Psychology Commons^™

Transformational Leadership And Creative Problem-Solving: The Mediating Role Of Psychological Safety And Reflexivity, Abraham Carmeli, Zachary Sheaffer, Galy Binyamin, Roni Reiter-Palmon, Tali Shimoni

Psychology Faculty Publications

Previous research has pointed to the importance of transformational leadership in facilitating employees' creative outcomes. However, the mechanism by which transformational leadership cultivates employees' creative problem-solving capacity is not well understood. Drawing on theories of leadership, information processing and creativity, we proposed and tested a model in which psychological safety and reflexivity mediate the effect of transformational leadership and creative problem-solving capacity. The results of survey data collected at three points in time indicate that transformational leadership facilitates the development of employees' creative problem-solving capacity by shaping a climate of psychological safety conducive to reflexivity processes. However, the findings also …

Less Acting, More Doing: How Surface Acting Relates To Perceived Meeting Effectiveness And Other Employee Outcomes, Linda R. Shanock, Joseph A. Allen, Alexandra M. Dunn, Benjamin E. Baran, Cliff W. Scott, Steven G. Rogelberg

Psychology Faculty Publications

This study adds to the growing body of research on work meetings and extends the emotional labour literature beyond a service context by examining the relationship between surface acting during meetings and perceived meeting effectiveness. Additionally, the relationships of surface acting during meetings and perceived meeting effectiveness with time-lagged reports of intention to quit and emotional exhaustion 3 months later were investigated. Structural equation modelling of data from 178 working adults revealed negative relationships between surface acting and perceptions of meeting effectiveness. Perceived meeting effectiveness partially mediated the relationship between surface acting and both intention to quit and emotional exhaustion …

Successful Transition To Elementary School And The Implementation Of Facilitative Practices Specified In The Reggio-Emilia Philosophy, Barry H. Schneider, Mara Manetti, Laura Frattini, Nadia Rania, Jonathan Bruce Santo, Robert J. Coplan, Eli Cwinn

Psychology Faculty Publications

Systematic, mandated facilitation of school transitions is an important but understudied aspect of the Reggio-Emilia approach to early childhood education admired internationally as best practice. We studied the links between Northern Italian transition practices and academic achievement, school liking, cooperativeness, and problem behaviors. We followed 288 students across a transition from preschool to elementary school. Schools varied in their implementation of transition practices. High implementation of Reggio-type transition practices was related to significantly more school liking and significantly fewer problem behaviors after the transition. At follow-up at the end of the post-transition year, high-implementation schools were still characterized by lower …

Manager-Led Group Meetings: A Context For Promoting Employee Engagement, Joseph A. Allen, Steven G. Rogelberg

Psychology Faculty Publications

Employee engagement is a positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption. Using Kahn’s theory of engagement, we look at an organizational context where employee engagement may be promoted—the workgroup meeting. Two time-separated Internet-based surveys were used to query a sample of working adults (N = 319). The findings provide support that the psychological conditions for engagement mediate the relationship between manager usage/facilitation of meetings and overall employee engagement. Specifically, as managers make their workgroup meetings relevant, allow for employee voice in their meetings where possible, and manage the meeting from a time perspective, employees …

Ambiguity And Freedom Of Dissent In Post-Incident Discussion, Cliff Scott, Joseph A. Allen, Daniel L. Bonilla, Benjamin E. Baran, Dave Murphy

Psychology Faculty Publications

The after-action review (AAR) is a discussion technique some high-reliability organizations employ to encourage learning via collective retrospection. AARs are an effective communication tool for promoting reliability if they are held regularly. One way to encourage frequent AARs is to increase participants’ satisfaction with these meetings. This study examined the impact of post-incident, pre-discussion ambiguity and freedom of dissent on participant satisfaction with AARs. Firefighters (N = 119) completed a survey on their most recent AAR. As predicted, the level of post-incident, pre-discussion ambiguity was negatively related to AAR satisfaction. Freedom of dissent, however, attenuated the negative influence of …

Crossover Of Organizational Commitment, Rebecca A. Bull Schaefer, Stephen G. Green, Mahima Saxena, Howard M. Weiss, Shelly M. Macdermid Wadsworth

