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An Exploration Of Contextual Factors Of Weight-Based Discrimination Against Business Leaders, Ellen Hermann Lynch
An Exploration Of Contextual Factors Of Weight-Based Discrimination Against Business Leaders, Ellen Hermann Lynch
Dissertations
Two-thirds of the adult population of the United States are considered overweight (Ogden, Carroll, Kit, & Flegal, 2013) and are susceptible to weight-based discrimination in the workplace (Rudolph, Wells, Weller, & Baltes, 2009). The weight-based discrimination experienced by business leaders is relatively unknown. The present research used Leader Categorization Theory (Lord & Maher, 1991) as a framework to examine the extent to which a business leader’s weight is associated with their perceived leadership qualities and effectiveness in two studies. The first study isolated the relationship between the base rate of weight in an organization and the assumed weight of the …
Mindfulness As A Vigilance Intervention: Examining Its Impact On Stress And Mental Demand, Kelli Huber
Mindfulness As A Vigilance Intervention: Examining Its Impact On Stress And Mental Demand, Kelli Huber
Dissertations
Occupations involving vigilance performance (i.e., sustained attention in monitoring for rare environmental threats) are known to experience vigilance decrement, a decline in performance over time. These occupations are known to be cognitively and emotionally challenging, giving rise to harmful effects for employees in them and presenting safety implications for the welfare of others. The current study investigated mindfulness as a potentially viable intervention to alleviate outcomes of vigilance demands: stress and mental demand. A mindfulness induction was compared to an unfocused control condition in which both were administered during a break from a vigilance task, specifically, a baggage screening task. …
The Impact Of A Supportive Feedback Environment On Attitudinal And Performance Outcomes, Amanda Lee Blinebry
The Impact Of A Supportive Feedback Environment On Attitudinal And Performance Outcomes, Amanda Lee Blinebry
Dissertations
While the positive outcomes of feedback in the workplace have been supported in previous research, there is still a lack of theoretical unity explaining how and why feedback may be advantageous. In addition, previous studies examining the effects of feedback have resulted in mixed findings. Two studies were conducted to clarify the conditions for valuable feedback by proposing and empirically testing two models examining relationships between feedback environments and outcomes. The first study examined performance outcomes related to a supportive feedback environment while the second study examined attitudinal outcomes associated with a supportive feedback environment. Results of both studies indicate …
The Effects Of Tiered Goals And Bonus Pay On Performance, Jessica L. Urschel
The Effects Of Tiered Goals And Bonus Pay On Performance, Jessica L. Urschel
Dissertations
This study examined the relative effects of tiered goals, difficult goals, and moderate goals on performance when individuals earned bonus pay for goal achievement. The experimental design was a 3 x 2 mixed factorial design. Participants were 44 undergraduate students performing a computerized data entry task that simulated the job of a medical data entry clerk. For each session, participants were paid a $4 base salary plus bonus pay contingent on goal achievement. Participants were randomly assigned to 1 of 3 groups: a) a multiple, tiered goal level condition, in which participants earned $1 in bonus pay for achieving an …
Making Telework Work: The Effect Of Telecommuting Intensity On Employee Work Outcomes, Maria Spilker
Making Telework Work: The Effect Of Telecommuting Intensity On Employee Work Outcomes, Maria Spilker
Dissertations
The current study examined the effects of telecommuting intensity – the amount of scheduled time that employees spend doing work away from the central work location – on employee outcomes. Results of this study provided insight into how telecommuting intensity relates to turnover intent and supervisor-rated performance through mediating mechanisms of work-life conflict, professional isolation, and Leader-Member Exchange. An online survey instrument was created, and an invitation to participate was sent by e-mail to telecommuters. Each participant was asked to provide an email address for his or her direct supervisor. The supervisor was asked to complete a shortened version of …
Performance On A Data Entry Task When Participants Receive Three Different Types Of Graphic Feedback, Sarah E. Vanstelle
Performance On A Data Entry Task When Participants Receive Three Different Types Of Graphic Feedback, Sarah E. Vanstelle
Dissertations
This purpose of the present study was to compare the effects of three types of graphic feedback on worker performance and satisfaction. The first type displayed individual performance (IF), the second displayed individual performance and average group performance (SCF-GA), and the third displayed individual performance for each individual in the group (SCF-IP). Participants were 54 undergraduate students who were randomly assigned to one of the three groups. They performed a computerized data entry task that simulated the job of a medical data entry clerk. The primary dependent variable was the number of correctly completed patient records. Secondary dependent variables included: …