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Full-Text Articles in Psychology

A Case Study In Leveraging Strategic Partnerships Through Trust-Based Philanthropy, Nora L. Jones, Andrew Epstein, Megan Bair-Merritt, Stacy Drucy, Lindsay Farrington, Anabel Fernández, Julia M. Fleckman, Samantha Francois, Hannah Gilbert, Carey Howard, Anita Morris, Joanna Elkes Pierce Feb 2024

A Case Study In Leveraging Strategic Partnerships Through Trust-Based Philanthropy, Nora L. Jones, Andrew Epstein, Megan Bair-Merritt, Stacy Drucy, Lindsay Farrington, Anabel Fernández, Julia M. Fleckman, Samantha Francois, Hannah Gilbert, Carey Howard, Anita Morris, Joanna Elkes Pierce

Psychology

This practice note highlights a case study of leveraging strategic partnerships through trust-based philanthropy, a set of practices rooted in values, relationship building, mutual learning, and equity. It describes the motivations, planning, and execution of a symposium organized by, and held for, a Foundation and four of its grantees. The symposium led to the development of sustained pathways between and among the partners, resulting in productive collaborations and shared projects. This case study is shared to illustrate the argument that it is the responsibility of funders, and certainly in their self-interest, to eliminate competition between organizations to whom they provide …

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Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel May 2023

Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel

Masters Theses & Specialist Projects

Communication between supervisors and subordinates has consistently been viewed as a primary element of leadership, and a factor that is important in the leader-subordinate relationship via Leader-Member Exchange (LMX) theory. Recently, with the massive shift to virtual working, leadership communication has gained greater prominence in research and practical settings. Therefore, examining the role that virtual leadership communication plays in employee job satisfaction is an important first step in beginning to understand the shift to predominant work settings from home. I examined the influence of employee perceptions and preferences of leadership communication on job satisfaction via a panel design in which …

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A Theory Of Brain-Based Followership, Raymond L. Forbes May 2022

A Theory Of Brain-Based Followership, Raymond L. Forbes

All Faculty and Staff Scholarship

Studies and theories of followership have tended to take a back seat to their more prominent cousin, leadership research. There does, however, seem to be considerable agreement among researchers about the integral role of the follower in co-determining organizational performance. Until relatively recently there has been little focus on the overall contriibution of the follower to organizational success. The intent of this paper is to shed new light on the current state of followership research, identify some of the critical issues that confound its findings, and to propose an alternate theoretical approach that is based in neuroscientific research. The suggested …

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Precursors Of Email Response To Cybersecurity Scenarios: Factor Exploration And Scale Development, Miguel A. Toro-Jarrin, Pilar Pazos-Lago, Miguel Padilla Jan 2022

Precursors Of Email Response To Cybersecurity Scenarios: Factor Exploration And Scale Development, Miguel A. Toro-Jarrin, Pilar Pazos-Lago, Miguel Padilla

Engineering Management & Systems Engineering Faculty Publications

In the last decade, information security research has further expanded to include human factors as key elements of the organization's cybersecurity infrastructure. Numerous factors from several theories have been explored to explain and predict the multitude of information security-related behaviors in organizations. Lately, there has been a call for the study of specific cybersecurity behaviors in contextualized scenarios that reflect specific and realistic situations of a potential cyber-attack. This paper focuses on precursors of email response in situations that can be the origin of cybersecurity incidents in organizations (i.e., phishing attacks, ransomware, etc.). This study explores participants' intentions to follow …

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Integrating Interpersonal Neurobiology In Healthcare Leadership And Organizations, Lynn Redenbach Jan 2022

Integrating Interpersonal Neurobiology In Healthcare Leadership And Organizations, Lynn Redenbach

Antioch University Dissertations & Theses

Interpersonal Neurobiology (IPNB) is an interdisciplinary, science-based field that seeks to understand human reality including the nature of mind, brain, and relationships. IPNB has been used extensively by mental health practitioners as well as child development and parenting experts. While practitioners and scholars have described ways that IPNB can be used in leadership and organizations, there has been no systematic inquiry into the practical and phenomenological experience of this application. IPNB offers an alternative to dominant models of care and leading in healthcare settings and fields, which are characterized by disconnection, objectification, and separation. It offers a relationally centered approach …

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The Influence Of Evidence-Based Sex Discrimination Policies On Women’S Perceptions Of Organizational Climate, Sexism, And Identity Safety, Maya A. Godbole Sep 2021

The Influence Of Evidence-Based Sex Discrimination Policies On Women’S Perceptions Of Organizational Climate, Sexism, And Identity Safety, Maya A. Godbole

