was broadly permitted across the nation for most pregnant people for a substantial proportion of pregnancy and times when restrictions varied across states, including states where abortion is banned for nearly all reasons. Additionally, access to abortion care has always been a reproductive justice issue, with some people more able to access this care than others even when it is structurally available. In June 2022, the US Supreme Court handed down the Dobbs v. Jackson Women's Health Organization, returning to states the ability to determine restrictions on abortion, including near-total bans on abortion. In this anthology, ten experts share their perspectives on what the Dobbs decision means for the future, how it will exacerbate existing, well-researched issues, and likely also create new challenges needing investigation. Some contributions are focused on research directions, some focus on implications for organizations, and most include both. All contributions share relevant occupational health literature and describe the effects of the Dobbs decision in context.
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Affiliation(s)
- Mindy E. Bergman
- grid.264756.40000 0004 4687 2082Texas A&M University, College Station, TX USA
| | | | - Tammy Allen
- grid.170693.a0000 0001 2353 285XUniversity of South Florida, Tampa, FL USA
| | - Ho Kwan Cheung
- grid.22072.350000 0004 1936 7697University of Calgary, Calgary, Alberta Canada
| | - Mikki Hebl
- grid.21940.3e0000 0004 1936 8278Rice University, Houston, TX USA
| | - Eden B. King
- grid.21940.3e0000 0004 1936 8278Rice University, Houston, TX USA
| | | | - Rose L. Siuta
- grid.264756.40000 0004 4687 2082Texas A&M University, College Station, TX USA
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Ruggs EN, Hebl M, Shockley KM. Fighting the 400-Year Pandemic: Racism Against Black People in Organizations. J Bus Psychol 2022; 38:1-5. [PMID: 36373110 PMCID: PMC9638454 DOI: 10.1007/s10869-022-09855-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/16/2023]
Abstract
Anti-Black racism is a pernicious problem that has plagued the USA throughout history. In 2020, we saw intense moments that highlighted the stark anti-Black racism and racial inequity in America. Namely, the murder of George Floyd coupled with the disproportionate levels of negative outcomes from the COVID-19 pandemic affecting Black people in the USA. These instances called attention to the considerable racial inequality in US society and reminded many people that racism seeps throughout all facets of life. Our first goal with this special issue was to call attention to research within in the organizational sciences that focuses on anti-Black racism. The articles in this issue call attention to some of the manifestations and consequences of anti-Black racism as well as ways to reduce its insidious effects. Our second goal was to intentionally highlight the work of Black scholars in the field of I-O psychology. As such, we engaged in targeted recruiting that allowed us to successfully curate articles from a racially diverse group of scholars, and we are able to highlight the work of Black scholars and practitioners in the field.
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Godard R, Hebl M, Nittrouer C. Identity management in the workplace: Coworker perceptions of individuals with contested disabilities. JVR 2022. [DOI: 10.3233/jvr-221208] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: Much of the existing research on disability and disability-related workplace accommodations presume that disabilities are visible and commonly accepted. Yet, many disabilities are invisible and contested, or perceived as fake, low-severity/minor, and/or illegitimate. OBJECTIVE: The purpose of this research is to investigate the effect of identity management strategies that individuals with contested disabilities might use when requesting accommodations in a workplace setting. METHODS: We used two electronic experiments to investigate the effect of identity management strategies on perceived fairness of accommodations and attributions about individuals requesting accommodations. Studies 1 and 2 used online surveys to collect data from 117 and 184 working adults, respectively. RESULTS: Study 1 indicates that four invisible disabilities (chronic fatigue syndrome, attention deficit/hyperactivity disorder, generalized anxiety disorder, and chronic migraine) are viewed as significantly less legitimate than the visible disability paraplegia. In study 2, any form of disclosure of a contested disability (vs. no disclosure) resulted in higher perceived fairness and more positive attributions about the person requesting accommodations. There were minimal differences between the different identity management strategies tested. CONCLUSIONS: Workplaces should work to create spaces in which employees can disclose contested disabilities to managers and coworkers without fear of enhanced stigmatization.
