Psychology Commons^™

The Development And Validation Of An Automatic-Item Generation Measure Of Cognitive Ability, Scott Hines

Doctoral Dissertations

Cognitive ability is perhaps the most studied individual difference available to researchers, being measured quickly and effectively while demonstrating a predictable influence on many life outcomes. Historically, the evolution of the psychometric study of cognitive abilities has pivoted on the development of new and better methodologies allowing for a more complete and efficient capture of intellect. For instance, recent advances in computer and Internet technology have largely replaced traditional pencil-and-paper methods, allowing for innovative item development and presentation. However, concerns regarding the potential adverse impact and test security of online measures of cognitive ability, particularly in unproctored situations, are well …

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 …

Proactive Behavior: A Selection Perspective, Laura Elizabeth Marler

Doctoral Dissertations

In the 15 years since Bateman and Crant (1993) formulated the construct of proactive personality, numerous researchers have devoted a significant amount of attention to proactive attributes and behaviors (e.g., Parker, Williams, & Turner, 2006; Crant, 2000; Frese & Fay, 2001; Parker, 2000; Erdogan & Bauer, 2005). Campbell's (1990) model of performance suggests that an organization's selection system may ultimately promote proactive behavior. Consequently, in this dissertation, I advocate a selection approach as the initial building block towards creating a workplace in which proactive behavior is a fundamental outcome.

One of the selection tools yet to be explored by researchers …

Religious Involvement And Dispositional Characteristics As Predictors Of Work Attitudes And Behaviors, Tami Leigh Knotts

Doctoral Dissertations

The purpose of this dissertation was to empirically examine the effects of (1) religious involvement on job attitudes, (2) dispositions on job attitudes, and (3) religious involvement on workplace behaviors. This study also assessed whether job attitudes mediated the effect of religious involvement an workplace behaviors or the interaction effect of religious involvement and dispositional characteristics on workplace behaviors.

Higher levels of religious involvement were hypothesized to lead to more positive work attitudes and behaviors. Conservative and self-transcendent values along with positive well-being were expected to lead to positive attitudes at work. The effect of religious involvement on work behaviors …

A Social-Cognitive Approach To Salesperson Work Motivation, Lawrence Scott Silver

Doctoral Dissertations

The purpose of this study was to apply a social-cognitive model of motivation, used extensively in educational psychology, to a sales setting. The topic pertaining to work motivation and its importance is evidenced by the amount of research devoted to the topic. The literature examined for this study was selected from the fields of industrial/organizational psychology, educational psychology, and marketing/sales. Specifically, this study addressed the following research questions: (1) To what extent is salespeople's goal orientation determined by their implicit personality theory? (2) Do salespeople's goal orientation determine their behavior pattern? (3) Does optimism moderate the relationship between salespeople's implicit …

An Empirical Examination Of Individual, Issue-Related, And Organizational Determinants Of Ethical Judgments, Sean Robert Valentine

Doctoral Dissertations

The purpose of this dissertation was to empirically examine an ethical decision-making model that contained individual, issue-related, and organizational factors. At the individual level, the relationship between two job attitudes, job satisfaction and organizational commitment, and ethical judgments was assessed. At the issue-related level, the association between moral intensity and ethical judgments was examined. At the organizational level, the relationship between ethical context and ethical judgments was examined. The hypothesized moderating effect of ethical context on the relationship between job attitudes and ethical judgments was also tested.

A national sample of 3,000 sales professionals was used to test the hypotheses. …