Does A Quota A Day Keep The (Safety) Doctor Away? The Effect Of Mandatory Observation Quotas On Safety Outcomes,
2019
Appalachian State University
Does A Quota A Day Keep The (Safety) Doctor Away? The Effect Of Mandatory Observation Quotas On Safety Outcomes, Maira Compagnone, Ava Young, Rachel Bellflowers, Tara O'Neil, Matthew Laske, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
Injuries and fatalities continue to occur at high rates across industries (BLS, 2018) despite attempts from researchers and practitioners to identify risks and improve operating procedures. Data analysis is currently used across other industries to improve outcomes, and the safety industry is turning to the use of big data in an attempt to lower injury rates. Despite the growing body of research including both data and safety outcomes, little has been done to understand the mechanisms of one of the most popular intervention techniques, behavior-based safety (BBS). BBS relies on human observation techniques, along with checklists, which increases the amount …
5 Steps To Creating Quality Educational Programs: Lessons From The Field Of Instructional Design,
2019
James Madison University
5 Steps To Creating Quality Educational Programs: Lessons From The Field Of Instructional Design, Jennifer A. Keach
Libraries
Whether you are developing a staff training program or programming for your community, the field of instructional design offers valuable advice if your goal is to help your attendees to learn. Learn how to build your own programs from scratch with easy-to-implement steps based on learning science.
Empowering Your Staff To Solve Problems: Evidence-Based Training For Strategic Thinking,
2019
James Madison University
Empowering Your Staff To Solve Problems: Evidence-Based Training For Strategic Thinking, Rebecca B. French, Jennifer A. Keach
Libraries
Are you teaching procedures or are you teaching problem solving? Discover an approach to help develop your staff’s strategic thinking skills to meet the needs of the 21st-century library workplace. Explore how to apply learning theory and walk away with actionable steps for training independent problem solving.
Professional Development: Getting To The C-Suite: How Sponsorship Can Propel Your Career In Ways That Mentorship Can't,
2019
DePaul University
Professional Development: Getting To The C-Suite: How Sponsorship Can Propel Your Career In Ways That Mentorship Can't
Business Exchange
Stephanie Smith, VP and chief human resources office at DePaul, has conducted research that examines how sponsorship is distinct from mentorship and can help people traditionally locked out of C-suite careers to advance to the most senior levels in business.
Using Technology To Reduce The Burden Of Paperwork:
Preliminary Lessons Learned From The Qic -Wd Virginia
Site,
2019
University of Nebraska - Lincoln
Using Technology To Reduce The Burden Of Paperwork: Preliminary Lessons Learned From The Qic -Wd Virginia Site, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Quality Improvement Center for Workforce Development (QIC-WD) partnered with the Virginia Department of Social Services (VDSS) in 2017 to conduct research examining the efficacy of technology interventions aimed at reducing child welfare staff turnover and improving child welfare outcomes. Virginia is a state-supervised, countyadministered child welfare system. The state elected to study the implementation of and outcomes from job modernization technology interventions in 18 localities. These 18 localities represent a workforce of approximately 450 of the state’s 2,200 frontline staff. The intervention is occurring in multiple phases: (1) transcription services; (2) a mobility technology application; and (3) a Comprehensive …
Staff Council Meeting Minutes,
2019
Georgia Southern University
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
Staff Council Agenda,
2019
Georgia Southern University
Staff Council Agenda, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
Success And Failure Rates, Factors, And Alignment With Change Models: A Meta-Ethnographic Analysis Of Planned Organizational Change Qualitative Case Study Literature,
2019
University of Texas at Tyler
Success And Failure Rates, Factors, And Alignment With Change Models: A Meta-Ethnographic Analysis Of Planned Organizational Change Qualitative Case Study Literature, Diana Mcburnett
Human Resource Development Theses and Dissertations
The literature on planned organizational change contains numerous theories and models proposed and many references to success and failure rates and factors. However, the literature does not currently provide a synthesized body of evidence on such rates and factors and the effectiveness of specific models. The literature was reviewed to provide a brief historical overview of organizational change, evidence on change success and failure rates and factors, and an overview of contingency and paradox theories which provided the theoretical underpinnings for the study. This study provided a meta-ethnographic synthesis of 298 articles reporting qualitative case studies of planned organizational change …
Leadership Development: A Senior Leader Case Study,
2019
Walden University
Leadership Development: A Senior Leader Case Study, Jason M. Newcomer
Presidential Alumni Research Dissemination Award
Brig Gen Thomas Sharpy, former director of the Air Force General Officer Management Office, identified the need for an internal assessment of the US Air Force’s leadership development process, also known as the developmental team (DT), to determine its effectiveness in creating excellent leaders to meet current and future needs. DTs are part of the Air Force’s overarching force-development program, a requirement-driven initiative to train and educate the service’s active duty, reserve, and civilian personnel through a purposeful, career-long process of personal and professional development.
Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?,
2019
Oregon State University
Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer
Personnel Assessment and Decisions
Although interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015 (United States Census Bureau, 2015). Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find …
Examining Why And For Whom Reflection Diversity Training Works,
2019
University of Memphis
Examining Why And For Whom Reflection Diversity Training Works, Alex P. Lindsey, Eden King, Brittney Amber, Isaac Sabat, Afra S. Ahmad
Personnel Assessment and Decisions
This research introduces a novel approach to diversity training by theoretically developing and empirically testing a model that considers a new training exercise aimed at improving proximal and distal pro-diversity outcomes. This new training exercise, reflection, is proposed to be effective at increasing pro-diversity attitudes and behaviors due to the promotion of one's internal motivations to respond without prejudice. Further, we test a critical trainee characteristic, social dominance orientation (SDO), as a boundary condition of our proposed effects. Results from an online experiment with two time points indicate that reflection can be an effective diversity training exercise and leads to …
Framing Matters: The Influence Of Group-Image Threat On Reactions To Affirmative Action Policies,
2019
Pennsylvania State University
Framing Matters: The Influence Of Group-Image Threat On Reactions To Affirmative Action Policies, Kisha S. Jones, Anuradha Anantharaman, Anjali Bhatt
Personnel Assessment and Decisions
Affirmative action (AA) attempts to rectify the institutional effects of prior employment discrimination toward minority groups. Although AA has played a large role in increasing workplace diversity, organizations may vary in their perspectives towards diversity itself, ranging from a sole focus on increasing diversity to appreciating the value diversity may add. Support for AA has been considered as a form of White identity management (Knowles, Lowery, Chow, & Unzueta, 2014) and is impacted by the extent to which White people experience group-image threat to their racial identity. Our findings suggest that the level of group-image threat experienced by White people …
Motivations To Control Prejudice Bias Performance Feedback In Developmental Relationships,
2019
Brown University
Motivations To Control Prejudice Bias Performance Feedback In Developmental Relationships, C. Malik Boykin, Christine R. Smith
Personnel Assessment and Decisions
In developmental relationships, providing accurate assessments of performance is necessary to maximize the developmental benefits for those receiving the feedback. Research suggests that performance assessments for underrepresented minorities are susceptible to biases related to out-group prejudice; however, little is known about the contributions of motivations to control prejudice, particularly in face-to-face settings. Addressing this, we examined the influences of internal and external motivations to control prejudice (IMS and EMS) on the positivity of White mentor’s feedback about their underrepresented minority mentee’s task performance. We analyzed video-recorded interactions between 56 randomly assigned cross-racial dyads, wherein mentees performed a speech task and …
The Effects Of Perspective Taking Implementing Intentions On Employee Evaluations And Hostile Sexism,
2019
Providence College
The Effects Of Perspective Taking Implementing Intentions On Employee Evaluations And Hostile Sexism, Saaid A. Mendoza, Jeanine L. M. Skorinko, Sarah A. Martin, Lauren E. Martone
Personnel Assessment and Decisions
The current research examined whether gender bias in the workplace could be reduced through perspective taking implementation intentions, which are if–then statements that specify how to accomplish goals (Gollwitzer, 1999). Amazon MTurk participants (N = 180, 53% male) learned they would complete a two-step performance review for a consulting company. Prior to receiving a male or female employee’s record, all participants were given a goal strategy to be fair in their review, with half also receiving an if–then strategy that encouraged perspective taking. Participants rated the employee on three work related dimensions (skillset, performance, and traits), provided an overall promotion …
