Open Access. Powered by Scholars. Published by Universities.®
- Keyword
-
- Western Kentucky University (2)
- Applicant Attractiveness (1)
- Behavioral Anchored Rating Scale (1)
- Business Administration (1)
- CPM (1)
-
- CSR Authenticity (1)
- Communication in Management (1)
- Competencies (1)
- Conservation of resources theory (1)
- Consistency (1)
- Corporate Social Responsibility (1)
- Fairness (1)
- Industrial Psychology (1)
- Interpersonal Communication (1)
- Job stress (1)
- Jobembeddedness (1)
- LDP (1)
- Organizational psychology (1)
- Performance Evaluation (1)
- Personnel psychology; industrial-organizational psychology; employee selection; SEM; true score; observed score (1)
- Psychology (1)
- Punishment (1)
- Rating Scales (1)
- Relation between leadership and engineering education (1)
- Resources (1)
- Rumination (1)
- Selection (1)
- Sexism (1)
- Statistics (1)
- Textile industry in Turkey (1)
Articles 1 - 17 of 17
Full-Text Articles in Business
An Investigation Of Perceived Authenticity Of Diversity And Black Lives Matter Statements And Their Influence On Applicant Attractiveness, Shelby Nicole Davis
An Investigation Of Perceived Authenticity Of Diversity And Black Lives Matter Statements And Their Influence On Applicant Attractiveness, Shelby Nicole Davis
Masters Theses & Specialist Projects
Corporate Social Responsibility (CSR) (i.e., organizations’ diversity and social justice [Black Lives Matter] statements) influences applicant attractiveness to organizations. Using Fortune-500 companies’ diversity and Black Lives Matter statements as indicators of CSR activities, I examined the relationship between CSR activities, perceived authenticity, organizational attractiveness, and person-organization fit. It was hypothesized that diversity statements that specifically mention race and actions taken to promote diverse workplaces (i.e., strong) will be seen as authentic and those organizations will be the most attractive. Additionally, it was hypothesized that social Black Lives Matter (BLM) statements that specifically mention systemic racism/ racial inequality and/or actions to …
Psychosocial Work Influences On Adaptive Performance, Eli Alvin Dickinson
Psychosocial Work Influences On Adaptive Performance, Eli Alvin Dickinson
Masters Theses & Specialist Projects
The present study sought to understand why some employees may be more or less able to adapt to the changing work environment. Adaptive performance can help employees to be resilient to technological advances, economic factors, and/or cultural shifts, making it an important form of extra-role performance. According to conservation of resources (COR) theory, one reason employees may fail to adapt is because they lack resources that are required in order to be adaptive. I proposed that the resources needed for adaptive performance aggregate in a resource caravan. Job embeddedness is a proposed resource caravan that may facilitate more adaptive performance …
Unpacking The Burnout Phenomenon: Understanding Daily Influences On Burnout, Emily Houk
Unpacking The Burnout Phenomenon: Understanding Daily Influences On Burnout, Emily Houk
Masters Theses & Specialist Projects
Burnout is a work-related phenomenon that is not bound to the work domain. As such, experiencing burnout can be particularly detrimental for employees because effects of burnout can spill over into other life domains. The present study serves to examine the burnout phenomenon; specifically, I examined the direct effect of daily job stress on perceptions of burnout, as well as explored daily work-related affective rumination as a mediating effect in the relationship between daily job stress and burnout. Work-related affective rumination is a mechanism that potentially helps to explain how buildup of daily job stress influences the development of burnout. …
Further Understanding Of The Spillover Process: Work Influences On Family Disengagement And The Mediating Effects Of Flexible Work Arrangements, Alexandra Myers
Further Understanding Of The Spillover Process: Work Influences On Family Disengagement And The Mediating Effects Of Flexible Work Arrangements, Alexandra Myers
Masters Theses & Specialist Projects
Organizations have long sought to determine methods in reducing the work family conflict employees experience in order to improve overall morale as well as producing more efficient and effective employees. My study examined the spillover process from the work to family domain. Specifically, I examined the influence of work related affective rumination on family disengagement, mediated by strain-based work-to family conflict. I also examined the buffering effects of flexible work arrangements on the relationship between strain-based work-to-family conflict and family disengagement. Utilizing a sample of employees recruited via Amazon’s Mechanical Turk and working full-time outside the home, I analyzed the …
