Industrial and Organizational Psychology Commons^™

A Marathon, Not A Sprint: The Benefits Of Taking Time To Recover From Work Demands, Charlotte Fritz, Allison Marie Ellis

Psychology Faculty Publications and Presentations

“Are you binge working?” was the title of a recent NBC News article14 de-scribing recent cases in which people reported working as many as three days straight without any breaks, and in some cases literally dying as a result. Although cases like these are extreme, they point to a growing trend in today’s workplace—one that suggests employees are working longer hours, coping with increasing work demands, and readily adopting technology that tethers them to their work 24/7. Coupled with a working culture that equates face time and being “always on” with high job com-mitment, we’re left—perhaps not surprisingly—with a workforce …

A Mixed Methods Perspective: How Integral Leaders Can Contribute To The Growth Of Emerging Leaders, Susan M. Hayes

Antioch University Full-Text Dissertations & Theses

Given that organizational complexity continues to increase, leaders are looking for credible information, and a process that helps them become a better leader. Emerging leaders are faced with trying to be the best leader they can be while leading teams of people who think and act differently from them. To assist emerging leaders with their leadership, this study explores the literature and looks to highly respected and admired leaders for how they became the leader they are today. The purpose of this study was fourfold: first, to identify and describe first and second tier integral theory leaders from a sample …

On Getting Better And Working Hard: Using Improvement As A Heuristic For Judging Effort, Monica El Gamal

Theses and Dissertations (Comprehensive)

There is a strong conceptual association between improvement and effort. Therefore, we propose that people tend to use improvement as a heuristic for judging effort in others. Hence, they would perceive greater effort in improved performance records than in non-improved records with superior overall performance. To examine whether people use improvement as a heuristic for effort, we compared judgments of effort investments and trait effort in improved and consistently-strong performance profiles with equivalent recent performance. Across six empirical studies, participants thought that those with improved profiles exerted more effort and were more hardworking than those with consistently-strong profiles, and this …

Assessing Organizational Data Culture To Create An Ideal Data Ecosystem, Lauren M. Leary

Capstone Collection

The year 2015 marks a critical turning point in the global development arena. The Millennium Development Goals galvanized support and collaboration across sectors and now the world is recalibrating focus to prepare for the final push with the forthcoming Sustainable Development Goal Framework. We are also in the midst of a data revolution that aims to hold governments and organizations accountable to these goals and to ultimately create synergy between systems and processes in an ever-globalizing world. This paper intends to prompt discussion and learning around organizational readiness and preparedness for these imminent changes. Drawing from best practices within the …

Exploring Factors That Influence Work Analysis Data: A Meta-Analysis Of Design Choices, Purposes, And Organizational Context, Amy Duvernet, Erich Dierdorff, Mark Wilson

Erich C. Dierdorff

Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collection method, rating scale, and data source, as well as project purpose and organizational features, are explored. Meta-analytic results cumulated from 205 articles indicate that many of these variables hold significant consequences for work analysis data. Factors pertaining to descriptor choice, collection method, rating scale, and the purpose for conducting the work analysis …

Is It Me Or Her? How Gender Composition Evokes Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams, Evan Polman

Michele Williams

This paper investigates how professional workers’ willingness to act with interpersonal sensitivity is influenced by the gender and power of their interaction partners. We call into question the idea that mixed-gender interactions involve more interpersonal sensitivity than all-male interactions primarily because women demonstrate more interpersonal sensitivity than do men. Rather, we argue that the social category “women” can evoke more sensitive behavior from others such that men as well as women contribute to an increase in sensitivity in mixed-gender interactions. We further argue that the presence of women may trigger increased sensitivity such that men can also be the recipients …

Contract Breach As A Trigger For Adjustment To The Psychological Contract During The First Year Of Employment, Stephanie C. Payne, Satoris S. Culbertson, Yvette P. Lopez, Wendy R. Boswell, Eric J. Barger

Yvette P. Lopez

No abstract provided.

The Relation Between Couple Communication And Work-Family Conflict, Klaudia Konik

Honors Projects

In studies examining work-family conflict, much of the attention has been focused on control at work (Radcliffe & Cassel, 2014). The purpose of the study was to examine the relationships between couple communication at home and experienced job satisfaction, relationship satisfaction, and overall work-family conflict. Though hypotheses specifically examining communication frequency were not fully supported, post-hoc analyses revealed unique relationships between specific communication patterns and skills and work-family conflict, especially when examining family-to-work influences. Suggestions for future research to examine the benefits of teaching communication skills at work and how they may impact work-family conflict are also discussed.

Performance Feedback, Allison O'Malley

Alison L. O'Malley

Entry in Encyclopedia of Industrial and Organizational Psychology.

Don’T Be Such A Downer: Using Positive Psychology To Enhance The Value Of Negative Feedback, Allison L. O'Malley, Jane B. Gregory

Alison L. O'Malley

Effective developmental feedback promotes a balanced and authentic view of employees' current state, thereby addressing strengths and weaknesses of employees. The authors address how organizations' increased emphasis on positivity can be reconciled with the delivery of negative feedback. Drawing on principles from positive psychology, the authors outline strategies managers can implement to increase the likelihood that negative feedback interventions will yield improved performance while promoting employee well-being.

