Psychology Commons^™

Understanding Ethical Leadership In Intelligence: Themes In Accountability, Self-Development, And Communication Among Cia Leaders, Caroline Walsh

Dissertations

This dissertation elucidates the concept of ethical leadership within the Central Intelligence Agency (CIA). Based on interviews with ten former senior-level officers from across different departments, the study analyzes how these leaders understand issues of accountability, self-development, and communication. The research also provides insights into their processes of sense-making and their methodologies for fostering ethical conduct amidst the complexities of intelligence operations.

Against the backdrop of the CIA's mission, structure, and norms, the study sheds light on the challenges and tensions inherent in the organization's operations. Through a thematic analysis of participant narratives, themes of moral cognition, personal values, and …

Did That Help? Harnessing Natural Language Processing To Uncover Characteristics Of Peer Feedback And Their Impacts On Teamwork-Skills Learning., Annamaria V. Wolf

All Dissertations

Peer Evaluation Systems (PESs) allow members of student teams to provide one another with computer-mediated feedback in the form of qualitative, open-ended comments. The current research leverages unsupervised Natural Language Processing (NLP), namely Biterm Topic Modeling (BTM) and sentiment analysis, to uncover latent topics and degree of positivity and negativity expressed in peer feedback, respectively. BTM results revealed a 6-topic model that was reliably replicated over 10 Gibbs initializations 80% of the time. Topics were labeled Timely Communication, Idea Generation, Coordination & Adaptation, Work Quality, Team Support & Focusing, and Work Accountability. Qualitative comparison suggests that these topics demonstrate …

Lessons From Psychology For Law Practice Management, Peter G. Glenn

Dickinson Law Review (2017-Present)

No abstract provided.

Individual Differences And Social-Comparative Feedback, Kabir N. Daljeet

Electronic Thesis and Dissertation Repository

The purpose of the overall program of research was to investigate whether there are individual differences that facilitate the acceptance of, or preferences for, social-comparative performance feedback. In doing so, we aimed to establish how individual differences could be leveraged to mitigate the negative reactions that some individuals experience in response to social-comparative feedback (Feeney, Goffin, & Schneider, 2016; Roch et al., 2007). Likewise, we sought to determine whether individual differences were associated with a preference for social-comparative feedback. The results of the first study (N = 255) advanced a novel experimental design and found that, with limited exception, …

The Effects Of Feedback And Input On Job Satisfaction And Motivation, Daphne Slusher

Undergraduate Honors Thesis Projects

In this study, I examine the effects of feedback and input on job satisfaction and motivation in a simulated online task. 106 Participants completed a puzzle in groups of 2-4 with feedback (positive/negative/none) and goal-setting (present/absent) manipulated. I predicted positive feedback would produce higher scores for satisfaction, and motivation, and lower scores for perceived workload. Similarly, I predicted that goal-setting would produce higher scores on selected scales for satisfaction, motivation, and perceived workload. These predictions were partially correct with positive feedback producing significantly higher satisfaction than negative feedback, a similar but non-significant trend for motivation, and significantly lower perceived workload …

Informal Learning Behaviors, Megan Paul, Robert Blagg

Umbrella Summaries

What are informal learning behaviors? Informal learning behaviors (ILBs) are self-directed, intentional activities to acquire knowledge and skill outside of formal learning environments (Cerasoli, Alliger, Donsbach, Mathieu, Tannenbaum, & Orvis, 2017). Informal learning is distinct from learning that is externally imposed or required, involves structured content or processes, or occurs accidentally (Cerasoli et al., 2017). It is the day-to-day, on-the-job learning that occurs in the workplace. ILBs include things like observing, asking questions, seeking information, and practicing (Cerasoli et al., 2017). A highly related behavior is seeking feedback, which is sometimes described as a form of informal learning but has …

Does Feedback Increase Decision Aid Use Among Hiring Professionals?, Aneeqa Thiele, Alexander T. Jackson, Stacey M. Stremic, Satoris S. Howes

Personnel Assessment and Decisions

We examined the influence of formative and outcome feedback on people’s reliance on decision aids. Decision aids are tools that managers can use to increase the accuracy of their hiring decisions. In our study, participants were asked to make 20 different hiring decisions and make predictions of a candidate’s performance on the job, with the option of using a decision aid formula. We manipulated whether participants received feedback on the accuracy of their predictions, the accuracy of the decision aid’s predictions, or both. The results demonstrated that feedback failed to have a significant impact on decision aid use for both …

