Psychology Commons^™

Cyber Incivility And Spillover Effects: A Proposed Mediation Model, Cora Hurt, Anne Simpson, Katrina Burch

River Cities Industrial and Organizational Psychology Conference

Background Incivility is pervasive in the workplace, affecting upwards of 96% of employees across their work lives, with approximately 50% of employees indicating they experience incivility regularly, on a weekly basis. Recent research indicates that given the massive shift to virtual work, the incidence and impact of cyber incivility associated with work is an increasing issue. Although the individual and organizational effects of cyber incivility on work outcomes are well researched, less is known about how this low-intensity, deviant behavior affects the target of cyber incivility in other domains, such as the home domain. The present study will examine the …

Impact Of Covid 19 On Higher Learning Community, Adriane M.F. Sanders, David R. Earnest, Austin M. Greene, Bodie P. Schieffer

River Cities Industrial and Organizational Psychology Conference

The societal upheaval related to the COVID-19 pandemic was far-reaching and continues to impact individuals in both personal and professional ways. Attempts to mitigate the spread of COVID-19 included quarantining at home and temporarily closing schools, businesses, and other public spaces. As these disruptions of everyday life eased and restrictions were lifted, individuals and organizations alike are reflecting on the impact of the COVID-19 pandemic. The pandemic continues to have differential effects across industry types. Higher education institutions (HEIs) are a particularly unique example as they serve as both an organization navigating employee needs as well as providing learning services …

Are Psychology Undergraduate Students Equipped To Work In Business And Technology After Graduation?, Abigail Branco, Brenna Mcnamara, Samantha Plourde, Cassidy Zekas, Alexandra Mecklenburg, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

Introduction Psychology students are underemployed in their field after graduation, so one potential avenue is examining job opportunities less directly related to psychology. Business and technology are rapidly growing fields and many of the related occupations and careers have a bright outlook as defined by O*NET (National Center for O*NET Development, n.d.). As psychology is the fourth most popular major, there are opportunities for psychology graduates to contribute to other fields (National Center for Education Statistics, 2019). Determining the presence of gaps and overlaps between KSAs acquired through the psychology curriculum and those needed in business and technology will enhance …

Perceived Vs. Actual: Bridging The Gap In The Understanding Of Psychology Majors’ Skills, Logan Briggs, Ryan Witt, Madhu Sukumar, Oliver Sullivan, Morgan Mcelhaney, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

Abstract Introduction Psychology undergraduates gain various knowledge, skills, and abilities (KSAs) from their curriculum as outlined in the American Psychological Association’s (2023) “Guidelines For the Undergraduate Psychology Major”, but what is preventing them from understanding and expressing these KSAs to employers? These KSAs acquired in the psychology curriculum are some of the most sought-after characteristics employers are looking for in candidates (National Association of Colleges and Employers, 2016). This study will help illuminate the paradox of how psychology is one of the most popular fields of study among undergraduate students while yielding one of the highest underemployment rates in the …

Hbc- Who?: Perceptions Of Talent From Historically Black Colleges And Universities, Kwani Taylor, Natalee Jamerson, Cassidy Zekas, Rachel Weaver, Tim Huelsman, Jessica Doll, Kristl Davison

River Cities Industrial and Organizational Psychology Conference

Qualified applicants strive to be recognized as a “good fit” in organizations. However, with a long history of racial discrimination in talent acquisition, how do Historically Black College and University graduates feel they are perceived by organizations in comparison to their Predominantly White Institutions (PWI) counterparts? Furthermore, how does the intersectionality of race and gender in the workplace affect these perceptions? It is important to examine these relationships and how organizations can improve direction and create meaningful strides for equity for a diversity, equity, and inclusion initiative. In this study, we will survey students and graduates from HBCUs and PWIs …

Language Learning In The Trenches: Unraveling The Role Of Psychological Safety In Military Second Language Acquisition, Lonnie Baird, David Earnest

