Industrial and Organizational Psychology Commons^™

Harnessing The Power Of Cliftonstrengths®: How Multinational Corporations Can Use Deep-Level Diversity To Enhance Organizational Inclusion, Trapper Kay Pace

Electronic Theses and Dissertations

This research explicitly investigated how multinational corporations can enhance workplace inclusion through the novel use of the CliftonStrengths® assessment as a dimension of deep-level diversity. The study gleaned insights from employees’ perspectives, employing a constructivist grounded theory approach to explicate their experiences in rich qualitative narratives. Through open-ended surveys and intensive interviews, participants were selected using purposeful sampling to ensure meaningful data collection from the study organizations’ three global regions. The researcher conducted the analysis systematically through the constant comparison of data utilizing the NVivo14 software to assist in constructing codes, themes, and a theoretical schema. Results highlighted the significance …

Fostering Belonging In The Workplace: What Does Commitment Look Like At Interpersonal, Team, And Organizational Levels?, Jody Condit Fagan

Libraries

Researchers describe belonging as “an essential human need” that supports people’s abilities to share, create meaning, participate, and learn with others at work (Filstad et al., 2019, p117). Sense of belonging varies by culture (Cortina et al., 2017) and belonging-related stressors have been shown to be more intense for those who identify with outgroups (Walton & Brady, 2017). Given this context and the impossibility of directly creating belonging, how can people at all levels support an inclusive commitment to fostering belonging as an organizational value? This presentation will define belonging, outline relevant actions and behaviors, and illuminate potential pitfalls.

The Experience Of Knowledge Workers In Remote Environments During The Covid-19 Pandemic, Dale F. Knapp

Doctor of Education Program Dissertations

When regional quarantine restrictions were rapidly implemented in March 2020 due to the COVID-19 pandemic, knowledge workers were forced to vacate their traditional shared office spaces and transition to remote work environments. This unprecedented mass exodus from traditional in-person physical workplaces was facilitated by existing and new software and technology that allowed workers to remain connected and working. This phenomenological study explored the lived experiences and perceptions of knowledge workers who experienced this transition to a full-time remote work environment. The study also examined how knowledge workers perceived work performance relative to their experience during the COVID-19 pandemic. Data were …

Empowering Voices: Exploring The Career Trajectories Of Women Of Color Hr Professionals Amid Disruptive Change, Brandi R. Muñoz

Electronic Theses and Dissertations

This study investigated strategies to enhance diversity, equity, inclusion, and belonging initiatives in organizational leadership, focusing on supporting women of color in the workplace. The specific problem addressed was the underrepresentation and barriers faced by women of color in leadership positions despite their potential contributions to organizational success. The study employed a qualitative approach, combining qualitative interviews with socioeconomic data analysis. Data collection methods included semistructured interviews with women of color and a survey to gather demographic and employment information. The sample consisted of 16 women of color human resource professionals working in various industries and organizational settings across the …

Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

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The Implementation Team

The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …

Discourses That Undermine Union Movements: A Multimodal Analysis Of Union-Busting Videos, Theresa A. Catalano, Julia Schleck

Department of Teaching, Learning, and Teacher Education: Faculty Publications

Labor unions in the United States have experienced decades of decline, but recent years have seen a rebirth of union campaigns and successes. Because unions are once again becoming a threat to large companies, it is reasonable to assume that efforts to discourage organizing efforts will increase and become even more robust in the near future. Although traditionally, companies have worked to suspend union organizing through captive audience meetings in which unions were discussed via verbal or written modes, more recent means of reaching workers with anti-union messages incorporate a variety of communication strategies to get the message across. As …

Qic-Wd Teaming Guidance, Quality Improvement Center For Workforce Development (Qic-Wd)

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QIC-WD Teaming Structure

Overview

As you begin to plan for the first QIC-WD on-site meeting, the QIC-WD WIE team would like you to think about the site’s teaming structure. The development of the site’s governance/teaming structure will occur over time, evolving to meet the changing needs of the initiative. The QIC-WD WIE team will work with the sites to ensure the development of teaming structures that support the work of the initiative.

