Open Access. Powered by Scholars. Published by Universities.®
Industrial and Organizational Psychology Commons™
Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Business (13)
- Organizational Behavior and Theory (8)
- Education (6)
- Curriculum and Instruction (5)
- Human Resources Management (5)
-
- Sociology (5)
- Social Psychology (4)
- Clinical Psychology (3)
- Labor Relations (3)
- Organization Development (3)
- Public Affairs, Public Policy and Public Administration (3)
- School Psychology (3)
- Work, Economy and Organizations (3)
- Cognition and Perception (2)
- Higher Education (2)
- Leadership Studies (2)
- Marketing (2)
- Peace and Conflict Studies (2)
- Public Administration (2)
- American Politics (1)
- Behavioral Economics (1)
- Business Administration, Management, and Operations (1)
- Business Law, Public Responsibility, and Ethics (1)
- Cognitive Psychology (1)
- Community Psychology (1)
- Counseling Psychology (1)
- Criminology (1)
- Keyword
-
- Articles (7)
- Diversity (2)
- Gender (2)
- Gender Stereotypes and Negotiation Strategies (2)
- Negotiation (2)
-
- Organizations (2)
- Trust (2)
- Acquired knowledge (1)
- Acquisition (1)
- Adaption-Innovation Theory (1)
- Administrative presidency; chief of staff; managerial influence; public management (1)
- Attention Deficit Disorder (ADD) (1)
- Attention-Deficit/Hyperactivity Disorder (ADHD) (1)
- Attribute (1)
- Behaviors (1)
- Buffering hypothesis (1)
- CV (1)
- Categories (1)
- Chameleonic (1)
- Choice (1)
- Cognitive Style (1)
- Community of Inquiry; level of analysis; composition theory; shared perceptions (1)
- Contributions to Books (1)
- Conversation (1)
- Counterterrorism (1)
- Creative Personality (1)
- Creative Self-Perception (1)
- Creative Studies (1)
- Creativity (1)
- Curriculum Vita (1)
- Publication
- File Type
Articles 1 - 30 of 36
Full-Text Articles in Industrial and Organizational Psychology
Performance Feedback, Allison O'Malley
Performance Feedback, Allison O'Malley
Alison L. O'Malley
Entry in Encyclopedia of Industrial and Organizational Psychology.
Don’T Be Such A Downer: Using Positive Psychology To Enhance The Value Of Negative Feedback, Allison L. O'Malley, Jane B. Gregory
Don’T Be Such A Downer: Using Positive Psychology To Enhance The Value Of Negative Feedback, Allison L. O'Malley, Jane B. Gregory
Alison L. O'Malley
Effective developmental feedback promotes a balanced and authentic view of employees' current state, thereby addressing strengths and weaknesses of employees. The authors address how organizations' increased emphasis on positivity can be reconciled with the delivery of negative feedback. Drawing on principles from positive psychology, the authors outline strategies managers can implement to increase the likelihood that negative feedback interventions will yield improved performance while promoting employee well-being.
The Roles Of Flourishing And Spirituality In Millenials’ Leadership Development Activity, Allison O'Malley, Denise Williams
The Roles Of Flourishing And Spirituality In Millenials’ Leadership Development Activity, Allison O'Malley, Denise Williams
Alison L. O'Malley
Confronted by today’s epidemic of corporate meltdowns, broken institutional paradigms, unethical decision-making, and demand for innovative competencies in order to remain competitive, educators and researchers are challenged to examine how today’s future leaders develop the skill and will to be effective. Whether labeled GenY, Generation Next, Generation Tech or Millennials (i.e. individuals born between 1982 and 2003), this group of change agents differs in attitudes, behaviors, and intrinsic and extrinsic motivations from older generations (e.g. Taylor & Keeter, 2010; Twenge, Campbell & Freeman, 2012). The scholarly debate on the role of meaning making (Park, 2005) describes the Millennial on a …
Supportive Feedback Environments Can Mend Broken Performance Management Systems., James J. Dahling, Allison L. O'Malley
Supportive Feedback Environments Can Mend Broken Performance Management Systems., James J. Dahling, Allison L. O'Malley
Alison L. O'Malley
No abstract available.
