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Full-Text Articles in Industrial and Organizational Psychology
Improving The Accuracy Of References: The Effects Of Felt Accountability On Personality Ratings, Cullen W. D. Mccurrach
Improving The Accuracy Of References: The Effects Of Felt Accountability On Personality Ratings, Cullen W. D. Mccurrach
Electronic Thesis and Dissertation Repository
References are a useful preemployment assessment for gathering unique personality information about job applicants. However, despite the capacity for external observers to provide valid personality ratings, references tend to be less accurate than similar preemployment assessments. This problem is important to address, since almost all organizations use references of some kind when hiring. This study attempted to improve the accuracy of the personality ratings provided in references by using two novel interventions believed to improve referees’ felt accountability to the hiring organization. These interventions included (a) a more elaborative rating format that asked participants to provide the reasons underlying each …
Individual Differences And Social-Comparative Feedback, Kabir N. Daljeet
Individual Differences And Social-Comparative Feedback, Kabir N. Daljeet
Electronic Thesis and Dissertation Repository
The purpose of the overall program of research was to investigate whether there are individual differences that facilitate the acceptance of, or preferences for, social-comparative performance feedback. In doing so, we aimed to establish how individual differences could be leveraged to mitigate the negative reactions that some individuals experience in response to social-comparative feedback (Feeney, Goffin, & Schneider, 2016; Roch et al., 2007). Likewise, we sought to determine whether individual differences were associated with a preference for social-comparative feedback. The results of the first study (N = 255) advanced a novel experimental design and found that, with limited exception, …
Finding Teams That Fight Fair: Exploring Trajectories Of Team Conflict Over Time, Natasha E. Ouslis
Finding Teams That Fight Fair: Exploring Trajectories Of Team Conflict Over Time, Natasha E. Ouslis
Electronic Thesis and Dissertation Repository
Disagreements are a reality for teams. Yet how and when teams experience conflict may impact their chances of success. We know relatively little about how team conflict emerges over time, especially for project-based teams. Disagreements over personal topics, logistics, and contributions have been consistently damaging to team performance (De Dreu & Weingart, 2003; O’Neill, Allen, & Hastings, 2013). The implications of task-based conflict over time, however, are inconsistent and poorly understood. To resolve these questions, I conducted three studies examining how conflict developed over the lifetimes of 272 engineering design project teams. Study 1 explored the measurement and patterns of …
That's Not Fair! Examining Individual Differences In Perceptions Of Fairness, Hayden Jerney Randolph Woodley
That's Not Fair! Examining Individual Differences In Perceptions Of Fairness, Hayden Jerney Randolph Woodley
Electronic Thesis and Dissertation Repository
Within organizations, fairness is an important concept and has received considerable research attention. Some research, interestingly, suggests that individuals differ in their perceptions of equity. Building on this research, four empirical studies were conducted to develop a measure of a new construct (i.e., equity orientation) and examine its predictive validity. In Study 1 (N = 836) and Study 2 (N = 600), the Equity Orientation Scale (EOS) was created and its relations with two popular personality models – the HEXACO and the Dark Tetrad – were examined across self- and peer-ratings. In Study 3 (N = 433) and Study 4 …
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Electronic Thesis and Dissertation Repository
The purpose of this dissertation was to add to the literature on the use of social networking sites (SNSs) for personnel selection. The first goal was to evaluate whether SNSs have the potential to be used as a valid source of information for selection. Specific SNS Indicator scales were created to test whether they have better validity evidence than the more traditionally-used Global SNS Rating. In a study of 141 undergraduate students at a large Canadian university, the Specific SNS Indicators demonstrated fairly weak evidence of interrater reliability, but some evidence of structural validity, and construct validity (convergent and discriminant). …