Business Commons^™

The Road To Financial Satisfaction: Testing The Paths Of Knowledge, Attitudes, Sense Of Control, And Positive Financial Behaviors, Shekinah E. Dare, Wilco W. Van Dijk, Eric Van Dijk, Lotte F. Van Dillen, Marcello Gallucci, Olaf Simonse

Journal of Financial Therapy

A goal of financial therapies is to increase clients’ financial satisfaction by helping them to perform positive financial behaviors. The present study argues that the success of such therapies can be further enhanced by considering the individual factors that underlie such behaviors. To identify the possibly most promising factors, data from the 2018 MAS Financial Capability Survey (n = 2,133) were used and three sets of individual factors were examined: knowledge factors (financial knowledge and financial confidence), attitudinal factors (future orientation and attitude toward money), and sense of control factors (spending self-control and perceived behavioral control). Path analysis findings …

Editorial, Volume 11, Issue 2, Kristy L. Archuleta

Journal of Financial Therapy

In this issue, we present four scholarly articles, two book reviews, and two professional profiles. The scholarly articles address a range of issues across diverse populations.

Integrating Financial Therapy Within Family-Owned Businesses: A Theoretical Case Vignette With Recommended Strategies For Consulting With Copreneurs, Josh W. Harris, Rob Stephens, Derek Sensenig, Stefanie Pickard, Megan A. Mccoy, Richard Kahler

Journal of Financial Therapy

Broadly speaking, finances are often one of the most strenuous aspects of a relationship. One potential contributing factor to financial conflict experienced by couples are having different beliefs or attitudes towards money, coined previously as money scripts (Klontz, Kahler, & Klontz, 2008). Differing money scripts between partners can cause a breach in understanding of their partner's internal experience around money that may lead to misunderstanding and conflict. This may be magnified for copreneurs, or romantic partners, who integrate a personal and working relationship within a business’s ownership structure. In this unique arrangement of personal and professional relationships, the traditional lines …

Book Review: The Less People Know About Us, Tiyani Rodrigo

Journal of Financial Therapy

The Less People Know about Us is an autobiographical book written by Axton Betz-Hamilton. The book focuses on her own experiences of child identity theft and the elder financial exploitation perpetrated by a loved one. Inspired by this experience, Dr. Betz-Hamilton went on to receive a Ph.D. in Human Development and Family Studies and has since dedicated her research to the area of child identity theft. This book review evaluates the organization of the book exploring the usability of the book for practitioners in the field of financial therapy. The Less People Know about Us was enjoyable to read due …

Book Review: Tiny Habits: The Small Changes That Change Everything, Tracy E. Kasing

Journal of Financial Therapy

Book Review of Tiny Habits: The Small Changes that Change Everything.

Reference Checks, Tara Myers, Megan Paul

Umbrella Summaries

What are reference checks? Reference checks are hiring tools, typically used as one of the last steps in the hiring process. “A reference check generally involves contacting applicants’ former employers, supervisors, coworkers, and educators to verify previous employment and to obtain information about the individual’s knowledge, skills, abilities and character” (Society for Human Resource Management, 2020, p. 1). For example, potential employers use this as an opportunity to get additional information about applicants’ job performance, communication, time management, teamwork, professionalism; honesty; and attention to detail (Hendricks, Rupayana, Puchalski, & Robie, 2018). The questions used on reference checks depend on the …

A Comparison Of The Two-Option Versus The Four-Option Multiple-Choice Item: A Case For Fewer Distractors, Allan Bateson, William R. Dardick

Personnel Assessment and Decisions

Multiple choice test items typically consist of the key and 3-4 distractors. However, research has supported the efficacy of using fewer alternatives. Haladyna and Downing (1993) found that it is difficult to write test items with more than one plausible distractor, resulting in items with a correct answer and one alternative, also known as the alternate choice (AC) format. We constructed two 32-item tests; one with four alternatives (MC4) and one with two (AC), using an inter-judge agreement approach to eliminate distractors. Tests were administered to 138 personnel working for a U.S. Government agency. Testing time was significantly less and …

Is It Complicated? Validity Of Personality Interactions For Predicting Performance, Jacob C. Bradburn, Ann Marie Ryan, Anthony Boyce, Tamera Mckinniss, Jason Way

Personnel Assessment and Decisions

Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.

