Abigail Folberg, PhD
- Assistant Professor
- 402.554.2466
Additional Information
Teaching
Dr. Folberg will be accepting new students beginning Fall 2022.
Statistics for Behavioral Sciences. Fall 2021
Invited TalksFolberg, A. M. (2021, January). Fostering Diversity and Inclusion in Organizations. Invited Talk at the University of Nebraska, Omaha.
Folberg, A. M. (2020, September). Global Perspectives on Women and Work. Invited lecture at Boston University. September 2020
Research
Stereotyping, Prejudice, and Discrimination in Organizations
Prejudice Confrontation
Organizational Diversity and Inclusion Initiatives
Tolerance of Sexism, Racism, and Sexual Harassment
How individuals Appraise or Label Racism, Sexism, and Sexual Harassment
Quantitative Methodology and Measurement
Professional Experience
University Research Postdoctoral Fellow, University of Kentucky 2019-2021
Education
Ph.D. University of Nebraska Omaha, 2019
M.A. University of Nebraska, Omaha, 2017
M.M., Roosevelt University, Chicago College of Performing Arts, 2009
B.A./B.M. University of Illinois, Urbana-Champaign, 2007
Publications
Riggle, E. D. B., Folberg, A.M., Richardson, M. T. & Rostosky, S. S. (in press). The development of the hypervigilance scale for gender and sexual minorities. Stigma and Health
Hunt, J. S., Folberg, A. M., & Ryan, C. S. (2021). Tolerance of racism: A new construct that predicts failure to recognize and confront prejudice. European Journal of Social Psychology. Advance online publication. https://doi.org/10.1002/ejsp.2759
Gehringer, T. A., Folberg, A. M., & Ryan, C. S. (2021). The relationships of belonging and task socialization to GPA and intentions to re-enroll as a function of race/ethnicity and first-generation college student status. Journal of Diversity in Higher Education. Advance online publication. https://doi.org/10.1037/dhe0000306
*Marshburn, C. K., *Folberg, A. M., *Crittle, C., & *Maddox, K. B. (2021). Racial bias confrontation in the United States: What (if anything) has changed in the COVID-19 era, and where do we go from here?. Group Processes and Intergroup Relations, 24(2), 260-269. https://doi.org/10.1177/1368430220981417 (Note. *Indicates all authors contributed equally.)
Folberg, A. M. (2020). Global perspectives on women and work. Journal of Social Issues, 76, 464-483.https://doi.org/10.1111/josi.12396
Folberg, A. M., & Kaboli-Nejad, S. (2020). A mixed methods examination of gender differences in perceptions of STEM among Iranian Americans. Journal of Social Issues, 76, 543-576. https://doi.org/10.1111/josi.12393
Folberg, A. M., Brauer, M., Ryan, C. S., & Hunt, J. S. (2020). Advancing stereotyping research: How and why to use linear mixed-effects models in gender stereotyping research. Testing, Psychometrics, Methodology in Applied Psychology, 3, 407-431. https://doi.org/10.4473/TPM27.3.6
Folberg, A. M., Kercher, K. & Ryan, C. S. (2020). The hidden role of dominance in career interests: A bifactor analysis of agentic and communal goal orientations. Sex Roles, 83, 193-210. https://doi.org/10.1007/s11199-019-01104-1
Dr. Abigail M. Folberg is an Assistant Professor in Industrial/Organizational Psychology at the University of Nebraska, Omaha. She completed her PhD in I/O Psychology from the University of Nebraska, Omaha in 2019. After her Ph.D., she was awarded a competitive University Research Postdoctoral Fellowship from the University of Kentucky. Dr. Folberg’s research broadly examines diversity in organizations. More specifically, she examines how prejudice and discrimination affect underrepresented employees’ work lives and wellbeing, how organizations and individuals can more effectively confront bias, and the consequences of individuals’ willingness to tolerate bias. Dr. Folberg also collaborates with the Omaha Chamber of Commerce’s Commitment to Opportunity, Diversity, and Equity (CODE) initiative.
