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Articles 31 - 60 of 84
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The Benefits Of Lunch Breaks, Joseph Dipilato Iv
The Benefits Of Lunch Breaks, Joseph Dipilato Iv
Honors Theses
The question as to whether or not taking breaks from work is beneficial for improving employee productivity has not been thoroughly examined, as it is still a fairly new topic of discussion. This thesis project sought to compile evidence to support the claim that breaks are indeed useful for this purpose. A review of the literature found not only information that directly supports this assertion, but also information that shows the numerous negative side-effects of not taking breaks from work. Certain workplace factors that influence break-taking behaviors were also discussed. For the purpose of providing modern-day companies several means by …
Does The Way We Measure Fit Matter? : Predicting Behaviors And Attitudes Using Different Measures Of Fit, Jennifer A. Cavanaugh
Does The Way We Measure Fit Matter? : Predicting Behaviors And Attitudes Using Different Measures Of Fit, Jennifer A. Cavanaugh
Legacy Theses & Dissertations (2009 - 2024)
The literature on person-organization (P-O) fit has been plagued with inconsistencies in the conceptualization, operationalization and measurement of P-O fit. Despite numerous studies examining the relationship between P-O fit and outcomes, these inconsistencies in measurement and operationalization have led to mixed findings concerning specific individual outcomes. The goal of this dissertation was to address some of these inconsistencies by examining the relationship between P-O fit, using perceived and subjective measures of fit, and attitudinal and behavioral outcomes. In addition, previously unexplored mediators of the P-O fit-outcome relationships were examined.
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
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 …
Thinking About Work At Home: Implications For Safety At Work, Frankie Guros
Thinking About Work At Home: Implications For Safety At Work, Frankie Guros
Dissertations and Theses
Safety at work is of the utmost importance to employees and the organizations they work for, and as such, it is a central issue for occupational health psychology. Although dramatic decreases in the number of worker injuries and fatalities have been observed over the last several decades, safety remains a principal concern for organizations. This is especially true in occupations in which employees face serious threats to their personal safety, such as correctional officers (COs). While a number of studies have identified workplace factors that contribute to worker safety, few have attempted to draw a link between employee nonwork experiences …
Contemplating Mindfulness At Work: An Integrative Review, Christopher Lyddy, Darren J. Good, Theresa M. Glomb, Joyce E. Bono, Kirk W. Brown, Michelle K. Duffy, Ruth A. Baer, Judson A. Brewer, Sara W. Lazar
Contemplating Mindfulness At Work: An Integrative Review, Christopher Lyddy, Darren J. Good, Theresa M. Glomb, Joyce E. Bono, Kirk W. Brown, Michelle K. Duffy, Ruth A. Baer, Judson A. Brewer, Sara W. Lazar
School of Business Faculty Publications
Mindfulness research activity is surging within organizational science. Emerging evidence across multiple fields suggests that mindfulness is fundamentally connected to many aspects of workplace functioning, but this knowledge base has not been systematically integrated to date. This review coalesces the burgeoning body of mindfulness scholarship into a framework to guide mainstream management research investigating a broad range of constructs. The framework identifies how mindfulness influences attention, with downstream effects on functional domains of cognition, emotion, behavior, and physiology. Ultimately, these domains impact key workplace outcomes, including performance, relationships, and well-being. Consideration of the evidence on mindfulness at work stimulates important …
Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams
Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams
Michele Williams
[Excerpt] Almost 40 years after publishing A Behavioral Theory of Labor Negotiations in 1965, the fields of negotiations and organizational behavior experienced an “affective revolution” (Barsade, Brief and Spataro 2003). Although Walton and McKersie could not have predicted the widespread academic and public interest in emotion and emotional intelligence, they foreshadowed this affect-laden direction in the section of their book on attitudinal structuring, which identified the dimension of friendliness-hostility as a critical aspect of the relationship between negotiating parties in the workplace and other settings.
