Industrial and Organizational Psychology Commons^™

New Age Insights: Filipino Millennials In Government, Mark Kevin C. Chua, Sherrie Ann C. Labid, Lovely Rose A. Bolante

Makara Human Behavior Studies in Asia

Millennials comprise a significant portion of the demography of the current Philippine workforce. Cognizant of the unique socio-cultural environment that shaped the Generation Y cohort, this descriptive phenomenological qualitative study aimed to explore millennial employees' work expectations and experiences within a government agency in the Philippines. Four themes emerged from the in-depth analysis of the five employees' interview responses: (1) job security and financial stability, (2) socio-emotional support, (3) fulfillment, and (4) professional development opportunities. The qualitative findings of this study emphasize the importance of supporting millennial employees' career growth and fostering a healthy work environment. It indicates that millennial …

Fanning The Embers Of Discrimination At Work: Does Reward Structure Fuel Incivility?, Sam Allen

University Honors Theses

In recent years, there has been an uptick in public awareness of systemic and structural inequities within the workplace. Organizational reward structures (i.e., performance-based and seniority-based) act as incentives for employees' contributions toward organizational goals, but could also motivate employees' drive for gaining or maintaining social status by undermining other employees, particularly targeting people with minority status. The proposed research will study the relationship between reward structures and the perpetration of incivility by accounting for perpetrators' social dominance orientation (SDO), their motivations to protect the status quo (MPSQ), and the presence of minority race targets. We draw from SDO, status …

Disability Severity, Professional Isolation Perceptions, And Career Outcomes: When Does Leader–Member Exchange Quality Matter?, Brent J. Lyons, David C. Baldridge, Liu-Qin Yang, Camellia Bryan

Psychology Faculty Publications and Presentations

Employees with disability-related communication impairment often experience isolation from professional connections that can negatively affect their careers. Management research suggests that having lower quality leader relationships can be an obstacle to the development of professional connections for employees with disabilities. However, in this paper we suggest that lower quality leader–member exchange (LMX) relationships may not be a uniform hurdle for the professional isolation of employees with disability-related communication impairment. Drawing on psychological disengagement theory, we predict that employees with more severe, rather than less severe, communication impairment develop resilience to challenges in lower quality LMX relationships by psychologically disengaging from …

Psychological Safety In Startup Organizations, Jessica Barhydt

Theses and Dissertations

Psychological safety is an individually held belief that a group is safe for interpersonal risk-taking. Scholars have studied the concept primarily as a team-level construct. However, recent studies suggest that climates of psychological safety exist at the organizational level. An examination of the dynamism of the construct at the organizational level is needed: how it grows, changes, and declines. Startups, which grow and change quickly, are an excellent context to study organizational psychological safety. Through interviews, this study explored psychological safety as an organizational-level construct in startup organizations. Specifically, it examined potential commonalities between high and low psychological safety as …

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 …

Stay Mindful And Carry On: Mindfulness Neutralizes Covid-19 Stressors On Work Engagement Via Sleep Duration, Michelle Xue Zheng, Theodore Charles Masters-Waage, Jingxian Yao, Yichen Lu, Noriko Tan, Jayanth Narayanan

Research Collection Lee Kong Chian School Of Business

We examine whether mindfulness can neutralize the negative impact of COVID-19 stressors on employees' sleep duration and work engagement. In Study 1, we conducted a field experiment in Wuhan, China during the lockdown between February 20, 2020, and March 2, 2020, in which we induced state mindfulness by randomly assigning participants to either a daily mindfulness practice or a daily mind-wandering practice. Results showed that the sleep duration of participants in the mindfulness condition, compared with the control condition, was less impacted by COVID-19 stressors (i.e., the increase of infections in the community). In Study 2, in a 10-day daily …

Religion, Spirituality, And The Workplace: A Meta-Analytic Study On Outcomes Of Job Satisfaction, Job Performance, And Organizational Citizenship Behaviors, Juan Balcazar

