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The Accuracy Of Drivers' Perceptions Of The Effects Of Headlight Glare On Their Ability To Recognize Pedestrians At Night, Stephanie Whetsel
The Accuracy Of Drivers' Perceptions Of The Effects Of Headlight Glare On Their Ability To Recognize Pedestrians At Night, Stephanie Whetsel
All Theses
Recently, researchers have begun to assess the extent to which drivers believe their ability to see is degraded by headlight glare. Research has suggested that drivers may overestimate the extent to which glare from headlamps degrades their ability to see letters. This project extended this research by quantifying the accuracy with which drivers judge that glare interferes with their ability to see pedestrians at night. On average, participants overestimated the distance at which drivers would see a pedestrian by a factor of more than three. Headlight glare disrupted participants' ability to recognize the pedestrian wearing both non-retroreflective and reflective clothing …
An Extension Of Social Facilitation Theory To The Decision-Making Domain, Allison Wallace
An Extension Of Social Facilitation Theory To The Decision-Making Domain, Allison Wallace
All Theses
Social facilitation has traditionally been defined as the influence of the presence of others on an individual's task performance. Social presence has been shown to either facilitate or impair performance based on various moderating variables, including the more recent investigation of individual differences, but researchers have yet to extend social facilitation theory to the domain of decision-making. This study evaluates the effect of social presence on individual decision-making, using the personality traits of extraversion, neuroticism, self-esteem, social anxiety, and trait anxiety as potential moderating variables of this effect. We found that affiliative individuals, marked by high extraversion and high self-esteem, …
Individual And Situational Moderators Of The Willingness To Engage In A Workplace Romance, Jessica Doll
Individual And Situational Moderators Of The Willingness To Engage In A Workplace Romance, Jessica Doll
All Dissertations
ABSTRACT
The purpose of the current study was to propose amendments to Pierce, Byrne, and Aguinis' (1996) model of workplace romance. Specifically, based on prior research and theory, moderators of the relation between the desire to engage in a workplace romance and the willingness to engage in a workplace romance were examined. Additional consequences of engaging in workplace romances were also proposed. Data were collected from both student (N = 347) and employee (N =172) samples at a mid-sized southern university. Additional employee data were collected from a small technical college and an on-line professional networking site. Using a 2 …
Applicant Self-Selection During The Hiring Process: Developing And Testing A Model Of Applicant Withdrawal, Gary Giumetti
Applicant Self-Selection During The Hiring Process: Developing And Testing A Model Of Applicant Withdrawal, Gary Giumetti
All Dissertations
Applicant withdrawal behavior is of considerable interest to organizations and selection system designers. Some of the primary reasons for this interest are that applicant decisions to withdraw from a selection procedure can impact the size and quality of the applicant pool (Barber & Roehling, 1993), which can decrease the utility of the selection procedure (Murphy, 1986) and increase the potential for adverse impact (Ryan, Sacco, McFarland, & Kriska, 2000; Tam, Murphy, & Lyall, 2004). The current study builds a model of applicant withdrawal based on prior theoretical and empirical work and subsequently tests components of this model. The proposed predictors …
Teams And Stress: A Meta-Analysis And Process Analysis, Brandy Brown
Teams And Stress: A Meta-Analysis And Process Analysis, Brandy Brown
All Dissertations
Past teamwork stress literature has experienced contradictory findings. As more reliable models of teamwork emerge, there is still a noticeable lack of information regarding how stress affects teamwork processes. This paper first reviews the current state of the team stress literature, where two types of stress for teams are explored: qualitative and quantitative stress. A meta-analysis examined the current literature on quantitative stress and the impact on team performance and effectiveness. Results from nine independent samples (N = 1,794) indicated that quantitative stress has a negative effect on team outcomes, ῤ = -.41. Second, a lab study sought to discover …
Investigating The Usability Of A Vibrotactile Torso Display For Improving Simulated Teleoperation Obstacle Avoidance, Lindsay Long
Investigating The Usability Of A Vibrotactile Torso Display For Improving Simulated Teleoperation Obstacle Avoidance, Lindsay Long
All Theses
While unmanned ground vehicle (UGV) teleoperation is advantageous in terms of adaptability and safety, it introduces challenges resulting from the operator's poor perception of the remote environment. Previous literature on the ability of haptic feedback to augment visual displays indicates that UGV obstacle avoidance information may be more meaningfully communicated via vibrotactile torso systems. Presenting this information so that operators can accurately detect the proximity from walls and obstructions could result in a significant reduction in errors, ultimately improving task performance and increasing the usability of teleoperation. The goal of the current study was to determine the degree to which …
What Attracts Older Nurses To Organizations? Psychological Moderators Of The Impact Of Flexible Scheduling And Mentoring Opportunities, Sarah Dubose
All Theses
The current study investigated two psychological moderators (generativity and occupational stress) of the impact of flexible scheduling and mentoring opportunities on the attraction and application intentions of older nurses of bridge employment age. Of the 600 registered nurses who were contacted via postal mail, 101 responded. Participants were randomly assigned to one of six conditions in which a hypothetical job advertisement was manipulated with varying levels each of flexible scheduling (input vs no input into the schedule) and mentoring opportunities (formal, informal, and none). Input was found to have a main effect on organizational attraction, but main effects were not …