Open Access. Powered by Scholars. Published by Universities.®
- Institution
-
- University of Tennessee at Chattanooga (50)
- Selected Works (18)
- University of Nebraska at Omaha (13)
- Wright State University (11)
- City University of New York (CUNY) (10)
-
- University of Central Florida (10)
- Florida Institute of Technology (8)
- Seattle Pacific University (8)
- Singapore Management University (8)
- Western University (8)
- Bowling Green State University (7)
- Old Dominion University (7)
- California State University, San Bernardino (6)
- University of Missouri, St. Louis (6)
- Minnesota State University, Mankato (5)
- Antioch University (4)
- DePaul University (4)
- Missouri State University (4)
- Dominican University of California (3)
- Liberty University (3)
- University of Nebraska - Lincoln (3)
- Florida International University (2)
- Kennesaw State University (2)
- Louisiana Tech University (2)
- Portland State University (2)
- The Texas Medical Center Library (2)
- UMass Global (2)
- University of Texas at Tyler (2)
- Western Kentucky University (2)
- Andrews University (1)
- Keyword
-
- Industrial and organizational psychology (45)
- Department of Psychology (11)
- Leadership (10)
- Personality (8)
- Psychology (7)
-
- Feedback (6)
- Conflict (5)
- Education (5)
- Gender (5)
- Power (5)
- Job satisfaction (4)
- Performance (4)
- Stress (4)
- Bargaining (3)
- Burnout (3)
- Culture (3)
- Diversity (3)
- Emotion (3)
- Employee selection (3)
- Engagement (3)
- Goal hierarchies (3)
- Learning (3)
- Organizational Commitment (3)
- Organizational culture (3)
- Social exchange (3)
- Social sciences (3)
- Training (3)
- Trust (3)
- Turnover (3)
- Work (3)
- Publication
-
- River Cities Industrial and Organizational Psychology Conference (45)
- Edward J Lawler (17)
- UNO Student Research and Creative Activity Fair (13)
- Browse all Theses and Dissertations (11)
- Dissertations (8)
-
- Dissertations, Theses, and Capstone Projects (8)
- Electronic Theses and Dissertations (8)
- Industrial-Organizational Psychology Dissertations (8)
- Theses and Dissertations (8)
- Electronic Theses, Projects, and Dissertations (6)
- Electronic Thesis and Dissertation Repository (6)
- All Graduate Theses, Dissertations, and Other Capstone Projects (5)
- Masters Theses and Doctoral Dissertations (5)
- Personnel Assessment and Decisions (5)
- College of Science and Health Theses and Dissertations (4)
- MSU Graduate Theses (4)
- Perspectives@SMU (4)
- Antioch University Full-Text Dissertations & Theses (3)
- Psychology Theses & Dissertations (3)
- Dissertations, Masters Theses, Capstones, and Culminating Projects (2)
- Doctoral Dissertations (2)
- FIU Electronic Theses and Dissertations (2)
- Honors Projects (2)
- Honors Undergraduate Theses (2)
- Journal of Nursing & Interprofessional Leadership in Quality & Safety (2)
- Publications and Research (2)
- Research Collection Lee Kong Chian School Of Business (2)
- Research Collection School of Social Sciences (2)
- The Kabod (2)
- The Siegel Institute Journal of Applied Ethics (2)
- Publication Type
- File Type
Articles 31 - 60 of 243
Full-Text Articles in Psychology
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Kirsten Montanari, Yalcin Acikgoz, Brian Thomas, Connor Treyball
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Kirsten Montanari, Yalcin Acikgoz, Brian Thomas, Connor Treyball
River Cities Industrial and Organizational Psychology Conference
Successful recruitment efforts are increasingly important in a competitive job market, where job seekers are exposed to a wealth of opportunities, and employers must provide valuable information to attract talented individuals. Popular job search engines contain thousands of available positions, which allow job seekers to scan and decide which postings align with their goals and expectations. The purpose of this study is to investigate the ways in which applicants evaluate job postings, which by their nature contain information regarding multiple attributes of a job. This will be accomplished by investigating how job candidates combine their evaluations of each attribute to …
Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker
Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker
River Cities Industrial and Organizational Psychology Conference
Individuals engage in impression management behaviors in most social situations. However, one of the most prone settings to impression management is the work context. Even though the extent to which an individual performs impression management behaviors is influenced by situational factors, it is also plausible that there is a dispositional component involved, as some people are more likely to engage in impression management behaviors than others. Therefore, it is important to be able to measure the extent to which individuals are likely to engage in impression management. In this study, an innovative approach to the measurement of impression management is …
Retesting In A Promotional Process: Amount Of Time Between Tests Accounting For Magnitude Of Score Increases, Sydney L. Reichin, Mark C. Frame, Alexander T. Jackson, Michael Hein
Retesting In A Promotional Process: Amount Of Time Between Tests Accounting For Magnitude Of Score Increases, Sydney L. Reichin, Mark C. Frame, Alexander T. Jackson, Michael Hein
River Cities Industrial and Organizational Psychology Conference
There are many reasons why an applicant may retake a selection test, whether it’s due to reasons outside of their control or perhaps their first test administration was unsuccessful. Research has shown that scores generally increase when applicants retake a test. However, research on situational judgment tests and in-basket simulations have been overshadowed by research on admissions tests, cognitive ability tests, and personality tests. Further, much research has focused on retesting effects during the initial selection process, but the current research aims to shed light on retesting effects during the promotional process. The literature shows conflicting findings regarding time between …
