Enrica N. Ruggs

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Article history: Received 16 October 2010 Available online 23 March 2011 Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and(More)
This article focuses attention on research examining workplace discrimination against employees from marginalized groups. We particularly consider the experiences of seven different groups of marginalized individuals, some of which have legal protection and some of which do not but all of whom we feel have been overlooked by the field of(More)
OBJECTIVE Previous research on obesity stereotyping has almost extensively involved looking at the perceptions that 5-21-year-old individuals have toward members of their own age in-group. Very little research has examined how people perceive obesity across the lifespan. The current research begins to address this gap by examining the extent to which(More)
In recent years, the literature on the stigma of obesity has grown but there still remains a paucity of research examining specific issues associated with its impact in the workplace. In the current study, we examine 3 such issues related to the influence of weight-based stigmatization in retail settings. First, we highlight research on the impact of(More)
The purpose of this review article is to familiarize readers with the common methodologies used to assess weight stigma. This article explores the most frequent ways weight stigma is assessed, offers relevant empirical examples of each methodology, examines the strengths and weaknesses of each approach, and offers recommendations for strengthening research(More)
OBJECTIVE A growing strategy to enhancing healthy decision making is to modify behavioral options to an "opt out" (i.e., if you do not want to participate, you must act) as opposed to an "opt in" (i.e., if you want to participate, you must act) default system (Choi, Laibson, Madrian, & Metrick). The current study, however, proposes that this growing trend(More)
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The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy(More)
The Impression Management (IM) subscale of the Balanced Inventory of Desirable Responding (Paulhus, 1988) has been used as a proxy for common method variance in anonymous settings and as a cause of faking on personality testing in confidential settings. This study uses confirmatory factor analysis to conduct measurement invariance/equivalence tests (also(More)
I. Concise Overview of the Literature People are often judged or stereotyped according to their group membership(s). Group membership can include (but is not limited to) ethnicity, race, gender, age, and religious affiliation. Stereotypes about an individual’s group, which can be shaped as either positive or negative, elicit a variety of emotions. Negative(More)
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