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Pu W, Roth PL, Thatcher JB, Nittrouer C, Hebl M. Post‐traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans. Personnel Psychology 2022. [DOI: 10.1111/peps.12520] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Wenxi Pu
- Department of Accounting and Finance University of Manitoba
| | | | | | | | - Mikki Hebl
- Department of Psychology Rice University
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Wu FY, Nittrouer C, Nguyen V, Hebl M, Oswald FL, Frieden L. Now protected or still stigmatized? A 25-year outlook on the impact of the Americans with Disabilities Act. EDI 2022. [DOI: 10.1108/edi-06-2020-0173] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeIn 1990, the Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush. This law was intended to prevent discrimination against people with disabilities (PWD) in employment, public accommodations, transportation and other areas of life. However, the degree of impact in these sectors has not been studied in tandem. Addressing these sectors together is the primary objective of this paper.Design/methodology/approachResults are analyzed and presented regarding ADA impacts as well as which organizations provide advocacy services in support to PWD from survey data collected from 1,582 US participants in 2010 (N = 866) and 2015 (N = 716).FindingsResults suggest that the ADA has had a positive impact on PWD, yet this law favorably affects people of certain demographics more than others. Moreover, people with and without disabilities have differing opinions on the impact of the ADA, suggesting that what is conveyed to the public and the impact of the ADA on real-life outcomes of PWD are sometimes misaligned.Originality/valueThe present study helps add to the current body of knowledge on the impact of the ADA by providing perspectives on advocacy services and impacts from a diverse set of PWD and their counterparts without disabilities.
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Corrington A, Hebl M, Stewart D, Madera J, Ng L, Williams J. Diversity and inclusion of understudied populations: A call to practitioners and researchers. Consulting Psychology Journal: Practice and Research 2020. [DOI: 10.1037/cpb0000188] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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Gruber J, Mendle J, Lindquist KA, Schmader T, Clark LA, Bliss-Moreau E, Akinola M, Atlas L, Barch DM, Barrett LF, Borelli JL, Brannon TN, Bunge SA, Campos B, Cantlon J, Carter R, Carter-Sowell AR, Chen S, Craske MG, Cuddy AJC, Crum A, Davachi L, Duckworth AL, Dutra SJ, Eisenberger NI, Ferguson M, Ford BQ, Fredrickson BL, Goodman SH, Gopnik A, Greenaway VP, Harkness KL, Hebl M, Heller W, Hooley J, Jampol L, Johnson SL, Joormann J, Kinzler KD, Kober H, Kring AM, Paluck EL, Lombrozo T, Lourenco SF, McRae K, Monin JK, Moskowitz JT, Natsuaki MN, Oettingen G, Pfeifer JH, Prause N, Saxbe D, Smith PK, Spellman BA, Sturm V, Teachman BA, Thompson RJ, Weinstock LM, Williams LA. The Future of Women in Psychological Science. Perspect Psychol Sci 2020; 16:483-516. [PMID: 32901575 PMCID: PMC8114333 DOI: 10.1177/1745691620952789] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Abstract
There has been extensive discussion about gender gaps in representation and career advancement in the sciences. However, psychological science itself has yet to be the focus of discussion or systematic review, despite our field's investment in questions of equity, status, well-being, gender bias, and gender disparities. In the present article, we consider 10 topics relevant for women's career advancement in psychological science. We focus on issues that have been the subject of empirical study, discuss relevant evidence within and outside of psychological science, and draw on established psychological theory and social-science research to begin to chart a path forward. We hope that better understanding of these issues within the field will shed light on areas of existing gender gaps in the discipline and areas where positive change has happened, and spark conversation within our field about how to create lasting change to mitigate remaining gender differences in psychological science.
