Business Commons^™

Video Feedback, Megan Paul

Umbrella Summaries

What is video feedback?

Video feedback refers here to a training method that involves giving learners feedback on their skills using a video recording of their behavior in a real or simulated environment. Though video feedback is used in a variety of settings (e.g., athletic, parenting, or surgical training), the focus here is on skill development among professionals that engage in interpersonal interactions (e.g., teachers, social workers, nurses; Fukkink et al., 2011). Targeted skills may be broad (e.g., empathy, nervousness, active listening) or narrow (body posture, eye contact, gestures, use of open questions). The process typically involves recording learners as …

Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani

Personnel Assessment and Decisions

Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in …

The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin

Personnel Assessment and Decisions

Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly …

Liar, Liar, Pants On Fire: How Verbal Deception Cues Signal Deceptive Versus Honest Impression Management And Influence Interview Ratings, Lenke Roth, Ute-Christine Klehe, Gloria Willhardt

Personnel Assessment and Decisions

Impression management (IM), especially deceptive IM (faking), is a cause for concern in selection interviews. The current study combines findings on lie detection with signaling theory to address how candidates’ deceptive versus honest IM shows in verbal deception cues, which then relate to interview ratings of candidates’ interview performance. After completing a structured interview rated by two trained interviewers, 182 candidates reported their deceptive and honest IM. Verbal deception cues (plausibility, verbal uncertainty) were coded from video recordings. Results supported the hypotheses: Deceptive IM directly raised interviewer ratings (intended positive signal) but lowered the responses’ plausibility and enhanced verbal uncertainties …

Unintended Consequences Of Interview Faking: Impact On Perceived Fit And Affective Outcomes, Brooke D. Charbonneau, Deborah M. Powell, Jeffrey R. Spence, Sean T. Lyons

Personnel Assessment and Decisions

Drawing on signalling theory, we propose that use of deceptive impression management (IM) in the employment interview could produce false signals, and individuals hired based on such signals may incur consequences once they are on the job—such as poor perceived fit. We surveyed job applicants who recently interviewed and received a job to investigate the relationship between use of deceptive IM in the interview and subsequent perceived personjob and person-organization fit, stress, well-being, and employee engagement. In a twophase study, 206 job applicants self-reported their use of deceptive IM in their interviews at Time 1, and their perceived person–job and …

Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum

Personnel Assessment and Decisions

This research utilizes mouse tracking as a potential behavioral method to examine cognitive processes underlying faking on forced-choice personality inventories. Mouse tracking is a method from social categorization research that captures a variety of metrics related to motor movements, which are linked to cognitive processing. To explore the utility of this method, we examined differences in the mouse tracking metrics of those instructed to respond honestly or to fake. Our findings show that there is a distinguishable difference in the behavioral response of those who are faking when responding to pairs of personality descriptors presented in a forced-choice format compared …

A New Investigation Of Fake Resistance Of A Multidimensional Forced-Choice Measure: An Application Of Differential Item/Test Functioning, Philseok Lee, Seang-Hwane Joo

Personnel Assessment and Decisions

To address faking issues associated with Likert-type personality measures, multidimensional forced-choice (MFC) measures have recently come to light as important components of personnel assessment systems. Despite various efforts to investigate the fake resistance of MFC measures, previous research has mainly focused on the scale mean differences between honest and faking conditions. Given the recent psychometric advancements in MFC measures (e.g., Brown & Maydeu-Olivares, 2011; Stark et al., 2005; Lee et al., 2019; Joo et al., 2019), there is a need to investigate the fake resistance of MFC measures through a new methodological lens. This research investigates the fake resistance of …

Applicant Faking On Personality Tests: Good Or Bad And Why Should We Care?, Robert P. Tett, Daniel V. Simonet

Personnel Assessment and Decisions

The unitarian understanding of construct validity holds that deliberate response distortion in completing self-report personality tests (i.e., faking) threatens trait-based inferences drawn from test scores. This “faking-is-bad” (FIB) perspective is being challenged by an emerging “faking-is-good” (FIG) position that condones or favors faking and its underlying attributes (e.g., social skill, ATIC) to the degree they contribute to predictor–criterion correlations and are job relevant. Based on the unitarian model of validity and relevant empirical evidence, we argue the FIG perspective is psychometrically flawed and counterproductive to personality-based selection targeting trait-based fit. Carrying forward both positions leads to variously dark futures for …