Psychology Faculty Publications

Spousal commitment toward an employee's organization is a little-studied construct that deserves attention because his or her spouse may influence the employee's assessments of organizational commitment and turnover intentions. Using 186 couples, this study investigated spousal influence on U.S. military members’ organizational commitment and their decisions to reenlist. Results of a structural equation model analysis indicate that indirect mechanisms of crossover (e.g., positive emotions displayed by the spouse during discussions of reenlistment) facilitated the positive relationships between the organizational commitment of military spouses and members. Findings and discussion contribute to the fields of organizational commitment and crossover, and we conclude …

The Interactive Effects Of Self-Perceptions And Job Requirements On Creative Problem Solving, Erika J. Robinson-Morral, Roni Reiter-Palmon, James C. Kaufman

Psychology Faculty Publications

Over the years, researchers have focused on ways to facilitate creativity in the workplace by looking at individual factors and organizational factors that affect employee creativity (Woodman, Sawyer, & Griffin, 1993). In many cases, the factors that affect creativity are examined independently. In other words, it is uncommon for researchers to look at the interaction among individual and organizational factors. In this study, it is argued that to get a true understanding of how to maximize creativity in the workplace, organizational researchers must look at the interaction between organizational factors and individual factors that affect employee creativity. More specifically, …

Observing Culture: Differences In U.S.-American And German Team Meeting Behaviors, Nale Lehmann-Willenbrock, Joseph A. Allen, Annika L. Meinecke

Psychology Faculty Publications

Although previous research has theorized about team interaction differences between the German and U.S. cultures, actual behavioral observations of such differences are sparse. This study explores team meetings as a context for examining intercultural differences. We analyzed a total of 5,188 meeting behaviors in German and U.S. student teams. All teams discussed the same task to consensus. Results from behavioral process analyses showed that German teams focused significantly more on problem analysis, whereas U.S. teams focused more on solution production. Moreover, U.S. teams showed significantly more positive socioemotional meeting behavior than German teams. Finally, German teams showed significantly more counteractive …

The Effect Of Emotional Intelligence And Task Type On Malevolent Creativity, Daniel J. Harris, Roni Reiter-Palmon, James C. Kaufman

Psychology Faculty Publications

Malevolent creativity (MC), or intending to inflict harm in original ways, is an aspect of creativity that has received little empirical attention. It reasons that generating malevolently creative products in response to a problem is dependent upon individual differences and environmental factors, especially with regard to the social and emotional content of a particular problem. A personality variable strongly associated with how individuals acknowledge and respond to such social and emotional content is emotional intelligence (EI). Individuals with higher EI often solve problems in cooperative, beneficial, and positive ways, which seems contrary to solving a problem with MC. In addition …

A Theory-Driven, Longitudinal Evaluation Of The Impact Of Team Training On Safety Culture In 24 Hospitals, Katherine J. Jones, Anne M. Skinner, Robin High, Roni Reiter-Palmon

Psychology Faculty Publications

Effective teamwork facilitates collective learning, which is integral to safety culture. There are no rigorous evaluations of the impact of team training on the four components of safety culture—reporting, just, flexible and learning cultures. We evaluated the impact of a year-long team training programme on safety culture in 24 hospitals using two theoretical frameworks.

The Revolving Door: A Closer Look At Major Factors In Volunteers’ Intention To Quit, Joseph A. Allen, Stephanie L. Meuller

Psychology Faculty Publications

In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers’ intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers’ intention to quit through their relationship with volunteer burnout. Data were obtained from volunteers working in an animal welfare organization in the western United States (N = 151). An online survey was administered to volunteers who responded to a variety of questions …

What Happens Before A Meeting? – Small Talk Steigert Die Meetingeffektivität, Joseph A. Allen, Nale Lehmann-Willenbrock

Psychology Faculty Publications

Research question: We explore how pre-meeting small talk impacts meeting effectiveness through the” ripple effect”, allowing before meeting communication/behaviors to ripple into and impact the scheduled meeting.

Methodology: Data was obtained using an online survey of working adults (N = 252). A new survey measure of meeting talk was developed.

Practical implications: Managers should encourage their employees to arrive in time so that they can engage in pre-meeting talk. Small talk before a scheduled meeting can have beneficial effects for the effectiveness of the meeting.

