Psychology Commons^™

Be An Advocate For Others, Unless You Are A Man: Backlash Against Gender-Atypical Male Job Candidates, Mary Kinahan, Janine Bosak

Articles

Previous research shows that gender vanguards (individuals who demonstrate gender-atypical skills and behavior) suffer backlash in the form of social and economic penalties (Rudman & Phelan, 2008). This study examined backlash against female and male job applicants who were either gender-atypical or typical. Professionals (N = 149) evaluated female or male managerial applicants for internal promotion described in their performance review as showing either self-advocacy or advocacy on behalf of their team. Atypical, other-advocating men were judged to be low on agency and competence and penalized with job dismissal. Serial mediation analysis demonstrated that, compared with other-advocating women, other-advocating …

Leader Emotion Management Behavior And Perceived Leader Effectiveness: The Moderating Roles Of Gender And Culture, Julianna Fischer

Theses and Dissertations

A key aspect of successful management includes a leader’s responsibility to manage employees’ emotions (Leavitt & Bahrami, 1988). This form of management can be reflected in a number of behaviors, such as demonstrating consideration and support for employees, providing frequent emotional “uplifts,” and managing interactions and relationships among coworkers (Kaplan, Cortina, Ruark, LaPort, & Nicolaides, 2014). Emotion-related skills and abilities have been supported as critical assets in management (e.g., George, 2000; Pescosolido, 2002). However, this evidence has not been sufficiently verified in a cross-cultural setting. The cultural value of gender egalitarianism, or the degree of gender role differentiation in a …

Depletion Today Keeps The Apple Away: Effects Of Workplace Resource Processes On Daily Health Behavior And Recovery, Chelsea Alyce Lenoble

Theses and Dissertations

The workplace has become an increasingly demanding environment in which individuals must expend personal resources in order to meet job demands (Hobfoll, 1989). Without ample opportunity to recover these depleted resources, employees risk physical and psychological strains (Meijman & Mulder, 1998). It was proposed that depletion and recovery that occurs throughout the workday would impact recovery activities outside of work. Further, two new constructs were examined as moderators of the proposed relationships: personal energy recovery climate (PERC) and non-work recovery interferences (NWRI). A two-week daily diary study was conducted, with 145 working adults completing four surveys throughout each workday. Resource …

Called To Power, Errol N. Mclean

Faculty Publications

No abstract provided.

Global Mindset: Examining The Critical Components For Successful Global Leadership Decision-Making, Agnes Flett

Theses and Dissertations

While global leadership is not very well defined, it is well accepted that working in a global environment is complex and fraught with difficulty. The complexity of the global environment presents unique challenges for global leaders in that, not only must they manage a paradox between different stakeholder groups with competing agendas while maintaining relationships, they must also filter through vast amounts of information from multiple stakeholder groups in order to make effective decisions. This complexity reflects the notion of global mindset. Global mindset is defined as the ability to think and act both locally and globally at the same …

Blame The Shepherd Not The Sheep: Imitating Higher-Ranking Transgressors Mitigates Punishment For Unethical Behavior, Christopher W. Bauman, Leigh Plunkett Tost, Ong, Madeline

Research Collection Lee Kong Chian School Of Business

Do bad role models exonerate others’ unethical behavior? Based on social learning theory and psychologicaltheories of blame, we predicted that unethical behavior by higher-ranking individuals changes howpeople respond to lower-ranking individuals who subsequently commit the same transgression. Fivestudies explored when and why this rank-dependent imitation effect occurs. Across all five studies, wefound that people were less punitive when low-ranking transgressors imitated high-ranking membersof their organization. However, imitation only reduced punishment when the two transgressors werefrom the same organization (Study 2), when the transgressions were highly similar (Study 3), and whenit was unclear whether the initial transgressor was punished (Study 5). …

Interpersonal Dynamics In Assessment Center Exercises: Effects Of Role Player Portrayed Disposition, Tom Oliver, Peter Hausdorf, Filip Lievens, Peter Conlon

Research Collection Lee Kong Chian School Of Business

Although interpersonal interactions are the mainstay of many assessment center exercises, little is known about how these interactions unfold and affect participant behavior and performance. More specifically, participants interact with role players who have been instructed to demonstrate behavior reflecting specific dispositions as part of the exercise. This study focuses on role player portrayed disposition as a potentially important social demand relevant to participant behavior and performance in interpersonal simulations. We integrate interpersonal theory and trait activation theory to formulate hypotheses about the effects of role player portrayed disposition on participant behavior and performance in 184 interpersonal simulations. A significant …

Workplace Incivility And Bullying In The Library: Perception Or Reality?, Shin Freedman, Dawn L. Vreven