Reducing Interpersonal Discrimination For Pregnant Job Applicants Seeking Professional Jobs,
2019
Creighton University
Reducing Interpersonal Discrimination For Pregnant Job Applicants Seeking Professional Jobs, Sarah Singletary Walker, Whitney Botsford Morgan
Personnel Assessment and Decisions
This study seeks to extend previous research on the experiences of pregnant job applicants from retail settings (see Botsford Morgan, Walker, Hebl, & King, 2013) to entry-level professional jobs. The current research utilized a 2 (expectant status: not pregnant, pregnant) x 4 (counterstereotypic information: control, competence, commitment, flexibility) betweensubjects factorial design to empirically test the relative efficacy of real, practical interventions designed to reduce the interpersonal discrimination (enhanced negativity and reduced positivity) that pregnant women may encounter when applying for entry-level professional jobs. Results reveal that pregnant job applicants experience more positive interactions when presenting information about their competence than …
A Review Of Compensatory Strategies To Mitigate Bias,
2019
Rutgers University - Camden
A Review Of Compensatory Strategies To Mitigate Bias, Oscar Holmes Iv, Gabrielle Lopiano, Erika V. Hall
Personnel Assessment and Decisions
Experiences of bias and discrimination remain pernicious obstacles for many individuals. Both micro- and macro-level interventions are necessary to eliminate and/or mitigate these negative experiences. This review focuses on micro-level interventions, specifically, five types of compensatory strategies that targets can use to eliminate and/or mitigate the bias and discrimination they experience. In this manuscript, we synthesize the research on humor, avoidance, affiliation, enhancement, and social category label switching strategies; describe identities with which the strategies could be used; and highlight strengths and weaknesses of each of the strategies. Finally, we propose actionable directions for future research for each of the …
To Look Or Not To Look: Acknowledging Facial Stigmas In The Interview To Reduce Discrimination,
2019
University of Houston
To Look Or Not To Look: Acknowledging Facial Stigmas In The Interview To Reduce Discrimination, Juan M. Madera, Mikki Hebl
Personnel Assessment and Decisions
As the use of technology-mediated interviews (e.g., Skype) is becoming a standard method to interview applicants, it is important to understand how discrimination can still manifest in these types of interviews. Because technology-mediated interviews focus on applicants’ faces, discrimination based on facial stigmas can be particularly inevitable. Thus, the purpose of the current study is to examine how a facial stigma affects visual attention during a technology-mediated interview and acknowledgment as a remediation strategy that individuals might use to reduce the amount of visual attention on a facial stigma. We used a 2 (acknowledge: yes or no) x 2 (target …
“Say It Loud, I’M Black And Proud:” The Effectiveness Of Racial Acknowledgments At Work,
2019
University of Memphis
“Say It Loud, I’M Black And Proud:” The Effectiveness Of Racial Acknowledgments At Work, Enrica N. Ruggs, Sarah Singletary Walker, Abby Corrington, Christine L. Nittrouer
Personnel Assessment and Decisions
Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment …
Special Issue On Reducing Discrimination In The Workplace: An Introduction,
2019
Rice University
Special Issue On Reducing Discrimination In The Workplace: An Introduction, Mikki Hebl, Juan M. Madera, Whitney Botsford Morgan
Personnel Assessment and Decisions
No abstract provided.
Building A Resume,
2019
Coastal Carolina University
Building A Resume, Melinda Tavernier, Wall Center For Excellence
Course Materials
This Wall Center for Excellence Professional Development Activities learning module shows you how to build a successful resume.
