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Vie-Ing For The Position: An Examination Of The Motivational Antecedents Of Response Distortion, David Mihm
Vie-Ing For The Position: An Examination Of The Motivational Antecedents Of Response Distortion, David Mihm
Electronic Theses and Dissertations
Faking on self-report personality tests is a widespread practice which degrades the construct validity of personality tests when they are used in personnel selection contexts and may lead to suboptimal hiring decisions (Donovan, Dwight, & Hurtz, 2003; Schmit & Ryan, 1993). While much is known about the factors which enable job applicants to successfully engage in faking (Tett, Freund, Christiansen, Fox, & Coaster, 2012), far less is known about how specific applicant perceptions throughout the hiring process influence their decision to engage in this practice. To this end, this study applied Vroom's (1964) expectancy theory to the study of applicant …
Leadership And Subordinate Engagement: A Meta-Analytic Examination Of Its Mechanisms Using Self-Determination Theory, Henry Young
Leadership And Subordinate Engagement: A Meta-Analytic Examination Of Its Mechanisms Using Self-Determination Theory, Henry Young
Electronic Theses and Dissertations
Although past research has suggested ineffective leadership to be the most common reason for low levels of employee engagement, little is known about the mediating mechanisms underlying this relationship. To address this gap in research, I tested a theoretical model based on Self-Determination Theory (SDT; Deci & Ryan, 2000) in which two focal mechanisms, leader-member exchange (LMX) and empowerment, functioned in sequential order to predict the relationship between Full Range Leadership and subordinate engagement. Results showed that transactional leadership had positive and negative indirect effects on engagement, suggesting that transactional leadership comprises a "double-edged sword" as a predictor of subordinate …
Theory And Measurement Of Perceived Introvert Mistreatment, Mallory Mccord
Theory And Measurement Of Perceived Introvert Mistreatment, Mallory Mccord
Electronic Theses and Dissertations
Perceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may have on the individual. Thus, the purpose of this paper is twofold: first, in an attempt to explain how perceived introvert mistreatment may develop and …
Not Woman Enough Harassment: Scale Development And An Integrated Model From Antecedent To Outcome, Amanda Wolcott
Not Woman Enough Harassment: Scale Development And An Integrated Model From Antecedent To Outcome, Amanda Wolcott
Electronic Theses and Dissertations
The rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very specific types of behavior based on one's sex and gender stereotypes. In this dissertation, I introduce the construct of Not Woman Enough Harassment, …
Affective Chickens And Performance Eggs: A Longitudinal Meta-Analysis, Matthew Lapalme
Affective Chickens And Performance Eggs: A Longitudinal Meta-Analysis, Matthew Lapalme
Electronic Theses and Dissertations
The affective revolution in the organizational sciences has yielded a body of theoretical and empirical research examining the relationship between affect and performance. This work has typically advanced affect as a predictor of performance; however, more recent theory suggests that the relationship between affect and performance is reciprocal. Since little empirical work exists supporting reciprocity between affect and performance, the purpose of this dissertation is to test if affect and performance are actually reciprocally related. Importantly, the advent of longitudinal and experiential research designs in the organizational sciences affords empirical opportunities to test such theory. This dissertation examines the temporal …