Dissertations, Theses, and Capstone Projects

Sexism has proven to be a stubborn barrier to women’s participation and advancement in workplaces and academic institutions (Rosette, Akinola, & Ma, 2017). Importantly, sexism in organizational settings has endured despite the implementation of federal, state, and organizational policies that prohibit discriminatory behavior. One reason for this may be that because organizational policies are typically written for the purpose of complying to federal and state laws, they do little to foster psychological safety among employees and address the “chilly” organizational climates that enable sexism. To that end, the current research aimed to (a) develop novel, evidence-based sex discrimination policies and …

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Judicious Vulnerability: How Humility, Teachability, And Awareness Impact Teams In Organizational Settings, Mac Strachan May 2021

Judicious Vulnerability: How Humility, Teachability, And Awareness Impact Teams In Organizational Settings, Mac Strachan

Intuition: The BYU Undergraduate Journal of Psychology

In some professions, such as medicine, law enforcement, athletics, and education, maintaining high performance standards while being emotionally stoic often leads to work fatigue and burnout. This state of being can be detrimental to the health of both the professionals and the organization that employs them, bringing into question the necessity of a culture driven by competition and ego. As such, this paper explores the concept of vulnerability as a means to explain cognitive and emotional processes that positively affect relational behavior and organizational culture. Judicious vulnerability sits at the intersection of humility, teachability, and awareness and has the capacity …

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Emotion Regulation, Affective, Continuous, And Normative Commitment For Turnover Intentions Among Degree-Seeking Employees, Danette Colleen Sutter Jan 2021

Emotion Regulation, Affective, Continuous, And Normative Commitment For Turnover Intentions Among Degree-Seeking Employees, Danette Colleen Sutter

Walden Dissertations and Doctoral Studies

Multiple researchers have investigated employee turnover related to affective, continuous, and normative commitment, and none reported the predictive power of emotion regulation reappraisal on these components of commitment with turnover intentions among degree-seeking employees. The purpose of this quantitative survey research study was to explore emotion regulation reappraisal and its predictive power for organizational commitment associated with degree-seeking employees' intentions to quit jobs. In this study, a small sample of N = 18 degree-seeking employees took part in survey methodology. Multiple regressions were performed to calculate the variance of independent variables, emotion regulation and affective, continuous, and normative commitment associated …

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Seeing Through Woke-Washing: Effects Of Projected Diversity Values And Leader Racial Diversity On Equity In Workplace Outcomes, Adrienne M. Kafka Jan 2021

Seeing Through Woke-Washing: Effects Of Projected Diversity Values And Leader Racial Diversity On Equity In Workplace Outcomes, Adrienne M. Kafka

CMC Senior Theses

The presence of multicultural values, emphasizing the appreciation of distinct cultural identities in companies’ promotional materials, versus colorblind values, which minimize cultural distinctions, may affect Black/Hispanic/Latinx (BHL) vs White individuals’ cognitive ability employment selection test scores and likelihood of applying to an organization differently depending on the company’s demonstrated leader racial diversity (LRD). Participants (N = 419), recruited via Amazon MTurk, read a hypothetical job application call and mission statement with a specific diversity ideology emphasized (multiculturalism, colorblind, control, Black Lives Matter (BLM)) and viewed headshots of the company C-suite either with low LRD (mostly White) or high LRD before …

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Gaming, Workplace, Self-Esteem, Counterproductive Work Behaviors, Sarah Marie Dyson Jan 2019

Gaming, Workplace, Self-Esteem, Counterproductive Work Behaviors, Sarah Marie Dyson

Walden Dissertations and Doctoral Studies

Although there is ample information on the negative aspects of video game playing, we know less about the benefits and how the benefits transfer to the gamers’ workplace. Further understanding of these relationships may offer employees and employers more insight on how they can reduce counterproductive workplace behaviors (CWB) while also improving workplace morale and productivity. The purpose of this quantitative nonexperimental study is to examine the relationships between time spent engaging in gameplay, workplace self-esteem, and positive and negative workplace behaviors among gamers. Participants anonymously completed an online questionnaire utilizing the Behind the Screen Measure, Counterproductive Workplace Behavior Checklist, …

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Do We Really Need Another Meeting? The Science Of Workplace Meetings, Joseph Mroz, Joseph A. Allen, Dana C. Verhoeven, Marissa L. Shuffler Oct 2018

Do We Really Need Another Meeting? The Science Of Workplace Meetings, Joseph Mroz, Joseph A. Allen, Dana C. Verhoeven, Marissa L. Shuffler

