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2017

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Articles 1 - 30 of 243

Full-Text Articles in Industrial and Organizational Psychology

Incivility And Dysfunction In The Library Workplace: Perceptions And Feedback From The Field, Richard J. Moniz Jr. Dec 2017

Incivility And Dysfunction In The Library Workplace: Perceptions And Feedback From The Field, Richard J. Moniz Jr.

Library Staff Publications

Issues associated with lack of civility, less than ideal functionality and employees that may not self-reflect as much they should are all challenges in the modern workplace and libraries are no exception. The purpose of this study was to determine which issues associated with a lack of civility such as mobbing, bullying, workplace dysfunction, and lack of abilities regarding self-reflection were found in the library workplace and to what extent. The data represents the feedback of 4,168 library employees through a self-reporting survey instrument designed by the authors with the help of the American Library Association. Data is both quantitative …

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A Look At Minimizing Student Loan Debt, While Maximizing Advanced Educational Opportunities, Karla Bradford Dec 2017

A Look At Minimizing Student Loan Debt, While Maximizing Advanced Educational Opportunities, Karla Bradford

The Siegel Institute Journal of Applied Ethics

Poverty is a reality for many who obtain a degree of higher education and enter the workforce immediately after graduation. Funding an education for many may lead to student loan debt that is often virtually impossible to repay. This often leads many to believe that the debt incurred from obtaining a degree of higher education may not be worth the gain. The purpose of this paper is explore several articles that report on higher education as it relates to poverty, student loan debt, and salary pay scales for degrees and professional trade certifications. While investigating those related themes, this paper …

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From Play To Performance: Building An Effective Organization, Jessica N. Selee, Jade Johnson, Jocelyn N. Murray, Anna Samuelson, Jasmine Li, Andrew Lacanienta, Mat D. Duerden, Mark Widmer Dec 2017

From Play To Performance: Building An Effective Organization, Jessica N. Selee, Jade Johnson, Jocelyn N. Murray, Anna Samuelson, Jasmine Li, Andrew Lacanienta, Mat D. Duerden, Mark Widmer

Marriott Student Review

Under the Mentored Experience Grant, six students studies the impact that non-work activities (recreation or leisure) have on individual contributors or organization. Some employees refrain from participating in Leisure-at-Work (LAW) due to lack of time or skill, to cliques, to differing preferences, or fear of negative connotations. Employees report that LAW increases productivity, establishes and enriches social interactions, improves communication, attracts and retains employees in a company, and facilitates a culture of engagement, trust, and camaraderie. At the conclusion of our analysis, we identified areas of future research and recommendations for best practice.

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Reaction To Safety Equipment Technology In The Workplace And Implications: A Study Of The Firefighter’S Hood, Brian W. Ward Dec 2017

Reaction To Safety Equipment Technology In The Workplace And Implications: A Study Of The Firefighter’S Hood, Brian W. Ward

The Qualitative Report

In the 1990s the firefighter’s hood became a standard article of safety equipment worn by municipal firefighters, eliciting a negative reaction among many of these firefighters. I used data from interviews with 42 firefighters to explain why this reaction occurred. Data analysis revealed that negative reactions ultimately stemmed from the hood’s disruption of autonomy, repudiation of the complex mental and physical skill needed to perform tasks required of firefighters, and hindrance in negotiating the life-threatening environment created by a fire. These findings indicate that when introducing new safety equipment technology to emergency response workers, their reaction to this equipment, and …

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The Role Of Organizational Buy-In In Employee Retention, Serena Hsia Dec 2017

The Role Of Organizational Buy-In In Employee Retention, Serena Hsia

Industrial-Organizational Psychology Dissertations

This study examined the role of organizational buy-in, the acceptance and willingness to actively support and participate in the organizations plans, in the relationship between job satisfaction and intent to stay. Furthermore, this study proposed that job position would moderate the influence of organizational buy-in, as those in higher positions may be more invested in the organiation’s strategy. Two models were tested – a moderated moderation model, and a double moderated model. Support was found for the double moderated model. Organizational buy-in acted as a buffer between job satisfaction and intent to stay, such that those who have low job …