The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim
The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim
River Cities Industrial and Organizational Psychology Conference
In order for a company to be successful and profitable, its managers must display good leadership skills to ensure organizational performance. One well-researched type of leadership is transformational leadership, which includes an emotional attachment between leaders and followers that shapes followers’ goals, values, and beliefs in line with a more motivating vision (Castro, Periñan, & Bueno, 2008; Humphrey; 2014). Transformational leadership has been found to have a significant positive relationship with follower motivation, job satisfaction and job performance (Castro, et al., 2008). We hypothesize that if a manager receives transformational leadership training, there will be a lower turnover rate and …
Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin
Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin
River Cities Industrial and Organizational Psychology Conference
The current study addresses the prevalence of sexual harassment in the workplace and explores the roles of bystanders, or those who witness these encounters, during and after events of workplace sexual harassment. It qualitatively investigates how perceptions of organizational sexual harassment situations influence bystander intervention. It places particular focus on female bystanders’ impressions of female victims. It also considers the role that stigmatization of a victim plays in the intervention of these female bystanders in incidents of workplace sexual harassment. This investigation explores the repercussions of associating with a stigmatized female victim and how the ramifications of females getting involved …
The Fantasy Of Wealth: Attracting College Graduates Into The Workforce, Nile Latowsky, Shawn M. Bergman Dr., James Westerman Dr.
The Fantasy Of Wealth: Attracting College Graduates Into The Workforce, Nile Latowsky, Shawn M. Bergman Dr., James Westerman Dr.
River Cities Industrial and Organizational Psychology Conference
The need for top talent is a critical factor towards the current and future success of organizations. Each year 1.5 million college students graduate and enter the largest generation of the workforce, Millennials. Therefore, it is imperative for companies to understand how to effectively attract the Millennial talent pool. A trend within organizational recruiting is for companies to provide more initiatives for organization's stakeholders than just the triple bottom line. One type of initiative that is shown to be effective in recruiting from the general talent pool is Corporate Social Responsibility (CSR), which is an organization's efforts towards obligations at …
Perceived Work Life Balance: Exploring The Influence Of Cultural Experience On Work Life Balance Perceptions, Alexis Mccoy, David Earnest
Perceived Work Life Balance: Exploring The Influence Of Cultural Experience On Work Life Balance Perceptions, Alexis Mccoy, David Earnest
River Cities Industrial and Organizational Psychology Conference
Much like the typical employee, college students are often involved in a multitude of activities beyond the classroom that make maintaining work life balance challenging. Research suggests that cultural exposure may influence an individual’s quality of work life perceptions. The present study aims to explore the impact of cultural experience, such as study abroad and international partner conversations, on the individual’s perception of their work life balance and the work life balance of others. Participants will first provide information regarding current work life balance, and cultural exposure, then they will be presented with employee vignettes, and finally, they will report …
Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer
Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer
River Cities Industrial and Organizational Psychology Conference
With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant …
It Is All How You Look At It: The Relationship Between Performance Appraisal Formats And Perceived Purposefulness, Louis Savastano, Kayla Kirk, Jessica Harris, Cameron Brown, Shawn Bergman, Glenn Ellen Starr-Stilling
It Is All How You Look At It: The Relationship Between Performance Appraisal Formats And Perceived Purposefulness, Louis Savastano, Kayla Kirk, Jessica Harris, Cameron Brown, Shawn Bergman, Glenn Ellen Starr-Stilling
River Cities Industrial and Organizational Psychology Conference
Perceptions of performance appraisal fairness, accuracy, and purposefulness by employees is crucial in developing an effective performance appraisal system (Iqbal, Akbar, & Budhwar, 2015). Research suggests that rating accuracy and perceptions of fairness are of the greatest concern to organizations, however, there is minimal research regarding perceived purposefulness of the performance appraisal system. Additionally, there is a lack of literature looking at how manager perceptions of these factors relates to effective performance appraisal. In order to address these gaps in literature, the present study aims to examine how performance appraisal formats relate to managers’ perceived purposefulness of the performance appraisal …
Comparing The Accuracy Of Decision Trees And Logistic Regression In Personnel Selection, Kyle Marks
Comparing The Accuracy Of Decision Trees And Logistic Regression In Personnel Selection, Kyle Marks
River Cities Industrial and Organizational Psychology Conference