River Cities Industrial and Organizational Psychology Conference

Military second language acquisition is an important component of military training. Across branches of the United States Military Service, servicemembers are trained in a variety of foreign languages to support United States national interests. Adult Second Language Acquisition (SLA) poses significant challenges to learners, impacting their identity and self-concept. Exposure to a new language and culture threatens the learner's sense of self and engenders psychological distress. Due to a variety of factors, such as decreased learning anxiety and increased team learning behaviors, psychological safety enhances learning outcomes across various sectors, including medical education, business, and Research and Development (R&D) sectors. …

Pretty Privilege At Work: The Influence Of Physical Attractiveness On Hiring And Rating Decisions, Madeline Chance, Alexander T. Jackson Ph.D., Mark Frame

River Cities Industrial and Organizational Psychology Conference

Today, many aspects of life revolve around one’s physical appearance and attractiveness. One’s attractiveness not only has an impact for everyday life, but can also impact other areas in one’s life, especially the workplace (Frieze et al., 1991; Johnson et al. 2010; Nault et al., 2020). My thesis examined whether physical attractiveness of an applicant influences a hiring (and termination) decision through perceived efficacy of the applicant. I found that perceived efficacy significantly mediated the relationship between attractiveness and hiring. However, attractiveness did not influence the firing decision. The purpose of this poster is to further explore the study’s results …

Justice Perceptions, Quiet Quitting & Personality, Sarah Wicker, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

Quiet quitting is a term that has grown in popularity over the past few years. Quiet quitting can refer to a decrease in employees’ commitment to carry out assigned tasks, avoiding tasks that are not within employees’ job description, quitting the idea of going above and beyond in their job performance (Formica & Sfodera 2022) & (Rosalsky & Selyukh 2022). In the past, researcher have shown the relationship between engagement and burnout with personality. Since quiet quitting has only recently grown popular, the relationship between quiet quitting and personality has not been greatly researched. This thesis attempts to fill this …

Office Housework And Individual Work Ethic: A Correlational Study, Hailey Moss, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

The following submission will be for a proposed research design. Housework has been operationally defined as “non-role-specific work that a) benefits the organization, b) does not directly benefit the worker in their work capacity, and c) is under appreciated and generally goes unrecognized” (Adams, 2018). Previous studies have investigated this work completed by employees, including trying to define/measure the construct, distinguishing it from organizational citizenship behaviors, and understanding how it relates to other important characteristics, such as values and personality (Adams, 2018; Mussleman, 2020, Bourque, 2023). Office housework tasks can be vast, such as planning office parties, having to take …

Validation Of The Mindfulness Skill Scale, Rhea Maladkar, Alex Jackson

River Cities Industrial and Organizational Psychology Conference

Recent research has shown that people can effectively cope with work stress using mindfulness. Mindfulness has been shown to decrease perceived stress levels (Carmody & Baer, 2008; Jensen et al., 2012; Rich et al., 2021; Schulte-Frankenfeld & Trautwein, 2022), anxiety (Gál et al., 2021, Farb et al., 2010), and depression (Bostock et al., 2019; Farb et al., 2010). The purpose of this study is to replicate and extend the work of Stremic (2020), who created the Mindfulness Skill Scale (MSS). Stremic (2020) argued that mindfulness should be best measured as a skill that can be learned, so she developed the …

Perceived Organizational Support Through A Lens Of Racial Tension And Challenging Times, Cora Romick, Lilli Watson, Skylar Oney, Malissa Clark

River Cities Industrial and Organizational Psychology Conference

The degree to which employees believe their organization cares about them and their well-being – also called perceived organizational support (POS) – has important downstream impacts on employee work behaviors, their orientation toward their organization, and their well-being (Eisenberger et al., 2020). Furthermore, when one’s organization shows support for its employees, this elicits norms of reciprocity between organizations and employees (Eisenberger et al., 2020). This study expands POS knowledge by investigating the linkages between POS and important outcomes during turbulent social and challenging economic times. During 2021, there was extremely high racial tension with the creation of various movements (i.e., …

The Burnout Assessment Tool: An Initial U.S. Validation Study, Lilli Watson, Cora Romick, Skylar Oney, Malissa Clark

