Psychology Commons^™

Coaching Efficacy With Academic Leaders: A Phenomenological Investigation, Deanna Lee Vansickel-Peterson

College of Education and Human Sciences: Dissertations, Theses, and Student Research

The purpose of this psychological phenomenological research was to understand the efficacy of life coaching from the perspective of academic leaders. To date, not one investigation or attempt has been made towards the above stated purpose. This study includes a theoretical overview and a review of the coaching literature from Socrates (469-399 BC) to current day Humanistic theory presented in part by Roger (1902-1987).

This process included data collection from five academic leaders who have been coached for at least two years. Levels of analysis of 365 statements, quote and/or comments produced finding of efficacy in life coaching with academic …

Campus Safety: Assessing And Managing Threats, Mario Scalora, Andre Simons, Shawn Vanslyke

Mario Scalora Publications

Since the shootings at Virginia Tech, academic institutions and police departments have dedicated substantial resources to alleviating concerns regarding campus safety. The incident in Blacksburg and the similar tragedy at Northern Illinois University have brought renewed attention to the prevention of violence at colleges and universities.

Campus professionals must assess the risk posed by known individuals, as well as by anonymous writers of threatening communications. The authors offer threat assessment and management strategies to address the increased demands faced by campus law enforcement, mental health, and administration officials who assess and manage threats, perhaps several simultaneously.

Reflecting On Experience For Leadership Development, Adrian Chan

College of Business: Dissertations, Theses, and Student Research

This study proposes that being reflective or ruminative about one's leadership experience can have differential effects on one's leadership efficacy, implicit leadership theories and psychological capital. Specifically, through the aid of an event history calendar, conscript military trainees of high and low military experience from a SE Asian military organization were randomly assigned to recall and reflect or ruminate on his past leadership experience. Results show that type of reflection interacts with level of military leadership experience to differentially affect one's leadership efficacy, implicit leadership theories and leadership self-awareness. Reflection triggers produced significantly higher levels of implicit leadership theories under …

An Experimental Study Of The Impact Of Psychological Capital On Performance, Engagement, And The Contagion Effect, Timothy Daniel Hodges

College of Business: Dissertations, Theses, and Student Research

Psychological Capital, or PsyCap, is a core construct consisting of the positive psychological resources of efficacy, hope, optimism, and resilience. Previous research has consistently linked PsyCap to workplace outcomes including employee attitudes, behaviors, and performance. Further research has explored the ways in which PsyCap can be developed through relatively brief workplace interventions. The present study focuses on PsyCap development and the relationship to employee engagement and performance. In an experimental design with random assignment of subjects to control group (n = 52 managers and 152 associates) and treatment group (n = 58 managers and 239 employees), a field sample of …

The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster

Department of Management: Faculty Publications

The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range = 394–6,200), we show that (a) N >100 has little practical impact on the reliability of norm-based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T-scores based on …