The Relationship Between Criminal Records And Job Performance: An Examination Of Customer Service Representatives, Jakari N. Griffith, Todd C. Harris

Personnel Assessment and Decisions

Between 70 million and 100 million Americans—or as many as one in three—have some type of criminal record (Vallas & Dietrich, 2014). Having even a minor criminal record often functions as a significant impediment to gainful employment and resultant economic security. This is especially problematic given that: (a) many companies now incorporate background checks within their hiring process and (b) little empirical research exists about the relationship between criminal records and job performance. Thus, this study examined the relationship between criminal records and objective performance of customer service representatives (N = 627) in a large telecommunications firm. Our regression analyses …

The Machines Aren’T Taking Over (Yet): An Empirical Comparison Of Traditional, Profiling, And Machine Learning Approaches To Criterion-Related Validation, Kristin S. Allen, Mathijs Affourtit, Craig M. Reddock

Personnel Assessment and Decisions

Criterion-related validation (CRV) studies are used to demonstrate the effectiveness of selection procedures. However, traditional CRV studies require significant investment of time and resources, as well as large sample sizes, which often create practical challenges. New techniques, which use machine learning to develop classification models from limited amounts of data, have emerged as a more efficient alternative. This study empirically investigates the effectiveness of traditional CRV with a variety of profiling approaches and machine learning techniques using repeated cross-validation. Results show that the traditional approach generally performs best both in terms of predicting performance and larger group differences between candidates …

Editorial: Five Years In, Scott Highhouse

Personnel Assessment and Decisions

No abstract provided.

The Process Of Establishing A Green Climate: Face-To-Face Interaction Between Leaders And Employees In The Microsystem, Ingeborg Flagstad, Svein Åge Kjøs Johnsen, Leif Rydstedt

The Journal of Values-Based Leadership

This study explores the processes of establishing a green organizational climate in small-scale companies. Previous studies have primarily focused on factors associated with pro-environmental behaviour in large organizations. The role of a green organizational climate—specifically, the interactional processes involved in the construction of a green climate—has largely been unexplored. Entrepreneurial small companies constitute an ideal arena in which to study the initial phase of greening processes. The present study examined the process of establishing a green organizational climate in seven small-scale Norwegian companies. This article presents a systems model that was developed to analyse how processes at different levels interact …

Building Capacity To Effectively Share And Use Data, Robert Blagg

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In child welfare, the need to utilize meaningful data to ensure that the services provided are effective in supporting children and families represents a continuing challenge. There is a large volume of data from sources that are internal and external to child welfare agencies; and it increases almost exponentially on a regular basis. It is difficult for leaders and practitioners to quickly and meaningfully synthesize, make use of, and share new information with colleagues who need it to make sound decisions. Even when data is transformed into knowledge, challenges remain around the preferred method of ensuring information reaches the individuals …

Corporations And The American Polity, Patrick Labossiere

Student Theses and Dissertations

Research on corporate communications’ effects on politics presents an acknowledgement of a relationship between the two topics, leaving a void in the explanation and examination of this topic. The void presents an opening to introduce a conceptual process for how corporations are able to craft communications to influence the American Polity, the democratic social organization within the United States. This research begins with a historical review of how corporations gain prominence in American society, capturing the ability to participate in the democratic social organization of the polity. A qualitative analysis of several conceptual frameworks serves as data, to establish an …

Occupational Commitment, Megan Paul, Anita Barbee

Umbrella Summaries

What is occupational commitment? Occupational commitment refers to the extent to which employees are committed to their line of work (Meyer, Allen, & Smith, 1993). Over the past 40 years, various researchers also labeled the construct as career commitment or as professional commitment, but the term occupation is intended to convey that the concept (a) does not apply to a more general concept of a career, which may involve different occupations over time and (b) applies to both professional and non-professional occupations (Meyer et al., 1993). Occupational commitment is one of many forms of work-related commitment. Some of the other, …

More Research Is Needed On The Impact Of Workplace Violence, Bullying And Sexual Harassment In Child Welfare, Anita Barbee