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Affiliation(s)
- June Gruber
- Department of Psychology and Neuroscience, University of Colorado Boulder
| | - Jane Mendle
- Department of Human Development, Cornell University
| | | | - Toni Schmader
- Department of Psychology, University of British Columbia
| | | | - Eliza Bliss-Moreau
- Department of Psychology, University of California, Davis, and the California National Primate Research Center, Davis, California
| | | | - Lauren Atlas
- National Center for Complementary and Integrative Health and National Institute of Mental Health, National Institutes of Health, Bethesda, Maryland
| | - Deanna M Barch
- Department of Psychological & Brain Sciences, Washington University in St. Louis.,Departments of Psychiatry and Radiology, School of Medicine, Washington University in St. Louis
| | - Lisa Feldman Barrett
- Department of Psychology, Northeastern University.,Massachusetts General Hospital/Harvard Medical School
| | - Jessica L Borelli
- Department of Psychological Science, University of California, Irvine
| | | | - Silvia A Bunge
- Department of Psychology, University of California, Berkeley
| | - Belinda Campos
- Department of Psychological Science, University of California, Irvine.,Department of Chicano/Latino Studies, University of California, Irvine
| | | | - Rona Carter
- Department of Psychology, University of Michigan
| | - Adrienne R Carter-Sowell
- Department of Psychological and Brain Sciences and Africana Studies Program, Texas A&M University
| | - Serena Chen
- Department of Psychology, University of California, Berkeley
| | | | | | - Alia Crum
- Department of Psychology, Stanford University
| | | | | | - Sunny J Dutra
- Department of Clinical Psychology, William James College
| | | | | | | | | | | | - Alison Gopnik
- Department of Psychology, University of California, Berkeley
| | | | | | - Mikki Hebl
- Department of Psychology, Rice University
| | - Wendy Heller
- Department of Psychology, University of Illinois Urbana-Champaign
| | - Jill Hooley
- Department of Psychology, Harvard University
| | | | - Sheri L Johnson
- Department of Psychology, University of California, Berkeley
| | | | | | - Hedy Kober
- Department of Clinical Psychology, William James College.,Department of Psychology, Yale University
| | - Ann M Kring
- Department of Psychology, University of California, Berkeley
| | | | | | | | | | - Joan K Monin
- Social and Behavioral Sciences, Yale School of Public Health
| | | | | | | | | | | | - Darby Saxbe
- Department of Psychology, University of Southern California
| | - Pamela K Smith
- Rady School of Management, University of California, San Diego
| | | | - Virginia Sturm
- Memory and Aging Center, University of California, San Francisco
| | | | - Renee J Thompson
- Department of Psychological & Brain Sciences, Washington University in St. Louis
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Abstract
Objectives: The transition to motherhood is associated with declines in physical activity
in women. Working mothers may be particularly at-risk for low levels of
physical activity, since they have to balance the competing interests of
work and family life, and exercise often takes a backseat to more seemingly
pressing concerns. The potential benefits working mothers can experience
from physical activity are numerous. The objectives of this study were to
evaluate the percentage of working mothers from the United States who met
the World Health Organization’s and the American College of Sports
Medicine’s recommended guidelines for weekly physical activity and
investigate the associations between physical activity, quality of life, and
self-rated work productivity in this sample of working mothers. Methods: Participants were 334 working mothers from the United States (mean
age = 35.00 years; standard deviation (SD) = 5.85; 77.8% White) recruited
from a Qualtrics research panel. To be eligible to participate in the study,
a woman had to be 18 years or older with at least one child aged 5 years or
younger, work at least 30 h per week at a job, live with her child(ren) at
least 50% of the time, and have a minimum of a bachelor’s degree.
Participants completed the Godin leisure time exercise questionnaire, the
World Health Organization—five well-being index, a single-item indicator of
self-rated work productivity, and a demographic questionnaire. Results: Of the working mothers in the sample, 45.5% met the recommended guidelines of
at least 150 min of moderate exercise in the past week. Approximately 39% of
working mothers reported engaging in no 30-min bouts of strenuous exercise
in the past week. Non-white working mothers, working mothers with a higher
singular annual income, and working mothers who obtained a higher
educational level were more likely to meet the recommended guidelines for
physical activity in the past week. Meeting the recommended physical
activity guidelines in the past week was associated with better quality of
life (r = 0.39; p < 0.001) and
self-rated work productivity (r = 0.13;
p < 0.05). Only the association between physical
activity and quality of life remained significant in a multivariate analysis
(standardized beta coefficient = 0.33; p < 0.001) after
controlling for race/ethnicity, maternal singular annual income, and
maternal highest level of education. Conclusion: Our findings highlight that working mothers in the United States are a group
at risk for low levels of physical activity. Given the great benefits that
these women do experience as a function of getting exercise, it is
critically important we pay more attention to how individual,
organizational, and societal-level interventions might assist them in
attaining target levels of physical activity.
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Affiliation(s)
| | - Christina McCollum
- Department of Psychology and Neuroscience, Baylor University, Waco, TX, USA
| | - Kelly R Ylitalo
- Department of Public Health, Baylor University, Waco, TX, USA
| | - Mikki Hebl
- Department of Psychological Science, Rice University, Houston, TX, USA
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Abstract
This review describes the history, current state, and future of modern discrimination in organizations. First, we review development of discrimination from the early 1900s to the present day, specifically discussing various stigmatized identities, including gender, race, sexual orientation, religion, disability, weight, and age. Next, we describe both individual-level (e.g., identity management, allyship) and organization-level (e.g., training, norm setting) strategies for reducing and reacting to discrimination. Finally, we describe future research directions in the relationship between subtle and overt discrimination, intersectionality, the impact of social media, and cross-cultural considerations—areas that we suggest would help us gain a more comprehensive understanding of modern discrimination.