River Cities Industrial and Organizational Psychology Conference

Despite the long-standing history of studying burnout, it remains a prevalent concern, with nearly 6 out of 10 U.S. workers self-reporting at least moderate levels of burnout (Forbes, 2023). Burnout, as defined by Maslach and Leiter (2016), is a psychological syndrome that emerges as a prolonged response to chronic interpersonal stressors encountered in the workplace. The repercussions of burnout are far-reaching, impacting employee job satisfaction, organizational commitment, absenteeism rates, turnover intentions, and job performance (Edú-Valsania et al., 2022). The Maslach Burnout Inventory (MBI) has historically served as the gold standard for assessing burnout, being employed in a staggering 88% of …

Understanding The Work Demands, Resources, And Barriers To Achieving Optimal Well-Being In Immigrant Workers, Amira Marquez Moreno, Kristen J. Black

River Cities Industrial and Organizational Psychology Conference

According to recent reports of immigrants working in poor conditions worldwide, the International Committee of Health (ICOH, 2021) has declared the immediate need to create scientific evidence to encourage a preventive culture in occupational health for migrant workers. In 2019, 470,125 immigrants lived in Tennessee, of which 43% are Latino, and Spanish the most common language (76%). The present study aims to identify the work-demands, resources, and barriers to achieve optimal well-being in immigrant workers with a sample recruited from Chattanooga and the surrounding area. Participants will be recruited through convenience and snowball sampling with the inclusion criteria of being …

Developing And Validating A Measure Of Transformational Followership, Noelle Baird

Electronic Thesis and Dissertation Repository

Leadership and followership are inherently interdependent, yet research has primarily focused on the unilateral influence of leaders. To advance a more balanced perspective and highlight how followers can positively contribute to the leadership process, I conceptualized and validated a measure of transformational followership. Transformational followership represents leaders’ perceptions of effective followership tendencies that enable productive, generative, and motivating engagements with and for their leader. After conducting a comprehensive literature review of both followership and leadership research, I created an initial item pool which was then subjected to rigorous testing across three distinct phases. Phase 1 leveraged feedback from organizational …

The Intersection Of Ai And Employment, Sachit Kamat

River Cities Industrial and Organizational Psychology Conference

Artificial Intelligence (AI) is rapidly transforming every industry. This session will focus on the practical applications of AI within employment hiring and succession strategies, enabling organizations to automate processes, improve efficiency, and uncover data-driven insights for enhanced decision making. We will discuss advancements using AI in the recruitment process, including the use of machine learning algorithms to screen resumes and identify successful candidates. The talk will highlight the regulatory environment and the intersection of the IO and AI fields within this rapidly evolving landscape. Additionally, the presentation will explore where AI is being used to improve organizational retention and performance. …

Recruiting Technical Talent When You’Re Not Big Tech, Neil Morelli

River Cities Industrial and Organizational Psychology Conference

In our modern, digital economy all companies are now tech companies. But how do small or regional employers source, attract, select, nurture, and close the right technical talent for roles that many large, big tech employers also recruit? This session will provide HR, talent acquisition, and functional leaders from “non-tech companies” with evidence-backed tips and tricks for filling the technical roles they need. Employers need to understand methods that will appeal to a technical audience and know how technical roles, such as software engineering, are changing with the release of generative AI tools (e.g., ChatGPT). This session will also cover …

Brand Communications: Why Storytelling Matters, Allison Dunsmore

River Cities Industrial and Organizational Psychology Conference

Stories connect us to places, ideas, and people. When we think of traditional storytelling, we most often associate the practice with cultures representing our personal lives. Corporate brands, however, can also connect with audiences through storytelling. In an ever-changing and challenging labor market, telling stories through “employer branding” can be a powerful tool for reaching talent, especially when those stories are authentic, layered, and represent the lives of real people. When shared in the right places, corporate stories expand reach, widen the talent pool, and pave a path for hiring more diverse talent. The most strategic stories attract more talent, …

Demystifying Generative Ai: A Talent Professional’S Guide To Using A New Tool., Tanner Landolt, Alex Mecklenburg, Jacob Leslie, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