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 …
Framing Group Projects: Leadership And Style In Small Group Dynamics, Jillian Bonafede
Framing Group Projects: Leadership And Style In Small Group Dynamics, Jillian Bonafede
Honors Projects in Applied Psychology
The purpose of my Capstone was to look at small group dynamics and the factors that have a profound impact upon them. I used Bryant University’s IDEA Program as the template for my project for, and arena from which I collected my research. The IDEA Program is a three-day ideation and innovation program that all first-year students are required to participate in. I observed, filmed and questioned twenty-five of the first-year students participating in the program. After my research and analysis, I found that there were four factors that greatly influenced the dynamics of a small group, as well as …
Rigor And Relevance, Bradford S. Bell
Rigor And Relevance, Bradford S. Bell
Bradford S Bell
[Excerpt] As the incoming editorial team, our goal is to build on this position of strength and to advance both the reputation and readership of the journal. One way in which we intend to do this is by staying true to the mission that has guided P-Psych since its inception, which is to publish rigorous psychological research centered around people at work. Over the years, this focused mission has enabled the journal to publish seminal articles in personnel selection (Barrick & Mount, 1991), person-organization fit (Schneider, 1987), organizational citizenship behavior (Organ & Ryan, 1995), and many other areas of industrial-organizational …
Created Equal? Comparing Disturbing Media Outcomes Across Occupations, Christine Nicole Gundermann
Created Equal? Comparing Disturbing Media Outcomes Across Occupations, Christine Nicole Gundermann
All Graduate Theses, Dissertations, and Other Capstone Projects
The present study was conducted in order to compare outcomes across distinct occupations that are exposed to disturbing media. Using four previously researched samples, I compared results across negative and positive outcomes such as STSD, burnout, social support, and growth. Samples included employees in roles within federal law enforcement and military legal professions. Results indicated that there were some significant differences between occupations on levels of STSD, burnout, and social support. In addition, results showed all samples measuring growth were scoring within the mid-range of scores, indicative of some growth potential. These results also showed that exposure type (Indirect, Combined …
Linking Goal Perceptions To Employee Performance In The Public Sector : Assessing The Mediating Role Of Psychological Empowerment And The Moderating Role Of Work Context, Jaehee Jong
Legacy Theses & Dissertations (2009 - 2024)
A substantial number of management and psychology studies have examined the positive effect of goal setting on organizational outcomes (Locke & Latham, 1990, 2002). Conceptually, goal setting theory is as applicable for motivating an employee in the public sector as it is for motivating an employee in the private sector (Latham, Borgogni, & Petitta, 2008). There have, however, been relatively few studies that have examined employee motivation as a linking mechanism between goal setting and employee performance in the context of public sector organizations (Perry, Mesch, & Paarlberg, 2006; Wright, 2001, 2004). In addition to suggesting the motivational mechanism underlying …
Bumps Along The Long And Winding Road: Factors Related To Truck Driver Turnover And Job-Induced Tension, Layla Rhiannon Mansfield
Bumps Along The Long And Winding Road: Factors Related To Truck Driver Turnover And Job-Induced Tension, Layla Rhiannon Mansfield
Dissertations and Theses
Voluntary turnover rates among truckload carriers are extremely high, ranging from 50% to more than 100% annually (Griffin & Kalnbach, 2002), furthermore, long-haul truck drivers operate in a stressor-filled environment, which exerts enormous adverse influence not only their well-being but also on their intent to quit. This study explores the relational aspects of the driver's work environment to highlight how the relationships that a driver has with their organization, supervisor, and dispatcher can explain turnover and job-induced tension. Drawing on Social Exchange Theory, Conservation of Resources Theory, and concepts from Hirschman's (1970) theoretical framework of Exit, Voice, and Loyalty, this …
An Exploratory Study Of Hotel Manager Side-Taking Behavior And Its Influence On Employee Unfairness Perception And Negative Emotion, Yan Zhou
Open Access Theses
It is not rare that hotel managers show inconsistent attitudes and behaviors in front of customers and employees in their daily work. With limited time and resource, sometimes it is inevitable that hotel managers present certain tendencies to side with one party over the other when service failures occur between the two groups. However, in academia few studies have discussed these side-taking phenomena. The present researcher conducted an exploratory study about their definition and influence on hotel employees. Two video-based experiments were conducted and their results testified to the hypotheses that hotel managers' side-taking behaviors can lead to employee perceptions …
The Role Of Organizational Politics, Justice, And Trust On Work Outcomes, David Swiderski
The Role Of Organizational Politics, Justice, And Trust On Work Outcomes, David Swiderski
Legacy Theses & Dissertations (2009 - 2024)
