Browsing by Author "Fowler C"

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    Frustration and ennui among Amazon MTurk workers
    (Springer Nature on behalf of the Psychonomic Society, Inc, 2023-09) Fowler C; Jiao J; Pitts M
    Academics are increasingly turning to crowdsourcing platforms to recruit research participants. Their endeavors have benefited from a proliferation of studies attesting to the quality of crowdsourced data or offering guidance on managing specific challenges associated with doing crowdsourced research. Thus far, however, relatively little is known about what it is like to be a participant in crowdsourced research. Our analysis of almost 1400 free-text responses provides insight into the frustrations encountered by workers on one widely used crowdsourcing site: Amazon's MTurk. Some of these frustrations stem from inherent limitations of the MTurk platform and cannot easily be addressed by researchers. Many others, however, concern factors that are directly controllable by researchers and that may also be relevant for researchers using other crowdsourcing platforms such as Prolific or CrowdFlower. Based on participants' accounts of their experiences as crowdsource workers, we offer recommendations researchers might consider as they seek to design online studies that demonstrate consideration for respondents and respect for their time, effort, and dignity.
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    Implications of gender metastereotypes for addressing sexist behavior
    (Oxford University Press on behalf of International Communication Association, 2025-04-09) Fowler C; Gasiorek J; Zorn A; Stone S
    Women often experience competence questioning communication (CQC), in which their contributions are overlooked or credit is misdirected to a male colleague. We examine whether gender metastereotypes—the stereotypes that women believe men hold of women, and the stereotypes men believe women hold of men—predict responses to sexism in the workplace. Specifically, through vignette-based experiments, we examine whether women’s and men’s willingness to directly confront male perpetrators of CQC, and men’s willingness to amplify the voice of female colleagues is affected by the activation of gender metastereotypes. For both women and men, positive metastereotypes directly predicted willingness to confront sexism, but, as theorized, only when individuals believed that the stereotypes held of their ingroup were held of them personally. We also found significant indirect effects of metastereotype activation on willingness to address sexism via felt responsibility for addressing sexism (for women) and concern for the group image (for men).