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Potential Applications Of Functional Magnetic Resonance Imaging (Fmri) To Organizational Research: A Primer And Sample Study, Allen I. Huffcutt, Wen-Ching Liu, Lori A. Russell-Chapin 2018 Bradley University

Potential Applications Of Functional Magnetic Resonance Imaging (Fmri) To Organizational Research: A Primer And Sample Study, Allen I. Huffcutt, Wen-Ching Liu, Lori A. Russell-Chapin

Personnel Assessment and Decisions

The first purpose of this manuscript is to provide a primer for organizational researchers on both fMRI and brain physiology because few are likely to have encountered an in-depth treatment of either previously. The second purpose is to present the results of an actual fMRI study on an organizational topic (structured employment interviews) as a sample to help illustrate the potential of this type of research. Results of the sample study enhanced understanding of the brain processes behind responding to situational (SI) and behavior description (BDI) interviews, and offered several promising directions for follow-up research. To illustrate the latter, there ...


Influence Of Vocal And Verbal Cues On Ratings Of Interview Anxiety And Interview Performance, Ryan O. Miller, Brianne L. Gayfer, Deborah M. Powell 2018 Carleton University

Influence Of Vocal And Verbal Cues On Ratings Of Interview Anxiety And Interview Performance, Ryan O. Miller, Brianne L. Gayfer, Deborah M. Powell

Personnel Assessment and Decisions

In two studies, we examined the effect of the presence (versus absence) of vocal cues on judges’ ratings of interview anxiety and interview performance. In Study 1, we designed an experiment in which participants rated either a high-anxiety candidate or a low-anxiety candidate and were exposed to either an audio version of the interview or a text-only version. In Study 2, we added a third condition—a text-only version with filler words (um and ah) cleaned out. In two online studies (n = 72 and n = 411), we found that the high-anxiety interviewee was rated higher on observer-rated anxiety and lower ...


Why Does The Public Sector Resist Unproctored Internet Testing?, Sami Nesnidol, Scott Highhouse 2018 Bowling Green State University

Why Does The Public Sector Resist Unproctored Internet Testing?, Sami Nesnidol, Scott Highhouse

Personnel Assessment and Decisions

Two studies examine public-sector practitioners’ concerns about unproctored Internet testing (UIT) for preemployment tests. Study 1 compared public- and private-sector practitioners (n = 66) on possible barriers to UIT adoption (i.e., lack of diffusion, measurement concerns, legal risk, and costs of implementation). Results showed that public-sector practitioners were far less favorably disposed toward implementation of UIT and were more concerned about lack of diffusion, measurement issues, and costs of implementation. Study 2 utilized a policy-capturing design to examine the factors public-sector practitioners consider most important when making simulated decisions about UIT adoption (n = 33). Of the factors examined, test type ...


A Meta-Analysis Of Hiring Discrimination Against Muslims And Arabs, Timothy Bartkoski, Ellen Lynch, Chelsea Witt, Cort Rudolph 2018 University of Missouri-St. Louis

A Meta-Analysis Of Hiring Discrimination Against Muslims And Arabs, Timothy Bartkoski, Ellen Lynch, Chelsea Witt, Cort Rudolph

Personnel Assessment and Decisions

Muslim and Arab individuals are discriminated against in almost all domains. Recently, there has been a focus on examining the treatment of these groups in the work setting. Despite the great number of primary studies examining this issue, there has not yet been a quantitative review of the research literature. To fill this gap, this meta-analysis examined the presence and magnitude of hiring discrimination against Muslim and Arab individuals. Using 46 independent effect sizes from 26 sources, we found evidence of discrimination against Muslim and Arab people in employment judgments, behaviors, and decisions across multiple countries. Moderator analyses revealed that ...


Investigating Employability: Testing The Raw Framework, Daniell Jean Study 2018 California State University - San Bernardino

Investigating Employability: Testing The Raw Framework, Daniell Jean Study

Electronic Theses, Projects, and Dissertations

In a recent model of employability, Hogan, Chamorro-Premuzic, and Kaiser (2013) defined employability as the ability to gain and maintain employment and find new employment when necessary. The authors presented employability as a formative construct containing an ability dimension (the ability to do the job), a social skills dimension (being rewarding to work with), and a motivational dimension (being willing to work hard). There is no question as to whether these three dimensions affect one’s level of employability; research is abundant on the positive relationships between intelligence, social and emotional skills, motivation and career success. However, little research has ...


