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An Examination Of Ceo Emotion's Relationship With Organization-Level Performance, Elizabeth J. Peyton
An Examination Of Ceo Emotion's Relationship With Organization-Level Performance, Elizabeth J. Peyton
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My study examined the relationship between CEO emotions and organization-level performance. I also tested the feasibility of using FACS in a business setting. Lastly, I explored the nature of CEOs' expressive styles. I found support for a relationship between CEOs' positive emotion displays and organization-level performance, but not a relationship between CEOs' negative emotion displays and organization-level performance. My results also supported the idea that CEOs have a unique and consistent expressive style that remains independent of displayed emotion and that researchers can use FACS to measure this expressive style.
Impression Management Across Applicant And Incumbent Contexts: The Effect On Job Performance, Jenna Noelle Filipkowski
Impression Management Across Applicant And Incumbent Contexts: The Effect On Job Performance, Jenna Noelle Filipkowski
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Social desirability (impression management) scales often accompany personality measures in selection to detect those who might be engaging in response distortion. Applicants' personality scores may be corrected or eliminated based on scores from the impression management scale. My studies test the effectiveness and usefulness of having social desirability measures in personnel selection. Study One examined whether social desirability (impression management) scales are able to detect faking behavior. The hypotheses were tested on an archival dataset of participants who took personality measures on two separate occasions as incumbents or applicants. Those identified by the faking indicator, who raised their scores beyond …
An Ecological Investigation Into The Effects Of Interface On Asynchronous Group Conversations, Peter Venero
An Ecological Investigation Into The Effects Of Interface On Asynchronous Group Conversations, Peter Venero
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Asynchronous group communication refers to the activity of multiple people communicating when they are separated by both time and space. Online groups (OG) and email are two settings that facilitate these interactions. While both of these settings accomplish this task, they do so in slightly different ways. Email organizes all of the posts by putting the new posts on the top of the display and the older posts towards the bottom. The OG interface uses a tree structure; putting the new posts in a subordinate post relationship to a previous post. How these two technologies present the posts to the …
Recognizing The Implicit And Explicit Aspects Of Ethical Decision-Making: Schemas, Work Climates, And Counterproductive Work Behaviors, Zachary Thomas Kalinoski
Recognizing The Implicit And Explicit Aspects Of Ethical Decision-Making: Schemas, Work Climates, And Counterproductive Work Behaviors, Zachary Thomas Kalinoski
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There were four purposes for this study. One purpose was to develop a direct assessment of individuals' ethical schemas for how to operate within work settings. I proposed structural assessment using Pathfinder as a means of measuring the structural network of ethical knowledge. I expected structural assessment to be a better means of assessing moral development within organizations than the Defining Issues Test (Rest, 1979). A second purpose was to examine the extent to which implicit aspects of the ethical decision-making process have differential effects on behavioral criteria than explicit aspects of ethical decision-making. A third purpose of this study …
Effects Of Visualization On Academic Performance, Brian Michael
Effects Of Visualization On Academic Performance, Brian Michael
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The purpose of my study was to investigate the possible utility of visualization, an intervention that has proven useful in both sports and clinical psychology, in an academic setting. However, knowing that there are other powerful performance oriented interventions, such as goal setting and planning, visualization would have to account for unique variance above these to be of value. Specifically, visualization was proposed to help college level students improve exam scores and account for unique variance above that accounted for by goal setting and planning in an intro level psychology course. It was concurrently hypothesized that this relationship would be …
Development And Evaluation Of An Ecological Display For The Detection, Evaluation, And Treatment Of Cardiovascular Risk, Timothy Ryan Mcewen
Development And Evaluation Of An Ecological Display For The Detection, Evaluation, And Treatment Of Cardiovascular Risk, Timothy Ryan Mcewen
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Ecological interface design (EID; Vicente & Rasmussen, 1992) is a discipline that emphasizes the necessity of understanding the laws and constraints of a domain in order to make meaningful design decisions. We applied EID principles to create an ecological interface aimed at helping physicians with the detection, evaluation, and treatment of cardiovascular disease risk (specifically for hypertension and hyperlipidemia) and then evaluated it in two exploratory studies. In the first study, twenty-three internal medical residents participated viewed data from twelve patients (in six blocks) in a repeated measures study that measured which risk factors participant felt required follow-up and if …
Minority Bias In Supervisor Ratings: Comparing Subjective Ratings And Objective Measures Of Job Performance, William Hernandez
Minority Bias In Supervisor Ratings: Comparing Subjective Ratings And Objective Measures Of Job Performance, William Hernandez
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Supervisor ratings of job performance and objective sales performance were examined to better understand the causes of observed differences in performance ratings between Men and Women and Caucasians and African-Americans. Sex and race did not significantly predict subjective ratings of job performance. Ratee sex and race accounted for less than 2% of the variance in subjective ratings of ratee job performance. However, it was found that Women performed significantly lower than Men, but the difference disappeared when women comprised greater than 30% of the workforce, suggesting a real difference in performance. No tokenism effect was found for Women or racial …