Psychology Faculty Publications

Meetings are routine in organizations, but their value is often questioned by the employees who must sit through them daily. The science of meetings that has emerged as of late provides necessary direction toward improving meetings, but an evaluation of the current state of the science is much needed. In this review, we examine current directions for the psychological science of workplace meetings, with a focus on applying scientific findings about the activities that occur before, during, and after meetings that facilitate success. We conclude with concrete recommendations and a checklist for promoting good meetings, as well as some thoughts …

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Recovering From Workplace Offenses: Understanding The Roles Of Resilience And Forgiveness, Francisca Saldanha Jan 2018

Recovering From Workplace Offenses: Understanding The Roles Of Resilience And Forgiveness, Francisca Saldanha

Theses and Dissertations (Comprehensive)

Workplace transgressions have been shown to have pervasive and detrimental consequences for employees and organizations. Given these negative consequences, past research has examined how managers and organizations can prevent transgressions from occurring in the first place (i.e., preventive approaches) and how transgressions can be fixed when they do eventually occur (i.e., remedial approaches). However, it is unlikely that transgressions can ever be fully eradicated from organizations and it is doubtful that providing remedies can fully redress the harm that was caused. Accordingly, it is important to complement the preventive and remedial approaches with a deeper understanding of how employees can …

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Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler Dec 2017

Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler

Edward J Lawler

This chapter develops a framework for conceptualizing and analyzing enduring political alignments in organizations. We address the following key questions: (a) What processes promote political alignments, in particular ones that are likely to be recognized and identifiable by members of an organization? and (b) What are the major forms of political alignment? Repeated coalitions among the same actors are the central mechanism that generates enduring, identifiable political alignments. The power relations within and between coalitions determine the nature of the political alignments. Overall, political alignments are construed as microinstitutions that generate coordinated efforts to influence organizational strategy, policies, and practices.

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Organizational Use Of Social Networking In Employment Actions, Cameron R. Lile May 2015

Organizational Use Of Social Networking In Employment Actions, Cameron R. Lile

Masters Theses & Specialist Projects

This study examined federal court cases related to the use of social media websites (e.g., Facebook, Twitter, MySpace, LinkedIn) in various employment practices (e.g., selection, promotion, employee monitoring, layoffs). Court cases were identified using various online databases in an attempt to create an exhaustive list of cases to be used to better understand the role that social media has played in organizational settings and the legal implications of its use. The results of this study show that there were a significant number of cases involving termination and Facebook, and organizations prevailed in court significantly more than the defendant did. The …

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The State Of The Art In Performance Management: Learnings From Discussions With Leading Organizations, Bradford S. Bell, Christopher J. Collins Mar 2015

The State Of The Art In Performance Management: Learnings From Discussions With Leading Organizations, Bradford S. Bell, Christopher J. Collins

Bradford S Bell

Performance management is one of the fundamental HR tools that has been part of organizational life for decades and has long been the backbone of other activities of the HR system (e.g., pay decisions, development plans). Despite the importance of performance management, it has historically been rated by employees, managers, and the HR function itself as one of the least effective and understood HR practices. Given the stagnation in academic research on the topic and discontent on the part of organizational stakeholders, we decided it was an opportune time to meet with leading companies to understand the state of the …

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Organizational Leaders’ Experience With Fear-Related Emotions: A Critical Incident Study, Al Barkouli Jan 2015

Organizational Leaders’ Experience With Fear-Related Emotions: A Critical Incident Study, Al Barkouli

Antioch University Dissertations & Theses

This study used the Critical Incident Technique (CIT) to better understand how organizational leaders experienced fear-related emotions. Through semi-structured interviews, fifteen executive leaders, mainly chief executive officers (CEOs), shared their experiences in response to threatening, risky, or dangerous incidents. In addition to a phenomenological understanding of the experience, participants illuminated the role that fear-related emotions play in leader decisions, how these emotions influence leader-follower relationships, the impacts of fear-related emotions on leaders’ health and well-being, and the ways leaders managed their experience with fear-related emotions including the role courage played. Leaders often faced threats, risks, or dangers (stimuli) from within …

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The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov Sep 2014

The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov

Marya Besharov

This research builds on theory about how identification develops when members differ in which organizational values they hold to be important. It is relatively well established that conflict and dis-identification arise under such conditions. In the socially responsible retail company I studied, in contrast, I found identification as well as dis-identification. Both outcomes emerged from members’ interactions with others whose values and behaviors differed from their own. Identification arose when managers interpreted and enacted organizational values for frontline employees by developing integrative solutions, removing ideology, and routinizing ideology. Dis-identification developed in the absence of these practices. The resulting process model …