Police Officers And Personality Characteristics, Isabel Marcovici 2018 College of William and Mary

Police Officers And Personality Characteristics, Isabel Marcovici

Undergraduate Honors Theses

In recent years, the public and media have raised their expectations for how police officers should conduct themselves but they sometimes only highlight the exceptional situations where officers made an egregious error on national news. Studying personality traits of officers may be one way to gain a more holistic perspective of the average police officer. Empathy and neuroticism were looked at in relation to job performance in 66 campus police officers. The findings did not support the hypothesis of a negative relation between neuroticism and job performance and a positive relation between job performance and empathy. However, there was a ...


Scientific Proceedings Of The Texas Children’S Hospital’S 17th Session Of The Advanced Quality Improvement And Patient Safety Program, Arjun M. Dangre BDS MPH, Kelly Wallin MS RN CHSE, Gertrude A. Leidich MBA, RN, Angelo P. Giardino MD, PhD 2018 Texas Children's Hospital

Scientific Proceedings Of The Texas Children’S Hospital’S 17th Session Of The Advanced Quality Improvement And Patient Safety Program, Arjun M. Dangre Bds Mph, Kelly Wallin Ms Rn Chse, Gertrude A. Leidich Mba, Rn, Angelo P. Giardino Md, Phd

Journal of Nursing & Interprofessional Leadership in Quality & Safety

The Texas Children’s Hospital’s Advanced Quality Improvement and Patient Safety (AQI) Program is a six month mixed didactic and experiential learning experience designed to improve patient care, lower costs, change the culture, and develop quality leaders. As a part of AQI program participants are grouped into teams and each team completes a healthcare related Quality Improvement (QI) project. Each project demonstrates use of various QI tools including process maps, fishbone diagrams, and key driver diagrams. The projects use ‘Model for Improvement’ as the primary QI methodology to achieve their aim. Three or more Plan-do-study-act (PDSA) cycles are required ...


Scientific Proceedings Of The Texas Children’S Hospital’S 16th Session Of The Advanced Quality Improvement And Patient Safety Program, Arjun M. Dangre BDS, MPH, Kelly Wallin MS, RN, CHSE, Gertrude A. Leidich MBA, RN, Angelo P. Giardino MD, PhD 2018 Texas Children's Hospital

Scientific Proceedings Of The Texas Children’S Hospital’S 16th Session Of The Advanced Quality Improvement And Patient Safety Program, Arjun M. Dangre Bds, Mph, Kelly Wallin Ms, Rn, Chse, Gertrude A. Leidich Mba, Rn, Angelo P. Giardino Md, Phd

Journal of Nursing & Interprofessional Leadership in Quality & Safety

The Texas Children’s Hospital’s Advanced Quality Improvement and Patient Safety (AQI) Program is a six month mixed didactic and experiential learning experience designed to improve patient care, lower costs, change the culture, and develop quality leaders. As a part of AQI program participants are grouped into teams and each team completes a healthcare related Quality Improvement (QI) project. Each project demonstrates use of various QI tools including process maps, fishbone diagrams, and key driver diagrams. The projects use the IHI ‘Model for Improvement’ as the primary QI methodology to achieve their aim. Three or more Plan-do-study-act (PDSA) cycles ...


Testing An Adapted And Integrated Model Of Motivation To Lead And Intention To Apply, Mandolen Mull 2018 University of Texas at Tyler

Testing An Adapted And Integrated Model Of Motivation To Lead And Intention To Apply, Mandolen Mull

Human Resource Development Theses and Dissertations

Leader development is a growing field of study within the leadership and human resource development (HRD) fields. As such, various studies have evaluated the traits, skills, and situational influences that contribute to an individual’s likelihood of becoming a leader. However, often researchers fail to examine an individual’s intention to apply for a leadership position within their examination of an individual’s leadership potential. Although prior research has examined the motivation to lead (MTL), very little research has examined the relationship between an individual’s MTL and their intention to apply for a leadership position. Furthermore, no research to ...


The Dreaded Performance Appraisal: Can The Process Ever Be Comfortable?, Lauren LaBat 2018 University of Missouri, St. Louis

The Dreaded Performance Appraisal: Can The Process Ever Be Comfortable?, Lauren Labat

Dissertations

Previous research has indicated that individuals dislike and resist the performance appraisal process. Fewer studies have examined reasoning for unintentional rating distortion that may result from a lack of training and clear understanding of how to effectively evaluate behaviors. Researchers have shown that the appraisal process is uncomfortable for raters, but empirical studies have yet to explore how to reduce this discomfort. Rater training research has revealed that trained raters have improved observational skills, a more precise vocabulary to describe behaviors, and improved rating accuracy. This research explored the relationship between performance appraisal discomfort and trait motivational factors (i.e ...


