Mikki Hebl | |
---|---|
Occupation(s) | Professor of Psychology and Management |
Awards | Robert Foster Cherry Award for Professor of the Year (2016) |
Academic background | |
Alma mater | Smith College; Texas A&M University; Dartmouth College |
Academic work | |
Institutions | Rice University |
Website | https://www.mikkihebl.com/ |
Michelle (Mikki) Rae Hebl is an applied psychologist whose research focuses on workplace discrimination and barriers experienced by stigmatized individuals. She is the Martha and Henry Malcolm Lovett Professor of Psychology and Management at Rice University [1] and affiliated with the Jones Graduate School of Business. [2]
Hebl was the 2016 recipient of Baylor University's national Robert Foster Cherry Award for great teaching. [3] She previously received Rice University's George R. Brown Prize for Superior Teaching (multiple years), [4] and the Distinguished Teaching Contributions Award from the Society of Industrial/Organizational Psychology (2008). [5] After receiving the George R. Brown Certificate of Highest Merit (2015), [6] Hebl was retired from receiving further teaching awards from Rice University. [7]
Hebl in a native of Pardeeville,Wisconsin. [8] She received her B.A. degree in psychology with honors at Smith College in 1991,where she studies with Professor Phil Peake. [9] [10] Hebl completed a master's degree in psychology at Texas A&M University in 1993. She then attended Dartmouth College where she obtained her Ph.D. in psychology in 1997 under the supervision of Robert E. Kleck. [1] Her dissertation titled "Nonstigmatized individuals' reactions to the acknowledgment and valuation of a stigma by overweight individuals and physically disabled individuals" [11] began a line of research on social stigma.
Hebl joined the faculty of Rice University in 1998. She has received multiple research grants,including funding from the National Institutes of Health, [4] the National Cancer Institute,and an ADVANCE award from the National Science Foundation. [12] [13] In 2014,Hebl received the Academy of Management's Sage Award for Scholarly Contributions. [3]
Hebl is an avid long-distance runner who has completed a marathon in every state. [14]
Hebl's research program examines social stigma and discrimination in the workplace and other professional settings,including health care and customer service. Stigmatized groups may include,e.g.,pregnant women,members of racial and ethnic minorities,and individuals with disabilities or obesity. Hebl and her students have studied discrimination experienced by members of the LGBT community and pregnant women completing job applications,as well as obese patients receiving medical treatment,including efforts to reduce discrimination against these groups. [15] [16]
Hebl reports that people often experience subtle forms of discrimination in these settings that have considerable impact on their lives. In her work on racial bias,she focuses on how support for diversity,equity,and inclusion (DEI) initiatives might reduce inequality among White and Black professionals. [17] [18] However,people are affected by various subtexts in DEI conversations (such as hazy definitions of diversity,passive language,and deficiency-oriented descriptions). By focusing on this under-researched barrier to DEI activities,the researchers wanted to show how organizations might live up to their stated commitment to advance true diversity and equity. [19]
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most common methods of employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies.
Social stigma is the disapproval of, or discrimination against, an individual or group based on perceived characteristics that serve to distinguish them from other members of a society. Social stigmas are commonly related to culture, gender, race, socioeconomic class, age, sexual orientation, body image, physical disability, intelligence or lack thereof, and health. Some stigma may be obvious, while others are known as concealable stigmas that must be revealed through disclosure. Stigma can also be against oneself, stemming from negatively viewed personal attributes in a way that can result in a "spoiled identity".
Social rejection occurs when an individual is deliberately excluded from a social relationship or social interaction. The topic includes interpersonal rejection, romantic rejection and familial estrangement. A person can be rejected or shunned by individuals or an entire group of people. Furthermore, rejection can be either active, by bullying, teasing, or ridiculing, or passive, by ignoring a person, or giving the "silent treatment". The experience of being rejected is subjective for the recipient, and it can be perceived when it is not actually present. The word "ostracism" is also commonly used to denote a process of social exclusion.
Jennifer A. Richeson is an American social psychologist who studies racial identity and interracial interactions. She is currently the Philip R. Allen Professor of Psychology at Yale University where she heads the Social Perception and Communication Lab. Prior to her appointment to the Yale faculty, Richeson was Professor of Psychology and African-American studies at Northwestern University. In 2015, she was elected to the United States National Academy of Sciences. Richeson was elected to the American Philosophical Society in 2022. Since 2021, she has been a member of the President’s Council of Advisors on Science and Technology (PCAST).
Sizeism or size discrimination is unjust or prejudicial treatment directed at people based on their size.
Ellen S. Berscheid is an American social psychologist who is currently a Regents professor at the University of Minnesota, where she earlier had earned her PhD in 1965. Berscheid conducted research on interpersonal relationships, emotions and moods, and social cognition. Berscheid wrote books, articles and other publications to contribute to the field of Social Psychology. She was involved in controversy surrounding the funding for her research on why people fall in love. In addition to her position at the University of Minnesota as a Psychology and Business professor; she has also held a position at Pillsbury. She has received awards for her contributions to social psychology, including The Presidential Citation and the Distinguished Scientific Contribution Award from the American Psychological Association.
