Industrial and Organizational Psychology Commons^™

Employee Voice And Recipients' Appraisals/Reactions: The Effects Of Speech Style, Voice Type, And Voicer Status, Yongsuhk Jung

Electronic Thesis and Dissertation Repository

The purpose of this research was to investigate the consequences of employee voice (i.e., the expression of information, ideas, or concerns for organizational development), primarily focusing on voice assertiveness (i.e., the extent of voicing individuals’ assertive expressions) and its influences on perceptual appraisals and reactions of voice recipients. Based on a literature review, I proposed a process model that described the influential mechanisms of voice assertiveness. I also defined moderating conditions that may guide the nature of the influence processes, such as voice type (promotive voice vs. prohibitive voice), voicer status (subordinate vs. peer), and recipient core self-evaluations. From two …

Organizational Leaders’ And Staff Members’ Appraisals Of Their Work Environment Within A Children’S Social Service System, David A. Patterson Silver Wolf (Adelv Unegv Waya) Phd, Catherine N. Dulmus Phd, Eugene Maguin Phd, John Keesler, Byron James Powell

Brown School Faculty Publications

Several studies have demonstrated the effect of an organization’s culture and climate on the delivery of services to clients and the success of clinical outcomes. Workers’ perceptions are integral components of organizational social context, and in order to create a positive organizational culture and climate, managers and frontline staff need to have a shared understanding of the social context. The existing literature does not adequately address that discrepancies in perceptions of culture and climate between frontline staff and managers impact the implementation of policies and services. The purpose of this study is to compare the workgroup-level culture and climate of …

A Scale Of Heroic Cognition For Workplace Contexts, Patrick Joseph Furey

College of Science and Health Theses and Dissertations

Interest in research on heroism has begun to increase during the past decade, but, despite the ancient roots of heroism embedded deeply in cultures around the world, empirical work on the subject is relatively sparse. Direct and explicit empirical study of heroism in organizational contexts, specifically, is especially rare. The lack of organizational heroism research is surprising. There is a preponderance of evidence that organizational wrongdoing is observed across many organizations, sometimes to great extremes that are in violation of federal law, and it can have profound social impact. Organizational members who become aware of extreme wrongdoing committed by others …

Interventions For Addressing Faking On Personality Assessments For Employee Selection: A Meta-Analysis, Christopher Adair

College of Science and Health Theses and Dissertations

It is common practice to administer personality assessments in personnel selection due to their ability to cost-effectively predict organizationally relevant criteria with relatively small subgroup differences. However, concerns are often raised about test-taker response bias. The proposed research focuses on one issue related to personality test accuracy, namely faking. Also called response distortion or inflation, faking represents a multidimensional behavior that is both intentional and deceptive and seeks to benefit one’s own interests. The current study uses the Theory of Planned Behavior (Ajzen, 1985) and expectancy theories of motivation (e.g., Vroom, 1964) as a theoretical basis for understanding faking. Prevalence …

Destructive Leadership, Ben Shaw, Anthony Erickson, Michael G. Harvey

Anthony Erickson

Our research, based on factor and cluster analyses of 127 questions answered by a combined sample of 1165 respondents from around the world, suggests that there are a variety of ways for leaders to be harmful to the people they supervise and the organisations to which they belong. Seven “types” of destructive leaders based on cluster analyses of factor scores are described in the panels to the right. Destructive leadership lowers productivity and financial performance. It makes employees angry, lowers their self-esteem and causes them to engage in more “political” behaviour.

Student Employment In Organizations And The Relationships Among Commitment Levels, Turnover Intentions, And Absenteeism, Brittany J. Roy

Electronic Theses, Projects, and Dissertations

To date, research that examines individuals who work and go to school generally aims to examine the effects of doing so on their academic performance. Little literature is available that examines the effects that these dual roles can have on the organization (e.g., lower levels of commitment and higher rates of absenteeism and turnover). Understanding such effects can assist organizations in managing their employees and developing programs tailored to them, such as career counseling. A literature review is presented which examines both the constructs of the multiple forms of commitment, absenteeism, and turnover, and the research currently available on student …

Improving Data Quality With Four Short Sentences: How An Honor Code Can Make The Difference During Data Collection, Alexander Scott Mckay

