Essec\Faculty\Model\Profile {#2205
#_id: "B00813631"
#_source: array:39 [
"bid" => "B00813631"
"academId" => "33280"
"slug" => "qiu-judy"
"fullName" => "Judy QIU"
"lastName" => "QIU"
"firstName" => "Judy"
"title" => array:2 [
"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"email" => "judy.qiu@essec.edu"
"status" => "ACTIF"
"campus" => "Campus de Cergy"
"departments" => []
"phone" => ""
"sites" => []
"facNumber" => "33280"
"externalCvUrl" => "https://faculty.essec.edu/cv/qiu-judy/pdf"
"googleScholarUrl" => "https://scholar.google.com/citations?user=c4ZhmyMAAAAJ&hl=en"
"facOrcId" => "https://orcid.org/0000-0002-0933-7086"
"career" => array:1 [
0 => Essec\Faculty\Model\CareerItem {#2210
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2023-09-01"
"endDate" => null
"isInternalPosition" => true
"type" => array:2 [
"fr" => "Positions académiques principales"
"en" => "Full-time academic appointments"
]
"label" => array:2 [
"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"institution" => array:2 [
"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2205}
}
]
"diplomes" => array:3 [
0 => Essec\Faculty\Model\Diplome {#2207
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2023"
"label" => array:2 [
"en" => "Doctor of Philosophy, Organizational Behavior"
"fr" => "Doctor of Philosophy, Organizational Behavior"
]
"institution" => array:2 [
"fr" => "London Business School"
"en" => "London Business School"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2205}
}
1 => Essec\Faculty\Model\Diplome {#2209
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2016"
"label" => array:2 [
"en" => "Master of Research, Economics"
"fr" => ""
]
"institution" => array:2 [
"fr" => "London Business School"
"en" => "London Business School"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2205}
}
2 => Essec\Faculty\Model\Diplome {#2206
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2014"
"label" => array:2 [
"en" => "Bachelor of Arts, Economics"
"fr" => "Bachelor of Arts, Economics"
]
"institution" => array:2 [
"fr" => "Mount Holyoke College"
"en" => "Mount Holyoke College"
]
"country" => array:2 [
"fr" => "États-Unis"
"en" => "United States of America"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2205}
}
]
"bio" => array:2 [
"fr" => null
"en" => null
]
"department" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"site" => array:2 [
"fr" => ""
"en" => ""
]
"industrrySectors" => array:2 [
"fr" => null
"en" => null
]
"researchFields" => array:2 [
"fr" => "sexe, genre, narcissisme"
"en" => "sexe, gender, narcissism"
]
"teachingFields" => array:2 [
"fr" => null
"en" => null
]
"distinctions" => []
"teaching" => []
"otherActivities" => []
"theses" => []
"indexedAt" => "2024-05-08T07:21:22.000Z"
"contributions" => array:5 [
0 => Essec\Faculty\Model\Contribution {#2208
#_index: "academ_contributions"
#_id: "14453"
#_source: array:18 [
"id" => "14453"
"slug" => "gender-differences-in-interpersonal-trust-disclosure-behavior-benevolence-sensitivity-and-workplace-implications"
"yearMonth" => "2022-03"
"year" => "2022"
"title" => "Gender differences in interpersonal trust: Disclosure behavior, benevolence sensitivity and workplace implications"
"description" => "QIU, J., KESEBIR, S., GÜNAYDIN, G., SELÇUK, E. et WASTI, S.A. (2022). Gender differences in interpersonal trust: Disclosure behavior, benevolence sensitivity and workplace implications. <i>Organizational Behavior and Human Decision Processes</i>, 169, pp. 104119."
"authors" => array:5 [
0 => array:3 [
"name" => "QIU Judy"
"bid" => "B00813631"
"slug" => "qiu-judy"
]
1 => array:1 [
"name" => "KESEBIR Selin"
]
2 => array:1 [
"name" => "GÜNAYDIN Gül"
]
3 => array:1 [
"name" => "SELÇUK Emre"
]
4 => array:1 [
"name" => "WASTI S. Arzu"
]
]
"ouvrage" => ""
"keywords" => array:7 [
0 => "Interpersonal trust"
1 => "Gender differences"
2 => "Self-disclosure"
3 => "Social perception"
4 => "Work relationships"
5 => "Organizational trust"
6 => "Relational norms"
]
"updatedAt" => "2023-10-10 10:48:15"
"publicationUrl" => "https://doi.org/10.1016/j.obhdp.2022.104119"
"publicationInfo" => array:3 [
"pages" => "104119"
"volume" => "169"
"number" => ""
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Across four studies (N = 4,727), we investigate gender differences in interpersonal trust in work relationships. Drawing on gendered socialization experiences, we propose that feeling able to engage in self-disclosure (disclosure-based trust) is a more fundamental aspect of interpersonal trust for women than for men. Because self-disclosure entails social and emotional risks, we further expect and find that female trustors are more sensitive to others’ benevolence when forming interpersonal trust judgments. Lastly, we show that these gender differences in disclosure-based trust and benevolence sensitivity are associated with divergent responses to benevolent others. Specifically, we test a moderated mediation model and find that benevolent supervisors are associated with higher quality supervisor relationships and greater well-being for women than for men, mediated through higher levels of disclosure-based trust. We discuss the implications of these findings for work relationships and career outcomes."