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Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler Dec 2017

Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler

Edward J Lawler

This chapter develops a framework for conceptualizing and analyzing enduring political alignments in organizations. We address the following key questions: (a) What processes promote political alignments, in particular ones that are likely to be recognized and identifiable by members of an organization? and (b) What are the major forms of political alignment? Repeated coalitions among the same actors are the central mechanism that generates enduring, identifiable political alignments. The power relations within and between coalitions determine the nature of the political alignments. Overall, political alignments are construed as microinstitutions that generate coordinated efforts to influence organizational strategy, policies, and practices.

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Bringing Emotions Into Social Exchange Theory, Edward J. Lawler, Shane R. Thye Dec 2017

Bringing Emotions Into Social Exchange Theory, Edward J. Lawler, Shane R. Thye

Edward J Lawler

We analyze and review how research on emotion and emotional phenomena can elaborate and improve contemporary social exchange theory. After identifying six approaches from the psychology and sociology of emotion, we illustrate how these ideas bear on the context, process, and outcome of exchange in networks and groups. The paper reviews the current state of the field, develops testable hypotheses for empirical study, and provides specific suggestions for developing links between theories of emotion and theories of exchange.

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The Theory Of Relational Cohesion: Review Of A Research Program, Shane R. Thye, Jeongkoo Yoon, Edward J. Lawler Dec 2017

The Theory Of Relational Cohesion: Review Of A Research Program, Shane R. Thye, Jeongkoo Yoon, Edward J. Lawler

Edward J Lawler

In this paper we analyze and review the theory of relational cohesion and attendant program of research. Since the early 1990s, the theory has evolved to answer a number of basic questions regarding cohesion and commitment in social exchange relations. Drawing from the sociology of emotion and modem theories of social identity, the theory asserts that joint activity in the form of frequent exchange unleashes positive emotions and perceptions of relational cohesion. In turn, relational cohesion is predicted to be the primary cause of commitment behavior in a range of situations. Here we outline the theory of relational cohesion, tracing …

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What Do Work Value Differentiation And Profile Elevation Predict?, Jinhao Chi Dec 2017

What Do Work Value Differentiation And Profile Elevation Predict?, Jinhao Chi

Master's Theses

Using a sample of 251 college students, it was found that 1) when differentiation (D) of work values was calculated using three indices, high-low D, Iachan D, and variance D, only Iachan D positively related to indecision but high-low D and variance D did not, 2) none of the three indices of D related to career maturity, 3) work values profile elevation (PE) positively related to extraversion, openness, and negatively related to depressive symptoms and career indecision but was unrelated to career certainty and neuroticism and 4) work values PE moderated the relationship between Iachan D and career indecision. The …

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A Validation Study Of The Cross Cultural Competenc E Navigator, Xiaowen Chen Dec 2017

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, …

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Predicting Law Enforcement Officer Turnover And Use Of Force From Variables Measured By The 2013 Law Enforcement Management And Administrative Statistics (Lemas) Survey, Ryan Lee Radmall Dec 2017

Predicting Law Enforcement Officer Turnover And Use Of Force From Variables Measured By The 2013 Law Enforcement Management And Administrative Statistics (Lemas) Survey, Ryan Lee Radmall

Electronic Theses, Projects, and Dissertations

Law enforcement requires comprehensive hiring and training practices in order to curb misconduct and turnover. Some of the available data suggests a shift in the dynamics of law enforcement toward a more objective approach that favors education, cognitive ability testing, a community policing orientation, and technological advances, such as body cameras, that hold enforcers of the law and the American public, accountable for misconduct and violations of the law. The utilization of various technological advances requires assessment and dynamic, comprehensive analysis. The present study examined the influence of education and the professionalization of policing hiring requirements, cognitive ability tests and …

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Effects Of Pedagogical Agent Design On Training Evaluation Measures: A Meta-Analysis, Timothy J. Quesnell Nov 2017

