Industrial and Organizational Psychology Commons^™

The Role Of Discrete Emotions In Job Satisfaction: A Meta-Analysis, Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew Mcbride, Janaki Gooti

Management Faculty Publications

[Summary] The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions …

Human Psychology Factors Influencing Agile Team Autonomy In Post-Pandemic Remote Software Organizations, Ravikiran Kalluri

Engineering Management & Systems Engineering Theses & Dissertations

Agile project management methods are gaining in popularity in the software industry as software development teams are being asked to be adaptive to market needs and resilient to change and uncertainty. With increasing market uncertainty, global competition, and time-to-market pressure, it is becoming a challenge to develop an innovative product and deliver it on-time without the opportunity that comes from team autonomy to experiment and learn from failures in a remote workplace. To resolve this challenge, it is critical to understand the myriad human psychological factors in play that influence Agile team autonomy in a remote work environment.

The role …

The Potential And Peculiarities Of Perma: A Meta-Analysis Of Two Well-Being Measures With Working Samples, William P. Jimenez, Xiaoxiao Hu, Rebecca Garden, Asiye Zeytonli

Psychology Faculty Publications

In the first meta-analysis of the PERMA well-being framework (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment), we cumulated 692 effect sizes (k = 33 independent samples, N = 10,050 workers). Average reliability did not meet the conventional ɑ = .70 threshold for engagement measured with the PERMA-Profiler or the Workplace PERMA Profiler or for negative emotions measured with the former. Overall, PERMA dimensions were strongly intercorrelated, and model comparisons suggested multidimensionality. We also summarized PERMA’s relationships with some conceptual antecedents (conscientiousness, loneliness); correlates (happiness, negative emotions); and outcomes (physical health, depressive symptoms, overall …

Fear And Trembling While Working In A Pandemic: An Exploratory Meta-Analysis Of Workers’ Covid-19 Distress, William P. Jimenez, Ian M. Katz, Elissa A. Liguori

Psychology Faculty Publications

The global COVID-19 pandemic has disrupted the lives of workers and taken its toll on health and well-being. In line with recent calls for more inductive and abductive occupational health science research, we exploratorily meta-analyzed workers’ COVID-19 distress, defined as psychological and psychosomatic strain contextualized to experiencing the virus and pandemic broadly. We identified many existing COVID-19 distress measures (e.g., Fear of COVID-19 Scale by Ahorsu et al., 2020; Coronavirus Anxiety Scale by Lee, 2020a) and correlates, including demographic variables (viz., gender, marital status, whether worker has children), positive well-being (e.g., quality of life, perceived social support, resilience), negative well-being …

Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei

Psychology Faculty Publications

In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multi-source data were collected from 56 workgroups including 202 group members and 56 group leaders. We found that the mean, maximum, and minimum operationalizations of group optimism composition were positively related to the three group performance variables and that group cohesion mediated the optimism–performance relationships for the mean and minimum operationalizations of group optimism. We recommend that practitioners generally consider selecting optimistic …

From Managing Nurses To Serving Nurses: The Case For Transfusing Nursing Management With Servant Leadership During The Global Covid-19 Pandemic, William P. Jimenez, Seterra D. Burleson, Matthew J. Haugh

Psychology Faculty Publications

No abstract provided.

Thinking About Thinking About Work: A Meta-Analysis Of Off-Job Positive And Negative Work-Related Thoughts, William P. Jimenez, Xiaoxiao Hu, Xiaohong (Violet) Xu

Psychology Faculty Publications

Work is frequently on the minds of employees—even during evenings, weekends, and vacations. The present study is the first comprehensive meta-analysis of off-job work-related thoughts (WRTs; i.e., thoughts employees have about work when they are not at work). We were particularly interested in comparing off-job positive and negative work-related thoughts (PWRTs and NWRTs; i.e., thoughts about positive/negative work experiences or characteristics) to each other and other off-job WRT constructs, which we integrated into a typology. We coded 520 effect sizes from 171 independent samples (N = 58,682) and conducted a random-effects, individual-correction meta-analysis. We found that PWRTs and NWRTs …

Toward A More Perma(Nent) Conceptualization Of Worker Well-Being? A Cross-Cultural Study Of The Workplace Perma Profiler, William P. Jimenez, Xiaoxiao Hu, Rebecca Garden, Xiaofei Xie