Electronic Theses, Projects, and Dissertations

Careless responders have a large impact on a study by causing issues such as Type II errors (failing to reject a false null hypothesis), which then waste researchers’ time and money. Research on careless responding has focused primarily on detecting and removing careless responders rather than on reducing careless responding before data collection begins. The purpose of the present study was to test the use of honor codes with or without the presentation of a picture of watchful eyes to increase self-awareness thereby reducing careless responding. Participants (N = 305) were randomly assigned to one of five honor code …

Development Of An Employee Green Behavior Descriptive Norms Scale, Jacqueline Christine Mcconnaughy

Electronic Theses, Projects, and Dissertations

With a growing interest in sustainability, organizations and researchers have begun to examine pro-environmental behaviors in the workplace (i.e. employee green behaviors). However, general understanding of employee green behaviors is currently limited due to a lack of measurement tools. In this study, a new scale was developed to measure employee green behavior descriptive norms, which are a source of influence on employee green behaviors that develops from observing others’ behaviors. Initial items and expected scale structure for the Employee Green Behavior Descriptive Norms Scale were developed based on the Green Five Taxonomy of employee green behaviors. Items were refined through …

An Examination Of Race, Socioeconomic Status, And Individualism-Collectivsm As Moderators Of The Work/Family Antecedent And Work-Family Conflict Relationship, Tyler Stout

FIU Electronic Theses and Dissertations

This study examines the role of race, socioeconomic status, and individualism-collectivism as moderators of the relationship between selected work and family antecedents and work-family conflict and evaluates the contribution of energy-based conflict to the work-family conflict (WFC) research. The study uses data obtained from a survey questionnaire given to 414 participants recruited from an online labor market. Study hypotheses were tested through structural equation modeling. The results indicate that while moderating effects were slight, a proposed model where energy-based conflict is included outperforms traditional time/strain/behavior-based models and that established variables may drop to non-significance when additional variables are included in …

Improv To Improve Interprofessional Communication, Team Building, Patient Safety, And Patient Satisfaction, Candace A. Campbell

Doctor of Nursing Practice (DNP) Projects

The purpose of this process improvement project was to implement a test of change within a healthcare team utilizing applied improvisational exercises (AIEs), and to lay the groundwork for more effective inter- and intra-professional communication.

Literature review: AIEs have been shown to facilitate individual participant communication strengths through a process of un-learning certain common behavioral habits, and learning new habits that assist in creating and expanding closed-loop communication. Such un-learning and learning enriches the participant’s awareness of the environment and encourages participant adaptability through positive group interactions.

Method: An all-day AIE seminar/workshop was conducted with members of two healthcare teams …

Examination Of Personality Characteristics Among Cybersecurity And Information Technology Professionals, Sarah E. Freed

Masters Theses and Doctoral Dissertations

An influx of cyber-attacks throughout the past decade has resulted in an increase in demand for cybersecurity professionals. However, the rapid growth of this field has led to a general lack of knowledge regarding the characteristics of individuals and job roles of cybersecurity professionals. This study addresses this gap in the existing literature by evaluating personality characteristics among information technology and cybersecurity professionals. Following an analysis of the facets of the IPIP NEO short form, it was discovered that cybersecurity professionals scored significantly different on Trust, Intellect, Vulnerability, Self-Consciousness, Assertiveness, and Adventurousness when compared to other information technology professional indicating …

Exploring Job Stress Among Drug Court Personnel, Ragan Andrew Downey

Dissertations

In the field of criminal justice, much research has been devoted to exploring job stress among corrections staff, police officers, and individuals working in legal professions. Additionally, there is an abundance of research regarding drug courts and their impact on the justice system. There is, however, a stark absence of research concerning job stress among drug court personnel. This study was designed to fill that gap in the existing literature by examining the perceptions of drug court personnel regarding job stress, job satisfaction, and other relevant factors identified in the literature. Results of bivariate and multivariate analyses indicated that drug …

Exploring The Use Of Non-Cognitive Factors In Predicting College Academic Outcomes, Ashley D. Cooper

Masters Theses and Doctoral Dissertations

The present study evaluated the incremental utility of a blended model of cognitive and non-cognitive variables versus a cognitive-only set of variables to predict academic success among new college students. Traditional cognitive predictors include high school grade point average and ACT scores. The non-cognitive factors of interest were grit, goal orientation, and academic self-efficacy. It was hypothesized that the blended model would demonstrate stronger predictive validity than cognitive predictors alone, grit would be associated with goal orientations and academic self-efficacy, and that academic self-efficacy would mediate the relationship between other non-cognitive predictors and academic success outcomes. The results from archival …