Western Kentucky University Psychological Sciences Faculty Bars Revision, Brian Coyne
Western Kentucky University Psychological Sciences Faculty Bars Revision, Brian Coyne
Masters Theses & Specialist Projects
In any organization, universities included, the development of quality personnel to perform work is of paramount importance. Thus, the ability to identify individual employee strengths and weaknesses and provide constructive feedback is vital. In this thesis I discuss the strengths and weaknesses of various performance appraisal formats, before suggesting behaviorally anchored rating scales (BARS) as an optimal tool in evaluating the performance of university faculty. I discuss BARS development in depth, as well as highlight BARS strengths as a performance appraisal tool. I further outline the process used and results obtained in updating the BARS used in the performance evaluation …
A Monte Carlo Analysis Of Thorndike's Indirect Range Restriction Correction Equations, Michael Thomas Pelayo
A Monte Carlo Analysis Of Thorndike's Indirect Range Restriction Correction Equations, Michael Thomas Pelayo
Masters Theses & Specialist Projects
Employee selection is an important process for organizations. Organizations seek to select the best employees for their available positions. Testing is key to many selection efforts. The results of studies assessing the criterion-related validity of a selection test are affected by a number of statistical artifacts, one of which is range restriction. Range restriction has the effect of attenuating the correlation coefficient. Statistical equations exist to correct for the effects of range restriction, and they enable researchers to obtain a more accurate estimate of the validity coefficient. Thorndike (1949) developed the best known and most frequently used of these correction …
A Monte Carlo Analysis Of Standard Error-Based Methods For Computing Confidence Intervals, Elayna Wichert
A Monte Carlo Analysis Of Standard Error-Based Methods For Computing Confidence Intervals, Elayna Wichert
Masters Theses & Specialist Projects
The objective of this study is to empirically test existing techniques to calculate the likely range of values for a Classical Test Theory true score given an observed score. The traditional method for forming these confidence intervals has used the standard error of measurement (SEM) as the basis for this confidence interval. An alternate equation, the standard error of estimate (SEE), has been recommended in place of the SEM for this purpose, yet it remains overlooked in the field of psychometrics. It is important that the correct equation be used in various applications in personnel psychology. Monte Carlo analyses were …
Justice Perceptions Of Team Disciplinary Actions In The Workplace, Austin Lee Rettke
Justice Perceptions Of Team Disciplinary Actions In The Workplace, Austin Lee Rettke
Masters Theses & Specialist Projects
This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment severity (moderate and severe), two types of punishment distribution (consistent and conditional), and …
Management And Leadership Style: Is Style Influenced By Engineering Education?, Arsalan Khan
Management And Leadership Style: Is Style Influenced By Engineering Education?, Arsalan Khan
Masters Theses & Specialist Projects
Leadership Development Programs (LDPs) programs are employed by firms globally in different multiple manners that are aimed at accelerating the development and growth of highly capable candidates. Among these candidates, depending on the particular LDP, may be those possess engineering skills typically afforded through engineering education as measured by completion of an engineering degree. Infrastructure reductions might be afforded corporations if multiple LDPs could be supplanted with one program such as an Engineering Leadership Development Program. In practice, however, economic constraints limited the total sample population of this category to 67 (48 with engineering degrees and 15 without). Employing SPSS …
The Perceived Relevance Of Training In Industrial/Organizational Psychology At The Terminal Master's Level, Seth A. Kline
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 …
Benevolent Vs. Hostile Sexism Impact On Work Performance For Women In Turkey, Crystal M. Bonneau-Kaya
Benevolent Vs. Hostile Sexism Impact On Work Performance For Women In Turkey, Crystal M. Bonneau-Kaya
Masters Theses & Specialist Projects