Do Student Perceptions Of Diversity Emphasis Relate To Learning Of Psychology?, J. Elicker, A. Snell, Allison O'Malley
Do Student Perceptions Of Diversity Emphasis Relate To Learning Of Psychology?, J. Elicker, A. Snell, Allison O'Malley
Alison L. O'Malley
We examined the extent to which students' perceived inclusion of diversity issues in the Introduction to Psychology course related to perceptions of learning. Based on the responses of 625 students, multilevel linear modeling analyses revealed that student perceptions of diversity emphasis in the class were positively related to how well students believed they understood concepts and the extent to which they believed they learned concepts they could apply to their lives. We also examined the relation between individual differences (e.g., age, race) and perceived learning. We discuss the importance of including issues of diversity in psychology classes.
A Good Graduate Io Education Begins In Undergraduate Classrooms., Nicholas Salter, Allison O'Malley
A Good Graduate Io Education Begins In Undergraduate Classrooms., Nicholas Salter, Allison O'Malley
Alison L. O'Malley
No abstract available.
The Role Of Emotional Labor In Performance Appraisal: Are Supervisors Getting Into The Act?, Samantha A. Ritchie, Allison L. O'Malley
The Role Of Emotional Labor In Performance Appraisal: Are Supervisors Getting Into The Act?, Samantha A. Ritchie, Allison L. O'Malley
Alison L. O'Malley
Researchers have issued a call for research on emotional labor to move beyond service roles to other organizational roles (Ashforth & Humphrey, 1993). The present paper proposes that emotional labor plays a pivotal role during performance feedback exchanges between supervisors and subordinates. We suggest that the emotional labor supervisors engage in while providing performance feedback is a vital mechanism by which leaders impact followers' perceptions of the feedback environment (Steelman, Levy, & Snell, 2004) and, subsequently, important outcomes (e.g., employee satisfaction with the feedback, motivation to use feedback, feedback seeking frequency, and LMX quality).
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
Marya Besharov
This research builds on theory about how identification develops when members differ in which organizational values they hold to be important. It is relatively well established that conflict and dis-identification arise under such conditions. In the socially responsible retail company I studied, in contrast, I found identification as well as dis-identification. Both outcomes emerged from members’ interactions with others whose values and behaviors differed from their own. Identification arose when managers interpreted and enacted organizational values for frontline employees by developing integrative solutions, removing ideology, and routinizing ideology. Dis-identification developed in the absence of these practices. The resulting process model …
Mind-Body Integrative Training: Firefighter Personal Protective Equipment (Ppe), Rodger E. Broome Phd, Josh Told, Zachery Lyman
Mind-Body Integrative Training: Firefighter Personal Protective Equipment (Ppe), Rodger E. Broome Phd, Josh Told, Zachery Lyman
Rodger E. Broome
The purpose of this research is to determine if differences in performance outcomes exist between the use of paramilitary instruction and a method of teaching informed by the Chinese philosophy Tài Chí when learning to don structural fire-fighting clothing or personal protective equipment (PPE). We hypothesize that keeping students in a process focus (i.e., Tài Chí method) rather than a high-pressure outcome focus (traditional paramilitary method) results in increased proficiency in the skill-performance outcomes (Selk, 2009). The assumption is that Tài Chí helps integrates students’ minds and bodies in the learning process and results in a higher quality of motor …
Happiness At Work: Rules For Employee Satisfaction And Engagement, Femi Cadmus
Happiness At Work: Rules For Employee Satisfaction And Engagement, Femi Cadmus
Femi Cadmus
The concept of employee satisfaction and engagement is not new. Quite recently, however, there appears to be renewed interest in positive psychology, tracking what makes for happiness in general, and how this translates in the workplace. Cultivating and maintaining a climate and culture which breeds happy, motivated, and productive employees in a library setting requires hard work. Happiness in the workplace is not unattainable, but it requires a concerted plan of action and consistent effort by managers. Managers also need to take steps to make sure that their own personal and work needs are being taken care off to avert …
Public Management In Political Institutions: Explaining Perceptions Of White House Chief Of Staff Influence, José Villalobos, Justin Vaughn, David Cohen
Public Management In Political Institutions: Explaining Perceptions Of White House Chief Of Staff Influence, José Villalobos, Justin Vaughn, David Cohen
José D. Villalobos
The notion that public managers influence organizational performance is common in public administration research. However, less is known about why some managers are better at influencing organizational performance than others. Furthermore, relatively few studies have systematically examined managerial influence and scholars have yet to investigate either quantitatively or systematically managerial influence in the White House. Utilizing original survey data collected from former White House officials who served in the Reagan, George H.W. Bush, and Clinton administrations, this study applies empirical public management theory to examine for the first time the key determinants that shape perceptions of chief of staff managerial …
Esochoice: The Self-Manipulation Of Tastes By Chameleonic Decision Makers, Brian J. Gibbs
Esochoice: The Self-Manipulation Of Tastes By Chameleonic Decision Makers, Brian J. Gibbs
Brian J. Gibbs
No abstract provided.