Shin Freedman

Leader Behavior And Follower Work Behavior: The Influence Of Follower Characteristics, C. Allen Gorman, Jason Gamble

River Cities Industrial and Organizational Psychology Conference

Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the …

Current Leadership Development Practices: A Ge Example, Nicole Wild

River Cities Industrial and Organizational Psychology Conference

In today’s global business environment, it is important – now more than ever - that leaders are equipped with the necessary skills to empower and inspire employees to deliver results to customers in an uncertain world. Leadership development has become critical toward ensuring that leaders have the support and the opportunity to explore their leadership style and learn how to effectively lead others. This session examines leadership development in the modern age and provides examples of what companies like General Electric (GE) are doing to develop leaders who can operate within a global economy, lead employees through times of extreme …

Your Attention Please! Careless Responding As A Threat To Data Quality, Nathan Bowling

River Cities Industrial and Organizational Psychology Conference

When I/O psychologists collect self-report data, they hope that every participant will carefully reflect on every questionnaire item. Unfortunately, this is not always the case: Datasets often include some participants who have responded carelessly to part—or all—of the study questionnaire (Meade & Craig, 2012). In this presentation I will discuss the detection and prevention of careless responding and I will identify the conditions that are most likely to produce careless responding. The following subsections provide an overview of my presentation. Careless responding occurs when research participants provide inaccurate data because they have failed to carefully read or comply with questionnaire …

Mapping Integrity In The Domain Of Trait Personality, Andrew J. Laginess

FIU Electronic Theses and Dissertations

This thesis was conducted to empirically examine and compare the different conceptualizations of the integrity test construct identified in previous research. The conceptualizations assert that integrity tests measure a major trait (i.e., Conscientiousness or Honesty-Humility), a combination of major traits, or a combination of minor traits (personality facets). The general fit and predictive validity (of counterproductive work behavior, or CWB) of each conceptualization was tested.

Psychology undergraduates (N = 436) participated via online surveys containing two personality scales, two integrity tests, and a CWB scale. The results most support the conceptualizations of integrity as either solely the broad trait …

Incorporating The Brain Sciences Into The Teaching Of Business Psychology, Raymond L. Forbes Jr.

Learning Showcase 2016: A Celebration of Discovery, Transformation and Success

Franklin University has been at the forefront of integrating the findings of Neuroscience into its' masters degree program in Business Psychology. The teaching problem has been how to translate the often esoteric research of brain scientists into applications useful at the personal and organizational levels.

Protocol To Increase Administration Of Herpes Zoster Vaccine In A Long-Term Care Facility, Stephen Mbola Dnp, Rn, Anp-Bc

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Although the herpes zoster (HZ) vaccine to decrease the incidence of Shingles was licensed for use in 2008, little coverage for HZ vaccination has occurred and stands nationally at 16%. At a targeted nursing home and assisted living facility, a protocol for including HZ along with state-mandated vaccinations was devised and used in screening incoming residents. Baseline data from chart reviews (n=122) showed that despite treatments given for the infection in the preceding 12 months, no vaccinations had occurred. During a 6-month implementation period, all new residents meeting eligibility criteria were offered the HZ vaccination. In this period, four residents …

Brain Betrayal: A Neuropsychological Categorization Of Insider Attacks, Rachel L. Whitman

KSU Proceedings on Cybersecurity Education, Research and Practice

Thanks to an abundance of highly publicized data breaches, Information Security (InfoSec) is taking a larger place in organizational priorities. Despite the increased attention, the threat posed to employers by their own employees remains a frightening prospect studied mostly in a technical light. This paper presents a categorization of insider deviant behavior and misbehavior based off of the neuropsychological foundations of three main types of insiders posing a threat to an organization: accidental attackers; neurologically “hot” malcontents, and neurologically “cold” opportunists.

Brain Science And Organizational Coaching, Raymond L. Forbes

All Faculty and Staff Scholarship

Purpose – To assess the current state of the art in the application of neuroscience principles to the field of organizational coaching. Design/methodology/approach – Qualitative research employing a review of the contemporary literature. Findings- The research results indicate a potentially positive benefit for practitioners and theorists in the field of organizational coaching to learn about and apply findings from the discipline of brain science. Research limitations/implications – Neuroscience research is a rapidly growing area with new results that tend to quickly obsolete current findings. The leading edge of the field is rapidly advancing with theory often greatly lagging practice. Additionally, …

Using Latent Class Cluster Analysis To Identify And Profile Organizational Subclimates: An Exploratory Investigation Using Safety Climate As An Exemplar, Amy Frost Stevenson

Doctoral Dissertations

Organizational climate refers to the shared meaning organizational members attach to the events, policies, practices, and procedures they experience as well as to the behaviors they see being rewarded, supported, and expected (Schneider, Ehrhart, & Macey, 2011). Climate scholars have most frequently used referent-shift consensus and dispersion composition models (Chan, 1998) to conceptualize and measure organizational climate. Based on these models, climate emergence has been characterized by low variance or high consensus of individual-level climate perceptions (Chan, 1998; Ehrhart, Schneider, & Macey, 2013; Hazy & Ashley, 2011; Kuenzi & Schminke, 2009) within formally defined organizational groups (e.g., work teams).

