Psychology Commons^™

A Within-Person Perspective On Feedback Seeking About Task Performance, Frederik Anseel, Filip Rene O Lievens

Research Collection Lee Kong Chian School Of Business

In organisations, feedback about multiple performance dimensions is often available. Consequently, employees have to decide on which performance dimensions they will be seeking feedback. In a lab experiment 126 students indicated on which performance dimensions they wanted to receive feedback after completing a computerized in-basket task. Results showed that participants especially sought feedback about their best and most important performance dimensions. Individuals with a high learning goal orientation sought more feedback about their least important performance dimensions as compared to individuals with a low learning goal orientation. In general, results indicated that previous findings obtained in between-person studies of feedback …

Introduction To The Special Issue: What We Can Learn From Large Scale Human Resources Initiatives In The Federal Government And Department Of Defense, Roni Reiter-Palmon, Michael D. Mumford, Michael A. Campion

Psychology Faculty Publications

Arguably, the government has some of the most complex and sophisticated Human Resource (HR) initiatives of any organization in the country. This is due to at least three reasons. First, the sheer size of the government requires sophisticated HR systems to manage the huge number of HR decisions required. Second, the HR systems in the government must respond to much greater external (public) scrutiny than any other organization because it is funded by government money and must be responsive to taxpayers interests and concerns. As such, fairness and defensibility are far more important factors than in other organizations. Third, the …

Occupationally-Specific Skills: Using Skills To Define And Understand Jobs And Their Requirements, Roni Reiter-Palmon, Marcy Young, Skillsnet, Joseph James

Psychology Faculty Publications

Recent work in Human Resources (HR) has highlighted the importance of understanding and identifying occupationally-specific skills. The purpose of this article is to describe the need to identify occupationally-specific skills and outline a methodology used to create occupationally-specific skills. Evidence of the validity of the methodology used is presented. The article concludes by identifying possible uses for occupationally-specific skills and providing information about actual implementation and use of systems based on occupationally-specific skills.

Development Of An O*Net Web-Based Job Analysis And Its Implementation In The U. S. Navy: Lessons Learned, Roni Reiter-Palmon, Skillsnet, Infousa, Oriental Trading Co.

Psychology Faculty Publications

Job analysis is described as the building block of most Human Resource (HR) functions. In recent years, many HR functions have been automated or adapted to computer applications; however, the use of computers for job analysis is lagging. The purpose of this paper is to describe a web-based job analysis process that is based on O*NET. The web-based job analysis process is more flexible and less resource intensive than traditional job analysis methods. The paper also will describe the application of the web-based job analysis process in the U.S. Navy and discuss strengths and limitations of this system.

Video-Based Versus Written Situational Judgment Tests: A Comparison In Terms Of Predictive Validity, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

In this study, the authors examined whether video-based situational judgment tests (SJTs) have higher predictive validity than written SJTs (keeping verbal content constant). The samples consisted of 1, 159 students who completed a video-based version of an SIT and 1,750 students who completed the same SIT in a written format. The study was conducted in a high stakes testing context. The video-based version of an interpersonally oriented SJT had a lower correlation with cognitive ability than did the written version. It also had higher predictive and incremental validity for predicting interpersonally oriented criteria than did the written version. In this …

Relationships, Layoffs, And Organizational Resilience: Airline Industry Responses To September 11, Jody H. Gittell, Kim Cameron, Sandy Lim, Victor Rivas

Research Collection School of Social Sciences

The terrorist attacks of September 11, 2001, affected the U.S. airline industry more than almost any other industry. Certain airlines emerged successful and demonstrated remarkable resilience while others languished. This investigation identifies reasons why some airline companies recovered successfully after the attacks while others struggled. Evidence is provided that layoffs after the crisis, although intended to foster recovery, instead inhibited recovery throughout the 4 years after the crisis. But, layoffs after the crisis were strongly correlated with lack of financial reserves and lack of a viable business model prior to the crisis. Digging deeper, the authors find that having a …

Detecting Intentional, Realistic Response Distortion On The Mmpi-2 Using Multiple Validity Scales, Andrew Minton

Masters Theses & Specialist Projects

The Minnesota Multiphasic Personality Inventory-2 (MMPI-2) is a 567-item questionnaire used by psychologists to help diagnose mental disorders. The effectiveness of the MMPI-2 validity scales (F, Fp, F-K, and Ds-r2) were evaluated by asking college students to respond honestly or fake bad on the MMPI-2. Each scale was scored in the usual manner, but as a group they were evaluated in a noncompensatory fashion. That is, failing even one scale was interpreted as a faked response. MMPI-2 protocols of all participants were analyzed to determine if the validity scales were able to accurately identify which subjects faked and which answered …

Human Aggression And Sports Media Violence, Justin Wright

Masters Theses & Specialist Projects

The present study was designed to gain more perspective on human aggression and how sports media violence affects aggression levels. Anderson (1997) defined aggression as behavior that is intended to harm others or one's self. Anderson (2001) defined media violence as a portrayal of intentional harmful behavior directed at another person or the self. To define sports aggression, the definition of aggression must be manipulated slightly. The definition should be changed to a form of behavior intended to injure, whether or not an actual injury occurs, directed at an opposing team or opposing player to gain an advantage during the …

