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Articles 1 - 11 of 11
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The Bite Detector: A Device For The Behavioral Treatment Of Overweight And Obesity, Jenna Scisco
The Bite Detector: A Device For The Behavioral Treatment Of Overweight And Obesity, Jenna Scisco
All Theses
Overweight and obesity are primary health concerns worldwide and particularly in the United States. Currently, the most effective treatments are behavioral interventions, and a reduction of eating rate is one behavioral method that may help individuals eat less and lose weight. Additionally, adaptive eating behaviors, such as intuitive eating, have been identified as healthy body weight predictors. The purpose of Study 1 was to examine the accuracy of the bite detector, a wrist-worn device designed to detect bites of food. Participants (N = 21) ate a meal in the laboratory, and the sensitivity and positive predictive value (PPV) of the …
Autonomy As A Moderator Of The Relationship Between Situational Constraints And Task Performance, Kalifa Oliver
Autonomy As A Moderator Of The Relationship Between Situational Constraints And Task Performance, Kalifa Oliver
All Theses
This study examined the effects of budget constraints on task performance, and the moderating effect of autonomous motivation on the constraint-performance relationship in a simulated work situation. Level of budget constraints (none, low, high) and motivation (external versus identified) were manipulated to examine their effects on performance, frustration, and self efficacy. Study participants were randomly assigned to either one of six experimental groups (no constraint X identified motivation, low constraint X identified motivation, high constraint X identified motivation, no constraint X external motivation, low constraint X external motivation, high constraint X external motivation) and instructed to complete an assigned budgeting …
Reading Between The Lines: Reactions To Gendered Managerial Communications, Melissa Waitsman
Reading Between The Lines: Reactions To Gendered Managerial Communications, Melissa Waitsman
All Theses
Some of the earliest research on women in the workplace demonstrated that women are not perceived as competent leaders and managers. Several decades have passed since that time, but, on average, American women still earn less than their male counterparts, and women still occupy only 12 Chief Executive Officer positions in Fortune 500 companies, up from 2 in 2007 (Fortune, 2008). Recent research suggests that negative stereotypes about women's managerial competence persist, particularly in regards to their assertiveness and forcefulness, two core managerial characteristics.
Current research on gender differences indicates that females are significantly more concerned with social relationships in …
The 'I' In Team: Effects Of Performance Appraisal Type On Teamwork Variables, Brandy Brown
The 'I' In Team: Effects Of Performance Appraisal Type On Teamwork Variables, Brandy Brown
All Theses
The following research examined the effects of performance appraisal condition on teamwork variables. As more reliable models of teamwork emerge, there remains a noticeable lack of information regarding team motivation and feedback in an organizational context. This paper first reviews the current findings on team motivation, feedback, and performance appraisals and then applies that topic to teamwork processes. The researcher proposed that individual, team, and dual (individual and team feedback) performance appraisals would have different effects on teamwork processes and performance. Positive effects on team orientation, mutual trust, and team performance in the team and dual performance appraisal conditions were …
Job Offer Expectancies: An Analysis Of Antecedents, Outcomes And Moderated Effects, Matthew Millard
Job Offer Expectancies: An Analysis Of Antecedents, Outcomes And Moderated Effects, Matthew Millard
All Dissertations
Restricted by limited time and resources, job applicants are often required to make decisions based on their own estimations of an organization's likelihood to extend a job offer. These estimations, or offer expectancies, may be linked to several applicant attitudes and behaviors that have yet to be examined fully in the literature (e.g., job pursuit or information seeking behaviors, search expansion, etc.). We know relatively little about how these perceptions are formed. In this study, actual job applicants were asked to report their perceptions of and behavioral intentions towards organizations that they are currently applying to but have not yet …
Comparison Of Eye Movement Data To Direct Measures Of Situation Awareness For Development Of A Novel Measurement Technique In Dynamic, Uncontrolled Test Environments, Kristin Moore
All Dissertations