The Making Of Successful Teams: A Study On Psychological Safety And Great Workplaces In Asia Pacific: 2018 Asia Insights, Richard Raymond SMITH, Valerie TAN 2018 Singapore Management University

The Making Of Successful Teams: A Study On Psychological Safety And Great Workplaces In Asia Pacific: 2018 Asia Insights, Richard Raymond Smith, Valerie Tan

Research Collection Lee Kong Chian School Of Business

Drawing on existing literature as well as our own research, we set out to answer this question: what is the best approach to foster quality teamwork that transforms companies into great workplaces that are future-ready? We considered this research question specifically in the context of Asia Pacific – a region where Gartner predicts that 80 percent of traditional companies may lose 10 percent of their market share by 2021 if disruptions are not well considered and addressed. For this purpose, we examined the Great Place to Work data gathered from over 800 organisations with more than 400,000 survey respondents across ...


The Challenge Of Employee Retention In A Time Of Full Employment, Brad Pope 2018 University of Tennessee at Chattanooga

The Challenge Of Employee Retention In A Time Of Full Employment, Brad Pope

River Cities Industrial and Organizational Psychology Conference

From time to time all organizations, large and small, struggle with employee turnover. However, it has been a consistent challenge for many organizations (especially in the healthcare arena) for more than a year due, in part, to the lowest employment rates the US has experienced for any sustained period of time. This presentation will focus on the difficulties of identifying, calculating, and addressing turnover, as well as examine other environmental factors that can impact turnover and question whether it is even beneficial for organizations to calculate and track employee turnover.


Training Employees To Stay: T&D In Retaining Talent, Megan M. Waite, Troi N. Robinson-Moss, Sydney M. Kopelic, Shawn Bergman 2018 Appalachian State University

Training Employees To Stay: T&D In Retaining Talent, Megan M. Waite, Troi N. Robinson-Moss, Sydney M. Kopelic, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

The employee-driven market and “war for talent” demand organizations be increasingly competitive in maintaining the best workforce possible. Furthermore, factors such as millennial “job hopping,” employees leaving because of fears of layoffs and downsizing, and exiting the company without documenting valuable knowledge are all reasons to seek methods to decrease turnover. Organizations can use strategic and evidence-based training and development (T&D) practices to retain talent and prevent the loss of institutional knowledge. This session will discuss how T&D can be used to reduce involuntary turnover in organizations and cover how self-paced training, error management training (EMT), and the ...


Using Past Surveys Of Attitudes To Predict Current U.S. Military Retention, Michael Siebel 2018 Fors Marsh Group

Using Past Surveys Of Attitudes To Predict Current U.S. Military Retention, Michael Siebel

River Cities Industrial and Organizational Psychology Conference

Retaining qualified active duty members in the military is an essential mission for DoD. This research presents findings on the relationship between an active duty member’s plans to stay on active duty (as indicated on a survey) and the member's actual retention behavior in the U.S. military two and four years later. Retention plans, as measured on the DoD’s Status of Forces Surveys, have often been interpreted as an indicator of subsequent retention behavior, but the relationship between survey responses and actual retention behavior has not been verified using actual retention data. This study seeks to ...


Dysfunctional Retention: The Case Of Abused Worker Syndrome, Alexandra Zelin, Lisa Burke-Smalley 2018 University of Tennessee at Chattanooga

Dysfunctional Retention: The Case Of Abused Worker Syndrome, Alexandra Zelin, Lisa Burke-Smalley

River Cities Industrial and Organizational Psychology Conference

Extending work from the realm of counseling psychology into the work environment, we examine the workplace complement of “battered person/spouse syndrome” in which workers stay with the organization despite experiencing abuse. We define this abused worker syndrome (AWS) as an association of post-traumatic stress disorder (PTSD)-type symptoms and other symptoms (e.g., anxiety, depression, low self-esteem), resulting from aversive incidents of psychological (i.e., non-physical) abuse at work. Our presentation will examine the contextual, relational, and individual antecedents of AWS, the psychological processes underlying targets staying, along with the associated workplace outcomes experienced by the targeted worker. We ...


