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Industrial and Organizational Psychology Commons™
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- Keyword
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- Adjustment (1)
- Assessment center (1)
- Burnout (1)
- Change antecedents (1)
- Change management (1)
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- Change outcomes (1)
- Change reactions (1)
- Development center (1)
- Development centers (1)
- Gender differences (1)
- Gender performance (1)
- Human resources (1)
- Intentions to quit (1)
- Job demands - resources model (1)
- Occupational psychology (1)
- Organizational change (1)
- Organizational characteristics (1)
- Personal characteristics (1)
- Repatriates (1)
- Reverse culture shock (1)
- Self-assessment (1)
- Self-other rating agreement (1)
- Skills inventory (1)
- Soft skills (1)
- Trust (1)
- Workplace (1)
Articles 1 - 6 of 6
Full-Text Articles in Industrial and Organizational Psychology
Gender Differences In Development Center Performance In A Healthcare Organization, Samuel Lawson
Gender Differences In Development Center Performance In A Healthcare Organization, Samuel Lawson
All Graduate Theses, Dissertations, and Other Capstone Projects
Over the past 50 years, the assessment center has evolved into a tool used for making selection and job placement decisions, as well as for identifying development areas among incumbents to promote skill and competency development where gaps exist. The present study examined the latter, that of development centers, to address potential gender differences in performance on a variety of exercise and competency areas within a development center context. Research efforts were also directed toward the exercises and competencies themselves and the relationships between them. Multiple regression analyses were conducted to investigate exercise-competency relationships, while t-tests were conducted to investigate …
A Study Of The Soft Skills That Contribute To The Success Of Newly Graduated Business Students In The Workplace, Promeet Jaswant Singh
A Study Of The Soft Skills That Contribute To The Success Of Newly Graduated Business Students In The Workplace, Promeet Jaswant Singh
All Graduate Theses, Dissertations, and Other Capstone Projects
This quantitative study is focused on assessing the soft skills that newly graduated business students possess. Using the first and only skills inventory in the United States that has been endorsed by Department of Labor, the study seeks to determine what sets employees apart based on their level of performance on the job. The main purpose was to assess and interpret the soft skills that employees bring to the workplace soon after graduating. The population for the current study was human resources professionals from a variety of industry sectors in the state of Minnesota. The businesses represented a range of …
Participant Self-Assessment Of Development Center Performance, Ryan Powley
Participant Self-Assessment Of Development Center Performance, Ryan Powley
All Graduate Theses, Dissertations, and Other Capstone Projects
In order to navigate the political and cultural realities of modern organizations, individuals must possess an accurate self-perception (Ostroff, Atwater, & Feinberg, 2004). One way to gauge the accuracy of a person's self-perception is to compare that individual's self-assessment against other people's assessments of him or her. This technique is known as self-other rating agreement (SORA). Heneman (1980) posited that development centers are an ideal setting in which to study self-assessment and SORA. The present study examined self-assessment and SORA in development centers. Particular attention was paid to exercises, competencies, and gender differences in self-ratings and SORA. Correlations and t-tests …
Why Do Some Employees Readjust To Their Home Organizations Better Than Others? Job Demands-Resources Model Of Repatriation Adjustment, Yukiko Yamasaki
Why Do Some Employees Readjust To Their Home Organizations Better Than Others? Job Demands-Resources Model Of Repatriation Adjustment, Yukiko Yamasaki
All Graduate Theses, Dissertations, and Other Capstone Projects
The present study applied the Demands-Resources Model (Bakker & Demerouti, 2007) to investigate factors related to repatriate adjustment. Specifically, this study proposed three organizational factors (role ambiguity, lack of work autonomy, and absence of pre-training) as job demands, which would inhibit adjustment of repatriates. The second part of this study identified three personal characteristics (openness, cultural intelligence, and proactivity) as job resources and examined whether these characteristics would minimize the negative effects of the job demands on repatriate adjustment. Repatriate adjustment was assessed as expatriate adjustment (Black & Stephens, 1989), job stress (Lambert, Hogan, & Griffin, 2007), job satisfaction (Warr, …
Examination Of The Antecedents, Reactions, And Outcomes To A Major Technology-Driven Organizational Change, Ngoc Dinh Nguyen
Examination Of The Antecedents, Reactions, And Outcomes To A Major Technology-Driven Organizational Change, Ngoc Dinh Nguyen
All Graduate Theses, Dissertations, and Other Capstone Projects
The goal of this study was to test a multi-level model of organizational change that examined how various antecedents, employee reactions, and organizational and personal outcomes relate to one another. The research was conducted via online surveys and as a longitudinal study. Participants were employees at a large supply distribution company, and were a part of the Pilot implementation of a new Enterprise Resource Planning (ERP) system. Results from the study revealed that job stress was closely related to organizational commitment, job satisfaction, and psychological well-being, while change commitment was associated with higher organizational commitment and job satisfaction. Positive training …
Organizational Trust As A Moderator Of The Relationship Between Burnout And Intentions To Quit, Glenn Trussell
Organizational Trust As A Moderator Of The Relationship Between Burnout And Intentions To Quit, Glenn Trussell
All Graduate Theses, Dissertations, and Other Capstone Projects
This research explores an individual's trust in his or her organization and an individual's perceptions of the level of organizational trust he or she receives as potential moderators of the relationship between burnout and intentions to quit. Reciprocal trust, as defined by high levels of both individual and perceived organizational trust, was also examined as a potential moderator. Research was conducted in partnership with a regional consulting firm. Survey data was collected through MechanicalTurk. A total of 2,922 participants from eighteen business sectors across the United States and Canada were represented. Level of trust was shown to significantly impact intentions …