Examining Factors Influencing Use Of A Decision Aid In Personnel Selection, Alexander T. Jackson, Michael E. Young, Satoris S. Howes, Patrick A. Knight, Sydney L. Reichin

Personnel Assessment and Decisions

In this research, two studies were conducted to examine factors influencing reliance on a decision aid in personnel selection. Specifically, this study examined the effect of feedback, validity of selection predictors, and presence of a decision aid on the use of the aid in personnel selection. The results demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to the predictions made by the aid than people who were not provided with the aid. This suggests that when people are provided with an aid, they will use it to some degree. This research also …

I’M Afraid To Tell You What I Really Think: An Investigation Into The Feedback Withholding Bias Mechanism And Outcomes Within Stem Settings, Deborah Lee

Dissertations

This study builds on previous research findings that White individuals who desire to not appear racist is associated with Black students failing to receive constructive feedback, compared to White students (Croft & Schmader, 2012). This Feedback Withholding Bias (FWB) may inhibit the ability for Black students to learn from constructive feedback which is important for student learning and future performance. Black male students and White male evaluators with a STEM major were the focus of this study because of the underrepresentation of Black STEM students and workers and previous research focusing on racism stereotypes impact on the FWB. The results …

Does Reflection Mitigate Negative Emotions Following Work Performance Feedback?, Rebecca J. Factor

Electronic Thesis and Dissertation Repository

This study examined if reflection could mitigate negative emotion following negative work performance feedback. Initial research has found that reflection is beneficial for learning, but it has seldom been tested if reflection can mitigate negative emotion associated with negative feedback. Participants were tasked with completing open-ended questions based on a workplace training manual, and then received negative work performance feedback. Feedback was presented in either absolute terms, or relative to others’ performance. Afterwards, in one condition, participants completed a reflection activity, while in another condition, participants simply completed a time filler task. Participants’ emotions were then measured. Results indicated that …

Impact Of Job Characteristics And Resources On Person-Job Fit, Andrew Ross Montgomery

Electronic Theses, Projects, and Dissertations

Certain job characteristics have been shown to be important for improving employee job fit. In particular, the degree of autonomy and feedback employees are afforded could allow them to more effectively manage job stressors, and acquire and/or uphold the requisite skills to maintain satisfactory work performance. These job characteristics may also lead to greater job satisfaction by supporting employees’ need for continuous growth, desire for social connectedness, and fulfillment of basic psychological needs. Accordingly, a model was proposed wherein the facets of person-job fit (demands-abilities fit and needs-supplies fit) are expected to mediate the relationship between both autonomy and feedback …

Incremental Strategy-Oriented Feedback Promotes Positive Leadership Perceptions And Feedback Reactions, Lauren D. Murphy

Butler Journal of Undergraduate Research

In our lab experiment, participants who received negative strategy-oriented feedback associated with an incremental theory had more positive perceptions of a feedback deliverer and the feedback itself compared to recipients of comfort-oriented feedback associated with an entity theory.

The Effects Of Feedback Modality On Performance, Garrett D. Warrilow

Masters Theses

Giving employees information about their performance is a common method for employers seeking to improve or change performance. With the popularity of the internet and computers feedback today is often provided through emails, text messages, and video meetings. While feedback has continued to evolve within and across organizations little has been done to assess the impact its delivery through various modalities has. This study explored and evaluated the relationship between the modality which objective feedback is delivered, and the differential effects it produced on performance of a check entering task. This experiment was a laboratory study employing a between-group repeated …

The Effects Of Parametrically Manipulating The Ratio Of Complimentary To Constructive Feedback Statements On Performance, Amanda Mentzer

Dissertations, Theses, and Capstone Projects

Performance feedback is frequently discussed and implemented. Although shown to be quite effective, the characteristics of feedback have yet to be fully explored. Feedback ratio was explored in this study. While participants evaluated the postural safety of body positions presented on a computer screen, researchers measured the (a) number of s that it took participants to evaluate body positions (i.e., response time), (b) percent of correctly evaluated body positions (i.e., percent correct), and (c) extent to which participants appreciated the statements they received after responding (i.e., rating). Using a mixed-factorial design, researchers manipulated feedback within groups and feedback ratio between …

Computer Monitoring In The Workplace: Performance Effects And Perceptions, Kimberly S. Rubenstein

Seton Hall University Dissertations and Theses (ETDs)