Faking And The Validity Of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures, Christopher R. Huber, Nathan R. Kuncel, Katie B. Huber, Anthony S. Boyce

Personnel Assessment and Decisions

Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit “fake-good” instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation …

Put Your Best Foot Forward: Introduction To The Special Issue On Understanding Effects Of Impression Management On Assessment Outcomes, Chet Robie, Neil D. Christiansen

Personnel Assessment and Decisions

No abstract provided.

A Critical Analysis Of Gender Inequality In The Chef Profession In Ireland, Mary M. Farrell Phd

Dissertations

As an original piece of research, this dissertation investigates the factors that contribute to gender inequality in the chef profession in Ireland. The aims of the study sought to establish the extent of gender inequality and the factors that contribute to it in the chef profession in Ireland. The first national gender inequality survey was designed to collect empirical and qualitative data of the chef profession. Joan Acker’s (1990) original theory of gendered organisations and Connell’s (1995) concept of hegemonic masculinity were employed to undertake a systematic gender analysis of the data emanating the survey. This analysis reveals, for the …

Grassroots Talent Development At La Maestra: Understanding The Perceptions Of Leaders And Staff, Gorn Huvanandana

Dissertations

This dissertation explored the leadership and staff perceptions of talent management (TM) in the San Diego-based community health center La Maestra. The organization initiated a scheme called Grassroots Talent Development (GTD) that focuses on developing its internal talents from the ground up, including using mentorship, on-the-job training, problem-solving techniques, and mission attachment reinforcement. The distinctive use of a holistic wellness model, Circle of Care (CoC), stemming from its core mission to serve underserved populations, has not only driven how the organization functions but also how it attracts, develops, and retains a diverse pool of talents. La Maestra innovated programs for …

Thinking About Thinking About Work: A Meta-Analysis Of Off-Job Positive And Negative Work-Related Thoughts, William P. Jimenez, Xiaoxiao Hu, Xiaohong (Violet) Xu

Psychology Faculty Publications

Work is frequently on the minds of employees—even during evenings, weekends, and vacations. The present study is the first comprehensive meta-analysis of off-job work-related thoughts (WRTs; i.e., thoughts employees have about work when they are not at work). We were particularly interested in comparing off-job positive and negative work-related thoughts (PWRTs and NWRTs; i.e., thoughts about positive/negative work experiences or characteristics) to each other and other off-job WRT constructs, which we integrated into a typology. We coded 520 effect sizes from 171 independent samples (N = 58,682) and conducted a random-effects, individual-correction meta-analysis. We found that PWRTs and NWRTs …

Leadership Development In Saudi Arabia’S Private Sector: A Mixed Methods Approach, Khaled Hanaky

Dissertations

There is currently a proliferation of business-focused leadership development programs in Saudi Arabia. These programs represent a reaction to the shortage of qualified leaders who can drive and sustain both recent and future advances introduced by Saudi Vision 2030, the national transformation program that is introducing social and economic reforms. Importantly, business leadership development has not been studied in this context of contemporary Saudi Arabia.

This study examined the state of Saudi leadership development programs by employing an explanatory sequential case study design that focused on a particular leadership development program. Through the use of surveys and participant interviews, results …

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Staff Council Agenda, Georgia Southern University

Staff Council Meeting Minutes & Agendas

• Call to Order
• Consent Agenda
• Presidential Updates and Comments | Dr. Kyle Marrero
• Information Sharing and Gossip
• Human Resources Updates | Rebecca Carroll
• Treasurer Report | Paul Barnes
• Committee Reports
• Old Business
• New Business
• Important Dates and Announcements
• Adjournment

Iso 14000 Publication: A Bibliometric Analysis (2011-2020), Ilham M.Said

Library Philosophy and Practice (e-journal)