"en" => "Across four studies (N = 4,727), we investigate gender differences in interpersonal trust in work relationships. Drawing on gendered socialization experiences, we propose that feeling able to engage in self-disclosure (disclosure-based trust) is a more fundamental aspect of interpersonal trust for women than for men. Because self-disclosure entails social and emotional risks, we further expect and find that female trustors are more sensitive to others’ benevolence when forming interpersonal trust judgments. Lastly, we show that these gender differences in disclosure-based trust and benevolence sensitivity are associated with divergent responses to benevolent others. Specifically, we test a moderated mediation model and find that benevolent supervisors are associated with higher quality supervisor relationships and greater well-being for women than for men, mediated through higher levels of disclosure-based trust. We discuss the implications of these findings for work relationships and career outcomes."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-05-08T07:21:55.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 7.534045
+"parent": null
}
1 => Essec\Faculty\Model\Contribution {#2212
#_index: "academ_contributions"
#_id: "14454"
#_source: array:18 [
"id" => "14454"
"slug" => "same-sex-peer-norms-implications-for-gender-differences-in-negotiation"
"yearMonth" => "2020-07"
"year" => "2020"
"title" => "Same-sex peer norms: implications for gender differences in negotiation"
"description" => "KESEBIR, S., YOUNG LEE, S., QIU, J. et PILLUTLA, M. (2020). Same-sex peer norms: implications for gender differences in negotiation. Dans: Mara Olekalns, Jessica A. Kennedy eds. <i>Research Handbook on Gender and Negotiation</i>. 1 ed. Cheltenham: Edward Elgar Publishing Ltd, pp. 117-131."
"authors" => array:4 [
0 => array:3 [
"name" => "QIU Judy"
"bid" => "B00813631"
"slug" => "qiu-judy"
]
1 => array:1 [
"name" => "KESEBIR Selin"
]
2 => array:1 [
"name" => "YOUNG LEE Sun"
]
3 => array:1 [
"name" => "PILLUTLA Madan"
]
]
"ouvrage" => "Research Handbook on Gender and Negotiation"
"keywords" => array:2 [
0 => "gender differences"
1 => "negotiation"
]
"updatedAt" => "2023-10-12 11:17:44"
"publicationUrl" => "https://doi.org/10.4337/9781788976763.00016"
"publicationInfo" => array:3 [
"pages" => "117-131"
"volume" => "Business 2020"
"number" => ""
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Starting in early childhood, girls and boys segregate into same-sex groups and create distinct peer cultures with different norms. Girls tend to form intimate dyadic bonds while boys interact in larger groups, in which they compete for rank. Girls rarely engage in group activities or openly compete against each other. Instead, female peer culture values harmony and the appearance of equality. These differences in peer culture may have implications for women’s negotiations because they prescribe certain norms on relating to others and coping with competition and conflict. In this chapter, we review differences in female and male peer relationships, and discuss the ways these differences could manifest themselves in negotiations."
"en" => "Starting in early childhood, girls and boys segregate into same-sex groups and create distinct peer cultures with different norms. Girls tend to form intimate dyadic bonds while boys interact in larger groups, in which they compete for rank. Girls rarely engage in group activities or openly compete against each other. Instead, female peer culture values harmony and the appearance of equality. These differences in peer culture may have implications for women’s negotiations because they prescribe certain norms on relating to others and coping with competition and conflict. In this chapter, we review differences in female and male peer relationships, and discuss the ways these differences could manifest themselves in negotiations."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-05-08T07:21:55.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 7.534045
+"parent": null
}
2 => Essec\Faculty\Model\Contribution {#2214
#_index: "academ_contributions"
#_id: "14455"
#_source: array:18 [
"id" => "14455"
"slug" => "follower-narcissism-and-leader-directed-behaviors-the-role-of-relational-grandiosity"
"yearMonth" => "2023-08"
"year" => "2023"
"title" => "Follower Narcissism and Leader-Directed Behaviors: The Role of Relational Grandiosity"
"description" => "QIU, J. et KESEBIR, S.S. (2023). Follower Narcissism and Leader-Directed Behaviors: The Role of Relational Grandiosity. Dans: <i>Academy of Management Annual Meeting Proceedings</i>. Boston: Academy of Management."