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Many employees working in social services are exposed to workplace violence (described in Andersen, et al., 2018) and bullying (discussed in Whitaker, 2012). The workplace violence paper showed not only that up to three-fourths of social workers are exposed to violence at work, but that organizational structures and dynamics set the stage for violence to occur. Settings where staff lacked role clarity and predictability, and where emotional demands, role conflict, and work family conflict were high, also were associated with more threats and violence among employees and by clients. These findings, in addition to studies on bullying, seem to point …

Influence Of Convenience, Time-Savings, Price, And Product Variety On Amazon Prime Members And Non-Prime Shoppers’ Online Apparel Purchase Intention, Md Rashaduzzaman

Department of Textiles, Merchandising, and Fashion Design: Dissertations, Theses, and Student Research

The number of internet users and online shoppers in the United States has grown at an incredible rate over the past few decades. Greater convenience and availability of a wide assortment of apparel products at a cheaper price made online shopping very enticing to consumers. Amazon.com (Amazon) gained unprecedented popularity among consumers with its Amazon Prime program. Amazon’s retail revolutions changed consumer’s way of shopping and expectations. Both online and physical store retailers are facing tremendous pressure to fulfill that level of expectation. Thus, it is essential for retailers clearly understand the shopping expectations and preferences of Amazon Prime members …

The 1st Disrupting Thinking Research Conference Presentation Tu Dublin - An Investigation Of The Personality Traits That Could Identify Vulnerable Young People Who Will Be Susceptible To Undue Influence By Social Media Influencers (Smis), Charles Alves De Castro, Aiden Carthy Dr

Other Resources

This study aims to further the overall understanding of Social Media Influencers (SMIs) and to specifically predict who will be susceptible to influence by them. The main objective of this research relies on to determine whether there is a specific personality profile that predisposes young people to undue influence by social media influencers. Based on previous research published by the journal Frontiers in Psychology titled “The Role of Social Media Influencers in the Lives of Children and Adolescents ¹”, a list of potentially harmful content will be compiled. Participants (N=40) in phase one will then be given …

The 11th Annual Graduate Research Symposium 2020 Presentation Tu Dublin - An Investigation Of The Personality Traits That Could Identify Vulnerable Young People Who Will Be Susceptible To Undue Influence By Social Media Influencers (Smis), Charles Alves De Castro, Aiden Carthy Dr

Other Resources

This study aims to further the overall understanding of Social Media Influencers (SMIs) and to specifically predict who will be susceptible to influence by them. The main objective of this research relies on to determine whether there is a specific personality profile that predisposes young people to undue influence by social media influencers. Based on previous research published by the journal Frontiers in Psychology titled “The Role of Social Media Influencers in the Lives of Children and Adolescents ¹”, a list of potentially harmful content will be compiled. Participants (N=40) in phase one will then be given …

What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan

Research Collection Lee Kong Chian School Of Business

Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multi-study investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers’ Facebook sites (n = 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, religion), as well as …

Motivation Purity Bias: Expression Of Extrinsic Motivation Undermines Perceived Intrinsic Motivation And Engenders Bias In Selection Decisions, Rellie Derfler-Rozin, Marko Pitesa

Research Collection Lee Kong Chian School Of Business

Organizational selection decisions often involve an exchange of information between candidates and decision makers as to why candidates are motivated to work in the given position. Drawing on popular management myths as our overarching framework, we theorize that candidates’ expressions of extrinsic motivation lead decision makers to infer that the candidate is less intrinsically motivated, leading to bias against such candidates. We term this effect motivation purity bias, and argue that it emerges despite ample evidence, which we review, showing that penalizing expressed extrinsic motivation is not only unfair to candidates but also counterproductive from the standpoint of maximizing future …

Covid-19, Coronavirus, Wuhan Virus, Or China Virus? Understanding How To “Do No Harm" When Naming An Infectious Disease, Theodore C. Masters-Waage, Nilotpal Jha, Jochen Reb

Research Collection Lee Kong Chian School Of Business

When labeling an infectious disease, officially sanctioned scientific names, e.g., “H1N1 virus,” are recommended over place-specific names, e.g., “Spanish flu.” This is due to concerns from policymakers and the WHO that the latter might lead to unintended stigmatization. However, with little empirical support for such negative consequences, authorities might be focusing on limited resources on an overstated issue. This paper empirically investigates the impact of naming against the current backdrop of the 2019-2020 pandemic.