Theses & Dissertations

Research indicates behavioral and attitudinal manifestations of religion and spirituality exert cross-domain impact across cognitive, intrapersonal, biological, industrial-organizational, and behavioral domains (Calman, 2008; Ngunjiri & Miller, 2004). The present study conducted a meta-analysis of both religious and spirituality (RS) as predictors on outcomes of job satisfaction, job performance, and organizational citizenship behavior. The present study seeks to delineate and distinguish religious faiths from spirituality by comparing the pooled effect size of religion studies with spirituality studies. A random effects model was analyzed for two subgroups on each dependent variable. Next, a subgroup fixed effects (plural) model was utilized to detect …

Understanding The Consequences Of Newcomer Proactive Behaviors: The Moderating Contextual Role Of Servant Leadership, Talya N. Bauer, Serge Perrot, Robert C. Liden, Berrin Erdogan

Business Faculty Publications and Presentations

Proactive newcomers are more successful in terms of integration and job satisfaction, than newcomers who are less proactive. However, it is unclear whether contextual factors, such as the leadership style experienced by newcomers, matter. To address this gap in the literature, we gathered data at three times from 247 new employees across their first six months after joining a company in France. Given that past research has found that newcomers play an active role in their own adjustment process, in the current study we investigate how newcomer proactive behaviors relate to the key outcomes of job satisfaction, person-job fit, and …

Quantifying And Qualifying The Links That Bind, Jared Dirghalli

Masters Theses and Doctoral Dissertations

Employees’ links to organizations and coworkers represent an important factor related to many work-related constructs in the Industrial-Organizational (I-O) Psychology literature. Often, I-O researchers conceptualize these employee links through either the number of workplace links or an employee’s perceived social support. However, these conceptualizations are potentially limited. Research into Social Network Analysis has investigated different quality dimensions in links (e.g., link strength and valence) which can significantly influence outcomes in social, workplace, and general well-being contexts. Thus, the present thesis project was undertaken to explore whether incorporating these quality dimensions of link strength and link valence adds any incremental utility …

The Influence Of Leader Behaviors And Individual Cultural Values On Interpersonal And Informational Justice Perceptions, David Swiderski

Legacy Theses & Dissertations (2009 - 2024)

Leadership and culture are two constructs often studied along with organizational justice, however; much of the past research has focused on measuring these constructs broadly. By measuring these constructs at a more granular level, this study aims to explore the specific linkages between clarifying, supporting, and recognizing leader behaviors and their relationship with interpersonal and informational justice. Results from this study go beyond broader leadership theories by finding that clarifying, supporting, and recognizing leader behaviors are important for predicting interpersonal justice perceptions. In addition, clarifying and supporting leader behaviors were also important predictors of informational justice perceptions. No significant moderating …

Examining The Impact Of Selection Practices On Subsequent Employee Engagement, Sofia N. Rodriguez

Masters Theses and Doctoral Dissertations

Employee engagement is often defined as the vigor, dedication, and absorption one feels about and/or displays within their job. It has long been asserted that engagement is highest for employees who “fit” better with their work. Applicants determine their anticipated levels of fit throughout the selection process. Therefore, it is crucial that the information organizations provide will allow applicants to make accurate assumptions of fit to increase the probability that the vacancy will be filled by an applicant best suited for the position. This study was designed to identify if the practices used during organizations’ selection processes influence the accuracy …

Being While Doing: An Inductive Model Of Mindfulness At Work, Christopher Lyddy, Darren J. Good

School of Business Faculty Publications

Mindfulness at work has drawn growing interest as empirical evidence increasingly supports its positive workplace impacts. Yet theory also suggests that mindfulness is a cognitive mode of “Being” that may be incompatible with the cognitive mode of “Doing” that undergirds workplace functioning. Therefore, mindfulness at work has been theorized as “being while doing,” but little is known regarding how people experience these two modes in combination, nor the influences or outcomes of this interaction. Drawing on a sample of 39 semi-structured interviews, this study explores how professionals experience being mindful at work. The relationship between Being and Doing modes demonstrated …

Leaders Eat Last: Why Some Teams Pull Together And Others Don't. By Simon Sinek, William K. Koomson

Journal of Applied Christian Leadership

LEADERS EAT LAST: WHY SOME TEAMS PULL TOGETHER AND OTHERS DON’T. Simon Sinek. New York, NY: Portfolio/Penguin (2014). Hardcover, 244 pages.

