Janet Mantler, CUREB Vice-Chair
|Phone:||613-520-2600 x 4173|
|Office:||A531 Loeb Building|
My research interests are in Organizational Psychology—the study of people at work. I care deeply about how workplaces can be improved in order to promote employee health and organizational well-being. My current research areas are:
Team morale and employee engagement
People tend to be happiest when they have satisfying and meaningful work and, if they work with a team, have a team with high morale, which leads them to be even more engaged with their work. I am currently looking at the association of team morale and employee engagement over time by assessing team morale on a monthly basis. One of my students and I have also recently examined the opposite of a high-morale workplace to explore what a toxic workplace looks like and how it harms the employees.
When university students graduate and enter the workforce, they often retain their identity as a student for a while. I am investigating the conditions that influence graduates to develop an identity as someone who works. I’m also interested in transitions at mid-career. After some time in the workforce, people often feel discontented – what does it take to help these people move into a different and more satisfying career?
Entitlement in the workplace
A lot has been said about entitlement among young people; I am interested in what managers and others do in the workplace that can increase or decrease a sense of entitlement among employees, particularly those just entering the workforce. And what happens when an entitled employee doesn’t receive the rewards they are expecting?
Implicit bias in the workplace
Recently my students and I have undertaken a series of studies to investigate the effect of implicit bias on hiring female leaders. We found that front line staff tend to prefer to work for female leaders, yet women are less likely to be promoted to leadership roles. We are interested in interventions to improve equity in leadership.
Representative publications and presentations
Uysal Irak, D. & Mantler, J. (2017). The role of temporal flexibility on person-environment fit and job satisfaction. Journal of Management and Organization. First On-line. doi:10.1017/jmo.2017.50
Ivey, G. W., Blanc, J-R. S., & Mantler, J. (2014). An assessment of the overlap between morale and work engagement in a non-operational military sample. Journal of Occupational Health Psychology. 20, 338 – 347. doi:10.1037/a0038559
Mantler, J., Godin, J., Cameron, S.J., & Horsburgh, M. E. (2013). Cynicism in hospital staff nurses: The effect of intention to leave and job change over time. Journal of Nursing Management. 23, 577 – 587. doi:10:1111/jonm.12183
Huggins, J., & Mantler, J. (2017, June). Entitled behaviour at work: Developing a new measure of workplace entitlement. Poster presented at the annual convention of the Canadian Psychological Association. Toronto, ON.
Mantler, J., Howard, A., & Guardado, R. (2017, June). The interaction of employability skills and self-control for improving the likelihood of career success for university graduates. Poster presented at the annual convention of the Canadian Psychological Association. Toronto, ON.
Tulk, C., Mantler, J., Dupre, K., & Campbell, B. (2017, June). Gender differences in mid-career? A test of the Kaleidoscope career model. Poster presented at the annual convention of the Canadian Psychological Association. Toronto, ON.
Dupre, K., Campbell, B., & Mantler, J. (2016, June). Midcareer disappointment or satisfaction: The roles of individual, family, and organizational factors. Poster presented at the Work and Family Researchers Network. Washington, DC
Mantler, J. (2016, May). Using cuPortfolio to highlight employability skills. Paper presented at Carleton University Active Engagement: Success in the classroom and beyond.