Psychology Faculty Publications

We examined the factor structure of the recently developed worker well-being measure the Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the U.S. (N = 284) and China (N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both …

Fake It Till You Make It With Your Boss? Surface Acting In Interactions With Leaders, Xiaoxiao Hu, Yujie Zhan, William P. Jimenez, Rebecca Garden, Yi Li

Psychology Faculty Publications

Due to its influence on important workplace outcomes, surface acting has drawn increasing attention from researchers in recent years. Most of the research in this area has focused on employees’ interactions with individuals external to the organization, such as customers and clients (Bolton, 2005; Grandey et al., 2013). With the current study, we contribute to and extend the literature by focusing on employees’ leader-directed surface acting and examining how leader-directed surface acting (i.e., faking positive emotions and suppressing negative emotions in interactions with one’s leader) relates to leader ratings of employee task performance. Data collected from 414 employees and 103 …

Fighting For Time: Spillover And Crossover Effects Of Long Work Hours Among Dual-Earner Couples, Xiaohong Xu, Yisheng Peng, Peng Zhao, Richard Hayes, William P. Jimenez

Psychology Faculty Publications

Drawing upon the spillover-crossover model, this study examined the extent to which one's work time demands spilled over to the family domain, and crossed over to his or her spouse, utilizing data of 365 dual-earner couples from the 500 Family Study. The results of the distinguishable actor-partner interdependence model indicated that there was gender symmetry in the spillover processes such that the effects of work hours were identical between men and women. Further, although there was more bi-directional crossover between partners within couples, we observed some unidirectional crossover from husbands to wives. Specifically, husbands only increased their contribution to domestic …

Correcting Misconceptions About Gamification Of Assessment: More Than Sjts And Badges, Michael B. Armstrong, Jared Z. Ferrell, Andrew B. Collmus, Richard N. Landers

Psychology Faculty Publications

Describing the current state of gamification, Chamorro-Premuzic, Winsborough, Sherman, and Hogan () provide a troubling contradiction: They offer examples of a broad spectrum of gamification interventions, but they then summarize the entirety of gamification as “the digital equivalent of situational judgment tests.” This mischaracterization grossly oversimplifies a rapidly growing area of research and practice both within and outside of industrial–organizational (I-O) psychology. We agree that situational judgment tests (SJTs) can be considered a type of gamified assessment, and gamification provides a toolkit to make SJTs even more gameful. However, the term gamification refers to a much broader and potentially more …

A Conceptual Model For Employer Training To Manage Employee Counter-Productive Behaviors, Naomi Spickard Rock

STEMPS Theses & Dissertations

The purpose of this study was to develop a model for employer training to manage employees who possess counter-productive behaviors. With the increasing encouragement for employers to hire without discriminating, the number of individuals with disabilities in the workforce will rise. There is limited training in universities and businesses to teach how to deal with difficult individuals.

Qualitative research in the form of focus groups was conducted. The following research objectives were developed: 1) Identify components of counter-productive behaviors that need to be managed in the workplace. 2) Develop behavioral management strategies that need be learned by employers. 3) Integrate …

Towards Understanding Why Assessment Centers Work: An Evaluation Of The Subtle Criterion Contamination Hypothesis, Christopher T. Rotolo

Psychology Theses & Dissertations

The success of the assessment center method in predicting job performance has been one of the most researched efforts in personnel psychology (Thornton, 1992). However, there is little reported evidence showing that assessment center procedures produce scores that serve as valid representations of separate constructs (Klimoski & Brickner, 1987). It is perhaps ironic, then, that despite the success stories, we still do not understand why assessment centers "work," (i.e., predict performance).

This study examined the subtle criterion contamination hypothesis as an explanation to assessment center validity. The subtle criterion contamination hypothesis states that assessment centers predict managerial performance because assessors …

Toward Understanding Team Leadership: The Empirical Development Of A Team Leadership Classification System, Brian J. Ruggeberg

Psychology Theses & Dissertations

The purpose of this research was to develop a classification system of team leadership through the empirical process of numerical classification. Although the value and importance of leadership have been recognized in the team literature, few empirical studies have been conducted to understand the phenomenon of team leadership. A thorough review of the relevant literature was conducted to identify the various behaviors, functions, traits, and KSAOs associated with team leadership. This information was then used to select and construct data collection instruments for the classification process.

Two separate studies were conducted to achieve the overall goal of developing a team …