This study explain about ISO 14000 itself is an international standard that discusses environmental management systems in general. This study aims to visually map publications in the field of ISO 14000 at the global level indexed by Scopus using Bibliometric analysis. This research utilizes the analysis features on the Scopus website and visualizes the bibliometric network using VOSviewer. The research data used is to use indicators in the form of keywords related to ISO 14000 in the Scopus database with the results obtained as many as 136 academic documents that have been published from 2011 to 2020 at the global …

The Impact On Organization Behavior In A Telecommuting World And The Potential Impacts On The Business, Jerrilynn Dvorak

Dissertations, Theses, and Projects

Local and national COVID-19 restrictions have caused many organizations to transition their employees to working remotely, a practice previously not considered or widely adopted. Global pandemics happen so infrequently that much of the world's population has not lived through or experienced such an event. There were little to no protocols to prepare organizations and individuals mentally, physically, emotionally, and financially for the challenges that the pandemic would bring. The COVID-19 pandemic provided a unique opportunity for more employees who previously did not have that opportunity to work from home. This shift created a much larger sample size to study the …

Scholarly Pursuits: Research Probes Growing Problem Of Weight-Based Bullying At Work

Business Exchange

This article discusses research being conducted by DePaul faculty member into how larger-size workers are treated and mistreated in the workplace and how to intervene to prevent bullying and increase workplace harmony.

After-Action Reviews, Megan Paul

Umbrella Summaries

What are after-action reviews?

An after-action review (AAR) is “a systematic technique that turns a recent event into a learning opportunity through a combination of task feedback, reflection, and discussion” (Keiser & Arthur, 2020, p. 2). The process has been used in various fields, leading to a variety of labels, including after-event review, debrief, guided team self-correction, and reflexivity (e.g., Chen et al., 2018; Couper et al., 2013; Ellis & Davidi, 2005; Smith-Jentsch et al., 2008). Note that though the term “debrief” is sometimes used, AARs are distinct from debriefing sessions that are intended to help individuals process stressful or …

Professional Development: Lessons From Building A Workplace Diversity, Equity And Inclusion Program

Business Exchange

Corliss Garner (BUS ’96), who is the senior vice president and head of corporate social responsibility and diversity, equity and inclusion (DEI) at First Midwest Bank, offers steps needed to build an effective and sustainable DEI program in any business.

The Effects Of At-Home Remote Work Environments On Human Cognitive Performance And Work Task Performance Based On Current Societal Conditions, Angela Arias

Doctoral Dissertations and Master's Theses

Home-based remote work systems present a unique set of cognitive performance and work task performance challenges to employees without remote work experience. The COVID-19 pandemic forced companies into transforming their work system structures, and their employee roles, without the preparation or education of the dynamics that surround home-based remote work systems. This thesis benefits the Human Factors community by investigating the effects of at-home remote-based work environments on cognitive performance, and work task performance, of employees who currently work remotely from home. A multimethod approach was employed to carry out this research. A survey was administered to home-based remote employees, …

Wage Theft, Economic Conditions, And Market Power: The Case Of H-1b Workers, Peter Norlander, Jed Devaro

School of Business: Faculty Publications and Other Works

This study explores what determines employers’ violations of the wage contracts of workers on H-1B temporary work visas, which occur when firms pay those workers below the promised prevailing or “market” wage. A theoretical framework is proposed that predicts more violations during economic downturns, fewer violations when firms have more labor-market power, and more violations by subcontractor firms. Empirical analysis is based on a firm-level matched dataset of wage and hour violations and the firms that sponsor H-1Bs. Higher labor market power, measured by the Herfindahl-Hirschman Index, is associated with fewer violations. Higher unemployment rates and subcontractor firms are associated …

How Positive Practices In Organizations Are Associated With Employee Engagement Via The Moderating Effects Of Generational Cohorts In U.S. Customer Service Organizations, Deborah A. Poole

Theses & Dissertations

The purpose of this study is to examine the moderating role that the respective workforce generational cohorts may have on the relationship between positive practices in organizations and levels of employee engagement of U.S. based adult customer service representatives of all races. Studies show that higher employee engagement positively affects employee motivation, satisfaction, productivity, and ultimately the financial success of the organization. However, the levels of engagement for front line customer service positions are some of the lowest of occupations measured by Gallup and have actually declined in recent years. The broaden and build theory of positive emotions shows that …