The current study aims to compare the accuracy of decision trees to logistic regression in a personnel selection context. To make this comparison, two studies are proposed. The first study uses simulated applicant data. For each applicant, there will be a cognitive ability score, conscientiousness rating, and a structured interview score. Job performance will be simulated as a function of the simulated scores. Additionally, different selection ratios will be applied to the simulated data to mimic how organizations select applicants and to determine whether the selection ratio has an impact on the accuracy of each analytic approach. A second purpose …
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii
River Cities Industrial and Organizational Psychology Conference
The purpose of the proposed study aims to investigate the potential biases that individuals may experience when reentering the workforce after taking time off to raise children. The Ambiguity Aversion Theory (AAT) and the Role Congruity Theory (RCT) are possible theories to suggest reasons why individuals may engage in certain biases when selecting an applicant with or without a gap in the resume. Participants will be asked to either hire or not hire an applicant for a job based on the applicant’s qualifications described in a narrative. Gender of the applicant will vary across conditions. The narrative will include information …
Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame
Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This research study seeks to gain a better understanding of the effects of the dark triad (narcissism, Machiavellianism, psychopathy) on advice taking. This research examined whether or not the dark triad traits result in working professionals being more or less likely to accept advice when making a decision. Past research has shown that outcomes are generally more favorable when the person who is making the decision takes the advice of another person into consideration. Despite this fact, I hypothesized that people with higher narcissistic or psychopathic traits will not accept advice when making a decision. Additionally, I hypothesized that Machiavellians …
Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein
Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein
River Cities Industrial and Organizational Psychology Conference
While learning-by-teaching has been shown to be effective, research in the area lacks a standardization of measurement and manipulations. Meta-analytic evidence has shown that peer tutoring is an effective learning tool for tutors (Cohen, Kulik, & Kulik, 1982); however, these studies do not provide a way of differentiating the effects of explaining versus interacting with the tutees and answering their questions, thus forcing the tutors to identify their own knowledge gaps. Studies that have experimented with the learning-by-teaching method have found that simply preparing to teach can be more effective than other learning techniques, such as only reading or preparing …
Defending Your Competency Model: Sit Back, Relax And Get Comfortable, Kali Thompson, Sydney L. Reichin, Jessie Mcclure, Megan Loftis, Mark Frame
Defending Your Competency Model: Sit Back, Relax And Get Comfortable, Kali Thompson, Sydney L. Reichin, Jessie Mcclure, Megan Loftis, Mark Frame
River Cities Industrial and Organizational Psychology Conference
While commonly used in practice, some researchers have objected that competency models are not rigorously developed. The current study examines the utilization of development methods and the influence on the level of comfort with legally defending the competency model. Results indicated practitioners were more comfortable legally defending a model that was developed through SME interviews.
Decision Making In Stressful Work Situations, Katie Poole
Decision Making In Stressful Work Situations, Katie Poole
River Cities Industrial and Organizational Psychology Conference
In various occupations, experts are often faced with novel scenarios where decisions need to be made under time pressure. These decisions can often lead to unsuccessful outcomes for the organization at hand and, in extreme cases, life or death for some individuals who were involved. It is incidents such as these and the demand for preventative measures against them that calls for research on decision making within real-life settings as opposed to laboratory settings with a controlled environment and choices. The present study aims to see how individuals’ perceptions of their ability to make decisions under stress changes with experience. …
Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele
Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele
River Cities Industrial and Organizational Psychology Conference
The purpose of the project is to determine if administering a communication training program to women, with an emphasis on negotiation skills, will influence their starting salaries. More specifically, this project proposes to develop and deliver a communication and negotiation skills training workshop to all of the women in a sorority at a South-Eastern university. The project involves conducting a needs analysis to determine the participant’s current level of communication knowledge and negotiation skills. Once the results of the needs analysis are analyzed, the training program will be formally developed and administered. This study proposes that once women have higher …
The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This study examined the relationship between generalized self-efficacy, perceptions of ethical misconduct, guilt-proneness, and counterproductive work behaviors. We first hypothesized that self-efficacy would be negatively related to counterproductive work behaviors. Secondly, we hypothesized that perceptions of ethical misconduct and levels of guilt-proneness would mediate the negative relationship between generalized self-efficacy and counterproductive work behaviors. We surveyed 190 undergraduate students. To test our hypotheses, we used serial mediation (self-efficacy perceptions of ethical misconduct Guilt CWBs). Results supported our first hypothesis. However, we did not find support for the mediated relationship proposed in our second hypothesis.
