Laura G. Barron

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Evidence from recent laboratory experiments suggests that ethnic identification can lead to negative evaluations of ethnic minorities (Kaiser & Pratt-Hyatt, 2009). The current research considers the generalizability of these findings to face-to-face interactions in contexts wherein impression management concerns are salient: the workplace hiring process. In(More)
OBJECTIVE Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we(More)
Except for some U.S. states and localities, gay men and lesbians are largely unprotected from employment discrimination. In debate over national legislation (Employment Non-Discrimination Act), some legislators have questioned the efficacy of antidiscrimination legislation. To address this issue, we conducted three studies. In Study 1, we documented public(More)
This study examines the effectiveness of a journal writing intervention to reduce distress levels among University of Wisconsin-Stout students. A secondary purpose of the study is to understand the impact of 'the Big Five personality traits' in moderating emotional disclosure intervention effectiveness. Information was collected from sixty-three students(More)
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