Cognitive Ability And Computer Simulation, Charles C. Buford

Masters Theses and Doctoral Dissertations

General Mental Ability (GMA) is the single strongest predictor of future work performance currently available. Tests of GMA used for selection purposes carry potential for adverse impact if used as a primary tool for employee selection; however, a factor of GMA known as Fluid Intelligence (Gf) should represent a more equitable assessment construct. Computer simulations appear to offer some beneficial attributes for selection purposes, but potential negative effects of GMA assessment may carry over to the new medium. In this study, I successfully used a computer simulated game to approximate two tests of Gf with a study of both pilot …

What Keeps Managers Awake At Night?, Hari Krishnan

Asian Management Insights

As the talent acquisition landscape undergoes dramatic change and the lines between the disciplines of recruiting and marketing continue to blur, how can talent leaders stay ahead of their game?

Testing A Multi-Level Mediation Model Of Workgroup Incivility: The Role Of Civility Climate And Group Norms For Civility, Jessica Johnston-Fisher

Masters Theses & Specialist Projects

The purpose of this study was to test a multi-level mediation model of incivility. Specifically, it was proposed that predictors of workplace incivility at the individual, group, and organizational level would be related to each other and negative individual outcomes. It was also proposed that the relationship between these predictors and outcomes would be mediated by workplace incivility victimization. Two hundred twenty eight participants completed an online survey through Amazon’s Mechanical Turk. Results indicated that variables at all three levels (i.e., civility climate, group norms for civility, and individual characteristics) were related to one another and predictive of negative individual …

A Beautiful Mind: Examining The Effects Of Emotional Intelligence And Physical Attractiveness On Employee Evaluations, Tessa Seidler

Masters Theses & Specialist Projects

The current paper describes the concepts of emotional intelligence (EI) and physical attractiveness in relation to their impact on applicant evaluations. As EI has been shown to be linked to work outcomes including job performance, job satisfaction and interpersonal relationships, and as physical attractiveness has been found to influence rater decisions and perceptions of intellectual competence, an examination of these constructs in concert was the focus of the current study. Results found that, on average, attractive employees, older employees, and male employees were rated higher on several dimensions than their counterparts. There was no support for rater EI being linked …

Construct Validity Analysis Of The Organizational Cohesion Scale, Kristen Ruga

Masters Theses & Specialist Projects

Organizational cohesion is a multifaceted construct that has been defined and assessed in a multitude of ways. For the purpose of this study, the researcher has defined organizational cohesion as the extent to which employees within an organization feel a sense of unity with one another. Practitioners are often faced with uncertainty regarding the necessary assessment materials when trying to evaluate organizational cohesion. An easily accessible and valid scale had yet to be created to measure organizational cohesion. The Organizational Cohesion Scale (OCS) is an eight-item assessment of an employee’s perception of the cohesion they have experienced with their peers …

The Adaptation Of A Situational Judgement Test To Measure Leadership Knowledge In The Workplace, Ebo K. A Osam

Masters Theses & Specialist Projects

In recent times, situational judgment tests (SJTs) have emerged as an instrument of choice in organizations. This emergence is partly due to the high costs associated with developing and conducting high fidelity simulations such as assessment centers, coupled with the recent economic downturn affecting many organizations. The current study sought to validate an SJT as a low cost, alternate form of assessing leadership within an organizational context. A content validation study was carried out by retranslating items into eight dimensions and calibrating item responses. This study resulted in a content valid measure of leadership knowledge. Future studies should focus on …

The Perceived Relevance Of Training In Industrial/Organizational Psychology At The Terminal Master's Level, Seth A. Kline

Masters Theses & Specialist Projects

The purpose of this study was to replicate and expand upon the survey research by Erffmeyer and Mendel (1990) on the perceived relevance of graduate training in industrial-organizational (I-O) psychology at the terminal master’s level. A review of the literature discussed core competencies, as well as the advantages of internship experiences and thesis requirements. Results indicated that graduates view their training as well targeted towards knowledge and skills they regard as useful at their internship, first job, and current position. Results also indicated that graduates viewed their internship experiences as highly beneficial and worthwhile experiences, regardless of their supervisor. Results …