Examining The Reasons For And Barriers To Becoming A Police Officer, Sayer-Jane Vermeer, Mark C. Frame 2018 Middle Tennessee State University

Examining The Reasons For And Barriers To Becoming A Police Officer, Sayer-Jane Vermeer, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

With ever-growing tension between police and the community, both police organizations and communities are recognizing the need and working toward increased representation in police organizations (Brunson, 2007; Szeto, 2014). Despite the effort of many police organizations over the years, the problem of underrepresentation has not improved (Jordan, Fridell, Fagiani, & Kubu, 2009). It has become clear that there is something that has yet to be identified and/or studied preventing underrepresented populations from being interested in or recruited into police organizations. The U.S. Department of Justice and Equal Employment Opportunity Commission’s 2016 report on Advancing Diversity in Law Enforcement ...


Examining How The Dark Triad Moderates The Relationship Between Workplace Victimization And Workplace Behavior, James Parker, Alexander T. Jackson, Michael Hein, Richard G. Moffett III 2018 Middle Tennessee State University

Examining How The Dark Triad Moderates The Relationship Between Workplace Victimization And Workplace Behavior, James Parker, Alexander T. Jackson, Michael Hein, Richard G. Moffett Iii

River Cities Industrial and Organizational Psychology Conference

This study will examine the relationship between workplace victimization and workplace behavior. Furthermore, this study will examine how the Dark Triad of personality affects that relationship. The study will be conducted as a Masters’ Thesis at Middle Tennessee State University. We propose that the there is a positive relationship between workplace victimization and counterproductive work behaviors (CWB) and a negative relationship between workplace victimization and occupational citizenship behaviors (OCB). We also propose that the Dark Triad (narcissism, Machiavellianism, and psychopathy) each positively moderate the relationship between workplace victimization and CWB. Data on each of these constructs will be collected from ...


Sexual Harassment Bystander Intervention Program: Targeting Leaders To Enhance Organizational Culture, Caitlin C. Meyer, Alexandra Zelin 2018 The University of Tennessee at Chattanooga

Sexual Harassment Bystander Intervention Program: Targeting Leaders To Enhance Organizational Culture, Caitlin C. Meyer, Alexandra Zelin

River Cities Industrial and Organizational Psychology Conference

Sexual harassment has become a prominent issue in workplaces and society as a whole. However, to effectively address the issue of sexual harassment and identify methods to reduce it in the workplace, it needs to be clearly defined and understood. Sexual harassment manifests in three forms which often overlap and are antecedents of one another: gender harassment, unwanted sexual attention, and sexual coercion (The National Academies of Science, Engineering, and Medicine, NASEM, 2018). Gender harassment is the most common form of sexual harassment and is characterized by crude behavior, hostility, objectification, and exclusion rooted in the basis of gender (NASEM ...


After #Metoo: Perceptions Of Sexual Harassment In And Out Of The Workplace, Brittany Branda, Alexandra I. Zelin, Riley Tino 2018 The University of Tennessee at Chattanooga

After #Metoo: Perceptions Of Sexual Harassment In And Out Of The Workplace, Brittany Branda, Alexandra I. Zelin, Riley Tino

River Cities Industrial and Organizational Psychology Conference

The purpose of this study is to identify perceptions of sexual harassment in the workplace and non-workplace settings. Following the “Me Too” movement, the issue of what constitutes sexual harassment in workplace environments underwent intense speculation. Confusion about the behaviors that equate to sexual harassment not only delays making progress toward eliminating it, but risks the well-being of citizens, employees, and their organizations. Individuals who experience sexual harassment are thrust into states of psychological distress and are known to experience fear, negative moods, and a lowered satisfaction with life in general. Additionally, exhibiting behaviors of sexual harassment in the workplace ...


Serving The People Of The Tennessee Valley: Perspectives On Learning, Growth And Management Internships, Caitlin McMullan, Lydia G. Fogo, Sofia Rodriquez 2018 University of Tennessee at Chattanooga

Serving The People Of The Tennessee Valley: Perspectives On Learning, Growth And Management Internships, Caitlin Mcmullan, Lydia G. Fogo, Sofia Rodriquez

River Cities Industrial and Organizational Psychology Conference

The purpose of this project was to examine three students’ different paths and perspectives of internships at the Tennessee Valley Authority (TVA) in the Learning, Growth and Management Department (LG&M). The need for this project was highlighted by a lack of internship practicum-based information presented in past research conferences. This poster first examines the different teams and functions of those teams that the interns were apart of during their internships at TVA. Then the project identifies types of jobs that I-O Psychology Masters candidates can expect to be qualified and/or recruited for within the constraints of TVA and ...


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