The author discusses multiple points of views, from political leaders, business leaders, and military leaders to society in general, employees, and managers. According to Sinek, many organizations are failing because their work has become a numbers game, rather than shifting their focus toward developing and understanding the needs of people who work in the organization. “If the leaders of organizations give their people something to believe in, if they offer their people a challenge that outsizes their resources but …

Combined Influence Of Personality And Leader Member Exchange On Task And Citizenship Performance, Jennifer B. Scroggins

Masters Theses and Doctoral Dissertations

As organizations continue to focus on improving their effectiveness, research suggests that employee performance should be an obvious consideration due to the significant influence employee behavior can have on organizational outcomes. The present study evaluated the relationship between the personality traits of Conscientiousness and Agreeableness, Leader Member Exchange (LMX), and two basic types of performance: task performance and organizational citizenship behavior (OCB). Insights into how personality and LMX impacts employee performance has implications for both employee selection and organizational design. Using a sample composed of students and non-students (N = 215), results support a positive relationship between LMX, conscientiousness, and …

A Holistic Process For Leading Organizational Change, Robert John Eschlemann

Journal of Applied Christian Leadership

Ed.D. dissertation, The Southern Baptist Theological Seminary

Full Text of the Dissertation

With over two million resources available for organizational change, and an emphasis on church revitalization by organizations as such as NaMB, is it possible the disconnected variations of organizational change have created so much confusion that it prevents a simple, comprehensive, and comprehensible understanding? In order to explore this question, and to advance a preferred method, case studies of organizational change within the Bible were conducted, and secular organizational change studies were evaluated. context analysis was used to review current change theory literature. Six functions of change were …

Introduction To The Special Issue Of New Methods In Work And Organizational Health, Liu-Qin Yang, Chu-Hsiang (Daisy) Chang, Vivien K.G. Lim

Psychology Faculty Publications and Presentations

Collectively, the eight articles included in this special issue examine some of the important methodological issues that affect the future progress and developments of WOHP research. Two papers review methods on research design (Ilies, Aw & Lim; O’Shea, O’Connell, & Gallagher), three advance methods in data collection including measurement (Eatough, Shockley, & Yu; McGonagle, Huang, & Walsh; Sonnentag & Pundt), and three describe important data analytical methods (Ilies et al.; Liu, Mo, Song, & Wang; Wang, Hernandez, Newman, He, & Bian). The last paper by Spector and Pindek discusses the common research methodologies used in WOHP and provided some ideas …

The Benefits Of Lunch Breaks, Joseph Dipilato Iv

Honors Theses

The question as to whether or not taking breaks from work is beneficial for improving employee productivity has not been thoroughly examined, as it is still a fairly new topic of discussion. This thesis project sought to compile evidence to support the claim that breaks are indeed useful for this purpose. A review of the literature found not only information that directly supports this assertion, but also information that shows the numerous negative side-effects of not taking breaks from work. Certain workplace factors that influence break-taking behaviors were also discussed. For the purpose of providing modern-day companies several means by …

To Branch Out Or Stay Focused?: Affective Shifts Differentially Predict Organizational Citizenship Behavior And Task Performance, Liu-Qin Yang, Lauren S. Simon, Lei Wang, Xiaoming Zheng

Psychology Faculty Publications and Presentations

We draw from personality systems interaction theory (PSI; Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a three-week period, results from multi-level regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 individuals employed at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a work day better predicted the subsequent day’s organizational …