Factors Affecting The Acquisition And Transfer Of Novel Attribute Relationships To New Product Categories, Stewart Shapiro, Mark Spence, Jennifer Gregan-Paxton
Factors Affecting The Acquisition And Transfer Of Novel Attribute Relationships To New Product Categories, Stewart Shapiro, Mark Spence, Jennifer Gregan-Paxton
Mark Spence
This article investigates two factors posited to affect consumers' ability to learn a novel attribute relationship (e.g., "no pesticides → USDA organic symbol") and apply this recently acquired knowledge when making judgments in a new product category. The first factor concerns the nature of the attribute encoding process and, in particular, whether it allows for comparison of examples. The second factor focuses on the relationship between the learning and transfer domains, and examines the influence of perceptual similarity (manipulated two ways: similarity in the elements comprising the attribute relationships, and similarity between the base and target domains) on the transfer …
Human Resource Practices In Hong Kong And Singapore: The Impact Of Political Forces And Imitation Proceses, James Shaw, Paul Kirkbride, Sara Tang, Cynthia Fisher
Human Resource Practices In Hong Kong And Singapore: The Impact Of Political Forces And Imitation Proceses, James Shaw, Paul Kirkbride, Sara Tang, Cynthia Fisher
James B Shaw
This study examined the influence of political forces and imitation processes on HR practices in local and foreign firms in Singapore and Hong Kong. Hong Kong has long practised a policy of positive non-interventionism while Singapore's government has taken a far more interventionist role not only on broad issues of economic policy but on HRM activities as well. Singapore's government has focused heavily on productivity improvement, including the development of incentive pay systems and more effective performance appraisal systems. Singapore firms use more extensive personnel selection procedures and more sophisticated methods of assessing employee performance and determining wage rates. On …
Relocation Attitudes And Adjustment: A Longitudinal Study, Cynthia Fisher, James Shaw
Relocation Attitudes And Adjustment: A Longitudinal Study, Cynthia Fisher, James Shaw
James B Shaw
This study identified correlates of attitude toward an impending employer-initiated relocation, then followed up by predicting post-transfer attitude and adjustment difficulty in the same sample. Predictors suggested by past research on mobility attitudes (i.e. demographic characteristics and attributes of the pre-move location) were less important in explaining pre-move attitude toward the transfer than were expected attributes of the new location. After the move, experienced aspects of the new location such as role ambiguity, degree of advancement, and community and job satisfaction were the strongest predictors of overall post-move attitude and adjustment difficulty. In many cases, pre-move expectations about attributes of …
Evaluating Organizational Behavior Teaching Innovations: More Rigorous Designs, More Relevant Criteria, And An Example, James Shaw, Cynthia Fisher, Gregory Southey
Evaluating Organizational Behavior Teaching Innovations: More Rigorous Designs, More Relevant Criteria, And An Example, James Shaw, Cynthia Fisher, Gregory Southey
James B Shaw
Evaluations of new methods of teaching Organizational Behavior (OB) usually rely on course ratings collected at the end of the semester. This article discusses the need for more rigorous designs for assessing teaching innovations, and proposes evaluating OB courses on the basis of change in self-ratings of managerial competencies. Self-ratings of managerial competencies and a more sophisticated evaluation design are used to compare the Practical Organizational Behavior Education (PROBE) method to the lecture/tutorial method of delivering of OB material. PROBE produces greater perceived managerial skill learning than lecture/tutorial delivery for females, younger students, students with little work experience, and students …
Problems In Project Groups: An Anticipatory Case Study, Cynthia Fisher, James Shaw, Paul Ryder
Problems In Project Groups: An Anticipatory Case Study, Cynthia Fisher, James Shaw, Paul Ryder
James B Shaw
No abstract provided.