All studies to date that have assessed the direct impact of benevolent vs. hostile sexism on performance outcomes have done so in the context of a Western society. Because of this void in the literature, it remained unknown how living in a low egalitarian and/or non-Western society may impact women's experiences of sexism. The purpose of this study is to address this gap in the literature. This study investigates the impact of benevolent vs. hostile sexism on women in four Turkish textile factories. 210 Turkish female textile factory workers were randomly assigned to the benevolent sexism, hostile sexism, or control …
Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates, Donna Dunville
Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates, Donna Dunville
Masters Theses & Specialist Projects
Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The majority of personnel managers indicate support for both AA in theory and the mechanisms required …
Development Of A Weighted Application Blank For The Carryout Clerk Classification In A Large Retail Organization, Linda Gabbard
Development Of A Weighted Application Blank For The Carryout Clerk Classification In A Large Retail Organization, Linda Gabbard
Masters Theses & Specialist Projects
The purpose of this study was to develop and validate a Weighted Application Blank to predict turnover for use as a selection tool for a large retail organization. Utilizing the England (1971) procedure, it was hypothesized that significant derivation and cross-validities would be obtained. The hypothesis was partially supported: the derivation validity coefficient was significant (r = .28, p < .01) and the resulting cross-validity coefficient was net significant (r = 19, p < .05). The results and recommendations for implementation of the WAB are discussed.
Weighted Application Blanks: An Empirical Approach For The Selection Of Delivery Personnel Psychology, Barton Lee Dahmer
Weighted Application Blanks: An Empirical Approach For The Selection Of Delivery Personnel Psychology, Barton Lee Dahmer
Masters Theses & Specialist Projects
The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.
A Validity Study Of An Operational Pre-Hire Assessment Process For Professional, Managerial, Technical Personnel, John Galbraith
A Validity Study Of An Operational Pre-Hire Assessment Process For Professional, Managerial, Technical Personnel, John Galbraith
Masters Theses & Specialist Projects
Research concerning the validity of various procedures for assessing managerial potential is reviewed. It is found that several assessment techniques are valid for identifying and/or predicting potential and that a combination of techniques usually accounts for a significantly greater amount of criterion variance than does a single assessment procedure used alone. The lack of research concerning the use of multiplecomponent assessment techniques for the selection of individual job applicants for lower-level managerial positions is pointed out. The present study concerns itself with an operational individual assessment program designed to identify and select from among experienced job applicants those individuals exhibiting …
The Operational Effectiveness Of The Behavioral Expectations Scale & The Mixed Standard Scale: A Comparative Evaluation, Deborah Boniske
The Operational Effectiveness Of The Behavioral Expectations Scale & The Mixed Standard Scale: A Comparative Evaluation, Deborah Boniske
Masters Theses & Specialist Projects
Performance evaluations were obtained on firefighters in a large Midwestern City. The evaluations were conducted through utilization of two different scale types (The Behavioral Expectation Scale and The Mixed Standard Scale). These evaluations were obtained in order to test the hypotheses that the MSS was psychometrically superior to the BES in the reduction of halo and leniency error and that the MSS was also the better scale type in terms of producing higher interrater reliability. Leniency error (in both the absolute and comparative sense) was examined by conducting a series of T-tests. Halo error was investigated by a comparison of …
Stereotype Bias In Selection: A Process Approach, Donald V. Currie
Stereotype Bias In Selection: A Process Approach, Donald V. Currie
Masters Theses & Specialist Projects
This investigation was to determine if an applicant’s sex and the job’s sex orientation stereotypes affected the evaluation of applicant information and subsequent selection decision outcomes. Interviewers (N=48) were asked to rate the employment suitability of 49 hypothetical applicants. The results indicated that an interaction of the applicant’s sex and job’s sex orientation had marginal affect on the importance weightings in two of the four applicant attribute factors, motivation/ability and personality/appearance. Applicants with equivalent qualifications did not receive comparable employment suitability ratings, Unfair job discrimination was demonstrated by these data. It was concluded that the applicant’s sex and the job’s …