Contemplating Mindfulness At Work: An Integrative Review, Christopher Lyddy, Darren J. Good, Theresa M. Glomb, Joyce E. Bono, Kirk W. Brown, Michelle K. Duffy, Ruth A. Baer, Judson A. Brewer, Sara W. Lazar

School of Business Faculty Publications

Mindfulness research activity is surging within organizational science. Emerging evidence across multiple fields suggests that mindfulness is fundamentally connected to many aspects of workplace functioning, but this knowledge base has not been systematically integrated to date. This review coalesces the burgeoning body of mindfulness scholarship into a framework to guide mainstream management research investigating a broad range of constructs. The framework identifies how mindfulness influences attention, with downstream effects on functional domains of cognition, emotion, behavior, and physiology. Ultimately, these domains impact key workplace outcomes, including performance, relationships, and well-being. Consideration of the evidence on mindfulness at work stimulates important …

Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams

Michele Williams

[Excerpt] Almost 40 years after publishing A Behavioral Theory of Labor Negotiations in 1965, the fields of negotiations and organizational behavior experienced an “affective revolution” (Barsade, Brief and Spataro 2003). Although Walton and McKersie could not have predicted the widespread academic and public interest in emotion and emotional intelligence, they foreshadowed this affect-laden direction in the section of their book on attitudinal structuring, which identified the dimension of friendliness-hostility as a critical aspect of the relationship between negotiating parties in the workplace and other settings.

The Impact Of Team Social Role Performance On Team Cohesion And Team Performance, Graham H. Lowman

Masters Theses and Doctoral Dissertations

This study examined the relationships between team social role performance, team cohesion, and team performance. The team social roles examined were those identified by Mumford, Campion, and Morgeson (2006): Cooperator, Communicator, and Calibrator. The Group Environmental Questionnaire (GEQ) developed by Carron, Widmeyer, and Brawley (1985) provided the measure of team cohesion on the individual and group levels. Performance reports from the GLO-BUS business simulation game provided team performance scores. Results indicated that mean team social role performance and the standard deviation of team social role performance are significantly correlated and predictive of team cohesion. In addition, results indicated a non-significant …

Rigor And Relevance, Bradford S. Bell

Bradford S Bell

[Excerpt] As the incoming editorial team, our goal is to build on this position of strength and to advance both the reputation and readership of the journal. One way in which we intend to do this is by staying true to the mission that has guided P-Psych since its inception, which is to publish rigorous psychological research centered around people at work. Over the years, this focused mission has enabled the journal to publish seminal articles in personnel selection (Barrick & Mount, 1991), person-organization fit (Schneider, 1987), organizational citizenship behavior (Organ & Ryan, 1995), and many other areas of industrial-organizational …

Created Equal? Comparing Disturbing Media Outcomes Across Occupations, Christine Nicole Gundermann

All Graduate Theses, Dissertations, and Other Capstone Projects

The present study was conducted in order to compare outcomes across distinct occupations that are exposed to disturbing media. Using four previously researched samples, I compared results across negative and positive outcomes such as STSD, burnout, social support, and growth. Samples included employees in roles within federal law enforcement and military legal professions. Results indicated that there were some significant differences between occupations on levels of STSD, burnout, and social support. In addition, results showed all samples measuring growth were scoring within the mid-range of scores, indicative of some growth potential. These results also showed that exposure type (Indirect, Combined …

Bumps Along The Long And Winding Road: Factors Related To Truck Driver Turnover And Job-Induced Tension, Layla Rhiannon Mansfield

Dissertations and Theses

Voluntary turnover rates among truckload carriers are extremely high, ranging from 50% to more than 100% annually (Griffin & Kalnbach, 2002), furthermore, long-haul truck drivers operate in a stressor-filled environment, which exerts enormous adverse influence not only their well-being but also on their intent to quit. This study explores the relational aspects of the driver's work environment to highlight how the relationships that a driver has with their organization, supervisor, and dispatcher can explain turnover and job-induced tension. Drawing on Social Exchange Theory, Conservation of Resources Theory, and concepts from Hirschman's (1970) theoretical framework of Exit, Voice, and Loyalty, this …

