Open Access. Powered by Scholars. Published by Universities.®

Digital Commons Network

Open Access. Powered by Scholars. Published by Universities.®

Articles 1 - 7 of 7

Full-Text Articles in Entire DC Network

The Bite Detector: A Device For The Behavioral Treatment Of Overweight And Obesity, Jenna Scisco Dec 2009

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 Dec 2009

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 Dec 2009

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 Dec 2009

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 …


Testing An Extension Of The Job Demands-Resources Model :The Addition Of Personal Resources As Mediators To The Resources - Engagement Relationship, Marilyn Deese Aug 2009

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 …


Cultural Differences As A Moderator Of Perceptions Of Injustice And Workplace Deviance, Amber Schroeder May 2009

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 May 2009

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 …