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A Test Of Expectancy Theory And Demographic Characteristics As Predictors Of Faking And Honesty In Employment Interviews, Jordan L. Ho, Deborah Powell 2021 University of Guelph

A Test Of Expectancy Theory And Demographic Characteristics As Predictors Of Faking And Honesty In Employment Interviews, Jordan L. Ho, Deborah Powell

Personnel Assessment and Decisions

Job applicants vary in the extent to which they fake or stay honest in employment interviews, yet the contextual and demographic factors underlying these behaviors are unclear. To help answer this question, we drew on Ellingson and McFarland’s (2011) framework of faking based in valence-instrumentality-expectancy theory. Study 1 collected normative data and established baseline distributions for instrumentality-expectancy beliefs from a Canadian municipality. Results indicated that most respondents had low levels of instrumentality-expectancy beliefs for faking, but high levels for honesty. Moreover, income, education, and age were antecedents of instrumentality-expectancy beliefs. Study 2 extended these findings with a United States ...


An Investigation Of Interviewer Note Taking In The Field, Jacob S. Fischer, James Breaugh 2021 University of Missouri - Saint Louis

An Investigation Of Interviewer Note Taking In The Field, Jacob S. Fischer, James Breaugh

Personnel Assessment and Decisions

Although a key component of a structured interview is note taking, relatively few studies have investigated the effects of note taking. To address this lack of research, we conducted a study that examined the effects of note taking in a work setting. As predicted, we found that the total number of notes taken by interviewers and the level of detail of these notes were positively related to the ratings these interviewers gave to job applicants, that interviewer ratings of applicants who were hired were predictive of their job performance ratings, and that interviewer ratings mediated the relationships between note taking ...


Scientific, Legal, And Ethical Concerns About Ai-Based Personnel Selection Tools: A Call To Action, Nancy T. Tippins, Frederick L. Oswald, S Morton McPhail 2021 The Nancy T. Tippins Group, LLC

Scientific, Legal, And Ethical Concerns About Ai-Based Personnel Selection Tools: A Call To Action, Nancy T. Tippins, Frederick L. Oswald, S Morton Mcphail

Personnel Assessment and Decisions

Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms their conceptual ...


Outcomes Of A Positive Patient Id Campaign At A Pediatric Quaternary Care Center, Taylor Kim MD, Arjun M. Dangre BDS MPH, Andrea L. Davis MPH CIC, Betty J. Reeves MHA, MT (ASCP), Omobola T. Durojaiye MSN, RN-BC 2021 Baylor College of Medicine

Outcomes Of A Positive Patient Id Campaign At A Pediatric Quaternary Care Center, Taylor Kim Md, Arjun M. Dangre Bds Mph, Andrea L. Davis Mph Cic, Betty J. Reeves Mha, Mt (Ascp), Omobola T. Durojaiye Msn, Rn-Bc

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Introduction. Positive patient identification (PPID) is critical to safe and accurate labeling of patient lab specimens. Accurate PPID is also an important priority of The Joint Commission’s National Safety Goals. Inadequate PPID compromises may lead to waste of time and resources, and in the worst-case scenario can lead to significant patient morbidity and mortality. With a focus on PPID, this initiative examined the occurrence of mislabeled and unlabeled lab specimens as well as compliance with wearing ID bands in a cohort of hematology/oncology and bone marrow transplant inpatients at a large pediatric quaternary care center.

Methods. Using the ...


Fostering Perceived Organizational Support During Organizational Change, Linda Shanock, Joann Shehani Peiris, Alexandra M. Dunn, Haley Woznyj 2021 George Washington University

Fostering Perceived Organizational Support During Organizational Change, Linda Shanock, Joann Shehani Peiris, Alexandra M. Dunn, Haley Woznyj

River Cities Industrial and Organizational Psychology Conference

Dealing with change is a regular occurrence for organizations these days. Whether organizations must react to an unplanned change or have time to proactively think through the implementation of a planned change, it is important for organizational representatives (e.g., supervisors, executives, HR professionals) to recognize that the change can and will affect their employees. No matter the type of change, employees are likely to feel uncertainty, anxiety, and stress through the change process and may also think of quitting. Despite literature pointing out that support can be helpful during change, there is not much literature on how employees feel ...