In social psychology, a stereotype is a generalized belief about a particular category of people. It is an expectation that people might have about every person of a particular group. The type of expectation can vary; it can be, for example, an expectation about the group's personality, preferences, appearance or ability. Stereotypes are sometimes overgeneralized, inaccurate, and resistant to new information, but can sometimes be accurate.
Within social psychology self-stereotyping is a process described as part of social identity theory (SIT) and, more specifically, self-categorization theory (SCT). Self-stereotyping occurs when an individual integrates commonly held characterizations of an in-group into their self-concept.
Social stigma of obesity is broadly defined as bias or discriminatory behaviors targeted at overweight and obese individuals because of their weight and a high body fat percentage. Such social stigmas can span one's entire life, as long as excess weight is present, starting from a young age and lasting into adulthood. Studies also indicate overweight and obese individuals experience higher levels of stigma compared to other people.
Stigma management is the process of concealing or disclosing aspects of one's identity to minimize social stigma.
Dr. Jennifer Crocker is a professor and Ohio Eminent Scholar in Social Psychology at Ohio State University. She is also a former president of the Society for Personality and Social Psychology. Her publications are on the subject of self-esteem and the contingencies and interpersonal goals that individuals have that are a clear reflection of their level of self-esteem.
Mark Richard Leary is a professor of psychology and neuroscience at Duke University. His research has made significant contributions to the fields of social psychology and personality psychology.
The six-factor model of psychological well-being is a theory developed by Carol Ryff which determines six factors which contribute to an individual's psychological well-being, contentment, and happiness. Psychological well-being consists of self-acceptance, positive relationships with others, autonomy, environmental mastery, a feeling of purpose and meaning in life, and personal growth and development. Psychological well-being is attained by achieving a state of balance affected by both challenging and rewarding life events.
Alice H. Eagly is the James Padilla Chair of Arts and Sciences Emerita and emerita professor of psychology at Northwestern University. She is also a fellow at the Institute of Policy Research at Northwestern University. Her primary research focus is social psychology, as well as personality psychology and Industrial Organizational Psychology. She was elected as a member of the National Academy of Sciences in 2022.
Ruth Kanfer is a psychologist and professor at Georgia Institute of Technology in the area of Industrial and Organizational Psychology. She is best known for her research in the fields of motivation, goal setting, self-regulation, job search, adult learning, and future of work. Kanfer has received numerous awards for her research contributions including the American Psychological Association Distinguished Scientific Award for an Early Career Contribution in Applied Research in 1989, the Society for Industrial and Organizational Psychology (SIOP) William R. Owens Scholarly Achievement Award in 2006 and the SIOP Distinguished Scientific Contributions Award in 2007. Ruth Kanfer has authored influential papers on a variety of topics including the interaction of cognitive abilities and motivation on performance, the influence of personality and motivation on job search and employment. and a review chapter on motivation in an organizational setting.
The Robert Foster Cherry Award is a prize given biennially by Baylor University for "great teaching". The Cherry Award honors professors at the College or University level, in the English-speaking world, with established track records of teaching excellence and the ability to inspire students. Robert Foster Cherry, a graduate of Baylor University, made an estate bequest to establish the award. In a typical award cycle, three Finalists are selected based on nomination packages. The Finalists then compete for the award by giving a series of lectures at Baylor University. Each Finalist receives $15,000 and the ultimate award Recipient receives an additional $250,000 prize. Although the Nobel Foundation doesn't award a Nobel prize for teaching, the Cherry Award is often dubbed as the highest teaching award in the world or the "Nobel Prize" for teaching.
Monica Rose Biernat is a social psychologist known for her research on social judgment, stereotyping, prejudice, and discrimination. She is a University Distinguished Professor of Psychology at the University of Kansas.
Camille B. Wortman is a clinical health psychologist and expert on grief and coping in response to traumatic events and loss. She is an Emeritus Professor of Psychology at Stony Brook University.
Bernice Lott was a social psychologist known for her work on feminist psychology, gender, poverty, social class, and prejudice and discrimination. She was Professor Emerita of Psychology and Woman's Studies at the University of Rhode Island and was a former Dean of its University College.
The psychological impact of discrimination on health refers to the cognitive pathways through which discrimination impacts mental and physical health in members of marginalized, subordinate, and low-status groups. Research on the relation between discrimination and health became a topic of interest in the 1990s, when researchers proposed that persisting racial/ethnic disparities in health outcomes could potentially be explained by racial/ethnic differences in experiences with discrimination. Although the bulk of the research tend to focus on the interactions between interpersonal discrimination and health, researchers studying discrimination and health in the United States have proposed that institutional discrimination and cultural racism also give rise to conditions that contribute to persisting racial and economic health disparities.