Computer performance monitoring (CPM) has become prevalent in modern day as several work functions are now completed on the computer. Under the framework of social facilitation effect (Zajonc, 1965), it is possible that CPM may affect performance because of the feeling of being evaluated. In addition to its effects on performance, employees’ perceptions of CPM are important to consider when employers are deciding whether or not to implement its use in the workplace. Employees may feel apprehensive about being electronically observed, however CPM can be used to employees’ benefit through its ability to provide accurate and detailed information about their …

Incremental Strategy-Oriented Feedback Promotes Positive Leadership Perceptions And Feedback Reactions, Lauren Murphy

Undergraduate Honors Thesis Collection

In our lab experiment, participants who received negative strategy-oriented feedback associated with an incremental theory had more positive perceptions of a feedback deliverer and the feedback itself compared to recipients of comfort-oriented feedback associated with an entity theory.

The Effect Of Tactile And Audio Feedback In Handheld Mobile Text Entry, Christopher L. Edman

Browse all Theses and Dissertations

Effects of tactile and audio feedback are examined in the context of touchscreen and mobile use. Prior experimental research is graphically summarized by task type (handheld text entry, tabletop text entry, non-text input), tactile feedback type (active, passive), and significant findings, revealing a research gap evaluating passive tactile feedback in handheld text entry (a.k.a. "texting"). A passive custom tactile overlay is evaluated in a new experiment wherein 24 participants perform a handheld text entry task on an iPhone under four tactile and audio feedback conditions with measures of text entry speed and accuracy. Results indicate audio feedback produces better performance, …

Identification And Examination Of Key Components Of Active Learning, Darrell Scott Kelly

Browse all Theses and Dissertations

The purpose of this study was to examine key components of active learning. I hypothesized that feedback, accountability, and guided exploration were key components of active learning. I collected survey data from second year medical students (N = 103) in three different active learning interventions: peer instruction (PI), team-based learning (TBL), and problem-based learning (PBL), at six time points. My results did not consistently support my hypotheses. However, I observed a pattern of differences concerning feedback and accountability in the predicted direction in all three interventions. Feedback had a positive effect on professionalism in both PI and PBL, and accountability …

Using Critical Incidents: The Development Of A Behaviorally Based Training Program For Supervisor Citizenship Behavior And Feedback Skills, Jody J. Lecheler

Masters Theses & Specialist Projects

It has been argued (Greer, 2013) that supervisors are a critical component in organizational effectiveness. Supervisors are required to hold many roles within the organization (Evans, 1965). Specifically, employees often see supervisors as representatives of the organization, while the organization depends on supervisors to maintain production (Greer, 2013). Many supervisors also fill a variety of other organizational roles such as mentor, trainer, motivator, disciplinarian, evaluator, and leader (Evans, 1965). For these reasons, effective supervisors are crucial to organizational success. The present study developed a behaviorally based training program for supervisors for a poultry processing organization. The training program content included …

Perceived Masculinity/Femininity Of Managers And The Feedback Environment, Jeremy W. Pawlak, Paul E. Levy Dr.

Williams Honors College, Honors Research Projects

Past research suggests that the masculinity/femininity of a supervisor plays a role in the effectiveness of his/her leadership in organizations. This study looked into the relationship between the perceived masculinity and femininity of supervisors by employees and the feedback environment. The data for the research were collected from 66 men and 78 women in the United States who were working 20 or more hours per week using Amazon’s Mechanical Turk website. The survey was the combination of the supervisor subscale of the Feedback Environment Scale (FES) and a slightly modified version of the Personal Attributes Questionnaire (PAQ). Each of the …

Use Of Task Clarification, Feedback, And Recognition To Increase Desired Behaviors Within An Organization’S Permit To Work System - Analysis Of Data Previously Collected As An Organizational Consultant, Tarek Abousaleh

Dissertations

The term ‘culture’ can be used to describe both a ‘social culture’ and a ‘work culture’. A social culture can be defined behaviorally as a pattern of overt and covert behaviors that are consequated by the verbal community and the contingency specifying rules that facilitate behavior independent of any first hand experience. It is this community that defines which behaviors are reinforced, extinguished, or punished. Similarly, a work culture can be defined as a pattern of overt and covert behaviors that are consequated by the work community (leadership, employees, self, etc.) and the contingency specifying rules that facilitate behavior/performance independent …

Examining The Operant Function Of Feedback: Evaluation Of The Temporal Location Of Feedback, Elian Aljadeff-Abergel