Characteristics of Effective Teams

Effective teams share the following common characteristics:

• Have passion for and commitment to the initiative
• Have clarity of each team members’ roles and responsibilities …

Collaborating To Conduct A Child Welfare Workforce Needs Assessment And Select An Intervention, Quality Improvement Center For Workforce Development (Qic-Wd)

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OVERVIEW OF EXPLORATION PHASE

The QIC-WD Continuous Workforce Development Process includes four major phases: Exploration, Installation, Initial Implementation, and Full Implementation . The goal of the Exploration phase is to identify and plan for implementation of a workforce strategy to find and/or keep good employees. This document provides supplemental guidance to the materials available through the Permanency Innovations Initiative, with adaptations for workforce applications. Steps 1–6 below are covered here.

Steps of Exploration Phase

1. Identify the problem we want to solve and what outcome(s) we want to target
2. Identify the population we intend to target
3. Identify potential causes of workforce …

A Qualitative Investigation Of A Setting-Wide Pbs Workforce Development Programme In An Adult Disability Setting, Deirdre Kearney, Shannon Sinnott, Olive Healy

Journal of Social Care

The presence of distressed behaviours can amplify the difficulties experienced by people with intellectual disabilities (ID), and place pressure on the provision of effective support by organisations and direct support personnel. Setting-wide positive behaviour support (PBS) is an evidence-based framework aimed at enhancing quality of life and reducing distressed behaviour for people with intellectual disabilities through systemic change. Implementation science offers a route to better understand how we can support organisations to adopt best practice into routine procedures. This study employed a qualitative research design to examine the facilitators and barriers of a workforce development programme in setting-wide PBS in …

Key Findings From The Qic-Wd At Various Stages Of The Employee Lifecycle, Quality Improvement Center For Workforce Development (Qic-Wd)

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Employee_Lifecycle_Additional_Resources.pdf

The Quality Improvement Center For Workforce Development: Bridging The Research–Practice Gap In Child Welfare, Sarah Layman, Jen Harvel, Apryl Brodersen, Michelle Graef, Megan Paul, Robert Blagg

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The QIC-WD used research and best practices from Industrial-Organizational Psychology (I-O) to improve workforce outcomes across our partner child welfare agencies. This article shares our insights on how we were able to bridge the research-practice gap through the team’s work to develop and test workforce interventions, use organizational data to improve workforce outcomes, and share knowledge and resources from I-O to advance practice in child welfare organizations.

READ THE ARTICLE

Secondary Traumatic Stress: Definitions, Measures, Predictors, And Interventions, Anita Barbee, Lisa Purdy, Michael Cunningham

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Child welfare professionals are exposed to a lot of traumatic events. They may experience trauma first-hand witnessing the negative experiences of children and families on their caseload or it may be experienced second-hand through the stories shared by clients or co-workers, or information being read in a file. The research has a variety of terms for this phenomenon (as described in this brief) but the evidence is clear: child welfare workers experience trauma as an occupational hazard and that exposure can manifest itself in ways similar to post-traumatic stress disorder (e.g., disrupted sleep, difficulty concentrating). In fact, a survey of …

Findings From Seven Years Of Child Welfare Workforce Interventions, Quality Improvement Center For Workforce Development (Qic-Wd)

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The Quality Improvement Center for WorkforceDevelopment (QIC-WD) operated for seven years and worked with 57 distinct public and tribal child welfare jurisdictions to address workforce issues. We used agency data, an evidence-based management approach, and were supported by site teams that included human resources (HR) and child welfare professionals.

We engaged in in-depth, multi-year projects in eight of the sites, and highlights from those experiences are featured in this short video. A consistent approach to implementation was applied and rigorous evaluation methods were used in those workforce intervention sites, with the goals of improving worker performance, well-being, and retention. Interventions …

Experiences Of Professionals Of Color In The Child Welfare Workforce, Nina Williams-Mbengue, Anita Barbee

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“Entrenched disparities in our laws and public policies, and in our public and private institutions, have often denied that equal opportunity to individuals and communities. Our country faces converging economic, health, and climate crises that have exposed and exacerbated inequities, while a historic movement for justice has highlighted the unbearable human costs of systemic racism.”