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Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith Jun 2014

Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith

Marya Besharov

Multiple institutional logics present a theoretical puzzle. While scholars recognize their increasing prevalence within organizations, research offers conflicting perspectives on their implications, causing confusion and inhibiting deeper understanding. In response, we propose a framework that delineates types of logic multiplicity within organizations, and we link these types with different outcomes. Our framework categorizes organizations in terms of logic compatibility and logic centrality and explains how field, organizational, and individual factors influence these two dimensions. We illustrate the value of our framework by showing how it helps explain the varied implications of logic multiplicity for internal conflict. By providing insight into …

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Student Employment In Organizations And The Relationships Among Commitment Levels, Turnover Intentions, And Absenteeism, Brittany J. Roy Jun 2014

Student Employment In Organizations And The Relationships Among Commitment Levels, Turnover Intentions, And Absenteeism, Brittany J. Roy

Electronic Theses, Projects, and Dissertations

To date, research that examines individuals who work and go to school generally aims to examine the effects of doing so on their academic performance. Little literature is available that examines the effects that these dual roles can have on the organization (e.g., lower levels of commitment and higher rates of absenteeism and turnover). Understanding such effects can assist organizations in managing their employees and developing programs tailored to them, such as career counseling. A literature review is presented which examines both the constructs of the multiple forms of commitment, absenteeism, and turnover, and the research currently available on student …

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Refining The Evidence-Based Practice Attitude Scale (Ebpas): An Alternative Confirmatory Factor Analysis, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, Nicole Fava Mar 2014

Refining The Evidence-Based Practice Attitude Scale (Ebpas): An Alternative Confirmatory Factor Analysis, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, Nicole Fava

Brown School Faculty Publications

Barriers to adopting evidence-based practices into real-world mental health organizations have received considerable attention and study. One particular attempt is Aarons’s Evidence- Based Practice Attitude Scale (EBPAS), which measures a worker’s attitudes toward adopting new treatments, interventions, and practices. This study follows Aarons’s work by conducting a confirmatory factor analysis of the EBPAS administered in a large child and family human service agency in New York state (N = 1,273). Replicating Aarons et al.’s four-factor model of the EBPAS, the authors found that, within the model, the pattern of factor loadings that was apparent in previous investigations held for their …

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Building Group Resilience: A Three-Day Curriculum, Andrew Willis Garcés Dec 2012

Building Group Resilience: A Three-Day Curriculum, Andrew Willis Garcés

Educational Specialist, 2009-2019

Social change organizations are often exposed to stress and disruptive, potentially traumatic events. Despite this, few such groups invest time into actively cultivating resilience practices. Likewise, most existing resilience promotion initiatives are designed for use with individuals, not organizations, and lack the experience-based pedagogical approach necessary to interest many social change activists. This curriculum intervention provides a needed bridge between social change activism and resilience promotion theory. Designed as a three-day workshop, it can be used with entire organizations to support both self-awareness of their existing strengths and the development of new protective measures to boost collective resilience.

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Agency And Emotion In Interactions With Technological Representatives Of Organizations, Daniel Burton Shank May 2012

Agency And Emotion In Interactions With Technological Representatives Of Organizations, Daniel Burton Shank

Psychological Science Faculty Research & Creative Works

Technology often displaces humans in organizations as a representative to customers. How does the use of computer technology instead of humans to represent an organization change customers’ feelings and behavior toward that organization? Drawing on attribution theory and the affect theory of social exchange, I argue that the customers’ perception of agency of the computer or human representative is the primary mechanism through which customers respond differently. I theorize that agency not only mediates the computer-to-emotion and computer-to-patronage relations but also alters whether the organization or its representative is the primary target of the emotions and patronage. My central argument …

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Training Evaluation In Virtual Worlds: Development Of A Model, Richard N. Landers, Rachel C. Callan Jan 2012

Training Evaluation In Virtual Worlds: Development Of A Model, Richard N. Landers, Rachel C. Callan

Psychology Faculty Publications

Many organizations have adopted virtual worlds (VWs) as a setting for training programs; however, research on appropriate evaluation of training in this new setting is incomplete. In this article, we address this gap by first exploring the unique issues relevant to evaluation faced by training designers working in VWs. At the macro-organizational level, the primary issue faced is an organizational culture unreceptive to or otherwise skeptical of VWs. At the micro-organizational level, two major issues are identified: individual trainees unreceptive to VWs and general lack of experience navigating VWs. All three of these challenges and their interrelationships may lead to …

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Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell Apr 2011

Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell

Bradford S Bell

[Excerpt] Our objective in this chapter is to provide an integrative perspective on work groups and teams in organizations, one that addresses primary foci of theory and research, highlights applied implications, and identifies key issues in need of research attention and resolution. Given the volume of existing reviews, our review is not intended to be exhaustive. Rather, it uses representative work to characterize key topics, and focuses on recent work that breaks new ground to help move theory and research forward. Although our approach risks trading breadth for depth, we believe that there is much value in taking a more …

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Meeting Design Characteristics And Attendee Perceptions Of Staff/Team Meeting Quality, Melissa A. Cohen, Steven G. Rogelberg, Joseph A. Allen, Alexandra Luong Mar 2011

Meeting Design Characteristics And Attendee Perceptions Of Staff/Team Meeting Quality, Melissa A. Cohen, Steven G. Rogelberg, Joseph A. Allen, Alexandra Luong

Psychology Faculty Publications

Meetings are a common tool in organizations and are used for a variety of purposes and implemented in a variety of ways. Despite the prevalence of meetings, surveys suggest that they are often unproductive and costly. The current study focused on how meetings are designed in hopes of providing practically and theoretically meaningful recommendations for improving meeting quality. A total of 18 design characteristics associated with staff/team meetings were identified and their relevance to perceptions of meeting quality was tested. Using an online panel-based respondent pool of working adults, 367 individuals participated in a survey that they completed within 48 …

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Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach May 2010

Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach

Jack Goncalo

Groups with a strong sense of collective efficacy set more challenging goals, persist in the face of difficulty, and are ultimately more likely to succeed than groups who do not share this belief. Given the many advantages that may accrue to groups who are confident, it would be logical to advise groups to build a high level of collective efficacy as early as possible. However, we draw on Whyte’s (1998) theory of collective efficacy and groupthink, to predict that when confidence emerges at a high level toward the beginning of a group’s existence, group members may be less likely to …

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Not So Black And White: The Color Of Perception In Corporate Layoffs, Carole A. Isom Jan 2010

Not So Black And White: The Color Of Perception In Corporate Layoffs, Carole A. Isom

Antioch University Dissertations & Theses

This research addressed the question of whether or not the perception exists that African Americans are disproportionately impacted during layoff periods within corporations. Portraiture was the selected method of inquiry for this research as it captures the experience of the participants and enables storytelling which is based upon perception as opposed to hard, quantitative data. Additionally, portraiture’s autobiographical roots supported my autoethnographic position, encouraging the artistic process while including aesthetic aspects. Portraiture allowed for the voice of the researcher everywhere: in the assumptions, preoccupations, and frameworks brought to the inquiry; in the questions asked; in the data gathered; in the …

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Organizational Characteristics And Adolescent Political Development: Exploring The Experience Of Youth Activists In Youth Development Organizations, Michael N. Armstrong Aug 2007

Organizational Characteristics And Adolescent Political Development: Exploring The Experience Of Youth Activists In Youth Development Organizations, Michael N. Armstrong

Psychology Theses

Interest in youth civic engagement continues to increase and a small but growing group of organizations are seeking to get young people involved in political activism. At the same time, researchers are giving more attention to the features of adolescent settings and how they relate to the overall development of young people. What remains to be absent is a contextual understanding of how the characteristics of adolescent settings contribute specifically to political development. The purpose of this study is to identify organizational level characteristics of youth organizations that promote the political development of adolescents. Semi-structured interviews and grounded theory analysis …

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Teamwork In Chinese Organizations: A New Concept And Framework, Ying Liu Jul 2006

Teamwork In Chinese Organizations: A New Concept And Framework, Ying Liu

Psychology Theses & Dissertations

Teamwork has always been a challenge in China, and the importance of teamwork has not been well recognized. This study was designed to explore the underlying definition of teamwork that Chinese people use to describe their teams, to identify variables related to teamwork, to develop a new framework and measure of teamwork in Chinese organizations, and to test the psychometric properties of the measure as well as the structural relationships of the new framework of teamwork in Chinese teams. This study also examines the influence of guanxi---an important Chinese cultural value that emphasizes exchange and reciprocity in relationships---on teamwork in …

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A New Theory And Measure Of Ethical Work Climate: The Psychological Process Model (Ppm) And The Ethical Climate Index (Eci), Anke Arnaud Jan 2006

A New Theory And Measure Of Ethical Work Climate: The Psychological Process Model (Ppm) And The Ethical Climate Index (Eci), Anke Arnaud

Management, Marketing and Operations - Daytona Beach

With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest’s (1986, 1979) “Four-Component” model of individual-level …

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