Overseas Assignments: Expatriate And Spousal Adjustment In The U.S. Air Force, Andrew R. Hayes

All Graduate Theses, Dissertations, and Other Capstone Projects

The present study examined the relationship between cultural intelligence (CQ), expatriate and spousal/partner adjustment, and satisfaction with an overseas military assignment at a NATO Air Force base. Cultural Intelligence was measured using the Cultural Intelligence Scale (CQS) by Ang, et al. (2007). Expatriate adjustment was measured using the Expatriate Adjustment scale by Black & Stephens (1989). Spouse/partner adjustment was measured using the Spouse Adjustment scale by Black & Stephens (1989). Satisfaction was measured with a 5-item scale developed by the researchers. All data was collected via an online survey. There were 178 Airmen respondents and 89 spouse/partner respondents. Significant, positive …

Work Design Characteristics As Moderators Of The Relationship Between Proactive Personality And Engagement, Damon Thomas Drown

Dissertations and Theses

This study examines which and how trait relevant work design characteristics moderate the relationship between proactive personality and engagement. Proactive personality is defined as an individual's tendency to intentionally and directly affect change in their environment (Bateman & Crant, 1993; Crant, 2000). Previous research has been primarily focused on the positive aspects of proactive personality; to fill this gap, I used trait activation theory (Tett & Burnett, 2003) to identify which work characteristics will activate proactive personality to affect engagement and developed specific hypotheses about which work characteristics will attenuate the proactive personality engagement relationship. In the study I identified …

Integrating Leader Fairness And Leader-Member Exchange In Predicting Work Engagement: A Contingency Approach, Fangyi Liao-Holbrook

Dissertations and Theses

Growing research attention has been devoted to understanding the implications of work engagement with an emphasis on its motivational mechanism linking its antecedents to consequences. Findings from such research efforts could inform intervention efforts. Integrating organizational justice theories within the leadership framework, this study examined the effects of supervisory interactional justice and supervisory procedural justice on subordinates' work engagement. Based on survey responses from 352 Chinese employees collected at two time points with three months in-between, moderated regression analyses were conducted to test hypotheses that there is a direct positive effect of supervisory interactional justice and supervisory procedural justice on …

The Impact Of Transformational Leadership On The Relationship Between Organizational Learning Culture And Employee Outcomes, Leanne Marie Tortez

Theses Digitization Project

Research in leadership has emphasized the importance of factors like organizational culture, empowerment, and employee innovation. The current study sought to address these topics by considering the contribution of organizational learning culture to employee outcomes, such as psychological empowerment and innovative behaviors, while investigating the moderating effect of transformational leadership. Participants consisted of 387 employed men and women from various organizational backgrounds.

Teamwork Knowledge, Skills, And Abilities, Preference For Teamwork, And The Interaction Of Task Interdependence As Predictors Of Team Performance, Rhiannon Jane Kirchner

Theses Digitization Project

This purpose of this study is to provide both researchers and organizations with relevant information to define predictors of team performance and ultimately, make more accurate hiring decisions regarding the selection of positions that require teamwork. Research shows that about half of U.S. organizations utilize teams, because of this use of teamwork, a significant amount of research in the field of industrial and organizational psychology has focused on uncovering those variables that best predict team performance.

The Role Of Ethics In Employee Behavior, Jacqueline Karen Kott

Masters Theses and Doctoral Dissertations

Past research has related the perceived ethical norms of the work environment to certain employee behaviors. The present study focuses on two general types of employee behaviors: organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). It was hypothesized that ethical relativism moderates these two relationships. Self-report data was collected among 108 employees of a southeastern manufacturing company through a series of surveys. Correlational and moderated regression analyses were used to test the hypotheses. Results did not support that ethical norms affect employee behavior. Future research directions and implications for organizational settings are addressed.