make advertisement and study introduction of Study 1 based on this example (please see reference):

Study 1:

Study 1: Testing Effects of Meritocracy on Decision-Making in Male-Typed Domains

Study Design and Sample. To test the hypothesis that a competitive meritocracy is particularly likely to elicit biases in male-typed domains, this study uses a one-way (Culture: Meritocracy vs. Competitive Meritocracy vs. Control) between-subjects design. Participants will be professionals with management experience, recruited via Prolific and compensated CHF 5. Ana priori power analysis (Faul et al., 2007) indicated the need for at least 967 participants (men and women) to achieve adequate statistical power (1- = 0.80) to detect a small effect (f = 0.10) for the main effect of culture, and the potential interaction with individual meritocracy beliefs (although only assessed as a control variable without a specific hypothesis).

Measures. After watching the video and reading the three employee profiles, participantswill evaluate each employee by providing bonus assignments (from a limited pool of $1,000), making promotion and retention decisions, and estimating the potential for success (adapted from Castilla & Benard, 2010). They will further indicate whether the employee will likely succeed in acquiring the skills needed to make it to the next level, and is truly exceptional rather than merely competent (outcomes particularly prone to gender bias according to a large field study; Correll et al., 2020). To test the hypothesized mediation, participants will then report perceived masculine defaults in the culture (e.g., "To be successful and fit in, it is required to behave independently and prioritize own ambitions"; Nater et al., 2023). To rule out that biased outcomes occur through a process of third-party prejudice, participants will indicate their third-party prejudice accommodation (where people enact biases of a supervisor rather than their own; Vial et al., 2019). To test that effects hold controlling for inter-individual differences in attitudes, participants report their belief in meritocracy (e.g., "Most people who don't get ahead should not blame the system, they really have only themselves to blame"; McCoy & Major, 2007). Finally, participants provide demographics (e.g., gender, work domain) and respond to the manipulation check questions.

Analyses. Multiple regressions will test the effect of culture on the discrepancy between evaluations of the female and male employees, with a difference indicating gender bias. Contrast effects will then compare the two merit conditions with each other and compare both with the control condition. Structural equation modeling (SEM) will test whether perceived masculine defaults will relate to stronger biases in competitive meritocracy and test for exploratory moderation with individual meritocracy beliefs (R packagelavaan; Rosseel, 2012).

Reference:

Advertisement on CloudResearch

Title on platform:Study on behaviors in the workplace

Description on platform:We are conducting a scientific survey about people's behavior in workplaces. You will answer a series of questions focusing on how you would behave in order to achieve success.

Keywords:survey, research, questionnaire

Qualtrics Survey

Demographics [to ensure eligibility,if one of the answers is red is chosen, participant was not eligible]

What is your age in years? [slider from 18 to 95]

What gender do you identify as? [Gender]

• Woman [1]
• Man [2]
• Non-binary [3]
• I identify as __________ [4]

What is the highest level of education you have completed? [Education]

• Less than high school [1]
• High school graduate [2]
• Some college [3]
• 2 year degree [4]
• 4 year degree [5]
• Professional degree [6]
• Doctorate [7]
• Prefer not to say [8]

What is your employment status? [EmploymentStatus]

Employed full time [1]

Employed part time [2]

Unemployed looking for work [3]

Unemployed not looking for work [4]

Retired [5]

Student [6]

Other____ [7]

Do you have any background, education, or employment in/related to STEM (science, technology, engineering, or mathematics)?

• Yes [1]
• No [2]

[If not eligible, study ends]

In this study, we are interested in participants with adifferent demographic background. Unfortunately, you are therefore not eligible to compete survey.

If you have already accepted the HIT, please return it. Thank you!

Intro

Thank you! You are now invited to participate in a study that examines how people achieve success at work.

As part of this study, you will be asked to answer a series of questions after reading descriptions of a workplace. The questionnaires focus on how you would behave in order to achieve success.

Intro CCB

In this study, you are going to imagine working in CCB, a large tech company that has offices in Mountain View and Seattle.

You have been hired by CCB based on your track record in your old company, where you have led tech projects for more than 3 years.

Now picture the following scenario: You are at work at CCB and your boss has designated you as the leader of the new group project. As part of your responsibility for this project, you will be managing a team of 10 people.

This project has a high impact for CCB yet an ambitious timeline. To successfully complete the project, substantial contribution from everyone will be required. To oversee the progress and track all deliverables, you will therefore meet with the group weekly. The project will last for 6 months.

Before we are interested to learn how you would lead the team to meet the project objectives and tight timeline, here is some more information about CCB.

CCB recently employed an independent company called Catalyst to conduct a review of their workforce demographics, policies, and practices. A summary of Catalyst's findings can be found in the infographic on the next page.