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Full-Text Articles in Psychology
A Descriptive Study Of The Selection Procedures Used By Kentucky Manufacturers, Amy Dumanois
A Descriptive Study Of The Selection Procedures Used By Kentucky Manufacturers, Amy Dumanois
Masters Theses & Specialist Projects
The purpose of this study was to investigate and describe the selection practices used by manufacturing companies in Kentucky and whether the size of the organization and the number of employees hired in 1999 affected the use of valid selection procedures and compliance with EEO Guidelines. Surveys (300) were mailed to Human Resources professionals with a response rate of 35.7%. The majority of participants reported using three selection procedures: interviews, application blanks, and reference checks. The size of the organization and the number of employee hired in 1999 were not found to be related to the tendency to use a …
The Role Of Gender Interactions, Company Tenure And Job Tenure In Upward Feedback Ratings, Vanessa Johnson
The Role Of Gender Interactions, Company Tenure And Job Tenure In Upward Feedback Ratings, Vanessa Johnson
Masters Theses & Specialist Projects
Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p < .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p < .01. A post-hoc Scheffe's test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p < .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed.
The Role Of Eeoc Factors In Determining Perceptions Of Hostile Work Environment Sexual Harassment, Libby Miller
The Role Of Eeoc Factors In Determining Perceptions Of Hostile Work Environment Sexual Harassment, Libby Miller
Masters Theses & Specialist Projects
The Equal Employment Opportunity Guidelines on Sexual Harassment identify six factors that are relevant in determinations of sexual harassment. This study attempted to determine if three of these factors (i.e., frequency of harassment, number of victims and number of perpetrators) drive perceptions of what constitutes sexual harassment. Participants role-playing jurors on an hostile environment sexual harassment case demonstrated no differences in perceptions as a function of number of victims or number of perpetrators. The significant effect for frequency of harassment was not in the hypothesized direction, with less frequent harassment being perceived as more likely to constitute sexual harassment. The …
The Effects Of Corporate Culture On The Value Of Performance Appaisals, Connie Pearson
The Effects Of Corporate Culture On The Value Of Performance Appaisals, Connie Pearson
Masters Theses & Specialist Projects
This research project attempts to provide information that will determine the effects of corporate culture on the value of performance appraisals in an organization. To provide analysis for this theory, the researcher utilized information found in prior written literature that examined results of performance appraisals and conducted interviews in various manufacturing organizations on results not yet published. In particular, the researcher examined the development and practice of performance appraisals at Logan Aluminum Inc. and used this team management greenfield site as a basis for looking at results from other organizations. Results of the study found strong evidence to support the …
A Comparison Of The Situational And Patterned Behavioral Description Interview In Predicting Job Performance, James Little
A Comparison Of The Situational And Patterned Behavioral Description Interview In Predicting Job Performance, James Little
Masters Theses & Specialist Projects
The preference for the use of employment interviews over other selection measures is evident in the wide usage, popularity and the vast amount of research on the utility and psychometric properties of interviews over the last 60 years. Although the vast majority of interview research has focused on the factors influencing the interviewer's rating and comparing unstructured to structured interviews formats, little in the way of comparing structured formats (i.e., the situational interview and patterned behavioral description interview) has been performed. This researcher addressed this specific concern in regard to soft-skills in a retail setting. After development of situational and …
The Upward Pygmalion Effect In The Organization, Lei Wang
The Upward Pygmalion Effect In The Organization, Lei Wang
Masters Theses & Specialist Projects
This study examined the upward Pygmalion effect from the subordinate to the supervisor. One hundred and sixty-one undergraduate participants assumed the role of a supervisor and were randomly assigned to one of nine experimental conditions representing different levels of expectations and performance feedback. Participants then completed questionnaires designed to measure self-efficacy and the performance effort level of the supervisor. The result of the study failed to support the hypotheses that positive subordinate expectations would improve supervisors' self-efficacy level and that negative subordinate expectations would have little impact on supervisors' self-efficacy level, but succeeded in supporting the hypothesis that supervisors' performance …
Impact Of Employee Performance And Job Status On Perceptions Of Sexual Harassment, Charla Arnold
Impact Of Employee Performance And Job Status On Perceptions Of Sexual Harassment, Charla Arnold
Masters Theses & Specialist Projects
Once unnoticed and unreported, sexual harassment claims have risen dramatically within the last two decades. Although guidelines published by the Equal Employment Opportunity Commission in 1980 provided a definition of sexual harassment, researchers continue to examine variables affecting individual perceptions of sexual harassment. Contextual factors impacting the labeling of sexual harassment include the type and severity of the harassment, the ambiguity of the sexually harassing behaviors, and gender differences in perceptions of sexual harassment. The present researcher examined the impact of employee performance and employment status on perceptions of sexual harassment. Results indicated that female participants were more likely than …
The Effects Of Interviewer Self-Monitoring On Male Appearance Discrimination In Employment Decisions, Charles Mcdowell
The Effects Of Interviewer Self-Monitoring On Male Appearance Discrimination In Employment Decisions, Charles Mcdowell
Masters Theses & Specialist Projects
This research examined the effects of appearance discrimination toward men as regards employment decisions and the extent to which the degree of interviewer selfmonitoring influences these decisions. Past research has indicated that discrimination does indeed occur for women, but no empirical research has been conducted on male discrimination in which hair length has been manipulated. Specifically, length of hair (shoulder length, approximately 1 inch, and balding) was manipulated for potential job applicants. These conditions were examined across different types of jobs (traditionally conservative, neutral, and traditionally liberal). Several hypotheses are offered, with most focused on the concept that those scoring …
Development Of Leadership Skills: Experience And Timing, Michael D. Mumford, Michelle A. Marks, American Institutes For Research, Stephen J. Zaccaro, Roni Reiter-Palmon
Development Of Leadership Skills: Experience And Timing, Michael D. Mumford, Michelle A. Marks, American Institutes For Research, Stephen J. Zaccaro, Roni Reiter-Palmon
Psychology Faculty Publications
To develop organizational leaders we need to understand how requisite skills are acquired over the course of people's careers. In this article, a cross-sectional design was used to assess differences in leadership skills across six grade levels of officers in the U.S. Army. Increased levels of knowledge, problem-solving skills, systems skills, and social skills were found at higher grade levels. Certain skills and experiences, however, were found to be particularly important at certain phases of leaders' careers. These findings are used to propose an organization-based model of skill development. Implications of this model for leader development programs are discussed.
Differences In Turnover Intentions Between Exempt And Nonexempt Employees, Robert Ball
Differences In Turnover Intentions Between Exempt And Nonexempt Employees, Robert Ball
Masters Theses & Specialist Projects
Three a priori models of turnover intentions were tested to investigate differences in turnover intentions for exempt and nonexempt employees. Results of measured variable path analysis failed to differentiate exempt and nonexempt employees in their turnover intentions. Because the a priori models failed to support a distinction between exempt and nonexempt employees, an exploratory analysis was conducted for each employee group to investigate possible differences in turnover intentions. The exempt exploratory model revealed that overall satisfaction, vision and mission, total compensation, job fulfillment, leadership, and culture were significant determinants of turnover intentions. For the nonexempt exploratory model, overall satisfaction, tenure, …