- Executive Order on Advancing Racial Equity and Support for Underserved Communities through the Federal Government, January 20, 2021

Many Americans are currently engaged in a painful examination of the nation’s history of individual, interpersonal, institutional, and structural racism. Leaders within the child welfare system …

Exploring The Experience Of Disclosing In The Workplace, Jillian Auger

Electronic Thesis and Dissertation Repository

An alarming rate of workplace violence/harassment is observed each year, with negative outcomes that affect the organization (i.e., financial loss) and those directly involved (i.e., job loss, financial strain, fear of being blamed, being labeled a ‘troublemaker’). The literature indicates that, for many victim-survivors, there is little hope for positive outcomes following a disclosure of workplace violence/harassment. In fact, some studies show that negative reactions to disclosure can compound and intensify the impact of violence/harassment on psychological functioning. However, minimal research has been devoted to the experiences of victim-survivors regarding the outcomes of a disclosure. Utilizing virtual semi-structured interviews, the …

Spotlight On Innovative Recruitment Strategies: Northwest Ohio Fellowship Program, Quality Improvement Center For Workforce Development (Qic-Wd)

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Ohio is a county-administered children services (formerly known as child welfare) system. Like many other states, Ohio is experiencing a shortage of child protective services (CPS) workers. County leaders report that this is due to high rates of turnover compounded by rising wages and competition from outside employers. Traditional recruitment techniques and programs, including traditional partnerships with universities with social work programs, are not adequate to meet the current level of need for new children services workers. Although social work majors come to children service agencies with a training set that allows faster onboarding, social work majors make up less …

Louisiana Academic Library Workers And Workplace Bullying, Catherine Baird, Andrea Hebert, Justin Savage

Sprague Library Scholarship and Creative Works

Workplace bullying is a problem in many work environments and can take different forms, including spreading gossip, criticism of work, unreasonable workloads, and being excluded. It can cause physical, psychological, and emotional stress, manifesting as depression, anxiety, self-esteem issues, exhaustion, feelings of rage/despair, and in some cases, post-traumatic stress disorder or suicide. Little is known, however, about the prevalence of bullying amongst library workers in academic libraries. This comprehensive state-wide study provides a replicable model to explore workplace bullying in a systematic manner amongst all academic library workers, not just librarians.

Hr And Child Welfare Data – Building Connections To Improve Practice, Quality Improvement Center For Workforce Development (Qic-Wd)

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Combined human resources (HR) and child welfare data is essential to answer pertinent workforce questions. The Quality Improvement Center for Workforce Development (QIC-WD) has been intentional about bringing HR and child welfare professionals together to better understand and use the data they have available to them. In some cases, however, public child welfare agencies struggle to link their HR and child welfare data sets. Through the QIC-WD’s work with our intervention sites and Child Welfare Data Analytics Institutes, our team has worked directly with agencies grappling with the challenge of connecting these vitally important data sets to address a …

Gender Differences In The Impact Of Worklife On Executives’ Psychological Health, Marcus B. Mueller

WCBT Faculty Publications

The Impact of Worklife on Executives’ Psychological Health Purpose: This is the first scientific research studying the impact of worklife factors on executives’ psychological health by gender. The study has a particular focus on the factors of ‘Community’ and ‘Work-life balance’.

Design: Survey data were collected from N=481 senior executives to measure seven worklife factors and psychological health. Standardized regression analysis was performed for each worklife in a regression model predicting psychological health by gender.

Findings: Results showed significant differences between female and male senior executives in the profiles of seven worklife factors in terms of their relationship with …

Influence Of Psychological Empowerment On Employee Competence In Nigerian Universal Basic Education System: The Mediating Role Of Work Engagement, Isah Sani, Rashidah B. M. Ibrahim, Fazida Karim

University of South Florida (USF) M3 Publishing

The main purpose of this paper is to examine the mediating role of work engagement (WE) on the link between psychological empowerment and employee competence (EC). The Ability Motivation Theory (AMO) stress the importance of practices that are capable of enhancing individual’s competence towards the achievement of organizational objectives. While considering psychological empowerment as one of the best practices influencing employee competence in an organization, some previous studies only considered other internal resources such like human resource practices. Studies that attempt to investigate the effect of psychological empowerment on EC and the mechanism through which it influences employee’s competence seem …

An Integrative Study Of Service And Safety Climate And Performance: Do Climates Compete?, Jeffrey B. Paul

