Dr. Kinias researches Equity, Diversity, and Inclusion (EDI), how it connects with identities, and interventions to enable everyone’s success. She recently co-designed a Virtual Reality research and learning tool for team decision-making and generally enjoys working on the boundaries of established practices to create better business education.
She publishes in respected peer-reviewed academic journals including the Journal of Applied Psychology and Organizational Behaviour and Human Decision Processes. Her work has also been featured in a variety of broader outlets, including Bloomberg Businessweek, The Case Centre, Forbes, Harvard Business Publishing, Harvard Business Review, Huffington Post, the New York Times, Programme Eve, and South China Morning Post. Having lived in North America, North Africa, and Southeast Asia, with recent leadership responsibilities in France and Singapore and now in Canada, Zoe has both a global perspective and a working knowledge of culture.
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Trombini, C.; Jiang, W.; Kinias, Z. K., (Forthcoming), "Receiving Social Support Motivates Long-Term Prosocial Behavior", Journal Of Business Ethics
Abstract: Prosocial behavior—actions aimed to benefit other individuals, groups, or communities—are important for promoting and maintaining a healthy society. Extant research on the factors driving prosocial behavior has mainly addressed short-term effects, overlooking the factors that motivate long-term prosocial behavior. Building on attachment theory, we theorize that an interpersonal factor, receiving social support, can foster prosocial behavior in the long-term, both in the environment where the support was received and beyond it. We argue that receiving social support positively predicts felt security—a sense of being safe, cared for, and loved—which in turn associates with higher motivation to engage in behaviors that benefit others. We test our hypotheses with cross-sectional, longitudinal, retrospective, and experimental data. In Study 1, data from a sample of international business school alumni validate past research and show a significant positive relationship between receiving social support and engaging in prosocial behavior both within and beyond the environment in which support was received. Study 2 leverages data of US adults in a multi-wave study to show that receiving social support predicts prosocial activities several years later. Study 3 uses a retrospective survey to show that receiving social support relates positively to long-term prosocial behavior through higher felt security. Study 4 experimentally manipulates social support and further demonstrates that receiving social support fosters prosocial behavior through boosting felt security. Overall, our findings show that receiving social support motivates long-term prosociality through its positive association with felt security.
Link(s) to publication:
http://dx.doi.org/10.1007/s10551-024-05743-7
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Masters-Waage, T.; Kinias, Z. K.; Stewart, D.; Artgueta-Rivera, J.; King, E., 2024, "Social Inattentional Blindness to Idea Stealing in Meetings", Scientific Reports, April 14(8060)
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.
Link(s) to publication:
http://dx.doi.org/10.1038/s41598-024-56905-6
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Cortland, C. I.; Kinias, Z. K., (Forthcoming), "Adding Fuel to the Collective Fire: Stereotype Threat, Solidarity, and Support for Change", Personality and Social Psychology Bulletin
Abstract: We hypothesize a yet-unstudied effect of experiencing systemic stereotype threat on women’s collective action efforts: igniting women’s support for other women and motivation to improve organizational gender balance. Hypotheses are supported in two surveys (Study 1: N = 1,365 business school alumnae; Study 2: N = 386 women Master of Business Administration [MBA]), and four experiments (Studies 3–6; total N = 1,897 working women). Studies 1 and 2 demonstrate that experiencing stereotype threat is negatively associated with women’s domain-relevant engagement (supporting extant work on the negative effects of stereotype threat), but positively associated with women’s support and advocacy of gender balance. Studies 3 to 6 provide causal evidence that stereotype threat activation leads to greater attitudes and intentions to support gender balance, ruling out negative affect as an alternative explanation and identifying ingroup solidarity as a mechanism. We discuss implications for working women, women leaders, and organizations striving to empower their entire workforce through developing equitable and inclusive practices.
Link(s) to publication:
http://dx.doi.org/10.1177/01461672231202630
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Adbi, A.; Chatterjee, C.; Cortland, C.; Kinias, Z. K.; Singh, J., 2021, "Women’s Disempowerment and Preferences for Skin Lightening Products That Reinforce Colorism: Experimental Evidence From India", Psychology of Women Quarterly, June 45(2): 178 - 193.
Abstract: Global racism and colorism, the preference for fairer skin even within ethnic and racial groups, leads millions of women of African, Asian, and Latin descent to use products with chemical ingredients intended to lighten skin color. Drawing from literatures on the impact of chronic and situational disempowerment on behavioral risk-taking to enhance status, we hypothesized that activating feelings of disempowerment would increase women of color?s interest in stronger and riskier products meant to lighten skin tone quickly and effectively. In two experiments (Experiment 1: N = 253 women and 264 men; Experiment 2: replication study, N = 318 women) with distinct samples of Indian participants, we found that being in a state of psychological disempowerment (vs. empowerment) increased Indian women?s preference for stronger and riskier skin lightening products but not for milder products. Indian men?s interest in both types of products was unaffected by the same psychological disempowerment prime. Based on these findings, we recommend increased consideration among teaching faculty, research scholars, and clinicians on how feeling disempowered can lead women of color to take risks to lighten their skin as well as other issues of intersectionality and with respect to colorism. We also encourage the adoption of policies aimed at empowering women of color and minimizing access to harmful skin lightening products.
