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Full-Text Articles in Psychology
Effects Of Practice And Feedback On Interview Performance, Kate Williams
Effects Of Practice And Feedback On Interview Performance, Kate Williams
All Theses
Performing well in an interview is of crucial importance to a job seeker. While much advice and training exists regarding interview performance, little is known about what parts of training successfully improve interview skills. This study proposes the following research question: does interview performance improve with practice alone or is some type of feedback required? Participants were split into four treatment groups that either 1) did not practice an interview, 2) practiced an interview, 3) practiced an interview and generated their own self-feedback or 4) practiced an interview and received feedback from a counselor. The study isolates the effects of …
Proximal And Longitudinal Outcomes Of Person-Environment Fit: A Positive Psychological Approach, Tiffany Greene-Shortridge
Proximal And Longitudinal Outcomes Of Person-Environment Fit: A Positive Psychological Approach, Tiffany Greene-Shortridge
All Dissertations
The current study proposed a model that incorporated a positive psychological approach into the person-environment fit domain. Within a longitudinal investigation, person-organization fit, person-job fit, and person-supervisor fit were examined in relationship to both organizational and employee outcomes through direct and indirect paths. Psychological empowerment and specific positive psychological states were examined as sequential moderators of the various proposed relationships. This study's sample consisted of 174 patient health care employees, excluding nurses and practitioners. In addition, supervisor ratings of performance were collected for the sole purposes of this study. Structural equation modeling techniques were used to test the proposed measurement …
Organizational And Family Resources As Predictors Of Well-Being,Family Functioning, And Employee Performance: A Longitudinal Study, Heather Odle-Dusseau
Organizational And Family Resources As Predictors Of Well-Being,Family Functioning, And Employee Performance: A Longitudinal Study, Heather Odle-Dusseau
All Dissertations
The current study was undertaken to better understand what resources individuals use in work and family domains that allow them to balance work and family responsibilities and the outcomes associates with these resources. Hospital employees of a metropolitan area hospital (N = 174) completed surveys at two time periods (4 months separation) on perceptions of resources in work and family domains, as well as organizational, family, and well-being outcomes. In addition, supervisors rated employees' performance at Time 2. Structural Equation Modeling techniques were utilized in order to assess theoretical models. Results revealed that perceptions of availability of family-friendly benefits at …
Stereotype Threat And Women's Perceptions Of Leadership Self-Efficacy, Phillip Lipka
Stereotype Threat And Women's Perceptions Of Leadership Self-Efficacy, Phillip Lipka
All Theses
The following research examined the effects of stereotype threat on women's leadership self-efficacy. Previous research has demonstrated that women's leadership aspirations are negatively affected by the presence of stereotype threat, and the current research served to expand on this literature by examining possible factors that could moderate women's vulnerability to this threat. It was proposed that women with a weaker adherence to sexist beliefs, less investment in gender ideals, and higher self-esteem would be less susceptible to stereotype threat and would perceive themselves as more capable leaders. Participants completed a survey that primed their gender identity in order to invoke …
Person-Supervisor Fit: Implications For Organizational Stress, Organizational Commitment, And Job Satisfaction, Hilary Schoon
Person-Supervisor Fit: Implications For Organizational Stress, Organizational Commitment, And Job Satisfaction, Hilary Schoon
All Theses
Traditional fit literature has focused on person-organization fit. However, Kristof-Brown, Zimmerman, and Johnson (2005) recently introduced the idea of person-supervisor fit in a meta-analysis on fit. Person-supervisor fit was hypothesized to be the degree of similarity between personality dimensions, values, and goals. This paper first defines fit and then reviews the literature on the topics that apply to person-supervisor fit. This study was conducted with supervisors (faculty members) and subordinates (graduate student teaching and research assistants) from different departments in one university to determine the relationship between person-supervisor fit with subordinates' organizational stress, subordinates' organizational commitment, and subordinates' job satisfaction. …
Emotional Intelligence: Comparisons Of Criterion-Related Validity Across Conceptual And Methodological Variants Of Measurement, Moira Hanna
All Dissertations
Emotional intelligence is a reasonably new construct that is little more than 15 years old within the research literature, but has existed in some form since the time of Darwin (Bar-On, Handley, & Fund, 2006). Although this concept has been around for quite some time, it has been conceptualized in a variety of ways. Therefore, the current study aimed to provide a clearer understanding of the construct and how to best measure emotional intelligence.