Increasing Incident Reporting Through Influencing Risk Perception, Catherine Parks, Veda Gopal 2021 Appalachian State University

Increasing Incident Reporting Through Influencing Risk Perception, Catherine Parks, Veda Gopal

River Cities Industrial and Organizational Psychology Conference

Organizations commonly use data to predict future safety injuries through trending data reported by workers in daily interactions with hazards and risks. Trends in these “leading indicators” can then lead to efficacious subsequent intervention. However, this practice is rendered inoperable when no hazards and risks are reported. Many organizations seek to remedy poor reporting practices internally. It is not uncommon for corporate safety compliance teams to identify recurrent incident themes and launch focus initiatives to elicit more awareness and reporting in these areas with the ultimate goal of mitigating additional injuries. However, it is unclear whether such initiatives lead to ...


Motivational Drivers Of Heavy Work Investment: Intercultural Comparison Between Usa And Middle East, Lydia Garas, Shahnaz Aziz 2021 East Carolina University

Motivational Drivers Of Heavy Work Investment: Intercultural Comparison Between Usa And Middle East, Lydia Garas, Shahnaz Aziz

River Cities Industrial and Organizational Psychology Conference

Heavy work investment (HWI) is the framework developed by Snir and Harpaz (2009, 2012, 2015) to differentiate between two overlapping concepts—workaholism and work engagement. While both entail spending considerable time and effort at work, workaholism involves an underlying internal compulsion and is the negative subtype of HWI, while work engagement includes passion and work enjoyment, and thus is the positive subtype of HWI (Clark et al., 2016; Snir & Harpaz, 2009). More focus has been given to outcomes of HWI types rather than their underlying motives (Taris et al., 2014; van Beek et al., 2012). Also, the scarcity of random cross-cultural samples is a gap in the current research, challenging the generalization of existing results. Therefore, the primarly goal of our ...


What Do You Mean By ‘Safe’?: Embedding Granularity Into A Global Threads Company’S Safety Recording Practices, Catherine Parks, Veda Gopal 2021 Appalachian State University

What Do You Mean By ‘Safe’?: Embedding Granularity Into A Global Threads Company’S Safety Recording Practices, Catherine Parks, Veda Gopal

River Cities Industrial and Organizational Psychology Conference

Organizations use data to predict future safety incidents through identifying trends and subsequent interventions. However, a lack of data variability can prove fatal to analytics, as it gives no opportunity to capitalize on discrepancies that should exist in everyday working environments. Without the ability to use data to correlate safety incidents and associated factors, targeted safety interventions become more difficult to implement effectively. A solution to this obstacle lies in reassessing current data-collection practices and directly providing an opportunity for greater variance. Thus, we recently worked to enhance the safety recording practices at production facilities of a global threads manufacturing ...


Nissan Motor Corporation: Talent Acquisition From A New Perspective, Kaitlyn Berry 2021 Middle Tennessee State University

Nissan Motor Corporation: Talent Acquisition From A New Perspective, Kaitlyn Berry

River Cities Industrial and Organizational Psychology Conference

Nissan Motor Corporation is a large, international organization that continues to be a major employer in the Middle Tennessee area, supporting over 11,500 jobs. I secured an internship with the Talent Acquisition team supporting the operations of the team at Nissan's Americas headquarters in Franklin, Tennessee. Although most Nissan internships are filled no later than February, I found and applied to a posting in mid-March. I completed a brief phone screen with the internship recruiter before a larger interview with the Senior Manager of Talent Acquisition and another Recruiting Manager. The original placement was from May 10th through ...


Looking For A More Effective Online Learning Experience: Personality And Attention Ability As Moderators, Caroline Smith, Courtney Keim 2021 Bellarmine University

Looking For A More Effective Online Learning Experience: Personality And Attention Ability As Moderators, Caroline Smith, Courtney Keim

River Cities Industrial and Organizational Psychology Conference

Historically, organizations have used in-person training, while sometimes relying on technology (e.g., pre-recorded tapes), to train employees. However, online instruction has become the preferred method of educational and organizational learning experiences, exacerbated by the COVID pandemic (Use, 2020). Sometimes online learning produces greater knowledge gain and similar satisfaction to in-person instruction, and other times the learning is equal (cf. Sitzmann, et al., 2006). Despite the assumption that online training is cheaper and easier to deliver, it should be implemented so that the technology allows for effective learning (Salas et al., 2012, emphasis added) and in ways that accommodate disabilities ...