Additional Information
Teaching
Dr. Folberg will be accepting new students beginning Fall 2022.
Statistics for Behavioral Sciences. Fall 2021
Invited TalksFolberg, A. M. (2021, January). Fostering Diversity and Inclusion in Organizations. Invited Talk at the University of Nebraska, Omaha.
Folberg, A. M. (2020, September). Global Perspectives on Women and Work. Invited lecture at Boston University. September 2020
Research
Stereotyping, Prejudice, and Discrimination in Organizations
Prejudice Confrontation
Organizational Diversity and Inclusion Initiatives
Tolerance of Sexism, Racism, and Sexual Harassment
How individuals Appraise or Label Racism, Sexism, and Sexual Harassment
Quantitative Methodology and Measurement
Professional Experience
University Research Postdoctoral Fellow, University of Kentucky 2019-2021
Education
Ph.D. University of Nebraska Omaha, 2019
M.A. University of Nebraska, Omaha, 2017
M.M., Roosevelt University, Chicago College of Performing Arts, 2009
B.A./B.M. University of Illinois, Urbana-Champaign, 2007
Publications
Riggle, E. D. B., Folberg, A.M., Richardson, M. T. & Rostosky, S. S. (in press). The development of the hypervigilance scale for gender and sexual minorities. Stigma and Health
Hunt, J. S., Folberg, A. M., & Ryan, C. S. (2021). Tolerance of racism: A new construct that predicts failure to recognize and confront prejudice. European Journal of Social Psychology. Advance online publication. https://doi.org/10.1002/ejsp.2759
Gehringer, T. A., Folberg, A. M., & Ryan, C. S. (2021). The relationships of belonging and task socialization to GPA and intentions to re-enroll as a function of race/ethnicity and first-generation college student status. Journal of Diversity in Higher Education. Advance online publication. https://doi.org/10.1037/dhe0000306
*Marshburn, C. K., *Folberg, A. M., *Crittle, C., & *Maddox, K. B. (2021). Racial bias confrontation in the United States: What (if anything) has changed in the COVID-19 era, and where do we go from here?. Group Processes and Intergroup Relations, 24(2), 260-269. https://doi.org/10.1177/1368430220981417 (Note. *Indicates all authors contributed equally.)
Folberg, A. M. (2020). Global perspectives on women and work. Journal of Social Issues, 76, 464-483.https://doi.org/10.1111/josi.12396
Folberg, A. M., & Kaboli-Nejad, S. (2020). A mixed methods examination of gender differences in perceptions of STEM among Iranian Americans. Journal of Social Issues, 76, 543-576. https://doi.org/10.1111/josi.12393
Folberg, A. M., Brauer, M., Ryan, C. S., & Hunt, J. S. (2020). Advancing stereotyping research: How and why to use linear mixed-effects models in gender stereotyping research. Testing, Psychometrics, Methodology in Applied Psychology, 3, 407-431. https://doi.org/10.4473/TPM27.3.6
Folberg, A. M., Kercher, K. & Ryan, C. S. (2020). The hidden role of dominance in career interests: A bifactor analysis of agentic and communal goal orientations. Sex Roles, 83, 193-210. https://doi.org/10.1007/s11199-019-01104-1
Dr. Abigail M. Folberg is an Assistant Professor in Industrial/Organizational Psychology at the University of Nebraska, Omaha. She completed her PhD in I/O Psychology from the University of Nebraska, Omaha in 2019. After her Ph.D., she was awarded a competitive University Research Postdoctoral Fellowship from the University of Kentucky. Dr. Folberg’s research broadly examines diversity in organizations. More specifically, she examines how prejudice and discrimination affect underrepresented employees’ work lives and wellbeing, how organizations and individuals can more effectively confront bias, and the consequences of individuals’ willingness to tolerate bias. Dr. Folberg also collaborates with the Omaha Chamber of Commerce’s Commitment to Opportunity, Diversity, and Equity (CODE) initiative.