Psychology Commons^™

Empowering Nurses Of Minority In The Face Of Incivility And Bullying: Through The Lens Of Phenomenology, Corrine Floyd

Dissertations

Abstract

Up to 85% of nurses have reported exposure to incivility in the workplace (Hunt & Marini, 2012). The often-subtle nature of incivility toward nurses in a minority population may partially explain why it remains a problem. Healthcare organizations realize the need for civility to counter the high turnover rate, staff shortages, and low job satisfaction reported by nurses, but lack understanding of how nurses of a minority population perceive incivility and bullying. This study aimed to answer the research question how do nurses with minority representation experience incivility and bullying versus empowerment in the workplace? A descriptive phenomenological design …

Validation Of The Barkley Deficits Of Executive Functioning Scale-Short Form, Brian Sheble

Dissertations

The Barkley Deficits of Executive Functioning-Short Form (BDEFS-SF) is a short rating scale measuring executive functioning in adults. The BDEFS-SF was developed using the 5 highest loading questions from the BDEFS-LF. Consequently, the psychometric qualities of the BDEFS-SF were not investigated using formal methods. In this study, the psychometric attributes of the BDEFS-SF were examined using two separate but similar groups. The first group of 264 men and women aged 18-35 years old completed the BDEFS-SF via an internet survey. The second group of 36 men and women aged 18-35 years old completed the BDEFS-SF and individualized assessments of executive …

I Warned You! Applicant Reactions To Different Types Of Warnings Against Faking On Personality Tests: An Organizational Justice, Trust And Affect-Based Perspective, Vanessa M. Lammers

Dissertations

Abstract

Despite their widespread use in employee selection procedures, personality measures are susceptible to applicant faking. Explicit warnings, often included in test instructions to deter faking behavior, inform applicants that items are included on the test to detect faking, and that those caught faking, will be removed from the applicant pool (i.e., invalidation warnings). The current research examined the effectiveness of another warning type informing applicants that faking is not in their best interest, as it is likely to get them into a job for which they are a poor fit (i.e., job fit warnings). Results for Study 1 supported …