Effects Of Pedagogical Agent Design On Training Evaluation Measures: A Meta-Analysis, Timothy J. Quesnell

College of Science and Health Theses and Dissertations

Pedagogical agents are, "conversational virtual characters employed in electronic learning environments to serve various instructional functions" (Veletsianos & Miller, 2008). They can take a variety of forms, and have been designed to serve various instructional roles, such as mentors, experts, motivators, and others. Given the increased availability and sophistication of technology in recent decades, these agents have become increasingly common as facilitators to training in educational settings, private institutions, and the military. Software to aid in the creation of pedagogical agents is widely available. Additionally, software use and agent creation often requires little formal training, affording nearly anyone the opportunity …

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Individual And Contextual Factors And The Efficacy Of An Experiential Sexism Intervention, Samantha M. Smith Nov 2017

Individual And Contextual Factors And The Efficacy Of An Experiential Sexism Intervention, Samantha M. Smith

College of Science and Health Theses and Dissertations

The purpose of this study was to investigate the efficacy of a sexism-focused diversity training program. More specifically, this study examined the direct and indirect relationships between individual characteristics (i.e., gender, self-efficacy, and reactance), contextual factors (i.e., organizational diversity climate) and diversity training outcomes and training transfer. To test hypotheses, graduate and undergraduate students participated in a two-stage study (baseline and intervention stages), with the intervention consisting of a 90-minute sexism-focused diversity training workshop. Data from one hundred and forty participants were retained for regression analyses. Results suggest the workshop was generally effective at reducing endorsement of sexist attitudes, improving …

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Technology, Power, And Leadership: Recommendations For Preserving Faculty Autonomy In The 21st Century, Leslie Pourreau Nov 2017

Technology, Power, And Leadership: Recommendations For Preserving Faculty Autonomy In The 21st Century, Leslie Pourreau

The Siegel Institute Journal of Applied Ethics

Today’s institutions of higher education dedicate significant time and effort to outfitting facilities with the latest technology equipment and packages and to providing faculty with training and support. Conversely, literature on technology implementation in higher educational settings typically focuses on procedures and timelines and makes little mention of how faculty perceive technology as a challenge or threat to their autonomy and professional identity. This literature review uses the terms “power”, “empowerment” and “technology” according to Foucault, Kanter, Rowlands, and others as the lens to examine connections between technology and faculty’s real or perceived loss of identity and autonomy. Instructional technology …

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Unfriend Me! Applicant Reactions To The Use Of Social Networking Information During The Hiring Process, Byron Shane Lowery Nov 2017

Unfriend Me! Applicant Reactions To The Use Of Social Networking Information During The Hiring Process, Byron Shane Lowery

LSU Doctoral Dissertations

In today’s world, it seems everyone has a profile on at least one social networking website. Sites like Facebook, Twitter, and LinkedIn have millions of users. As such, it should come to no surprise that information contained on these sites is being used in various ways. One of the more controversial uses of this information is to screen potential job applicants during the hiring process. Indeed, a growing trend among organizations has been to gather data on applicants in order to identify better employees. However, there is a growing concern about how applicants will react to this practice. Unfavorable reactions …

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I’M Afraid To Tell You What I Really Think: An Investigation Into The Feedback Withholding Bias Mechanism And Outcomes Within Stem Settings, Deborah Lee Nov 2017

I’M Afraid To Tell You What I Really Think: An Investigation Into The Feedback Withholding Bias Mechanism And Outcomes Within Stem Settings, Deborah Lee

Dissertations

This study builds on previous research findings that White individuals who desire to not appear racist is associated with Black students failing to receive constructive feedback, compared to White students (Croft & Schmader, 2012). This Feedback Withholding Bias (FWB) may inhibit the ability for Black students to learn from constructive feedback which is important for student learning and future performance. Black male students and White male evaluators with a STEM major were the focus of this study because of the underrepresentation of Black STEM students and workers and previous research focusing on racism stereotypes impact on the FWB. The results …

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The Search For Meaning Amid Tasks Galore And Race To Be First, David Chan Nov 2017

The Search For Meaning Amid Tasks Galore And Race To Be First, David Chan

Research Collection School of Social Sciences

For most, life is a busy pursuit.But it is good every now and then to take the time to reflect on why you dowhat you do.