Climate …

Evaluating Indicators Of Job Performance: Distributions And Types Of Analyses, Richard J. Chambers Ii

Doctoral Dissertations

Distributions of job performance indicators have historically been assumed to be normally distributed (Aguinis & O'Boyle, 2014; Schmidt & Hunter, 1983; Tiffin, 1947). Generally, any evidence to the contrary has been attributed to errors in the measurement of job performance (Murphy, 2008). A few researchers have been skeptical of this assumption (Micceri, 1989; Murphy, 1999; Saal, Downey, & Lahey, 1980); yet, only recently has research demonstrated that in certain specific situations job performance is exponentially distributed (Aguinis, O'Boyle, Gonzalez-Mulé, & Joo, 2016; O'Boyle & Aguinis, 2012). To date there have been few recommendations in the Industrial-Organizational Psychology literature about how …

The Strategic Global Climate And The Construction Of The Strategic Global Climate Scale, Leah Rose Wolfeld

Theses and Dissertations

As the world grows smaller, globalization increasingly impacts organizations, and many organizations have difficulty preparing for such a complex and unpredictable environment. The Strategic Global Climate consists of the employee perceptions of the policies, processes, and rewarded behaviors that promote organizational effectiveness in the complex global arena. A favorable Strategic Global Climate communicates the organization’s values and aligns leadership and business strategies for prosperity in the global arena. Additionally, organizations with a Strategic Global Climate should develop a strong global leadership bench strength, experience smooth international business partnerships, and have a competitive advantage. Organizations must be able to measure such …

Game-Framing Cognitive Assessments To Improve Applicant Perceptions, Andrew Burnett Collmus

Psychology Theses & Dissertations

Research has shown that although cognitive testing is key to quality hiring, applicants often react poorly to cognitive ability tests. Applicant reactions theory indicates that time-length judgments of a selection procedure can affect applicant perceptions. It was thus hypothesized that game-framing, the act of labeling something a game without changing the content, would cause participants to perceive that time was moving faster while completing a battery of cognitive ability tests. Similarly, it was expected that game-framing would increase test motivation and decrease test anxiety. Perceived length was tested as a mediator for the effects of game-framing on test anxiety and …

The Effects Of Goal Orientation And Learning Strategies On Managerial Job Performance, Raphael Y. Prager

Dissertations, Theses, and Capstone Projects

The purpose of this study was to test a theoretical model of the role of informal managerial learning processes in predicting job performance. Using Goal Orientation (GO) as a framework, this study tested the relationships between dispositional GO, learning strategies, and organizational and managerial support in relation to job performance. Participants were 143 employees across several global regions in an insurance firm. Overall, path analyses indicated that dispositional mastery GO was positively associated with learning strategies and job performance. Contrary to hypotheses, the learning strategies did not positively predict job performance. Differential effects were found for the influence of organizational …

Understanding The Glass Cliff Effect: Why Are Female Leaders Being Pushed Toward The Edge?, Yael S. Oelbaum

Dissertations, Theses, and Capstone Projects

The glass cliff effect describes a real-world phenomenon in which women are more likely to be appointed to precarious leadership positions in poorly performing organizations, while men are more likely to be appointed to stable leadership positions in successful organizations (Ryan & Haslam, 2005). This effect represents a subtle, yet dangerous, form of gender discrimination that may limit workplace diversity as well as women’s ability to become successful leaders. Importantly, research exploring why women are preferred for more perilous leadership positions is lacking. The main focus of this dissertation is to systematically organize previous theory and empirically examine processes underlying …

Value Congruence And Unethical Decision-Making: The Dark Side Of Person-Organization Fit, Chad C. Parson

Dissertations, Theses, and Capstone Projects

Unethical decision-making (UDM) in organizations is a topic with a long history in practice and a short history in research. The purpose of this dissertation was to explore whether individual and organizational values interacted to predict Person-Organization Fit (P-O Fit) and UDM. Across two studies I tested the idea that individuals would report better P-O Fit in caring ethical climates to the degree that they reported greater trait empathy, and better P-O Fit in instrumental ethical climates to the degree that they reported greater levels of the Dark Triad traits. I also tested the idea that better P-O Fit would …