Political behaviors that are driven by self-interest are a common part of every organization yet little research has been done to examine their relationship to work outcomes (Ferris et al., 2002). The purpose of the present study is to explore two possible mediators that play a role in the relationship between organizational politics and work outcomes. Using social exchange theory as a foundation, organizational justice and trust were thought to mediate the relationship between organization politics and relevant work outcomes, including affective commitment, organizational citizenship behaviors, and perceived organizational support. Empirical data showed that interactional justice mediated the relationship between …
Overseas Assignments: Expatriate And Spousal Adjustment In The U.S. Air Force, Andrew R. Hayes
Overseas Assignments: Expatriate And Spousal Adjustment In The U.S. Air Force, Andrew R. Hayes
All Graduate Theses, Dissertations, and Other Capstone Projects
The present study examined the relationship between cultural intelligence (CQ), expatriate and spousal/partner adjustment, and satisfaction with an overseas military assignment at a NATO Air Force base. Cultural Intelligence was measured using the Cultural Intelligence Scale (CQS) by Ang, et al. (2007). Expatriate adjustment was measured using the Expatriate Adjustment scale by Black & Stephens (1989). Spouse/partner adjustment was measured using the Spouse Adjustment scale by Black & Stephens (1989). Satisfaction was measured with a 5-item scale developed by the researchers. All data was collected via an online survey. There were 178 Airmen respondents and 89 spouse/partner respondents. Significant, positive …
Work Design Characteristics As Moderators Of The Relationship Between Proactive Personality And Engagement, Damon Thomas Drown
Work Design Characteristics As Moderators Of The Relationship Between Proactive Personality And Engagement, Damon Thomas Drown
Dissertations and Theses
This study examines which and how trait relevant work design characteristics moderate the relationship between proactive personality and engagement. Proactive personality is defined as an individual's tendency to intentionally and directly affect change in their environment (Bateman & Crant, 1993; Crant, 2000). Previous research has been primarily focused on the positive aspects of proactive personality; to fill this gap, I used trait activation theory (Tett & Burnett, 2003) to identify which work characteristics will activate proactive personality to affect engagement and developed specific hypotheses about which work characteristics will attenuate the proactive personality engagement relationship. In the study I identified …
Integrating Leader Fairness And Leader-Member Exchange In Predicting Work Engagement: A Contingency Approach, Fangyi Liao-Holbrook
Integrating Leader Fairness And Leader-Member Exchange In Predicting Work Engagement: A Contingency Approach, Fangyi Liao-Holbrook
Dissertations and Theses
Growing research attention has been devoted to understanding the implications of work engagement with an emphasis on its motivational mechanism linking its antecedents to consequences. Findings from such research efforts could inform intervention efforts. Integrating organizational justice theories within the leadership framework, this study examined the effects of supervisory interactional justice and supervisory procedural justice on subordinates' work engagement. Based on survey responses from 352 Chinese employees collected at two time points with three months in-between, moderated regression analyses were conducted to test hypotheses that there is a direct positive effect of supervisory interactional justice and supervisory procedural justice on …
Teamwork Knowledge, Skills, And Abilities, Preference For Teamwork, And The Interaction Of Task Interdependence As Predictors Of Team Performance, Rhiannon Jane Kirchner
Teamwork Knowledge, Skills, And Abilities, Preference For Teamwork, And The Interaction Of Task Interdependence As Predictors Of Team Performance, Rhiannon Jane Kirchner
Theses Digitization Project
This purpose of this study is to provide both researchers and organizations with relevant information to define predictors of team performance and ultimately, make more accurate hiring decisions regarding the selection of positions that require teamwork. Research shows that about half of U.S. organizations utilize teams, because of this use of teamwork, a significant amount of research in the field of industrial and organizational psychology has focused on uncovering those variables that best predict team performance.
The Impact Of Transformational Leadership On The Relationship Between Organizational Learning Culture And Employee Outcomes, Leanne Marie Tortez
The Impact Of Transformational Leadership On The Relationship Between Organizational Learning Culture And Employee Outcomes, Leanne Marie Tortez
Theses Digitization Project
Research in leadership has emphasized the importance of factors like organizational culture, empowerment, and employee innovation. The current study sought to address these topics by considering the contribution of organizational learning culture to employee outcomes, such as psychological empowerment and innovative behaviors, while investigating the moderating effect of transformational leadership. Participants consisted of 387 employed men and women from various organizational backgrounds.
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.