Gender Differences In Perceived Work Demands, Family Demands, And Life Stress Among Married Chinese Employees, Jaepil Choi, Chao C. Chen

Research Collection Lee Kong Chian School Of Business

Although gender-based division of labour and the identity theory of stress suggest that the relationship between work and family demands and life stress may vary as a function of gender, it is largely unknown whether these arguments are also valid in China. To address this gap in the existing literature, the current study investigates the gender differences in perceived work and family demands, and the effects of these perceived demands on the life stress of Chinese male and female employees. The study of 153 married Chinese employees found that Chinese women perceived a higher level of family demands than did …

A Realistic Job Preview For Deputy Jailer Applicants, Joseph Dunn

Masters Theses & Specialist Projects

A common method for reducing turnover in organizations is the implementation of a realistic job preview (RJP). Unlike typical job descriptions that might be seen in newspapers, on the Internet, or on television, the differentiating characteristic of an RJP is that both positive and negative aspects of the job are presented to the prospective employee such that the applicant has a very realistic idea of the nature of the job. An RJP in both an audio-visual format and a written brochure was developed for deputy jailer applicants at the Warren County Regional Jail in Bowling Green, Kentucky. Consistent with hypotheses, …

Gender, Occupational Position, And Incivility: The Role Of Status On Rude Behaviors At Work, Sherri Settle

Masters Theses & Specialist Projects

This study examined the role of status (i.e., occupational position and gender) in the frequency and experience of workplace incivility. Participants were 89 university students over the age of 20 who currently were employed and completed measures assessing their experiences of incivility at work, the instigator of the incivility, and jobrelated outcomes (i.e., turnover intent, job satisfaction, and organizational commitment). Consistent with hypotheses, supervisors were more likely to be instigators of incivility than coworkers. Participants also reported lower job satisfaction when the instigator was a supervisor, and lower organizational commitment and higher turnover intent when the instigator was male. These …

Physical Abilities Testing: A Review Of Court Cases, 1992-2006, Paula Starling

Masters Theses & Specialist Projects

Selection procedures are designed with the goal to select the most qualified applicant for the job. A variety of selection tests are used in organizations today, including physical ability tests, which are often used in police agencies and fire departments. A total of 22 physical ability testing cases at the Appellate and Supreme Court level were identified to be included as part of a review to examine the outcome of litigation. Of the 22 cases, only 6 cases involved a female plaintiff, while 1 involved a Hispanic plaintiff. There were five race-based claims and nine gender-based claims (three of the …

A Construct-Driven Investigation Of Gender Differences In A Leadership-Role Assessment Center, Neil Anderson, Filip Lievens, Karen Van Dam, Marise Born

Research Collection Lee Kong Chian School Of Business

This study examined gender differences in a large-scale assessment center for officer entry in the British Army. Subgroup differences were investigated for a sample of 1,857 candidates: 1,594 men and 263 women. A construct-driven approach was chosen (a) by examining gender differences at the construct level, (b) by formulating a priori hypotheses about which constructs would be susceptible to gender effects, and (c) by using both effect size statistics and latent mean analyses to investigate gender differences in assessment center ratings. Results showed that female candidates were rated notably higher on constructs reflecting an interpersonally oriented leadership style (i.e., oral …

Workplace Incivility And The Low-Status Target, Sonia Winhorst

Masters Theses & Specialist Projects

The goal of the present research was to discover if employees in low-status social groups (i.e., women, people of color, sexual minorities, and non-Christians) experience more incivility in the workplace compared to their high-status counterparts. Data come from four different samples of working adults: employees from a property management company (N = 90), employees of a northwestern university (N = 1,843), a national sample of law school faculty (N = 1,256), and employed students from a southern university (N = 243). Participants in all studies completed measures of demographics and personal experiences of incivility at work. A series of t-tests …

Education And Training In I-O Psychology: Leaving The Psychology Tower: Nontraditional Programs In I/O Psychology, Brigitte Steinheider, David P. Costanza, Jennifer L. Kisamore, Roni Reiter-Palmon

Psychology Faculty Publications

The need for programs that accommodate diverse types of students and adopt an interdisciplinary approach to the study of organizations has led universities with traditional I-O programs to also offer nontraditional programs. Nontraditional programs tend to attract highly heterogeneous sets of students in terms of age and academic and professional backgrounds or may be tailored for special types of students. Due to the mixed student population and high percentage of working adults, nontraditional programs tend to be more application and applied-research oriented than their traditional program counterparts.

Faculty, students, and administrators of nontraditional programs face a variety of challenges. In …

Large-Scale Investigation Of The Role Of Trait Activation Theory For Understanding Assessment Center Convergent And Discriminant Validity, Filip Lievens, Christopher S. Chasteen, Eric A. Day, Neil D. Christiansen

Research Collection Lee Kong Chian School Of Business

This study used trait activation theory as a theoretical framework to conduct a large-scale test of the interactionist explanation of the convergent and discriminant validity findings obtained in assessment centers. Trait activation theory specifies the conditions in which cross-situationally consistent and inconsistent candidate performances are likely to occur. Results obtained by aggregating correlations across 30 multitrait-multimethod matrices supported the propositions of trait activation theory, shedding a more positive light on the construct validity puzzle in assessment centers. Overall, convergence among assessment center ratings was better between exercises that provided an opportunity to observe behavior related to the same trait, and …