Organizational Stressors As Predictors Of Burnout, Kristen Albritton

Dissertations

The purpose of this study is to determine if organizational stress, measured by role conflict and role ambiguity, predicts burnout among employees. A review of the related literature identified variables that demonstrate a relationship with burnout, supported by the Maslach (1998) theory of burnout and Katz and Kahn’s (1966) organizational role theory. The researcher also examined whether organizational level and demographic variables (gender, education level, and job tenure) moderate the relationships between role conflict, role ambiguity, and burnout.

The study follows a non-experimental, cross-sectional design using data collected from a survey. Results of linear regression analyses reveal role conflict and …

Predicting Counterproductive Work Behavior: Do Implicit Motives Have Incremental Validity Beyond Explicit Traits?, J. Malte Runge, Jonas W. B. Lang, Ingo Zettler, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.

Organizational Justice, Tara Myers, Megan Paul

Umbrella Summaries

What is organizational justice? Organizational justice is the extent to which an organization treats people fairly. Organizational justice includes fairness related to outcomes, procedures, and interpersonal interactions. Fair workplace outcomes and decisions (e.g., equitable/favorable pay, raise, promotion) are called distributive justice (Adams, 1965). Procedural justice means that outcomes are determined through procedures that are based on accurate information and standard ethics, represent everyone affected by the procedure, include opportunity for input and appeal, are free from bias, and are used consistently (Leventhal, 1980; Thibaut & Walker, 1975). Interactional justice refers to people feeling they were treated with dignity and respect …

Psychological Contract Perception And Contractual Employee Performance, Robin Roberts, Stephanie Douglas Ph.D.

Publications

Contractual, short‐term employees are increasingly utilized to support organizational performance. The employee's perception of the psychological contract were explored in this qualitative study through semi‐structured interviews of 22 contractual workers. Psychological contract was fulfilled through transactional job tasks and psychological contract breaches were found in relationships with leadership and the organization. An exploratory examination from the contractual worker lens helped to influence the psychological contract on the employee performance and its use in leveraging this workforce to improve organizational performance.

Workplace Bullying In Healthcare: A Qualitative Analysis Of Bystander Experiences, Neill James Thompson Mr, Madeline Carter, Paul Crampton, Bryan Burford, Jan Illing, Gill Morrow

The Qualitative Report

Bystander action has been proposed as a promising intervention to tackle workplace bullying, however there is a lack of in-depth qualitative research on the direct experiences of bystanders. In this paper, we developed a more comprehensive definition of bullying bystanders, and examined first person accounts from healthcare professionals who had been bystanders to workplace bullying. These perspectives highlighted factors that influence the type and the extent of support bystanders may offer to targets. Semi-structured telephone interviews were conducted with 43 healthcare professionals who were working in the UK, of which 24 had directly witnessed bullying. The data were transcribed and …

Introduction To Data Dictionaries, Quality Improvement Center For Workforce Development

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Are you interested in exploring how to leverage the data necessary to examine and address child welfare workforce challenges in your agency? If so, you may consider developing and using a human resources data dictionary to help guide your work. A data dictionary is a collection of detailed information about the content and structure of data in one or more databases. This descriptive information is often called metadata (i.e., data about data). Other terms used to describe data dictionaries include data definition matrix, metadata repository, design dictionary, and business glossary. You also might see other variations of these terms, further …

Thriving, Megan Paul

Umbrella Summaries

What is thriving? Thriving is defined as “a positive psychological state in which individuals experience both a sense of vitality and a sense of learning at work” (Spreitzer, Sutcliffe, Dutton, Sonenshein, & Grant, 2005, p. 538). Vitality refers to feeling energized, and learning is about experiencing personal growth and development (Spreitzer et al., 2005). The most popular measure of thriving includes ten items, with instructions to think about the questions in relation to work (Porath, Spreitzer, Gibson, & Garnett, 2012). Examples of vitality items include, “I have energy and spirit” and “I feel alive and vital,” and examples of learning …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development

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It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention. In many ways, the concept of workforce metrics is still in its infancy and many things …