Employees That Want To Stay: How Relationships With Leader And Organization Interact To Predict Affective Commitment, Adam Smith, Rachel Whitman, Sarah Slife, Elizabeth Ritterbush
Employees That Want To Stay: How Relationships With Leader And Organization Interact To Predict Affective Commitment, Adam Smith, Rachel Whitman, Sarah Slife, Elizabeth Ritterbush
River Cities Industrial and Organizational Psychology Conference
Previous research has attempted to explain how Leader-member exchange (LMX) is related to subordinate affective commitment to organizations. Since affective commitment is highly related to employee turnover, understanding the effects supervisors have on affective commitment is of great importance for fostering high-quality relationships within the workplace. While previous research has been conducted on this relationship, past conceptualizations have yet to account for both the moderating effects of supervisor’s organizational embodiment (SOE) in conjunction with the mediating effect of perceived organizational support (POS). The current study proposes a comprehensive moderated mediation model, describing a path that accounts for variability due to …
Understanding The Effect Of Individualism Vs. Collectivism On Ethical Decision Making, Aneeqa Thiele, Alexander T. Jackson, Natalia Ramirez Campos, Elizabeth Mcnamara, Hung Loan Nguyen, Renee Dererer, Stacey M. Stremic, Macie E. Mussleman
Understanding The Effect Of Individualism Vs. Collectivism On Ethical Decision Making, Aneeqa Thiele, Alexander T. Jackson, Natalia Ramirez Campos, Elizabeth Mcnamara, Hung Loan Nguyen, Renee Dererer, Stacey M. Stremic, Macie E. Mussleman
River Cities Industrial and Organizational Psychology Conference
This project will investigate cross cultural differences in the ethical decision-making process of people at work. The project will involve research collaborators across the globe to gather unique data from several nations and cultures. This multinational research project will examine how culture impacts the ethical decision-making process. Specifically, this study proposes that perceptions of ethical misconduct will mediate the relationship between dark personality characteristics (narcissism, psychopathy, and Machiavellianism) and ethical misconduct, and that culture will moderate these relationships. This research will recruit participants from three different countries: The United States, Chile, and India. This groundbreaking international initiative will allow the …
Does A Measure Of Adaptive Performance Predict In-Basket Performance?, Emilie Seyfang, Mark Frame, Alexander T. Jackson, Michael Hein
Does A Measure Of Adaptive Performance Predict In-Basket Performance?, Emilie Seyfang, Mark Frame, Alexander T. Jackson, Michael Hein
River Cities Industrial and Organizational Psychology Conference
The ability for employees to adapt to a given situation is critical for organizations hoping to remain successful in today’s turbulent environment. For law enforcement officers, adapting to a situation is even more critical since this can be the difference between life or death. In an effort to assist law enforcement in promoting personnel with the adaptive performance (AP) skill required to be effective, this study examines the relationship between AP and an individual’s performance on an in-basket assessment. The study found that AP significantly predicts in-basket performance when rank is considered.
Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This study will explore the relationship between self-efficacy and resilience as they affect stress-related outcomes in the workplace. The study will first measure all participant’s self-efficacy and resilience. The experimental group will then receive feedback mirroring that of a negative performance appraisal. The feedback will suggest the participant performed below average on a trivia test. Participants in the control group will receive neutral feedback on the same trivia test. Lastly, all participant’s resilience will be measured a second time. This study will seek to recruit students from a local South-Eastern university. The results of this study will further clarify the …
Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D
Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D
River Cities Industrial and Organizational Psychology Conference
This proposal introduces a multi-level model of job insecurity that includes moderating factors as well as important organizational outcomes. The multi-level model of job insecurity contends that job insecurity is a precursor to emotional exhaustion, which affects organizational citizenship behavior and innovation. The model also suggest that economic uncertainty increases the likelihood of feelings of job insecurity and its effects. According to the model, emotional exhaustion that results from job insecurity is worsened when employees are in a life stage in which they are primarily responsible for others and when they increase their use of impression management. Emotional exhaustion, however, …
Examining Working Memory As A Predictor Of Performance, Andrea Meggison
Examining Working Memory As A Predictor Of Performance, Andrea Meggison
River Cities Industrial and Organizational Psychology Conference
Background/Objective: This proposed study aims to add to the research regarding the use of working memory as a predictor of performance. This body of research has potential implications in personnel selection if working memory is shown to be an unbiased predictor of job performance. While cognitive ability is widely known as the single best predictor of job performance, the literature has shown there are large discrepancies along racial lines. As working memory and cognitive ability are highly correlated, additional research is needed to understand if working memory can be used as an unbiased replacement for cognitive ability. Race and task …
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Connor Treyball
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Connor Treyball
River Cities Industrial and Organizational Psychology Conference
Successful recruitment efforts are increasingly important in a competitive job market, where job seekers are exposed to a wealth of opportunities, and employers must provide valuable information to attract talented individuals. Popular job search engines contain thousands of available positions, which allow job seekers to scan and decide which postings align with their goals and expectations. The purpose of this study is to investigate the ways in which applicants evaluate job postings, which by their nature contain information regarding multiple attributes of a job. This will be accomplished by investigating how job candidates combine their evaluations of each attribute to …
Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman
Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman
River Cities Industrial and Organizational Psychology Conference
Despite the fact that Industrial-Organizational (I-O) psychology consultants provide interventions meant to benefit companies, many organizations remain skeptical about the effectiveness of consultants and have concerns about I-O psychologists, their methods, and the results they promise. This skepticism may manifest through resistance towards interventions, resulting in strained client-consultant relationships and a decreased interest in future use of I-O consultant services. Understanding and evading these negative outcomes is highly relevant to the interests of I-O psychology as a whole, but research has yet to quantitatively examine factors contributing to an organization’s decision to pursue I-O consultation. The purpose of the current …
Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz
Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in …
A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black
A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black
River Cities Industrial and Organizational Psychology Conference
In many ways, clergy and religious leaders are an ignored yet high-risk population. In their efforts to ensure the spiritual well-being of their congregations, clergy frequently neglect their own well-being, resulting in stress and burnout, which then can lead to impaired health. This neglect often extends to clergy’s family and congregation. Church members typically seek help from clergy to cope with the loss of loved ones, life crises, and other general life stressors. A clergy member unable to cope with these same challenges in his or her own life may be ineffective at helping church members to cope with their …
Learning Organization, Its Relationship With Knowledge Performance And Financial Performance, Jeeun Yi
Learning Organization, Its Relationship With Knowledge Performance And Financial Performance, Jeeun Yi
River Cities Industrial and Organizational Psychology Conference
A learning organization has been addressed as a key organizational culture in the current fast-paced global market. However, despite the attention, there was no commonly accepted single model of the learning organization. In this study, recently discussed two alternative models for learning organization and performance were compared in terms of theoretical as well as statistical approaches. One question from the alternatives was related with the dimensionality of learning organization. General one-factor model and two sub-factor models for learning organization were compared. Another question was about financial and knowledge performance which are functioning as a final endogenous variable or a mediator. …
Self-Generating Questions And Concept Mapping To Improve Long-Term Recall Performance, Sydney Cooper
Self-Generating Questions And Concept Mapping To Improve Long-Term Recall Performance, Sydney Cooper
River Cities Industrial and Organizational Psychology Conference
Past research has shown that individuals that engage in generative and elaborative learning techniques demonstrate a higher level of comprehension due to increased understanding across concepts (Brown, Roediger & McDaniel, 2014). Literature in this area has included investigating ways in which learners can actively engage in their learning to improve comprehension (Brown, et al., 2014). One learning technique that has been examined as a method for improving comprehension performance is self-generating questions (Bugg & McDaniel, 2012). The present study will build off previous studies that focused on the impact generating questions can have on retention in the short term, by …
Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D.
Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D.
River Cities Industrial and Organizational Psychology Conference
One of the most important decisions to make when performing an exploratory factor analysis regards the number of factors to retain. Parallel analysis is considered to be the best course of action in these circumstances as it consistently outperforms other factor extraction methods (Zwick & Velicer, 1986). Even so, parallel analysis requires further research and refinement to improve its accuracy. Characteristics such as factor loadings, correlations between factors, and number of variables per factor all have been shown to adversely impact the effectiveness of parallel analysis as a means of identifying the number of factors. Critically, even the choice of …