Situation awareness (SA) is a measure of an individual's knowledge and understanding of the current and expected future states of a situation. While there are numerous options for SA measurement, none are currently suitable in dynamic, uncontrolled environments. Direct measures of SA are the most common, but require a large amount of researcher control as well as the ability to stop operators during a task in order to ask questions about their levels of SA. The current research explored the relationship between direct measures of SA and eye tracking measures as a first step in the development of an unobtrusive …
Antecedents And Outcomes Of Workplace Discrimination As Perceived By Employees With Disabilities, Jessica Bradley
Antecedents And Outcomes Of Workplace Discrimination As Perceived By Employees With Disabilities, Jessica Bradley
All Dissertations
Even since the enactment of the Americans with Disabilities Act (ADA) in 1990, employment is still a challenge for the millions of Americans living with disabilities. The unemployment rate for those with disabilities (13.7%) is much higher than that for adults without disabilities (8.9%; Bureau of Labor Statistics, May 2009). In addition to the challenge of obtaining a job, individuals with disabilities can face discrimination and poor treatment once on the job. The current study is the first to empirically examine those factors that may influence perceptions of discrimination in the workplace for individuals with disabilities and predicts how organizational …
Testing An Extension Of The Job Demands-Resources Model :The Addition Of Personal Resources As Mediators To The Resources - Engagement Relationship, Marilyn Deese
All Theses
I review the construct of work engagement and discuss the Job demands-Resources (JD-R) model, a theory to describe the causes of engagement. The study investigates the inclusion of personal resources in the JD-R model. This research tests the hypothesis that personal resources (self-efficacy, optimism, and self-esteem) will mediate the relationship between organizational resources (method control and social support) and engagement. The hypotheses were tested in a longitudinal design with a sample of nurses from the Northwestern United States (N = 428). Method control significantly predicted self-esteem, and coworker support significantly predicted selfefficacy. Further, supervisor support and self-efficacy predicted dedication, and …
International Work Demands And Employee Well Being And Performance, Hailey Herleman
International Work Demands And Employee Well Being And Performance, Hailey Herleman
All Dissertations
Today's global workplace is growing in size and scope, creating a demand to integrate strategies and research in the field of international management (Bjorkman & Stahl, 2006). In the present study I argue for a more comprehensive understanding of the demands that employees face when engaged in international work responsibilities along with an analysis of the relationships between international work demands and important outcomes. The current project includes both a qualitative and quantitative study utilizing separate samples. The qualitative study identifies positive and negative aspects of international work demands for employees. In addition, the qualitative study investigates sources of support …
Cultural Differences As A Moderator Of Perceptions Of Injustice And Workplace Deviance, Amber Schroeder
Cultural Differences As A Moderator Of Perceptions Of Injustice And Workplace Deviance, Amber Schroeder
All Theses
Previous research has suggested that organizational justice perceptions are negatively related to workplace deviance, but the impact of individual cultural orientations has rarely been considered. Thus, the current paper examined individualism and collectivism as moderators of the justice-deviance relationship. Results suggested that injustice was more likely to lead to deviant workplace behavior in individuals high on individualism or low on collectivism than in individuals on the opposite ends of these spectrums. Practical implications and study limitations are discussed.
The Effects Of Accountability On Leniency Reduction In Self Ratings, Brettney Smith
The Effects Of Accountability On Leniency Reduction In Self Ratings, Brettney Smith
All Theses
The purpose of the present study was to assess the effects of accountability on leniency reduction in self-ratings. It was hypothesized that participants in both the upward and illegitimate accountability condition would have lower levels of leniency in their self-ratings than participants in the no accountability condition. Accountability was operationalized as participants being told that they would have to justify their self-ratings of driving performance to either a professor who specializes in driving research (upward accountability) or to an education graduate student who maintains the driving simulator (illegitimate accountability) via an audiotape. The results showed that accountability had a significant …