The Relationship Between Occupational Category And Workplace Aggression: Workaholism As A Potential Moderator, Trevor Skinner, Shahnaz Aziz PhD 2021 East Carolina University

The Relationship Between Occupational Category And Workplace Aggression: Workaholism As A Potential Moderator, Trevor Skinner, Shahnaz Aziz Phd

River Cities Industrial and Organizational Psychology Conference

Work environments are ever-changing and differ between blue- and white-collar employees. Our goal is to investigate the relationship between occupational category, workplace aggression, and workaholism. The work environment hypothesis emphasizes the role of workplace contextual factors and the work environment on workplace aggression (Salin, 2015). Occupational category, which includes blue- and white-collar positions, is one such work environmental factor. Blue-collar positions are described using manual labor (Finstad et al., 2019), while white-collar positions deal with information rather than things (Anjum & Parvez, 2013). Workplace aggression is the intentional acts by individuals to harm others in an organization or the organization as a whole (Barling et. al., 2009). Work stress leads to higher levels of workplace aggression (Spector & Fox, 2005; Maufi, 2011). In the proposed study, we will investigate the relationship between occupational category and workplace aggression, and examine the ...


Ardent Health Services Organizational Development Team Internship Experience, Anna White 2021 University of Tennessee at Chattanooga

Ardent Health Services Organizational Development Team Internship Experience, Anna White

River Cities Industrial and Organizational Psychology Conference

Ardent Health Services is a healthcare investment company. It includes 30 geographically dispersed hospitals and a corporate office, totaling approximately 26,000 employees. I worked on the corporate organizational development team, which is responsible for performance management, employee surveys, and training. I found the position through a master’s program alumni connection and underwent an interview process. The two major projects I contributed to are an employee experience pulse survey and a voluntary turnover project using exit survey data. For the survey, I created a communications plan targeting various groups in the organization and including multiple communications methods. These were ...


Engagement, Perceived Leadership Effectiveness, And Performance As Predictors Of Voluntary And Involuntary Turnover Among Nurses, Anna White, Glenn Littlepage 2021 Middle Tennessee State University

Engagement, Perceived Leadership Effectiveness, And Performance As Predictors Of Voluntary And Involuntary Turnover Among Nurses, Anna White, Glenn Littlepage

River Cities Industrial and Organizational Psychology Conference

Turnover is costly to organizations due to lost productivity and employee replacement expenses. Nurses have particularly high voluntary turnover rates and are in high demand. The purpose of the research project is to examine predictors of voluntary and involuntary turnover among nurses. Hypotheses are that engagement and positive perceptions of leadership will be negatively related to voluntary turnover and stronger predictors of voluntary than involuntary turnover. Additionally, performance rating will be negatively related to involuntary turnover and a stronger predictor of involuntary than voluntary turnover. Data will be collected from several thousand nurses at geographically dispersed hospitals owned by a ...


Non-Financial Aspects Of Perceived Affordability Improvement, Taylor Yeazitzis, Amelia K. Falcon, Kristin Weger 2021 The University of Alabama in Huntsville

Non-Financial Aspects Of Perceived Affordability Improvement, Taylor Yeazitzis, Amelia K. Falcon, Kristin Weger

River Cities Industrial and Organizational Psychology Conference

Affordability within industry has grown in interest over the years as organizations strive to balance performance and cost effectiveness in projects. The desire to produce high quality outputs while adhering to budgetary and schedule limitations has led to a shift in focus that emphasizes improving affordability through organizational changes and practices. There are often variations in perceptions of applications and best practices in regards to affordability improvement. These variations may lead to misunderstandings between individuals, teams, and organizations when implementing a strategy to improve affordability. The purpose of the current study is to ascertain how individuals within the National Aeronautics ...


The Effect Of Cross-Cultural Engagement On Intercultural Sensitivity Levels In Monolingual And Multilingual Individuals, Nicole Yoo, David Earnest 2021 University of Tennessee at Chattanooga

The Effect Of Cross-Cultural Engagement On Intercultural Sensitivity Levels In Monolingual And Multilingual Individuals, Nicole Yoo, David Earnest

River Cities Industrial and Organizational Psychology Conference

Interculturally sensitive individuals are more confident when it comes to intercultural interaction (Chen et al, 2000). For today’s globalized work force, intercultural interaction is common, making interculturally sensitive employees necessary. The purpose of this study is to evaluate the effect of cross-cultural engagement on intercultural sensitivity, and to determine if monolingual and multilingual individuals have a greater increase in intercultural sensitivity. While many organizations understand the importance of having interculturally sensitive employees, there is not much information on how intercultural sensitivity is increased. Cross-cultural engagement can facilitate a positive view of an unknown culture (Marginean et al, 2019). Studies ...