"authors" => array:2 [
0 => array:3 [
"name" => "QIU Judy"
"bid" => "B00813631"
"slug" => "qiu-judy"
]
1 => array:1 [
"name" => "KESEBIR Selin Selin"
]
]
"ouvrage" => "Academy of Management Annual Meeting Proceedings"
"keywords" => []
"updatedAt" => "2023-10-11 01:00:41"
"publicationUrl" => "https://doi.org/10.5465/AMPROC.2023.12466abstract"
"publicationInfo" => array:3 [
"pages" => ""
"volume" => "2023"
"number" => "1"
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Research has shown that narcissistic people tend to self-enhance when evaluating their agentic traits, such as intelligence and competence. The current work proposes that narcissists’ grandiose self-perceptions extend to their relationships with their leaders: Narcissistic followers believe that they have formed better relationships with their leaders compared to their peers (LMXSC), even when there is no basis for such beliefs. Drawing on conservation of resources (COR) theory, we propose that an elevated relational standing is a valued organizational resource, which motivates followers to protect their relationship with leaders and leverage it to accumulate other resources. The “relational grandiosity” of narcissistic subordinates thus enables them to more readily engage in relationship maintenance behaviors with their leaders, and seek instrumental support from them. We find general support for our hypotheses across three studies. We discuss their implications for narcissists’ ability to get ahead in organizations by building relational capital with and soliciting instrumental help from their leaders."
"en" => "Research has shown that narcissistic people tend to self-enhance when evaluating their agentic traits, such as intelligence and competence. The current work proposes that narcissists’ grandiose self-perceptions extend to their relationships with their leaders: Narcissistic followers believe that they have formed better relationships with their leaders compared to their peers (LMXSC), even when there is no basis for such beliefs. Drawing on conservation of resources (COR) theory, we propose that an elevated relational standing is a valued organizational resource, which motivates followers to protect their relationship with leaders and leverage it to accumulate other resources. The “relational grandiosity” of narcissistic subordinates thus enables them to more readily engage in relationship maintenance behaviors with their leaders, and seek instrumental support from them. We find general support for our hypotheses across three studies. We discuss their implications for narcissists’ ability to get ahead in organizations by building relational capital with and soliciting instrumental help from their leaders."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-05-08T07:21:55.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 7.534045
+"parent": null
}
3 => Essec\Faculty\Model\Contribution {#2211
#_index: "academ_contributions"
#_id: "14456"
#_source: array:18 [
"id" => "14456"
"slug" => "relative-performance-feedback-gendered-preferences-and-asymmetric-costs"
"yearMonth" => "2022-08"
"year" => "2022"
"title" => "Relative Performance Feedback: Gendered Preferences and Asymmetric Costs"
"description" => "CHUN, J., KRISTAL, A., LEE, M.J. et QIU, J. (2022). Relative Performance Feedback: Gendered Preferences and Asymmetric Costs. Dans: <i>Academy of Management Annual Meeting Proceedings</i>. Seattle: Academy of Management."
"authors" => array:4 [
0 => array:3 [
"name" => "QIU Judy"
"bid" => "B00813631"
"slug" => "qiu-judy"
]
1 => array:1 [
"name" => "CHUN Jinseok"
]
2 => array:1 [
"name" => "KRISTAL Ariella"
]
3 => array:1 [
"name" => "LEE Min Ju"
]
]
"ouvrage" => "Academy of Management Annual Meeting Proceedings"
"keywords" => array:3 [
0 => "Performance feedback"
1 => "gendered preferences"
2 => "organizations"
]
"updatedAt" => "2023-10-12 11:23:14"
"publicationUrl" => "https://journals.aom.org/doi/abs/10.5465/AMBPP.2022.17136symposium"
"publicationInfo" => array:3 [
"pages" => ""
"volume" => "2022"
"number" => "1"
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Many organizations provide employees with relative performance feedback, which informs them of how they perform compared to other employees. The current research shows that such feedback is less desirable and more emotionally costly for women than for men. We show that compared to men, women are more averse than men to receiving relative performance feedback. Drawing on socialization theory and gender differences in competitiveness, we predict and find that these gendered feedback preferences are explained by women’s greater anxiety about being evaluated in comparative terms. Using both within- and between-participant designs, we further rule out the alternative explanations that the observed effects are due to gender differences in actual performance, performance expectations, preferences for non-relative feedback, or generalized feedback anxiety. Overall, these findings suggest that a widely used method of feedback inflicts disproportionally more anxiety on women, which may interfere with the learning and development that feedback aims to facilitate."