Using two samples of undergraduate students who were either currently employed or had been employed in the past we were able to test several hypotheses. More …
Social Dominance Orientation And Reactions To Affirmative Action Policies And Beneficiaries: A Test Of The Mediating Effects Of Perceptions Of Race-Based Inequities And Attitudes Toward Diversity, Ashanti Edwards
All Dissertations
In the present study, social dominance theory (SDT) was used as a framework for understanding reactions to affirmative action policies and beneficiaries. Specifically, this study examined how social dominance orientation, perceptions of inequities, and attitudes toward diversity impact these reactions. The results of the study provide support for several of the predictions derivable from SDT. Social dominance orientation (SDO) had a direct influence on participants' endorsement of two legitimizing myths: perceptions of race-based inequities and attitudes toward diversity. Moreover, endorsement of these legitimizing myths was directly related to support for affirmative action and reactions to beneficiaries of affirmative action.
Situational Constraints And Personality As Antecedents Of Organizational Citizenship Behaviors, Jay Steffensmeier
Situational Constraints And Personality As Antecedents Of Organizational Citizenship Behaviors, Jay Steffensmeier
All Dissertations
Current job performance research distinguishes between task performance and extra-role performance or organizational citizenship behaviors (OCBs). While possible antecedents of OCBs have been studied, most research involves either personality variables or other employee characteristics (e.g., job satisfaction) while the environment within which an employee functions has been thus far overlooked. Such situational variables are aspects of the environment employees have little or no control over but impact performance nonetheless. The present study goes beyond prior research by investigating the role of situational variables on OCBs as well as their possible moderating effects on the personality - OCB relationship. Task identity …
Antecedents And Consequences Of Applicant Perceptions Within An Internet-Based Testing Context, Laurie Wasko
Antecedents And Consequences Of Applicant Perceptions Within An Internet-Based Testing Context, Laurie Wasko
All Dissertations
The current study proposes and tests components of a model of applicant perceptions of Internet-based testing (IBT). Based on existing applicant reactions frameworks (e.g., Hausknecht, Day, & Thomas, 2004; Ryan & Ployhart, 2000), the model posits that actual test-taking conditions (e.g., presence or absence of a proctor, presence of absence of other test-takers), perceived test procedure characteristics (e.g., user-friendliness), and initial applicant perceptions (e.g., information privacy concerns) both directly and indirectly influence scores on a each of three composites of a selection test battery; Situational Judgment, Personality Fit, and Background Experience. Client-type (i.e., clients hiring entry-level applicants vs. clients hiring …
Resume Screening: A Policy Capturing Study Of Recruiter Judgments, Melinda Keith
Resume Screening: A Policy Capturing Study Of Recruiter Judgments, Melinda Keith
All Theses
Previous research on the practice of rŽsumŽ screening has failed to yield consistent results that generalize to real life recruiting settings. The present study draws from previous research on rŽsumŽ evaluation and identifies the 5 most common variables on rŽsumŽs--Academic Achievement, Extracurricular Activity, Goal Statements, RŽsumŽ Presentation, and Work Experience. The structure comprising each of these 5 important elements was assessed. In this study, real rŽsumŽs submitted for actual entry-level positions posted through a college career center were used to determine which variables recruiters use in judgments of applicant suitability. Policy capturing was used to identify the judgment policies of …
Smile, But Don't Wear Yourself Out Doing So: Emotional Labor, Ego Depletion, Customer Anger, And Performance Over Time, Eric Mckibben
Smile, But Don't Wear Yourself Out Doing So: Emotional Labor, Ego Depletion, Customer Anger, And Performance Over Time, Eric Mckibben
All Theses
The present study examined the motivational and performance consequences of emotional labor by having participants respond to multiple transactions in a simulated banking environment. Type of acting strategy (surface versus deep) and customer anger (high versus low) were manipulated to examine ego depletion and performance over time. Although prior research has examined these independent variables, no research has examined the relationships among the variables of interest over time. Study participants were randomly assigned to either one of four experimental groups (surface acting X angry customer, surface acting X non-angry customer, deep acting X angry customer, deep acting X non-angry customer) …