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Does Reflection Mitigate Negative Emotions Following Work Performance Feedback?, Rebecca J. Factor Oct 2017

Does Reflection Mitigate Negative Emotions Following Work Performance Feedback?, Rebecca J. Factor

Electronic Thesis and Dissertation Repository

This study examined if reflection could mitigate negative emotion following negative work performance feedback. Initial research has found that reflection is beneficial for learning, but it has seldom been tested if reflection can mitigate negative emotion associated with negative feedback. Participants were tasked with completing open-ended questions based on a workplace training manual, and then received negative work performance feedback. Feedback was presented in either absolute terms, or relative to others’ performance. Afterwards, in one condition, participants completed a reflection activity, while in another condition, participants simply completed a time filler task. Participants’ emotions were then measured. Results indicated that …

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Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge Oct 2017

Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge

River Cities Industrial and Organizational Psychology Conference

Stories shared either publicly or privately within work environments influence schemata that in turn can affect employee performance. These myriad stories may include how a problem was solved, how productivity was increased on a particular task, or in less positive instances whom is to blame for an unmet expectation. Such stories may also serve to illustrate how and why employees find meaning in their work and/or the broader organization and its mission. This presentation will begin by exploring academic research regarding how the culmination of these stories about the past, present, and future predictions can shape both positive and negative …

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Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame Oct 2017

Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame

River Cities Industrial and Organizational Psychology Conference

Organizations that promote a culture of learning and development among their employees are more likely to adapt and remain afloat in the turbulent environment in which most business are facing today. This symposium will discuss how assessing employee performance using varied methods and at different times can help to create culture change over time. The symposium will address the implementation of these methods as well as help practitioners to better understand the implications of changing assessment scores form time-one to time-two. The symposium will address the processes and the obstacles involved with using individual assessments to create long term change …

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Creating The Context For Effective Culture Work, Matthew Berberich Oct 2017

Creating The Context For Effective Culture Work, Matthew Berberich

River Cities Industrial and Organizational Psychology Conference

A culture that embraces change, responds quickly to changing needs and connects everyone at every level as business owners is an exciting future for companies and employees. In this culture leaders learn to unleash the unique potential in each individual to solve problems never solved before. The opportunity for positive impact goes far beyond our daily work. It spills into every area of our lives and in tangible ways impacts the world. Performance metrics and engagement only put you in line for this door to the future. The door can get locked when organizations become lulled into thinking “good-enough” by …

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Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin Oct 2017

Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin

River Cities Industrial and Organizational Psychology Conference

A recent focal article submitted by Cortina et al. (2017) to the Industrial and Organizational Psychology: Perspectives on Science and Practice journal discusses the need for workplace literature to move away from victim precipitation. Essentially, we as I-O Psychologists need to follow the path of researchers in areas such as criminology and stop placing blame on the victims for being recipients of certain behaviors. The problem with this sentiment is that if we do not measure others’ perceptions of victim behavior in our research we are effectively ignoring the realities of workplace culture, especially when it comes to sexual harassment …

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Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham Oct 2017

Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham

River Cities Industrial and Organizational Psychology Conference

Big data and analytics has been recognized as fundamental to an organization’s success has consistently identified as one of top 10 Workforce Trends in recent years. One of the final steps in an analytics or applied research project is deployment where a solution is integrated into business practices. Without cultural acceptance, however, organizations risk missing out on the full impact that data and evidence-based practices can deliver. Even with data and analytics solutions deployed in business procedures, employees may still make decisions based on hunches and instinct. In order to harness the full potential of data analytics, organizations need to …

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Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest Oct 2017

Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest

River Cities Industrial and Organizational Psychology Conference

With this increase in team usage among organizations, the ability to establish teams that are able to achieve team goals is becoming increasingly important (Cohen & Bailey, 1997). Despite the myriad of factors that could potentially impact the team’s success, there is one factor of interest that will be examined with this study. More specifically, this study will seek to investigate the relationship between individual performance and overall team effectiveness with the “coreness” of the role as a mediator. A research study conducted by Humphrey, Morgeson, & Mannor (2009) is an example of support for the idea that some roles …

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An Examination Of Common Strategies To Improve Intergroup Relations And Minority Group Members’ Perceptions Of Group Social Standing And Individual Power, Marie Carroll Oct 2017

An Examination Of Common Strategies To Improve Intergroup Relations And Minority Group Members’ Perceptions Of Group Social Standing And Individual Power, Marie Carroll

River Cities Industrial and Organizational Psychology Conference

With few exceptions, the research examining perspective taking and empathy as intergroup relation strategies has focused on the benefits of each strategy on members of the majority group (Vorauer & Quesnel, 2016). However, when researchers have included measures to examine the effects of these intergroup relation strategies on minority group members, they have only focused on how enjoyable the experience was for the target and if they experienced happiness as a result of the experience (e.g., Vorauer, Martens, & Sasaki, 2009) For instance, Todd, Bodenhausen, Richeson, and Galinsky (2011) found that Black participants experienced increased intergroup positivity with White participants …

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Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D. Oct 2017

Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D.

River Cities Industrial and Organizational Psychology Conference

Discipline and, how it is perceived, is of great consequence to organizations. Importantly, how disciplinary decisions are determined and carried out can influence the attitudes, behavior, and emotions of organizational members both positively and negatively (Ball, Trevino, & Sims, 1992). Although there is a dearth of research investigating the perceptions of those receiving punishment, it is equally important to understand the perceptions of those observing the disciplinary process. The purpose of this study was to investigate perceptions of justice involving disciplinary decisions in an intercollegiate team sport setting. Male and female intercollegiate athletes (N = 204) provided open ended responses …

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Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein Oct 2017

Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

This study investigates weight stereotypes on promotion decisions. Previous research has focused on obesity stereotypes in the workplace regarding weight discrimination, when comparing average weight individuals to overweight and/or obese individuals. However, research has not investigated weight discrimination in the workplace setting for very thin individuals as compared to overweight individuals. Additionally, very little research has been conducted regarding weight discrimination on promotion decision-making. Based on previous research, this study hypothesizes: (1) Overweight promotional candidates will be discriminated against at a higher rate than thin promotional candidates; (2) Based on the similarity-attraction theory, thin individuals will be more likely to …

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Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein Oct 2017

Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

The purpose of the current study was designed to investigate the role communication plays on perceived justice within an organization. This study specifically looks at communication regarding pay, while also comparing two pay policies: pay secrecy and open communication. This study will utilize an experimental 3x2 between-subjects factorial design to examine the effects of informational content received at work on perceived justice regarding pay. The independent variables will be the level of information provided (full explanation for pay difference, some explanation for pay difference, no explanation for pay difference), and the organization’s communication policy (pay secrecy system, open communication system). …

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Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz Oct 2017

Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

The individual differences hypothesis suggests that individuals with varying characteristics are attracted to different recruitment sources, which leads to differences in relative effectiveness of recruitment sources. In our study, we will examine the recruitment sources participants use and their decision-making styles to investigate whether there is a relationship between decision-making styles and the sources used when job searching. Though research has been conducted on employees’ performance differences and recruitment sources, these studies generally use the source which employees were hired through, and assume employees prefer that source. Due to the possibility of multiple sources being used, this could be inaccurate. …

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The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson Oct 2017

The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson

River Cities Industrial and Organizational Psychology Conference

It is a commonly held notion that there is gender inequality throughout the workforce. There is factual evidence such as salary differences between men and women that supports this claim. In the past, a misconception had developed that men are better suited for executive, leading roles, which also offers an explanation to the differences in wages. In modern times, we understand these differences in gender do not hold up to scientific scrutiny. Our purpose in this research is to continue to dispel the myth that men are better suited for power positions in the workforce and push for further progress …

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