Link(s) to publication:
https://doi.org/10.1177/0361684321993796
http://dx.doi.org/10.1177/0361684321993796
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Guadalupe, M.; Kinias, Z. K.; Schloderer, F., 2020, "Individual identity and organizational identification: Evidence from a field experiment", AEA Papers and Proceedings, May 110: 193 - 198.
Abstract: This paper explores the relationship between individual identity and organizational attachment. Using individual data from employees at a large employer in the services sector, we show that making individual values salient (through a value affirmation) on average reduces organizational attachment. However, this effect is heterogenous across individuals: those initially attached to the organization increase their attachment, while those who started off less identified with the organization reduce their attachment. Overall, the results illustrate the importance of heterogeneity and how individual identity/values and organizational attachment can conflict.
Link(s) to publication:
http://dx.doi.org/10.1257/pandp.20201092
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Stamkou, E.; van Kleef, G. A.; Homan, A. C.; Gelfand, M. J.; van de Vijver, F. J. R.; van Egmond, M. C.; Boer, D.; Phiri, N.; Ayub, N.; Kinias, Z. K., et al., 2019, "Cultural Collectivism and Tightness Moderate Responses to Norm Violators: Effects on Power Perception, Moral Emotions, and Leader Support", Personality and Social Psychology Bulletin, June 45(6): 947 - 964.
Abstract: Responses to norm violators are poorly understood. On one hand, norm violators are perceived as powerful, which may help them to get ahead. On the other hand, norm violators evoke moral outrage, which may frustrate their upward social mobility. We addressed this paradox by considering the role of culture. Collectivistic cultures value group harmony and tight cultures value social order. We therefore hypothesized that collectivism and tightness moderate reactions to norm violators. We presented 2,369 participants in 19 countries with a norm violation or a norm adherence scenario. In individualistic cultures, norm violators were considered more powerful than norm abiders and evoked less moral outrage, whereas in collectivistic cultures, norm violators were considered less powerful and evoked more moral outrage. Moreover, respondents in tighter cultures expressed a stronger preference for norm followers as leaders. Cultural values thus influence responses to norm violators, which may have downstream consequences for violators’ hierarchical positions.
Link(s) to publication:
http://dx.doi.org/10.1177/0146167218802832
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Cortland, C. I.; Kinias, Z. K., 2019, "Stereotype Threat and Women’s Work Satisfaction: The Importance of Role Models", Archives of Scientific Psychology, January 7(1): 81 - 89.
Abstract: Globally across OECD countries, increasingly more women than men are graduating from a higher education institution with at least a bachelor’s degree (OECD, 2017), yet women continue to be highly underrepresented in top leadership positions around the world. What can explain the stark workplace and economic gender inequity despite the growing pool of educated women? One key contributor to gender inequity in the workplace is the psychological experience of women, and decades of research have found that concerns about confirming negative gender stereotypes in professional contexts can hinder women’s motivation, performance, and engagement, all of which can ultimately contribute to the exacerbation of workplace gender inequity. This research explores whether and in what way(s) social support from different workplace sources (role models, formal and informal mentors/sponsors, supportive supervisors, and peer support) benefit and protect women’s psychological resilience to disrupt the negative cycle of gender inequity.
Link(s) to publication:
http://dx.doi.org/10.1037/arc0000056
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Hafenbrack, A. C.; Kinias, Z. K.; Barsade, S. G., 2014, "Debiasing the Mind Through Meditation", Psychological Science, February 25(2): 369 - 376.
Abstract: In the research reported here, we investigated the debiasing effect of mindfulness meditation on the sunk-cost bias. We conducted four studies (one correlational and three experimental); the results suggest that increased mindfulness reduces the tendency to allow unrecoverable prior costs to influence current decisions. Study 1 served as an initial correlational demonstration of the positive relationship between trait mindfulness and resistance to the sunk-cost bias. Studies 2a and 2b were laboratory experiments examining the effect of a mindfulness-meditation induction on increased resistance to the sunk-cost bias. In Study 3, we examined the mediating mechanisms of temporal focus and negative affect, and we found that the sunk-cost bias was attenuated by drawing one's temporal focus away from the future and past and by reducing state negative affect, both of which were accomplished through mindfulness meditation.
Link(s) to publication:
http://dx.doi.org/10.1177/0956797613503853
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