Barriers And Enablers To Building Entrepreneurial Ecosystems As Perceived By Change Agents In The Workplace, Shanda Barrett

Dissertations

This study explores factors that influence entrepreneurial ecosystems. Clifton (2010, 2015) recommends entrepreneurship, better business models, and new business startups as a solution for economic renewal in the United States and specifically identifies disengaged workers and low-energy workplaces as the starting point. The recommendation does not address how to make workplaces conducive to entrepreneurial activity, nor does the recommendation address how to engage entrepreneurial employees.

Existing literature outlines the known tensions between theory, anecdotal evidence, and the professional practice of building entrepreneurial ecosystems. To date, the term entrepreneurial ecosystem exists as a metaphor in the extant literature. While scholars have …

The Human Services Workforce Crisis: Moving Forward With Intention In Massachusetts, Suzanne Gray Henderson

School of Professional Studies

The human services field is growing rapidly in Massachusetts as it is across the country, and the Commonwealth does not have enough qualified staff to fill vacancies. The workforce shortage has risen to crisis levels due to high turnover, insufficient training, low wages, and a lack of recognition and appreciation for direct support professionals. The individuals receiving services in Massachusetts deserve quality and stability. The state budget – strained by inefficient service models and reactive fixes – also demands systemic change. The human services workforce crisis impacts a variety of stakeholders. Individuals served are directly affected, as are the direct …

Pernet Family Health Service, Inc.: Organizational Restructuring & Change Management Best Practices, Carly Massino

School of Professional Studies

Research exhibits that between 70-75% of change initiatives fail and a major contributor to this trend is employee resistance. Although change can bring exciting growth and innovation, it can cause employees heightened stress and worsened physical and mental health outcomes. These effects are often amplified when organizations enact multiple change initiatives at once. These worsened outcomes are often a result of feelings of distress, anxiety, powerlessness, and apprehension and unknowns such as how one’s position will be affected, how operations will change, or how one fits into the change. This topic is incredibly relevant for Pernet Family Health Service, Inc., …

Happening In Plain Sight: An Evaluation Of Sexual Harassment In Municipal Government Through A Case Study Of Newark, New Jersey, Hoween R. A. Flexer, Caitlin R. Louie

School of Professional Studies

In the city of Newark, New Jersey, Sebrevious Scott, a participant in the New Jersey Reentry program was hired as part-time office assistant in the city's re-entry office. After being transferred to the city’s Parks and Grounds Departments, she started being sexually harassed, inappropriately touched and propositioned by her supervisor, Richard Kirkland. Scott made repeated attempts to report these actions through the appropriate channels. She was met with dismissal, resistance, and later retaliation. While working in this hostile environment she was also pursuing a full-time employment opportunity with the city upon the completion of the reentry program. Unfortunately, this never …

Her Picture Is Worth A Thousand Words: An Investigation Into The Relationship Between Resume Photos And Perceived Morality, Hannah Daab

Honors College Theses

It was once believed that a woman’s physical appearance benefited her in many aspects of life, including her career. Following the progression of the #MeToo movement, society has seen beauty become a liability for women in the workplace. This investigation dives into this phenomenon and redirects the focus to an earlier point in the timeline of a female’s professional career: the hiring process. Specifically, this paper begins to uncover an answer to the long- standing question of whether or not a woman should include a photo of herself on her resumé or CV. Across two quantitative studies, I investigate whether …

Platforming Gamification As A Means Of Engagement In Employee Recruitment And Onboarding, Samuel D. Lipson

Management Undergraduate Honors Theses

Gamification, generally understood as the application of game elements and design concepts in non-game contexts, is a field of academic study and multibillion-dollar business tool whose popularity is growing as a means of employee engagement, education and training, and talent selection. While there are companies that attempt to gamify separate processes within the employee life cycle, no company exists that gamifies the stages surrounding talent selection: attraction and recruitment of applicants and onboarding of final candidates. To this end, this thesis proposes a software and consulting company, GameON Business Solutions, that will work with small and medium enterprises to expand …