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Articles 1 - 8 of 8
Full-Text Articles in Industrial and Organizational Psychology
A Validation Study Of The Cross Cultural Competenc E Navigator, Xiaowen Chen
A Validation Study Of The Cross Cultural Competenc E Navigator, Xiaowen Chen
Theses and Dissertations
C ross cultural competency (3C) is defined as an individual’s capability to effectively function in culturally diverse contexts, which is influenced by a set of individual antecedents. In the literature 3C has been characterized by a number of models and associated measures. In this thesis, 3C capability was described by seven distinctive antecedents, i.e. mindfulness, inquisitiveness, interpersonal skills, emotional stability, cultural knowledge, cultural experience and foreign language. A pragmatic 3C model was presented based on the literature findings, detailing the underlying mechanisms of 3C and its potential nomological network. The model attempted to reconcile three major disagreements in 3C research, …
Emotional Labor In A Computer-Mediated Environment, Christa P. Bupp
Emotional Labor In A Computer-Mediated Environment, Christa P. Bupp
Theses and Dissertations
As more organizations enter into a global economy, the use of computer-mediated communication (CMC) becomes a necessary component for survival. However, the effects of CMC on employees and customers is still not well understood. Although research on work-related emotions has been flourishing in the last several years (Brief & Weiss, 2002), there have been relatively few studies done on emotions in a computer-mediated environment and even less done on emotional labor in a computer-mediated environment. The purpose of the present research is to examine emotional regulation strategies in a computer-mediated environment. Affective events theory (AET) is utilized as an overarching …
Emotional Display Rule Conflict In Student Affairs And Services Administrators, Tessly Ann Dieguez
Emotional Display Rule Conflict In Student Affairs And Services Administrators, Tessly Ann Dieguez
Theses and Dissertations
This study examines a proposed model in which display rule conflict occurs when employees’ personal emotional display rule goals or values (operationalized as student customer orientation and individual-level power distance) are inconsistent with the emotional display rule goals of their department or culture (operationalized as department-level student customer orientation and country-level power distance, respectively). No significant effects of the interaction between personal and department-level student customer orientation or personal and department-level power distance on display rule commitment were found. Results did show that display rule conflict has a negative effect on display rule commitment. Further, display rule conflict predicted emotional …
Feedback Environment Intervention: Changing The Performance Management Paradigm From Systems To People, James R. Gallo
Feedback Environment Intervention: Changing The Performance Management Paradigm From Systems To People, James R. Gallo
Theses and Dissertations
For years, empirical research has supported the claims that an organization’s feedback environment is related to numerous beneficial outcomes for employees and organizations. While we have a valid and reliable way to measure this feedback environment, we don’t know much about how to intervene in organizations to create a favorable feedback environment. This research study attempted to improve an organization’s feedback environment through a planned change intervention and therefore to create new institutionalized group norms often prevalent in a favorable feedback environment. The goal of the intervention was to train employees on the seven dimensions of the feedback environment and …
An Integrated Model Of Attitude Theory And Applicant Faking Behavior, Matthew Doyle Pita
An Integrated Model Of Attitude Theory And Applicant Faking Behavior, Matthew Doyle Pita
Theses and Dissertations
Applicant faking behavior (AFB) on personality measures has been a long-standing challenge for both researchers and practitioners. Applicant faking behavior is widely defined as a deceptive act that is intended to create a favorable impression (Goffin & Boyd, 2009). The research in this area has evolved with heightened focus on bolstering its theoretical foundation and establishing a consistent and effective operationalization of AFB. This research utilizes archival data from a within-subject design with a sample of job applicants; a procedure that has been recognized as the “gold standard” of the AFB literature (Ryan & Boyce, 2006). Structural Equation Modelling resulted …
Give And Take: Validity, Personality Profiling, And Individual Success, Sara Katarina Trané
Give And Take: Validity, Personality Profiling, And Individual Success, Sara Katarina Trané
Theses and Dissertations
This research addresses two critical aspects of organizational performance: (1) identification of individuals who have the potential to become the organization’s greatest assets and (2) identification of individuals who are likely to be the organization’s greatest liabilities. The greatest assets, contributing the most value to the organization, are proposed to be individuals with a predisposition to engage in a prosocial interaction style referred to as give. The greatest liabilities, engaging in behaviors contradicting organizational goals, are proposed to be individuals with an antisocial interaction style referred to as take. Although both givers and takers can be highly successful as individuals, …
Cultural Values And The Effectiveness Of Trust Repair Strategies In Collaborative Relationships, Kyi Phyu Nyein
Cultural Values And The Effectiveness Of Trust Repair Strategies In Collaborative Relationships, Kyi Phyu Nyein
Theses and Dissertations
Interpersonal trust is a positive expectation that an individual has regarding another individual, and such positive expectation leads to behaviors and outcomes desirable for individuals, groups, and organizations. Despite these benefits and positive outcomes of trust, it can be damaged or broken, and to continue the relationship or effectively work together again, individuals must repair the broken trust. Very little research has been conducted on trust violation and repair in the cross-cultural context, and as more organizations and businesses become global, the influence of culture must be considered in developing and maintaining trusting relationships as well as repairing broken trust …
What Makes A Business Person A Criminal: An Examination Through Academic Dishonesty, Dakota Lee Fraley
What Makes A Business Person A Criminal: An Examination Through Academic Dishonesty, Dakota Lee Fraley
Theses and Dissertations
The present study examined the interaction between environmental and individual difference characteristics in predicting perceptions of white-collar crime and likelihood to engage in academic dishonesty. It adopted a cross discipline approach that pulls literature from criminology, industrial organizational psychology and academic dishonesty to create the theoretical framework for what causes a person to deviate. General strain theory, rational choice theory and social exchange theory were employed to explain how integrity, perceived stress and perceived injustice could predict likelihood to commit academic dishonesty and perceptions of white-collar crime. Additional analyses looked at how self-control might moderate the relationships between perceived stress …