Humans’ use of tools is nothing new. For centuries, people have been using tools and technology to increase their performance. However, the speed at which technology is changing the tools we have access to is accelerating. Artificial intelligence (AI) has quickly emerged as a new and powerful technology, and generative AI like ChatGPT and Dall-E have made AI widely accessible - and adopted - by millions of people. However, for users and non-users alike it still remains unclear what generative AI is and how this new technology fits into a practitioner’s toolkit. Like most tools, generative AI can be used …

Swipe: The Science Behind Why We Disengage (And Don’T Finish What We Start), Tracy Maylett

River Cities Industrial and Organizational Psychology Conference

Why is it that some organizations attract and retain the best and brightest, yet others seem to struggle attracting talent, retaining top performers, and creating an environment in which their people choose to engage? And why is it that we leave organizations we were once so excited to be a part of? Working from a database of over 50 million employee survey responses—the largest of its kind—we discovered some of the answers to these questions. Interestingly, we also found that the same factors prompting us to engage (or disengage) in our work are the reasons we disengage in other areas …

A Qualitative Investigation Of A Setting-Wide Pbs Workforce Development Programme In An Adult Disability Setting, Deirdre Kearney, Shannon Sinnott, Olive Healy

Journal of Social Care

The presence of distressed behaviours can amplify the difficulties experienced by people with intellectual disabilities (ID), and place pressure on the provision of effective support by organisations and direct support personnel. Setting-wide positive behaviour support (PBS) is an evidence-based framework aimed at enhancing quality of life and reducing distressed behaviour for people with intellectual disabilities through systemic change. Implementation science offers a route to better understand how we can support organisations to adopt best practice into routine procedures. This study employed a qualitative research design to examine the facilitators and barriers of a workforce development programme in setting-wide PBS in …

Relationship Between Contentment And Working Memory Capacity: Experimental And Naturalistic Evidence, Khai Qing Chua, Rachel Ng, Clarissa L. Q. Sung, Andree Hartanto, Vincent Y. S. Oh, Eddie M. W. Tong

Research Collection School of Social Sciences

Contentment is a positive emotion characterized by perceived goal attainment, a sense of having or being enough, and a focus on the present. Research on this new construct is thin, and no studies have examined its cognitive properties, particularly whether it facilitates or impairs controlled cognitive processes. We hypothesize that contentment positively predicts working memory. We found support for this hypothesis in two experimental studies (Studies 1 and 2) which showed that induced contentment improved working memory in the operation span task, and in one non-experimental study (Study 3) which showed that measured contentment positively correlated with working memory on …

Dealing With The Effects Of Covid-19 Job Demands On Public Sector Employees’ Work Engagement And Job Burnout: The Role Of Public Service Motivation, Servant Leadership, And Mission Valence, Phillip Joseph Dillulio

Psychology Theses & Dissertations

The global recession stemming from the COVID-19 pandemic had a significant impact on the public sector of the U.S. economy. Specifically, reduced tax revenues from a dramatic decline in economic activity and increased demand for public services resulted in new and increased job demands for public sector employees (Eggers et al., 2020). However, limited research has examined the effects of COVID-19-related demands on job burnout and work engagement among public sector employees, and the role of personal, social, and organizational resources to protect their well-being (Demerouti & Bakker, 2023). The current study addressed this gap by employing the Job Demands …

The Prevalence Of Burnout In Saudi Arabia Dental Hygienists, Nouf Hamad Aldayel

Dental Hygiene Theses & Dissertations

Purpose: The purpose of this pilot study was to assess the prevalence of burnout in Saudi Arabian dental hygienists and identify risk factors associated with burnout. Methods: A descriptive survey design using the Copenhagen Burnout Inventory (CBI) assessed burnout among a convenience sample of n=123 Saudi dental hygienists. The survey was disseminated electronically to 1,000 Saudi Arabian dental hygienists. The CBI measures three subscales: personal, work-related, and client/patient-related burnout on a five-point Likert-type scale. The survey also included six demographic questions, two Likert-type, one “yes/no,” and one openended question, related to burnout. Descriptive statistics, one-way between subject’s ANOVA, independent samples …