Dissertations

Despite the common use of feedback in most training settings, it is not yet clear what behavioral function feedback serves. Most researchers consider feedback to function as a consequence and advocate for its immediate delivery in the form of “on the spot” supervision or after-session conferencing. The literature suggests that when compared, “on the spot” supervision is found more effective than after session conferencing. In spite these findings, most supervisors are still implementing after-session conferencing. This is probably due to the limited feasibility of performing “on the spot” supervision when supervising teachers implementing whole class or small group instruction. One …

Truly Accomplished: Effectiveness Of A Measurement And Feedback Approach To Lifestyle Change, Natalie Wright Dixon

Electronic Theses and Dissertations

Individuals’ personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of Truly Accomplished, an intervention designed to help individuals develop personalized systems for measuring and improving behavior, and examined the extent to which the outcomes associated with such behavior change exhibit positive spillover effects into the workplace. Participants (N = 44) …

Goal Setting, Feedback, And Task Performance: A Laboratory Experiment, Trishita Mathew, Richard Hicks

Richard Hicks

The present study investigated the effects of goal setting and feedback on task performance among university students. The study was conducted in two phases with a total of 80 participants. Locke and Latham’s (1990) goal setting theory states that assigning a specific and difficult goal and provision of feedback leads to higher performance. It was hypothesized that when assigned a specific, difficult goal on a complex task and (1) only provided with outcome feedback, higher performance would not result and (2) when provided with both outcome and process feedback, higher performance would result. A 2 x 2, between subjects ANOVA …

Goal Setting, Feedback, And Task Performance: A Laboratory Experiment, Trishita Mathew, Richard Hicks

Trishita Mathew

The present study investigated the effects of goal setting and feedback on task performance among university students. The study was conducted in two phases with a total of 80 participants. Locke and Latham’s (1990) goal setting theory states that assigning a specific and difficult goal and provision of feedback leads to higher performance. It was hypothesized that when assigned a specific, difficult goal on a complex task and (1) only provided with outcome feedback, higher performance would not result and (2) when provided with both outcome and process feedback, higher performance would result. A 2 x 2, between subjects ANOVA …

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 …

Why Don't They Learn?, Cynthia D. Fisher

Cynthia D. Fisher

Extract: Highhouse (2008) suggests that managers’ ‘‘stubborn’’ preferences for suboptimal selection practices are based on two beliefs: (1) that selection decisions can be near 100% correct and (2) that the expertise and intuition needed to make perfect decisions are developed by experience. I will suggest mechanisms by which these beliefs persist in the face of what should be contradictory feedback.

The Sales Managers' Implicit Personality Theory And Leadership Variables, Gordon Gunn Mosley

Doctoral Dissertations

The purpose of this study was to explore the relationship of sales managers' implicit personality theory and various leadership variables provided to salespeople by their sales managers. Several bodies of literature were reviewed for this study from the educational psychology, management, leadership, and marketing/sales disciplines. More specifically, this study addressed the following research questions: (1) What effect does sales managers' implicit personality theory have on the nature of the feedback they provide to their salespeople? (2) What effect does sales managers' implicit personality theory have of the transformational leadership they provide to their salespeople? (3) What effect does sales managers' …

Interactive Effects Of Feedback Type And Feedback Propensities On Task Performance, Kristin M. Delgado

Browse all Theses and Dissertations

The purpose of the present study was to examine the effects of feedback types (i.e., outcome, process, and task feedback), feedback propensities, and their interactions on task performance in an attempt to determine, first, which types of feedback produced better task performance and, second, how feedback propensities influenced relationships between feedback type and performance. Process feedback and task feedback were expected to interact in their effects on task performance. In addition, I predicted that external feedback propensity would moderate the effects of process feedback on performance and initial task performance would moderate the effects of internal feedback propensity on task …

Examining The Equivalence Of Rater Groups In 360-Degree Feedback For Use In Leadership Development, Amy Fitzgibbons

Psychology Theses & Dissertations

This study assessed the seldom-considered aspect of measurement equivalence across the three most common rater groups in 360-degree feedback systems. The graded response model for polytomous items was used to assess differential functioning of items and tests and applied to an archival data set of 664 ratees to determine the equivalence of peer, subordinate, and supervisor ratings of four leadership competencies. The results indicate that the leadership competencies were invariant across the three rater groups. The results and conclusions produced are discussed with practical implications in mind.