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But contrary to popular belief, upwardly mobile individuals saw socioeconomic improvement as less difficult and have less empathy for the poor, perceive fewer sacrifices by the poor, and support redistribution less."},{"key":"10.1016\/j.copsyc.2024.101912_bib82","unstructured":"First-generation individuals are evaluated less favorably than their non-first-generation peers by hiring managers. These unfavorable evaluations are due to deficit thinking. Shifting evaluators' mindsets to focus on first-generation applicants' strengths improves their receptivity to hiring them."},{"key":"10.1016\/j.copsyc.2024.101912_bib83","unstructured":"Managers prefer to seek input from employees from higher class backgrounds, resulting in unequal opportunities for upwardly mobile individuals to voice their ideas. This unfavorable treatment of upwardly mobile individuals is due to managers' perceptions that they are less competent and less of a cultural fit with the organization."},{"key":"10.1016\/j.copsyc.2024.101912_bib84","unstructured":"Emphasizing how lower achievements are a function of having faced barriers like fewer resources and opportunities (i.e., the SES-achievements link) benefits low SES job candidates. Making the SES-achievements link salient improves evaluations of low SES job candidates by increasing more favorable perceptions of their motivation and work ethic."},{"key":"10.1016\/j.copsyc.2024.101912_bib85","unstructured":"Managers who endorse growth mindsets reduce identity threat and increase job satisfaction and commitment among working-class employees. These benefits are observed both when the managers' actual growth mindsets are measured and when the working-class employees perceive their managers to have growth mindsets."}],"container-title":["Current Opinion in Psychology"],"original-title":[],"language":"en","link":[{"URL":"https:\/\/api.elsevier.com\/content\/article\/PII:S2352250X24001258?httpAccept=text\/xml","content-type":"text\/xml","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/api.elsevier.com\/content\/article\/PII:S2352250X24001258?httpAccept=text\/plain","content-type":"text\/plain","content-version":"vor","intended-application":"text-mining"}],"deposited":{"date-parts":[[2024,11,27]],"date-time":"2024-11-27T22:04:42Z","timestamp":1732745082000},"score":1,"resource":{"primary":{"URL":"https:\/\/linkinghub.elsevier.com\/retrieve\/pii\/S2352250X24001258"}},"subtitle":[],"short-title":[],"issued":{"date-parts":[[2024,12]]},"references-count":79,"alternative-id":["S2352250X24001258"],"URL":"https:\/\/doi.org\/10.1016\/j.copsyc.2024.101912","relation":{},"ISSN":["2352-250X"],"issn-type":[{"value":"2352-250X","type":"print"}],"subject":[],"published":{"date-parts":[[2024,12]]},"assertion":[{"value":"Elsevier","name":"publisher","label":"This article is maintained by"},{"value":"Perceptions and behaviors toward first-generation, low-income individuals in organizations","name":"articletitle","label":"Article Title"},{"value":"Current Opinion in Psychology","name":"journaltitle","label":"Journal Title"},{"value":"https:\/\/doi.org\/10.1016\/j.copsyc.2024.101912","name":"articlelink","label":"CrossRef DOI link to publisher maintained version"},{"value":"article","name":"content_type","label":"Content Type"},{"value":"\u00a9 2024 Published by Elsevier Ltd.","name":"copyright","label":"Copyright"}],"article-number":"101912"}}