The Roles Of Flourishing And Spirituality In Millenials’ Leadership Development Activity, Allison O'Malley, Denise Williams

Alison L. O'Malley

Confronted by today’s epidemic of corporate meltdowns, broken institutional paradigms, unethical decision-making, and demand for innovative competencies in order to remain competitive, educators and researchers are challenged to examine how today’s future leaders develop the skill and will to be effective. Whether labeled GenY, Generation Next, Generation Tech or Millennials (i.e. individuals born between 1982 and 2003), this group of change agents differs in attitudes, behaviors, and intrinsic and extrinsic motivations from older generations (e.g. Taylor & Keeter, 2010; Twenge, Campbell & Freeman, 2012). The scholarly debate on the role of meaning making (Park, 2005) describes the Millennial on a …

Supportive Feedback Environments Can Mend Broken Performance Management Systems., James J. Dahling, Allison L. O'Malley

Alison L. O'Malley

No abstract available.

Do Student Perceptions Of Diversity Emphasis Relate To Learning Of Psychology?, J. Elicker, A. Snell, Allison O'Malley

Alison L. O'Malley

We examined the extent to which students' perceived inclusion of diversity issues in the Introduction to Psychology course related to perceptions of learning. Based on the responses of 625 students, multilevel linear modeling analyses revealed that student perceptions of diversity emphasis in the class were positively related to how well students believed they understood concepts and the extent to which they believed they learned concepts they could apply to their lives. We also examined the relation between individual differences (e.g., age, race) and perceived learning. We discuss the importance of including issues of diversity in psychology classes.

A Good Graduate Io Education Begins In Undergraduate Classrooms., Nicholas Salter, Allison O'Malley

Alison L. O'Malley

No abstract available.

The Role Of Emotional Labor In Performance Appraisal: Are Supervisors Getting Into The Act?, Samantha A. Ritchie, Allison L. O'Malley

Alison L. O'Malley

Researchers have issued a call for research on emotional labor to move beyond service roles to other organizational roles (Ashforth & Humphrey, 1993). The present paper proposes that emotional labor plays a pivotal role during performance feedback exchanges between supervisors and subordinates. We suggest that the emotional labor supervisors engage in while providing performance feedback is a vital mechanism by which leaders impact followers' perceptions of the feedback environment (Steelman, Levy, & Snell, 2004) and, subsequently, important outcomes (e.g., employee satisfaction with the feedback, motivation to use feedback, feedback seeking frequency, and LMX quality).

The Effect Of Stress And Perceived Social Support On Job Satisfaction: A Comparison Between U.S Born And Foreign-Born Faculty, Lisa Owen

Dissertations

Research indicates that academic work-stress is a significant and growing problem for faculty members. General work-stress studies suggest that social support may buffer the negative impact of stress on faculty job satisfaction. To date, little research has been conducted in this area. Even fewer studies have examined the potential differences between U.S.-born and foreign-born faculty members regarding these variables. This quantitative, non-experimental multivariate study utilized a survey to assess academic stressors, perceived departmental social support, and job satisfaction at a large U.S. university. The surveyed institution consisted of 807 full-time faculty members. The three-week survey yielded a response rate of …

The Dissolution Of Effective Leadership: A Multiple-Case Study Analysis Of Destructive Leadership, Joshua B. Leonard

Chancellor’s Honors Program Projects

No abstract provided.

A Movement Tool Kit For The Divergent And Convergent Cps Guidelines: Instruction Cards And Activity Floor Mats, Adela Vangelisti

Creativity and Change Leadership Graduate Student Master's Projects

A Movement Tool Kit for the Divergent and Convergent CPS Guidelines:

Instruction Cards and Activity Floor Mats

Movement is as natural to humans as breathing is, and, yet, passivity starts early in schools. We are taught to sit still and in silence for long periods of time. By the time we reach adulthood and enter the workforce, we have almost forgotten our sense of embodiment. This lack of movement is counter-productive, not only to learning but to the development of creativity as well. For this project, I designed a tool to recapture the joy and playfulness of movement. Furthermore, the …

On The Limitations Of Using Situational Judgement Tests To Measure Interpersonal Skills: The Moderating Influence Of Employee Anger, Jerel E. Slaughter, Michael S. Christian, Nathan P. Podsakoff, Evan F. Sinar, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Many authors have suggested that situational judgment tests (SJTs) are useful tools for assessing applicants because SJT items can be written to assess a number of job-related knowledges, skills, abilities and other characteristics (KSAOs). However, SJTs may not be appropriate for measuring certain KSAOs for some applicants. We posit that using SJTs to measure interpersonal skills may lead to invalid inferences about applicants with higher levels of angry hostility (AH), and thus, AH should moderate the relation between interpersonally oriented SJTs and job performance. Three studies, using samples of healthcare workers (n = 225), police officers (n = 54), and …

A Model For Filipino Work Team Effectiveness, Cristina A. Alafriz, Mendiola Teng-Calleja, Ma. Regina Hechanova, Ivan Jacob A. Pesigan

Psychology Department Faculty Publications

This study utilized a sequential mixed method approach in developing a model for team effectiveness in Philippine organizations. In the first phase, qualitative data were gathered to elicit the factors that were deemed important to creating effective teams. In the second phase, a survey composed of three factors identified in the first phase: team member competencies, quality of relations, and leadership, was administered to 418 employees from 85 Filipino work teams from various sectors and industries. Results revealed that the three significant predictors accounted for 60% of the variance in perceived team effectiveness. The proposed model of input-process-output was partially …