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Affiliation(s)
- Mikki Hebl
- Department of Psychological Sciences, Rice University, Houston, Texas 77005, USA
| | - Shannon K. Cheng
- Department of Psychological Sciences, Rice University, Houston, Texas 77005, USA
| | - Linnea C. Ng
- Department of Psychological Sciences, Rice University, Houston, Texas 77005, USA
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11
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Madera JM, Ng L, Sundermann JM, Hebl M. Top management gender diversity and organizational attraction: When and why it matters. Archives of Scientific Psychology 2019. [DOI: 10.1037/arc0000060] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
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12
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Young C, Fa-Kaji NM, Cheng S, Beier ME, Hebl M. Answering prospective student e-mails: The effect of student gender, individuation, and goals. Archives of Scientific Psychology 2019. [DOI: 10.1037/arc0000058] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
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13
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Williams MJ, George-Jones J, Hebl M. The face of STEM: Racial phenotypic stereotypicality predicts STEM persistence by-and ability attributions about-students of color. J Pers Soc Psychol 2018; 116:416-443. [PMID: 30321046 DOI: 10.1037/pspi0000153] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
[Correction Notice: An Erratum for this article was reported in Vol 116(3) of Journal of Personality and Social Psychology (see record 2019-08943-003). In the article "The Face of STEM: Racial Phenotypic Stereotypicality Predicts STEM Persistence by-and Ability Attributions About-Students of Color" by Melissa J. Williams, Julia George- Jones, and Mikki Hebl (Journal of Personality and Social Psychology. Advance online publication. October 15, 2018. http://dx.doi.org/10.1037/pspi0000153), the Editor' Note acknowledging Toni Schmader as the action editor for this article was omitted. All versions of this article have been corrected.] Despite strong initial interest, college students-especially those from underrepresented minority (URM) backgrounds-leave STEM majors at high rates. Here, we explore the role of racial phenotypic stereotypicality, or how typical one's physical appearance is of one's racial group, in STEM persistence. In a longitudinal study, URM students were especially likely to leave STEM to the extent that they looked more stereotypical of their group; Asian American students were especially likely to leave STEM to the extent that they looked less stereotypical. Three experiments documented a possible mechanism; participants (Studies 2-4), including college advisors (Study 3), attributed greater STEM ability to more-stereotypical Asian Americans and to less-stereotypical Black women (not men), than to same-race peers. Study 4 showed that prejudice concerns, activated in interactions with Black men (not women), account for this gender difference; more-stereotypical Black men (like women) were negatively evaluated when prejudice concerns were not salient. This work has important implications for ongoing efforts to achieve diversity in STEM. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
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Affiliation(s)
| | | | - Mikki Hebl
- Department of Psychology, Rice University
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14
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Affiliation(s)
- Ho Kwan Cheung
- Department of Psychology, George Mason University, Fairfax, VA, USA
| | - Mikki Hebl
- Department of Psychology, Rice University, Houston, TX, USA
| | - Eden B. King
- Department of Psychology, Rice University, Houston, TX, USA
| | - Hannah Markell
- Department of Psychology, George Mason University, Fairfax, VA, USA
| | - Carlos Moreno
- Department of Psychology, Rice University, Houston, TX, USA
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Colella A, Hebl M, King E. One hundred years of discrimination research in the Journal of Applied Psychology: A sobering synopsis. ACTA ACUST UNITED AC 2017; 102:500-513. [PMID: 28125266 DOI: 10.1037/apl0000084] [Citation(s) in RCA: 61] [Impact Index Per Article: 8.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Employment discrimination-a legal, social, moral, and practical problem-has been a persistent focus of narrow scholarship in the Journal of Applied Psychology since its inception. Indeed, this article identifies the environmental characteristics, conceptual underpinnings, dominant methodologies, research questions and findings across 508 articles published on discrimination in the journal over the last 100 years. Emergent themes document signs of stability and change in 3 eras: an era wherein discrimination research was itself discriminatory (1917-1969), the heyday of discrimination research (1970-1989), and an era of unsteady progress (1990-2014). This synthesis suggests that, although increasingly sophisticated methodological approaches have been applied to this topic, the targets of focus and theories driving research have largely been static. Additionally, research published on discrimination in the Journal of Applied Psychology has often trailed too far behind the times. Specific recommendations for advancing the psychological study of employment discrimination in applied contexts are provided. (PsycINFO Database Record
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Affiliation(s)
| | - Mikki Hebl
- Department of Psychology, Rice University
| | - Eden King
- Department of Psychology, George Mason University
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