Digital Commons Network^™

Race Matters More Than Racial Identity Disclosure When Evaluating Applicant Diversity Statements, Fiona Nguyen, Ellen M. Carroll, Ciara Atkinson, Tammy D. Walker

Psychology Faculty Publications and Presentations

The present research investigated whether a target applicant's race and disclosure of their race in a personal diversity statement influenced White evaluators' perceptions of the applicant's egalitarian motivations and their likelihood of contributing to organizational diversity and inclusion outcomes. In Study 1 (N = 206), participants evaluated a diversity statement that was ostensibly written by a White or Black applicant who either referenced or did not reference his race within the statement. Participants judged Black applicants as more internally motivated to be egalitarian and White applicants as more externally motivated, regardless of whether they disclosed their race in the statement. …

Becoming And Acting As An Ally Against Weight-Based Discrimination, Christopher J. Waterbury, Larry R. Martinez, Liana Bernard, Nicholas A. Smith

Psychology Faculty Publications and Presentations

We appreciate and agree with the importance of the Best Practices for Weight at Work Research outlined by Lemmon et al. (Reference Lemmon, Jensen and Kuljanin2023). To help further contribute to this body of literature, we connect the scholarship related to weight-basedFootnote1 discrimination to contemporary allyship scholarship. Allyship support and advocacy behaviors improve employee experiences on day-to-day and long-term bases, and are therefore critical to research about weight at work. It is critically important to examine the development of allies against weight-stigma for two reasons.

Engaging With Nature And Work: Associations Among The Built And Natural Environment, Experiences Outside, And Job Engagement And Creativity, Rebecca M. Brossoit, Tori Crain, Jordyn J. Leslie, Gwenith G. Fisher, Aaron M. Eakman

Psychology Faculty Publications and Presentations

Introduction: There is substantial evidence that contact with nature is related to positive health and well-being outcomes, but extensions of this research to work-related outcomes is sparse. Some organizations are redesigning workspaces to incorporate nature and adopting nature-related policies, warranting a need for empirical studies that test the influence of nature on employee outcomes.

Methods: The present mixed-methods study tests and extends the biophilic work design model to examine associations among the built and natural environment at work and home, experiences of time spent outside (i.e., amount of time outside, enjoyment of time outside, outdoor activities), and motivational work outcomes …

Facilitating Employee Recovery From Work: The Role Of Leader‑Member‑Exchange, Judith Volmer, Eva-Maria Schulte, Charlotte Fritz

Psychology Faculty Publications and Presentations

Building on Affective Events Theory (AET), this study examined within-person relationships between employee perceptions of day-level leader-member exchange (LMX) and day-level positive affect as well as between positive affect and recovery from work in the evening (i.e., relaxation, mastery, control, and psychological detachment from work). In addition, LMX variability was examined as a moderator of these within-person relationships. Employees (N = 160) completed surveys at the end of the workday and in the evening across five consecutive workdays. Results indicate direct relationships between perceptions of LMX and employee positive affect at work. In addition, positive affect was positively associated …

Morning Reattachment To Work And Work Engagement During The Day: A Look At Day-Level Mediators, Sabine Sonnentag, Kathrin Eck, Charlotte Fritz, Jana Kühnel

Psychology Faculty Publications and Presentations

Reattachment to work (i.e., rebuilding a mental connection to work) before actually starting work is important for work engagement during the day. Building on motivated action theory, this study examines anticipated task focus, positive affect, and job resources (job control and social support) as mediators that translate reattachment in the morning into work engagement during the day. We collected daily-survey data from 151 employees (total of 620 days) and analyzed these data with a multilevel path model. We found that day-level reattachment to work in the morning predicted anticipated task focus, positive affect, social support, and job control through goal …

A Meta-Analysis Of The Nomological Network Of Work Ability, Grant Brady

Dissertations and Theses

As the workforces of industrialized countries around the world continue to age, research is needed to better understand how policies regarding retirement, and exit from the workforce, impact older workers. In particular, it is important to identify mechanisms that can be used to understand and promote the retention of older workers. Work ability (WA), a construct that has been predominately studied in Scandinavian and European countries, has been studied in this context, and identified as a predictor of exit from the workforce. Using the Job Demands-Resources model (JDR; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) as the theoretical basis, the goal …

To Branch Out Or Stay Focused?: Affective Shifts Differentially Predict Organizational Citizenship Behavior And Task Performance, Liu-Qin Yang, Lauren S. Simon, Lei Wang, Xiaoming Zheng

Psychology Faculty Publications and Presentations

We draw from personality systems interaction theory (PSI; Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a three-week period, results from multi-level regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 individuals employed at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a work day better predicted the subsequent day’s organizational …

A Marathon, Not A Sprint: The Benefits Of Taking Time To Recover From Work Demands, Charlotte Fritz, Allison Marie Ellis

Psychology Faculty Publications and Presentations

“Are you binge working?” was the title of a recent NBC News article14 de-scribing recent cases in which people reported working as many as three days straight without any breaks, and in some cases literally dying as a result. Although cases like these are extreme, they point to a growing trend in today’s workplace—one that suggests employees are working longer hours, coping with increasing work demands, and readily adopting technology that tethers them to their work 24/7. Coupled with a working culture that equates face time and being “always on” with high job com-mitment, we’re left—perhaps not surprisingly—with a workforce …

The Effects Of Perceived Work Schedule Flexibility, Number Of Hours Worked, And Type Of Work Schedule On Work-Family Conflict, Tenora Dianne Grigsby

Dissertations and Theses

The interaction effects of perceived work schedule flexibility (PWSF) and the number of hours worked on work-family conflict, and the interaction effects of PWSF and the type of work schedule on work-family conflict were investigated for employees of a regional bank headquartered in the Pacific Northwest. A 50% response rate was obtained from a survey questionnaire administered to 2,000 randomly selected employees.

Hierarchial multiple regression analyses conducted on 526 subjects revealed no significant interaction effects for PWSF and type of work schedule. The interaction effect for PWSF and number of hours worked was not tested due to a significant correlation …

The Development Of Attitudes Toward Work Through "Career Education", Lonnie Fred Mcdonough Wheeler

Dissertations and Theses

Attitude measurement problems are discussed within the context of a contemporary movement in the field of education. A restricted definition of the alienation construct is suggested as a theoretical framework within which research in this area could be conducted. Construction and validation data on an instrument designed to measure attitudes toward work are reported. Pre and posttest scores (using the above measure as well as the Rotter I-E Scale) of two high school Career Education programs were compared. Neither program produced significant mean attitude change in terms of these measures. However, change detected by increase in the variance on the …