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Quantifying And Qualifying The Links That Bind, Jared Dirghalli
Quantifying And Qualifying The Links That Bind, Jared Dirghalli
Masters Theses and Doctoral Dissertations
Employees’ links to organizations and coworkers represent an important factor related to many work-related constructs in the Industrial-Organizational (I-O) Psychology literature. Often, I-O researchers conceptualize these employee links through either the number of workplace links or an employee’s perceived social support. However, these conceptualizations are potentially limited. Research into Social Network Analysis has investigated different quality dimensions in links (e.g., link strength and valence) which can significantly influence outcomes in social, workplace, and general well-being contexts. Thus, the present thesis project was undertaken to explore whether incorporating these quality dimensions of link strength and link valence adds any incremental utility …
Examining The Impact Of Selection Practices On Subsequent Employee Engagement, Sofia N. Rodriguez
Examining The Impact Of Selection Practices On Subsequent Employee Engagement, Sofia N. Rodriguez
Masters Theses and Doctoral Dissertations
Employee engagement is often defined as the vigor, dedication, and absorption one feels about and/or displays within their job. It has long been asserted that engagement is highest for employees who “fit” better with their work. Applicants determine their anticipated levels of fit throughout the selection process. Therefore, it is crucial that the information organizations provide will allow applicants to make accurate assumptions of fit to increase the probability that the vacancy will be filled by an applicant best suited for the position. This study was designed to identify if the practices used during organizations’ selection processes influence the accuracy …
Combined Influence Of Personality And Leader Member Exchange On Task And Citizenship Performance, Jennifer B. Scroggins
Combined Influence Of Personality And Leader Member Exchange On Task And Citizenship Performance, Jennifer B. Scroggins
Masters Theses and Doctoral Dissertations
As organizations continue to focus on improving their effectiveness, research suggests that employee performance should be an obvious consideration due to the significant influence employee behavior can have on organizational outcomes. The present study evaluated the relationship between the personality traits of Conscientiousness and Agreeableness, Leader Member Exchange (LMX), and two basic types of performance: task performance and organizational citizenship behavior (OCB). Insights into how personality and LMX impacts employee performance has implications for both employee selection and organizational design. Using a sample composed of students and non-students (N = 215), results support a positive relationship between LMX, conscientiousness, and …
The Impact Of Team Social Role Performance On Team Cohesion And Team Performance, Graham H. Lowman
The Impact Of Team Social Role Performance On Team Cohesion And Team Performance, Graham H. Lowman
Masters Theses and Doctoral Dissertations
This study examined the relationships between team social role performance, team cohesion, and team performance. The team social roles examined were those identified by Mumford, Campion, and Morgeson (2006): Cooperator, Communicator, and Calibrator. The Group Environmental Questionnaire (GEQ) developed by Carron, Widmeyer, and Brawley (1985) provided the measure of team cohesion on the individual and group levels. Performance reports from the GLO-BUS business simulation game provided team performance scores. Results indicated that mean team social role performance and the standard deviation of team social role performance are significantly correlated and predictive of team cohesion. In addition, results indicated a non-significant …
The Role Of Ethics In Employee Behavior, Jacqueline Karen Kott
The Role Of Ethics In Employee Behavior, Jacqueline Karen Kott
Masters Theses and Doctoral Dissertations
Past research has related the perceived ethical norms of the work environment to certain employee behaviors. The present study focuses on two general types of employee behaviors: organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). It was hypothesized that ethical relativism moderates these two relationships. Self-report data was collected among 108 employees of a southeastern manufacturing company through a series of surveys. Correlational and moderated regression analyses were used to test the hypotheses. Results did not support that ethical norms affect employee behavior. Future research directions and implications for organizational settings are addressed.