Third-Party Reactions To Performance Feedback, Daroon Mohammed Jalil

Psychology Theses & Dissertations

Although the provision of feedback has traditionally been treated as a dyadic event, I argue for the existence of a neglected third-party - the witness. Drawing from the dual process model of vicarious mistreatment and feedback intervention theory, I hypothesize that 1) third parties experience negative [positive] affect when witnessing an unjust [just] feedback event, 2) negative [positive] affect is stronger when feedback cues are self-referenced [task-referenced], and 3) negative [positive] affect is related to a subsequent decrease [increase] in feedback seeking intentions. Results from a 2x2 between-subjects experiment with 470 participants provide partial support for the hypotheses. Third-parties experienced …

Third-Party Employer Branding, Mukta G. Saini, Filip Lievens

Research Collection Lee Kong Chian School Of Business

There has been a growing interest in third-party employment branding (TPEB) because prospective and current employees perceive it more credible than the company-controlled employer branding. The academic research on TPEB has also been rapidly growing. This chapter reviews the TPEB research using a bibliometric analysis of 734 articles published between 1996 and 2021. The analysis shows that 'employer branding,' 'recruitment,' 'Glassdoor,' and 'word-of-mouth' are the major keywords in this domain. TPEB research can be grouped into three themes – (i) ‘best employer status and its outcomes’, (ii) ‘antecedents and consequences of third-party employment branding’, and (iii) ‘word-of-mouth and recruitment’. We …

Turnover, Megan Paul, Sarah Stepanek

Umbrella Summaries

What is turnover?

The definition of turnover tends to somewhat vary in practice and research. The most common element is an employee leaving their job. Beyond that, turnover can be further defined as internal vs. external, voluntary vs. involuntary, functional vs. dysfunctional, and avoidable vs. unavoidable.

• Internal vs. external: Internal turnover means that the employee moves to a different job within the organization, whereas external means that the employee leaves the organization altogether. In child welfare, however, the “organization” may be defined as all of state or county government, which means that a lot of movement is considered internal.
• Voluntary …

Key Findings From The Qic-Wd At Various Stages Of The Employee Lifecycle, Quality Improvement Center For Workforce Development (Qic-Wd)

Other QIC-WD Products

Employee_Lifecycle_Additional_Resources.pdf

The Quality Improvement Center For Workforce Development: Bridging The Research–Practice Gap In Child Welfare, Sarah Layman, Jen Harvel, Apryl Brodersen, Michelle Graef, Megan Paul, Robert Blagg

Other QIC-WD Products

The QIC-WD used research and best practices from Industrial-Organizational Psychology (I-O) to improve workforce outcomes across our partner child welfare agencies. This article shares our insights on how we were able to bridge the research-practice gap through the team’s work to develop and test workforce interventions, use organizational data to improve workforce outcomes, and share knowledge and resources from I-O to advance practice in child welfare organizations.

READ THE ARTICLE

Secondary Traumatic Stress: Definitions, Measures, Predictors, And Interventions, Anita Barbee, Lisa Purdy, Michael Cunningham

Other QIC-WD Products

Child welfare professionals are exposed to a lot of traumatic events. They may experience trauma first-hand witnessing the negative experiences of children and families on their caseload or it may be experienced second-hand through the stories shared by clients or co-workers, or information being read in a file. The research has a variety of terms for this phenomenon (as described in this brief) but the evidence is clear: child welfare workers experience trauma as an occupational hazard and that exposure can manifest itself in ways similar to post-traumatic stress disorder (e.g., disrupted sleep, difficulty concentrating). In fact, a survey of …

With A Little Help At Home: The Impact Of Romantic Partner Support On Daily Burnout And Workplace Incivility, Matthew Aplin-Houtz

Dissertations

With rude and discourteous encounters in the workplace becoming more common, Workplace incivility (WI) is at an all-time high. As such, workers experience levels of burnout from these negative social interactions. The literature concedes that the results of these interactions lead to mounting burnout, causing negative physical and emotional outcomes at the individual and organizational levels. Considering that the literature also supports that employees have the potential to recover from burnout symptoms through rest, obtaining the perception of control of their circumstances, and cognitive reframing, the time and activities a worker spends at home carry the potential for minimizing burnout …