Psychological Contracts In The Workplace: A Mixed Methods Design Project, Kate J. Mcinnis
Psychological Contracts In The Workplace: A Mixed Methods Design Project, Kate J. Mcinnis
Electronic Thesis and Dissertation Repository
Employee perceptions of psychological contracts were explored in a mixed methods design project. Although psychological contract research has been popular since its inception over 50 years ago, the field makes a number of assumptions about how employees truly experience psychological contracts (Conway & Briner, 2009). The primary goal of the present research was to identify how psychological contracts should be measured and theorized to reflect the natural experiences and language of employees. In Study 1, I examined a number of the theory’s assumptions by asking employees in interviews about their psychological contract experiences. A descriptive phenomenological approach allowed me to …
Same Behavior, Different Consequences: Reactions To Men's And Women's Compulsory Citizenship Behaviors, Makishi Nobuko
Same Behavior, Different Consequences: Reactions To Men's And Women's Compulsory Citizenship Behaviors, Makishi Nobuko
ETD Archive
The objective of this current study was to investigate how job evaluations were changed based on a performer's gender, especially when a performer engaged in compulsory pro-social behaviors under undesirable pressure from others. Gadot (2006) named this type of behavior as Compulsory Citizenship Behavior (CCBs). Gadot (2007) mentioned that employees are forced to perform Organizational Citizenship Behaviors (OCBs). The present study used a 2 (gender) x 2 (voluntary nature of behavior: OCBs or CCBs) x 2 (type of behavior: altruistic or civic) mixed between-within-subjects methodology. Participants were randomly assigned to view different types of imaginary employees, which would vary in …
The Mediating Effects Of Perceived Person Organizational Support And Perceived Person Supervisor Support On The Relationships Among Person-Organization Fit, Person-Supervisor Fit, And Organizational Commitment, Steven Mark Crocker
Theses Digitization Project
For the present study we are primarily interested in the match between individuals' characteristics and their work environments. This match between individuals' characteristics and their work environment is known as person-environment (PE) fit. The current study's aim was to integrate and build upon the PE fit literature by investigating the relationship between various forms of PE fit and two forms of organizational commitment with a proposed mediation of perceived organizational support (POS) for PO fit and perceived supervisor support (PSS) for PS fit. Two hundred and twenty-four participants who had been employed by their organization for at least six months, …
Evaluating Commensurability And Validity Of Work-Family Conflict, Enrichment, And Culture Measures In Low Income Populations, Kimberly Anne French
Evaluating Commensurability And Validity Of Work-Family Conflict, Enrichment, And Culture Measures In Low Income Populations, Kimberly Anne French
Theses Digitization Project
The purpose of this research is to examine the adequacy of our current work-family constructs and measures for studying under-represented populations by evaluating the commensurability and construct validity of three major work and family measures, conflict, enrichment, and cultre, when applied to the unique population of low income families.
Identifying Organizational Factors That Moderate The Engagement-Turnover Relationship In A Healthcare Setting, Stevie Ann Collini
Identifying Organizational Factors That Moderate The Engagement-Turnover Relationship In A Healthcare Setting, Stevie Ann Collini
All Graduate Theses, Dissertations, and Other Capstone Projects
It is essential for organizations to understand how turnover functions within their business and the potential other organizational factors have on affecting turnover, in order to know how to leverage these factors to effectively reduce turnover and the costs associated with it. The present study examined the relationship between employee engagement and turnover in clinical departments within a healthcare setting and the effects other organizational factors, such as respect, diversity, diversity climate and mission fulfillment have on that relationship. The results of the study demonstrate that although the relationship between engagement and turnover is significant, that none of the variables …
Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab
Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab
Theses Digitization Project
This study seeks to look at the impact of dispositional factors, specifically the Big 5 personality traits, on psychological contracts. Using a series of multiple regressions and moderated linear regressions, this study analyzed the predictive value of personality traits on psychological contract type, breach and violation, and whether exchange or creditor ideologies moderate these relationships. This study consisted of 223 adult, full-time employees who worked at least 30 hours per week and had been with their current organization for at least 6 months. The sample observed and analyzed were recruited through online requests via social networking websites and via email.
The Roles Of Self-Efficacy And Self-Deception In Cheating On Unproctored Internet Testing, Christopher Adam Wedge
The Roles Of Self-Efficacy And Self-Deception In Cheating On Unproctored Internet Testing, Christopher Adam Wedge
All Graduate Theses, Dissertations, and Other Capstone Projects
The proliferation of online employee selection testing is causing a growing concern for the possibility of cheating. This study examines the interrelationships between personality factors and cheating behavior on unproctored selection testing. Past research has indicated that individuals with high specific self-efficacy are less likely to cheat. It was hypothesized that high levels of both general self-efficacy (GSE) and specific self-efficacy (SSE) predict lower rates of cheating overall. Additionally, Chance et al.'s (2001) study on self-deception demonstrated that students who cheat experience inflated confidence for future performance; this study extends this research by examining the effect cheating has on an …
Gender Differences In Perceived Costs And Benefits Of Workplace Mistreatment, Lindsey Greco
Gender Differences In Perceived Costs And Benefits Of Workplace Mistreatment, Lindsey Greco
Masters Theses & Specialist Projects
Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits of engaging in incivility. The hypothesis that individuals with a …
Evaluation Of The Process Model Of Goal Orientation And Feedback-Seeking In Organizations, Naomi Lorine King
Evaluation Of The Process Model Of Goal Orientation And Feedback-Seeking In Organizations, Naomi Lorine King
Theses Digitization Project
This study hypothesized that an individuals' cost and value perceptions of feedback-seeking were related to their goal orientation which further led to the preference for certain types of feedback. The 260 working adult participants for this study were asked to respond to several demographic questions on a survey link that was posted on social media websites.
Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick
Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick
Theses Digitization Project
This study examined the impact of time and proximity on the quality of formal mentor program in organizations. The study proposed that a quality formal mentor program will be one where the mentor and protégé are close in proximity and that the time the mentor spends with the protégé will lead to higher career-related and psychosocial outcomes.