Organizational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James Shaw, Sara Tang, Cynthia Fisher, Paul Kirkbride
Organizational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James Shaw, Sara Tang, Cynthia Fisher, Paul Kirkbride
James B Shaw
Data were collected from 151 Hong Kong organizations to determine the relationship between culture, firm size, level of unionization and presence of an HRM department, and human resource management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionization were moderate predictors while firm size and the existence of a specialized training unit within the HRM department were the strongest predictors of HR practices.
The Availability Of Personal And External Coping Resources: Impacts On Job Stress And Employee Attitudes During Organizational Restructuring, James Shaw, Mitchell Fields, James Thacker, Cynthia Fisher
The Availability Of Personal And External Coping Resources: Impacts On Job Stress And Employee Attitudes During Organizational Restructuring, James Shaw, Mitchell Fields, James Thacker, Cynthia Fisher
James B Shaw
This study examines the relationships among personal coping resources, social support, external coping resources, job stressors and job strains in a sample of 110 American Telephone and Telegraph employees undergoing a major organizational restructuring. The study expanded on a model suggested by Ashford (1988) by defining another category of coping resources that employees may draw upon to deal with the stressors and strains which occur during major organizational changes. External coping resources were defined as those which provided employees with a sense of ‘vicarious control’ in stressful situations. Results indicated that personal coping resources, social support and external coping resources …
Teaching Hrm And Managerial Skills With The "Living Case.", Carol Dickenson, Cynthia Fisher, James Shaw, Gregory Southey
Teaching Hrm And Managerial Skills With The "Living Case.", Carol Dickenson, Cynthia Fisher, James Shaw, Gregory Southey
James B Shaw
The purpose of this paper is to describe and evaluate an innovative approach to teaching human resource management. The approach involves students working in small groups on a semester-long project in the form of an ongoing case-study (hereafter called the living case). After setting up a simulated organization complete with identification of strategies, structure and culture, students are required to make and defend a series of HR decisions in which they apply theory and classroom learning about HRM to their ‘real’ organization. The approach emphasizes the context of HRM decisions and helps to develop a range of both HR specific …
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Marya Besharov
Multiple institutional logics present a theoretical puzzle. While scholars recognize their increasing prevalence within organizations, research offers conflicting perspectives on their implications, causing confusion and inhibiting deeper understanding. In response, we propose a framework that delineates types of logic multiplicity within organizations, and we link these types with different outcomes. Our framework categorizes organizations in terms of logic compatibility and logic centrality and explains how field, organizational, and individual factors influence these two dimensions. We illustrate the value of our framework by showing how it helps explain the varied implications of logic multiplicity for internal conflict. By providing insight into …
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
Amy L. Kenworthy
Introduction: Since its launch in April 2010, Bond University’s ‘One Goal, One Community’ anti-bullying initiative has touched the lives of more than 50,000 people, grown to include program partners on two continents, involved 31 schools and community-based organisations from across five Australian states and the ACT, and has been lauded by the international press for its success.