Utc Industrial-Organizational Psychology Alumni Mentoring Program: Fostering Connections Across I-O Generations, Ashton Adams, Celeste Bremmer, Ali Corominas, Christopher J. L. Cunningham 2021 University of Tennessee at Chattanooga

Utc Industrial-Organizational Psychology Alumni Mentoring Program: Fostering Connections Across I-O Generations, Ashton Adams, Celeste Bremmer, Ali Corominas, Christopher J. L. Cunningham

River Cities Industrial and Organizational Psychology Conference

The UTC I-O Psychology Graduate Program developed an alumni mentoring program to foster connections between current graduate students and alumni. The program, led by a student coordinator, alumni coordinator, and graduate program director, creates a mutually beneficial opportunity for students and alumni. Alumni (mentors) gain skills in coaching and mentoring, expand their network, and gain insights on current trends and research. Students (mentees) gain skills in networking and taking charge of their own development, and gain insights on how to apply evidence-based practices in the field. Successes of the program include building students’ confidence in their ability to translate class ...


Lgbtq+ Leadership: Benefits Of Breaking Boundaries In The Workplace, Aarti Polavarapu, Jamie Forman, Nicholas P. Salter 2021 Hofstra University

Lgbtq+ Leadership: Benefits Of Breaking Boundaries In The Workplace, Aarti Polavarapu, Jamie Forman, Nicholas P. Salter

River Cities Industrial and Organizational Psychology Conference

With the increasing emphasis on diversity, equity, and inclusion (DEI) at work, it is imperative to learn about the experiences of LGBTQ+ leaders, about which there is still a dearth of research. Most of the existing literature has focused on the challenges members of the LGBTQ+ community face at work. In this study, we wanted to identify both the positive aspects of being an LGBTQ+ leader and the benefits brought to the workplace by individuals that hold both leadership positions and an LGBTQ+ identity. This study was a part of a larger project examining the experiences of LGBTQ+ leaders. We ...


Being Annoyingly High In Psychological Safety: An Internship, Alex Lewis 2021 University of Tennessee at Chattanooga

Being Annoyingly High In Psychological Safety: An Internship, Alex Lewis

River Cities Industrial and Organizational Psychology Conference

I began my internship with Talent Metrics after seeing the posting on LinkedIn for a remote Summer consulting research internship. I was immediately intrigued because after submitting my resume I was asked to complete a general I-O knowledge test along with providing a work sample of my writing. While I had samples available from class, they asked for me to generate one related to information they provided, which I thought was a cool way of evening the playing field if an applicant did not have a suitable work sample. After interviewing, I was extended an offer after a conversation of ...


Delivering On Diversity: An Analysis Of Diversity Coursework & Faculty In Graduate Programs, Sana Lall-Trail, Vivian Woo Dr., Sayeed Islam Dr. 2021 Hofstra University

Delivering On Diversity: An Analysis Of Diversity Coursework & Faculty In Graduate Programs, Sana Lall-Trail, Vivian Woo Dr., Sayeed Islam Dr.

River Cities Industrial and Organizational Psychology Conference

Diversity, equity, and inclusion (DEI) - while always an important topic - has recently gained traction in the industry and in research, notably marked by an increase in DEI research in industrial-organizational (I-O) psychology. There has always been a need for schools to prepare practitioners to foster safe and productive work environments for people of all identities; however, are I-O graduate programs providing enough to meet this need? The goal of this project was to evaluate IO programs’ offerings compared to two other relevant fields, clinical psychology and business administration. We focused on two main criteria: coursework and faculty research, asking: 1 ...


The Role Of Race On The Prevalence Of And Perceived Response To Workplace Sexual Harassment, Alexa Sterling, Jacqueline Bergman, Kristl Davison, Shawn Bergman 2021 Appalachian State University

The Role Of Race On The Prevalence Of And Perceived Response To Workplace Sexual Harassment, Alexa Sterling, Jacqueline Bergman, Kristl Davison, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

Utilizing an intersectional approach to understand the convergence of sexual harassment (SH) and race in the workplace, this study will explore the following research questions: Do people of color experience greater rates of workplace SH, specifically when committed by non-minority perpetrators? Do people of color report and perceive that SH complaints are taken seriously by their organization? Based on the notion of double jeopardy, that various factors of identity have a multiplicative effect on experienced discrimination, it is expected that minority members are more likely to experience SH and less likely to report, and if they report, they will perceive ...


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