Selected Faculty Publications

Organizational scholars continue to expand our knowledge of the contextual forces influencing employee behavior in organizations. A notable stream in this research agenda includes organizational climate studies that describe the social processes guiding employee perceptions of their environment. These shared perceptions formulate climate constructs that have demonstrated through theorizing and empirical findings relationships with attitudinal, behavioral, and performance outcomes across multiple levels of analysis. Contemporary climate studies have focused on facet-specific climates, such as a service climate or safety climate, and have linked facet climates with the same facet related performance (e. g. safety climate predicts increased safety performance). Given …

The Effects Of Racial Capitalism On Poor White Laborers, Amy Whittaker

Liberal Studies (MA) Final Essays

While always remembering that racial capitalism’s very nature ensures that non-white Americans suffer incomparable racial oppression, this paper will endeavor to expose the devastation caused to American society as a whole by explaining the ways in which racial capitalism destroyed poor white labors ability to participate fully in the economic system and strangled its chances of living the American dream. It is my hope that by discussing the missing piece of the poor white laborers’ experience under racial capitalism will unite poor white laborers and poor black laborers to work together to end racial capitalism, policing, and the carceral system. …

Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia Parry, Courtney L. Harrison

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The QIC-WD learned many lessons while conducting utilization-focused workforce research across eight diverse public child welfare agencies. In this brief we detail how we are chronicling natural variation (e.g., stay at home orders, hiring freezes, political will, and leadership changes), synthesizing existing data, conducting process evaluation (e.g., identifying implementation drivers), visualizing data to meet diverse stakeholder information needs, and building systems that are both flexible and sustainable.

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development (Qic-Wd)

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It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention.

In many ways, the concept of workforce metrics is still in its infancy and many things …

Appraisal-Tendency Framework And Gender: A Moderator In The Emotions And Judgement Process, Sarah Tucker, Alexander T. Jackson, Satoris Howes, Kaitlyn Berry

River Cities Industrial and Organizational Psychology Conference

The study aims to clarify and understand the role that gender has on perceptions of justice through placement of blame and emotion. The Appraisal Tendency Framework explains how emotion impacts judgements, and the fairness theory explores how blame placement affects perceptions of justice. This research explores the impact of gender on both models. This study will utilize a 2 (emotional induction) x 2 (gender of actor) design. In the emotional induction portion, participants will view clips from movies to induce either sadness or anger. Following the video clip, all participants will be asked to write about a time they either …

Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development (Qic-Wd)

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People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations.

There is evidence that organizations are not using the people and …

Perspective: Responding To The Well-Being Of Health Care Workers And Learners In Academic Medicine During The Covid-19 Pandemic, Cherie C. Hill, Paula G. Gomes, Alayna H. Feng, Cricket C. Gullickson, Carla I. Haack, Sheryl L. Heron

Journal of Wellness

No abstract provided.

Work–Family Conflict In Low-Income Households, Maritza G. Hiciano Ramos

Dissertations, Theses, and Capstone Projects

The United States is the only country not offering paid parental leave. Paid leave is left at the discretion of employers and only a few states offer Paid Family Leave benefits. The FMLA was established to protect workers from losing their jobs in case they needed to care for an elderly person or for their children. However, since value is not placed in family structures there has not been much development in that area. The FMLA fails to account for the grand majority of people in the U.S., especially those of lower socioeconomic status. Moreover, the vast inequalities that exists …

Supporting The Child Welfare Workforce When People Have To Work From Home, Quality Improvement Center For Workforce Development (Qic-Wd)

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Transitioning a face-to-face, people-focused workforce into one that leverages virtual meetings and visits is no small feat, especially in a crisis. Many child welfare agencies are considering how best to incorporate technology solutions into everyday workforce activities. The QIC-WD is focused on strengthening the child welfare workforce by reviewing and translating the evidence about what works for agency leaders. Although there is not a lot of research on the most effective strategies to manage a remote child welfare workforce, Harvard Business Review recently released an article that summarizes the available evidence and provides concrete tips for managers with employees who …

Effectively Using & Sharing Data, Quality Improvement Center For Workforce Development (Qic-Wd)

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The QIC-WD recently had the opportunity to talk with a group of human services training evaluators in Baltimore about how to effectively use and share data. The QIC-WD has a dissemination plan and data visualization experts (learn more here) to help our team and our sites use and share data for a variety of purposes. We shared the following tips to help evaluators determine what to share, when, and why.

• Plan for dissemination – that is, identify who needs the information and how best to get it to them.
• Consider who is in your target audience and how they …