A Sequential Analysis Of Procedural Communication In Organizational Meetings: How Teams Facilitate Their Meetings, Nale Lehmann-Willenbrock, Joseph A. Allen, Simone Kauffeld

Psychology Faculty Publications

How do teams facilitate their own meetings? Unmanaged (or free) social interaction often leads to poor decision-making, unnecessary conformity, social loafing, and ineffective communication processes, practices, and products. The purpose of this paper is to investigate the potential benefits of procedural communication in team meetings. The role of procedural communication, defined as verbal behaviors that structure group discussion to facilitate goal accomplishment, was examined in 59 team meetings from 19 organizations. Meeting behaviors were videotaped and coded. Lag sequential analysis revealed that procedural meeting behaviors are sustained by supporting statements within the team interaction process. They promote proactive communication (e.g., …

Furious Activity Vs. Understanding: How Much Expertise Is Needed To Evaluate Creative Work?, Learning Research Institute, John Baer, David H. Cropley, Roni Reiter-Palmon

Psychology Faculty Publications

What is the role of expertise in evaluating creative products? Novices and experts do not assess creativity similarly, indicating domain-specific knowledge’s role in judging creativity. We describe two studies that examined how quasi-experts (people who have more experience in a domain than novices but also lack recognized standing as experts) compared to novices and experts in rating creative work. In Study One, we compared different types of quasi-experts with novices and experts in rating short stories. In Study Two, we compared experts, quasi-experts, and novices in evaluating an engineering product (a mousetrap design). Quasi-experts (regardless of type) seemed to be …

Materials For Incorporating I/O Into An Introductory Psychology Course, Joseph A. Allen, Carrie Bulger, Chris Cunningham, Lisa Kath, Mike Horvath, Morrie Mullins, S. Tonidandel

Psychology Faculty Publications

The following materials were created by the Society for Industrial and Organizational Psychology (SIOP) in an effort to produce some “shovel-ready” modules for incorporating I-O Psychology topics directly into Introductory Psychology courses. Although interest in I-O psychology has grown among students, very few introductory psychology textbooks cover the topic. Therefore, we have designed modules that correspond directly with the topics typically discussed in introductory psychology courses (e.g. Biopsychology in the workplace, Memory and Job Performance, etc.) that can be “cut-and-pasted” into already prepared lectures.

Reanalysis Of Genetic Data And Rethinking Dopamine's Relationship With Creativity, Michelle Murphy, Mark A. Runco, Selcuk Acar, Roni Reiter-Palmon

Psychology Faculty Publications

Several genetic analyses of creativity have recently been reported. A key finding is that dopamine might be related to ideational fluency (Runco, Noble, Reiter-Palmon, Acar, Ritchie, & Yurkovich, 2011) or even to creativity per se (Reuter, Roth, Holve, & Hennig, 2006). Previous analyses have ignored an important part of genetic theory, however, namely the likelihood of polygenetic contributions. Many human characteristics are polygenetic.

Incorporating I-O Into An Introductory Psychology Course: A New Set Of Custom Modules By The Education And Training Committee, Joseph A. Allen

Psychology Faculty Publications

One concern that SIOP members often express at conferences and other gatherings of I-O psychologists is the general lack of visibility of I-O among the majority of the undergraduate students in psychology. Although interest in I-O psychology has grown among students, very few introductory psychology textbooks cover the topic. In an effort to address this concern, Mikki Hebl, the former Education and Training Committee Chair, invited a subcommittee composed of committee members and others who have expertise in undergraduate education to develop “shovel-ready” modules that introduce I-O topics to an introductory psychology audience. Those responsible for preparing the modules include …

The Signal Provision Of Emotion: Using Emotions To Enhance Reliability Via Sensemaking, Joseph A. Allen, Cliff Scott, Sarah Tracy, John Crowe

Psychology Faculty Publications

High reliability organization (HRO) theory suggests that early detection of and swift responses to potentially hazardous and situation changing events in organizational environments is central to the sustainability of reliable operations. Limited research on HRO’s (e.g. military groups and firefighters) considers how normative demands on feeling and emotion help to explain why some events are recognized and responded to while others not. In this article, we propose a model of enactment of anomalous events (i.e., situation changing events) that considers the manner in which emotions are regulated in high reliability contexts and how this influences the extent to which early …