Toward Authenticity Or Defeat: The Jolting Effect Of Layoff, Suzanne De Janasz, Amy Kenworthy
Toward Authenticity Or Defeat: The Jolting Effect Of Layoff, Suzanne De Janasz, Amy Kenworthy
Amy L. Kenworthy
The last decade has brought with it unprecedented change –not all of it good. The recent economic downturn has damaged organizations, communities, industries, nations, and individuals. Given the sometimes harsh reality facing many in today’s volatile economy, we have looked at the impact that being made redundant has on individuals. Does it irrevocably damage their self-esteem? What does it mean for their future careers? And can being laid off actually improve individuals’ overall health and well-being? This last point may sound counter-intuitive, but do not underestimate the power of change. It is easy to think of losing a job as …
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
George Hrivnak
Introduction: Since its launch in April 2010, Bond University’s ‘One Goal, One Community’ anti-bullying initiative has touched the lives of more than 50,000 people, grown to include program partners on two continents, involved 31 schools and community-based organisations from across five Australian states and the ACT, and has been lauded by the international press for its success.
Destructive Leadership, Ben Shaw, Anthony Erickson, Michael G. Harvey
Destructive Leadership, Ben Shaw, Anthony Erickson, Michael G. Harvey
Anthony Erickson
Our research, based on factor and cluster analyses of 127 questions answered by a combined sample of 1165 respondents from around the world, suggests that there are a variety of ways for leaders to be harmful to the people they supervise and the organisations to which they belong. Seven “types” of destructive leaders based on cluster analyses of factor scores are described in the panels to the right. Destructive leadership lowers productivity and financial performance. It makes employees angry, lowers their self-esteem and causes them to engage in more “political” behaviour.
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
One Goal, One Community: Program Development And Research Results From Bond’S International Anti-Bullying Program, Amy Kenworthy, Jeffrey Brand, George Hrivnak, Dee Bartrum
Jeffrey Brand
Introduction: Since its launch in April 2010, Bond University’s ‘One Goal, One Community’ anti-bullying initiative has touched the lives of more than 50,000 people, grown to include program partners on two continents, involved 31 schools and community-based organisations from across five Australian states and the ACT, and has been lauded by the international press for its success.
Curriculum Vitae, Judah J. Viola
A Voice Is Worth A Thousand Words: The Implications Of The Micro-Coding Of Social Signals In Speech For Trust Research, Benjamin Waber, Michele Williams, John Carroll, Alex Pentland
A Voice Is Worth A Thousand Words: The Implications Of The Micro-Coding Of Social Signals In Speech For Trust Research, Benjamin Waber, Michele Williams, John Carroll, Alex Pentland
Michele Williams
While self-report measures are often highly reliable for field research on trust (Mayer and Davis, 1999), subjects often cannot complete surveys during real time interactions. In contrast, the social signals that are embedded in the non-linguistic elements of conversations can be captured in real time and extracted with the assistance of computer coding. This chapter seeks to understand how computer-coded social signals are related to interpersonal trust.
Decelerating The Diminishing Returns Of Citizenship On Task Performance: The Role Of Social Context And Interpersonal Skill, Kemp Ellington, Erich Dierdorff, Robert Rubin
Decelerating The Diminishing Returns Of Citizenship On Task Performance: The Role Of Social Context And Interpersonal Skill, Kemp Ellington, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
Recent scholarship on citizenship behavior demonstrates that engaging too often in these behaviors comes at the expense of task performance. In order to examine the boundary conditions of this relationship, we used resource allocation and social exchange theories to build predictions regarding moderators of the curvilinear association between citizenship and task performance. In a field study of 366 employees, we examined the relationship between the frequency of interpersonal helping behavior and task performance, and tested for the moderating influences of three social context features (social density, interdependence, and social support) and of employees’ levels of interpersonal skill. Results provided corroborating …
Individual Learning In Team Training: Self-Regulation And Team Context Effects, Kemp Ellington, Erich Dierdorff
Individual Learning In Team Training: Self-Regulation And Team Context Effects, Kemp Ellington, Erich Dierdorff
Erich C. Dierdorff
Although many analysts recognize that team-level learning is reliant on the acquisition of learning content by individuals, very little research has examined individual-level learning during team training. In a sample of 70 teams (N = 380) that participated in a simulation-based team training setting designed to teach strategic decision-making, we examined how self-regulation during team training influenced the extent to which team members subsequently demonstrated individual mastery of the team training content. We also investigated the extent to which team characteristics moderated the relationships between self-regulation and learning outcomes. Multilevel mediation results indicated that self-efficacy fully mediated the effects of …