"en" => "Many organizations provide employees with relative performance feedback, which informs them of how they perform compared to other employees. The current research shows that such feedback is less desirable and more emotionally costly for women than for men. We show that compared to men, women are more averse than men to receiving relative performance feedback. Drawing on socialization theory and gender differences in competitiveness, we predict and find that these gendered feedback preferences are explained by women’s greater anxiety about being evaluated in comparative terms. Using both within- and between-participant designs, we further rule out the alternative explanations that the observed effects are due to gender differences in actual performance, performance expectations, preferences for non-relative feedback, or generalized feedback anxiety. Overall, these findings suggest that a widely used method of feedback inflicts disproportionally more anxiety on women, which may interfere with the learning and development that feedback aims to facilitate."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-05-08T07:21:55.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 7.534045
+"parent": null
}
4 => Essec\Faculty\Model\Contribution {#2215
#_index: "academ_contributions"
#_id: "14630"
#_source: array:18 [
"id" => "14630"
"slug" => "its-not-literally-true-but-you-get-the-gist-how-nuanced-understanding-of-truth-encourage-people-to-condone-and-spread-misinformation"
"yearMonth" => "2024-06"
"year" => "2024"
"title" => "It’s not literally true, but you get the gist: How nuanced understanding of truth encourage people to condone and spread misinformation"
"description" => "LANGDON, J., HELGASON, B.A., QIU, J. et EFFRON, D. (2024). It’s not literally true, but you get the gist: How nuanced understanding of truth encourage people to condone and spread misinformation. <i>Current Opinion in Psychology</i>, 57, pp. 101788."
"authors" => array:4 [
0 => array:3 [
"name" => "QIU Judy"
"bid" => "B00813631"
"slug" => "qiu-judy"
]
1 => array:1 [
"name" => "LANGDON Julia"
]
2 => array:1 [
"name" => "HELGASON Beth Anne"
]
3 => array:1 [
"name" => "EFFRON Daniel"
]
]
"ouvrage" => ""
"keywords" => array:7 [
0 => "Misinformation"
1 => "fake news"
2 => "morality"
3 => "fuzzy-trace theory"
4 => "gist"
5 => "verbatim"
6 => "partisan politics"
]
"updatedAt" => "2024-03-21 01:01:38"
"publicationUrl" => "https://www.sciencedirect.com/science/article/abs/pii/S2352250X24000010"
"publicationInfo" => array:3 [
"pages" => "101788"
"volume" => "57"
"number" => ""
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
"abstract" => array:2 [
"fr" => "People have a more-nuanced view of misinformation than the binary distinction between “fake news” and “real news” implies. We distinguish between the truth of a statement’s verbatim details (i.e., the specific, literal information) and its gist (i.e., the general, overarching meaning), and suggest that people tolerate and intentionally spread misinformation in part because they believe its gist. That is, even when they recognize a claim as literally false, they may judge it as morally acceptable to spread because they believe it is true “in spirit.” Prior knowledge, partisanship, and imagination increase belief in the gist. We argue that partisan conflict about the morality of spreading misinformation hinges on disagreements not only about facts but also about gists. (117 words)"
"en" => "People have a more-nuanced view of misinformation than the binary distinction between “fake news” and “real news” implies. We distinguish between the truth of a statement’s verbatim details (i.e., the specific, literal information) and its gist (i.e., the general, overarching meaning), and suggest that people tolerate and intentionally spread misinformation in part because they believe its gist. That is, even when they recognize a claim as literally false, they may judge it as morally acceptable to spread because they believe it is true “in spirit.” Prior knowledge, partisanship, and imagination increase belief in the gist. We argue that partisan conflict about the morality of spreading misinformation hinges on disagreements not only about facts but also about gists. (117 words)"
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-05-08T07:21:55.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 7.534045
+"parent": null
}
]
"avatar" => "https://faculty.essec.edu/wp-content/uploads/avatars/B00813631.jpg"
"contributionCounts" => 5
"personalLinks" => array:2 [
0 => "<a href="https://orcid.org/0000-0002-0933-7086" target="_blank">ORCID</a>"
1 => "<a href="https://scholar.google.com/citations?user=c4ZhmyMAAAAJ&hl=en" target="_blank">Google scholar</a>"
]
"docTitle" => "Judy QIU"
"docSubtitle" => "Professeur assistant"
"docDescription" => "Département: Management<br>Campus de Cergy"
"docType" => "cv"
"docPreview" => "<img src="https://faculty.essec.edu/wp-content/uploads/avatars/B00813631.jpg"><span><span>Judy QIU</span><span>B00813631</span></span>"
]
#_index: "academ_cv"
+lang: "fr"
+"_type": "_doc"
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+"parent": null
}