Transactive Knowledge Systems, Shared Leadership Style, And Team Effectiveness, Christine L. Baker

Dissertations, Theses, and Capstone Projects

This dissertation examines relationships between transactive memory and transactive knowledge systems, shared leadership style, and team effectiveness. Transactive memory as mediator, perspective-taking and motivation as moderators, and temporal development of transactive memory are also examined. Two studies tested an IMOI model of relationships in a longitudinal field study of students in teams and in an on-line cross-sectional sample of working adults in the United States. Study 1 and 2 provided support for shared leadership style as predictive of transactive memory, and for shared leadership style and transactive memory as predictive of team effectiveness. Both studies support transactive memory and transactive …

Quality Improvement And Safety In Healthcare: Reflections On Essential Frameworks To Guide Applied Scholarship That Promotes Transformation And Innovation, Angelo P. Giardino Md, Phd, Mph

Journal of Nursing & Interprofessional Leadership in Quality & Safety

The publication of the inaugural issue of the Journal of Nursing and Interprofessional Leadership in Quality and Safety (JONILQS) is a unique milestone that is the culmination of visionary leadership, scholarly effort, and keen attention to the many tasks necessary to launch a journal. The University of Texas Health Science Center at Houston’s School of Nursing launches this journal to address the focus on quality and safety initiatives and research that helps to make the health care we provide safer and better. This journal seeks to highlight practical work from the field that will change things for the better for …

Developing The Improving Post-Event Analysis And Communication Together (Impact) Tool To Involve Patients And Families In Post-Event Analysis, Madelene J. Ottosen Phd, Rn, Emily W. Sedlock Mph, Aitebureme O. Aigbe Drph, Jason M. Etchegaray Phd, Sigall K. Bell Md, Thomas H. Gallagher Md, Eric J. Thomas Md, Mph

Journal of Nursing & Interprofessional Leadership in Quality & Safety

The analysis of harmful errors is typically led by a team within the hospital and includes clinicians and staff who were involved at the time of the event. However, the patient and family are often left out of this process and are not asked to participate in the investigation. Because little guidance is available for facilitating patient input, an interprofessional team convened to develop a semi-structured tool to be used in eliciting patient feedback. Some 72 persons who had experienced adverse events were interviewed. Using a thematic analysis approach, the team learned that 51% of the interviewees preferred to participate …

From The Editors-In-Chief, Joanne V. Hickey Phd, Rn, Acnp, Faan, Fccm, Eileen R. Giardino Phd, Rn, Aprn, Fnp

Journal of Nursing & Interprofessional Leadership in Quality & Safety

The Co-editors in chief welcome The Journal of Nursing & Interprofessional Leadership in Quality and Safety to state what the purpose of the journal is and why it is important for this journal to start.

Managing A Large Scale Project: Using Strengthsfinder In The Website Redesign, Laura Edwards, Cristina Tofan

EKU Faculty and Staff Scholarship

After doing a library-wide StrengthsFinder assessment that highlighted the strengths of its individuals, EKU Libraries decided to put this strategy into practice by applying it to one of the most complex projects in the life of an academic library: the website redesign. This decentralized approach allowed project managers to align strengths-based teams with phases of the redesign that would most benefit from that team’s unique strengths.

Multilevel Modeling Issues And The Measurement Of Stress Is Multilevel Data, Tyler Stout

FIU Electronic Theses and Dissertations

Multilevel datasets are commonly used and increasingly popular in research in the organizational and other social sciences. These models are complex and have many elements beyond those found in more traditional linear models. However, research on how multilevel models perform is lacking.

The current paper examined the impact of common factors (average cluster size, cluster size distribution, average number of clusters, strength of the intraclass correlation coefficient, and effect sizes of individual and cluster level variables, and their interaction) in multilevel datasets. Monte Carlo data simulation was used across 6,144 factor-combination conditions. The results of study factors on observed intraclass …

Leaders Eat Last: Why Some Teams Pull Together And Others Don't. By Simon Sinek, William K. Koomson

Journal of Applied Christian Leadership

LEADERS EAT LAST: WHY SOME TEAMS PULL TOGETHER AND OTHERS DON’T. Simon Sinek. New York, NY: Portfolio/Penguin (2014). Hardcover, 244 pages.

The author discusses multiple points of views, from political leaders, business leaders, and military leaders to society in general, employees, and managers. According to Sinek, many organizations are failing because their work has become a numbers game, rather than shifting their focus toward developing and understanding the needs of people who work in the organization. “If the leaders of organizations give their people something to believe in, if they offer their people a challenge that outsizes their resources but …