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Articles 571 - 600 of 966
Full-Text Articles in Human Resources Management
Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer
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, Alex P. Lindsey, Eden King, Brittney Amber, Isaac Sabat, Afra S. Ahmad
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, Kisha S. Jones, Anuradha Anantharaman, Anjali Bhatt
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, C. Malik Boykin, Christine R. Smith
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, Saaid A. Mendoza, Jeanine L. M. Skorinko, Sarah A. Martin, Lauren E. Martone
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, Sarah Singletary Walker, Whitney Botsford Morgan
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, Oscar Holmes Iv, Gabrielle Lopiano, Erika V. Hall
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, Juan M. Madera, Mikki Hebl
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, Enrica N. Ruggs, Sarah Singletary Walker, Abby Corrington, Christine L. Nittrouer
“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, Mikki Hebl, Juan M. Madera, Whitney Botsford Morgan
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.
Introducing Virginia’S Mobile Solution, Quality Improvement Center For Workforce Development
Introducing Virginia’S Mobile Solution, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Virginia Department of Social Services (VDSS) and the 18 local departments of social services (LDSS) identified the lack of technological supports to help child welfare workers complete the administrative tasks of their job as a cause of turnover. The Virginia site rolled out the first part of their intervention (transcription services) in 2018 and is now preparing to roll out a mobile application in late fall 2019. This one-page summary describes COMPASS, Virginia’s mobile app designed to make it easier for workers to manage the administrative aspects of their job.
Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development
Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Public child welfare agencies continually struggle with how to address issues of staff recruitment and retention. Furthermore, very little evidence exists regarding what works to attract, select, and retain talented staff. Much of what agencies do to address workforce issues is never formally evaluated and successes are not published widely. Thus, agencies confronted with urgent retention needs have little to go on to identify an intervention that is likely to succeed. The Quality Improvement Center for Workforce Development (QIC-WD) was funded by the Children’s Bureau to begin to address this issue, in part through carefully selected, and rigorously evaluated interventions …
Secondary Traumatic Stress Among Child Welfare Workers, Quality Improvement Center For Workforce Development
Secondary Traumatic Stress Among Child Welfare Workers, Quality Improvement Center For Workforce Development
Other QIC-WD Products
There is growing evidence to suggest that child welfare workers are experiencing high levels of secondary traumatic stress (STS) as a result of exposure to traumatized clients in crisis (e.g., Barbee, et al, 2018). The Quality Improvement Center on Workforce Development (QIC-WD) surveyed 1,113 front line child welfare workers in 13 jurisdictions between November, 2017 and March, 2018 using the Bride (2007) Secondary Traumatic Stress Scale as part of a comprehensive workforce needs assessment. An average of 54% of participants reported clinical levels of STS. When these elevated numbers are compared to the original Bride research of social workers, they …
Organizational Cognition As Intervened By Organizational Support And Engagement On Medical Coders’ Exhibition Of Organizational Citizenship Behaviors, David W. Conley
Organizational Cognition As Intervened By Organizational Support And Engagement On Medical Coders’ Exhibition Of Organizational Citizenship Behaviors, David W. Conley
Human Resource Development Theses and Dissertations
Informed by the social cognitive theory and social exchange theory, this study examined medical coders’ evaluation of organizational cognition in the presence or perception of organizational support and organization engagement and their resultant behavior. The reciprocal exchanges present in the employee and organization relationship are identified, as positive valuations facilitate mutually beneficial outcomes. Specifically, the examination of cognitions, implicit employee judgments, and behaviors provide a framework to examine the state of engagement and its related outcomes. The use of perceived organizational support and organization engagement as intervening variables provided insight into the complex relationships between medical coding employees’ evaluation of …
Are Consensus Ratings Of Functional Job Analysis Scales More Reliable Than Ratings Made By Independent Raters?, Greg A. Chung-Yan, Aaron C. H. Schat, Steven F. Cronshaw
Are Consensus Ratings Of Functional Job Analysis Scales More Reliable Than Ratings Made By Independent Raters?, Greg A. Chung-Yan, Aaron C. H. Schat, Steven F. Cronshaw
Personnel Assessment and Decisions
This study addresses an open research question in regard to a well-established and widely-used job analysis system, Functional Job Analysis (FJA): Are consensus ratings of the FJA scales more reliable than the independent scale ratings that are the norm in job analysis application and the related research literature? In our experimental study, we found that this is not the case: no significant difference is found between consensus and independent ratings of the FJA scales. The reasons for this finding are explored as well as its relevance to the validity of the FJA system. Implications for other work and job analysis …
A New Scoring Procedure In Assessment Centers: Insights From Interaction Analysis, Janneke K. Oostrom, Nale Lehmann-Willenbrock, Ute-Christine Klehe
A New Scoring Procedure In Assessment Centers: Insights From Interaction Analysis, Janneke K. Oostrom, Nale Lehmann-Willenbrock, Ute-Christine Klehe
Personnel Assessment and Decisions
This paper proposes interaction analysis as an alternative scoring procedure in assessment centers (ACs). Interaction analysis allows for a more fine-grained scoring approach by which candidate behaviors are captured as they actually happen, thus avoiding judgment errors typically associated with traditional scoring procedures. We describe interaction analysis and explain how this procedure can improve the validity of ACs. In a short research example, we showcase how interaction analysis can be implemented in AC settings. Finally, we integrate our arguments in terms of three key propositions which we hope will inspire future research on more dynamic scoring procedures.
Selection Tool Use: A Focus On Personality Testing In Canada, The United States, And Germany, Stephen D. Risavy, Peter A. Fisher, Chet Robie, Cornelius J. König
Selection Tool Use: A Focus On Personality Testing In Canada, The United States, And Germany, Stephen D. Risavy, Peter A. Fisher, Chet Robie, Cornelius J. König
Personnel Assessment and Decisions
The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly …
Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider
Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider
Personnel Assessment and Decisions
This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian Item Response Theory (TIRT) and Classical Test Theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of the correlations (k = 11 and N = 613) found a higher average corrected correlation for CTT (mean ρ = .38) than for TIRT (mean ρ = .00). Implications and directions for future research are discussed.
Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate
Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate
Personnel Assessment and Decisions
The employment interview remains a unique paradox. One the one hand, decades of research demonstrates that using more structured components (e.g., question consistency, evaluation standardization) can largely improve the psychometric properties of interviews. On the other hand, although interviews are almost universally used, many interviewers still resist using structured formats. We examined the use of seven structure components by 131 professional interviewers, and their association with three types of antecedents: interviewers’ background (e.g., experience, training), the focus of the interview (selection vs. recruitment), and interviewers’ personality (based on the HEXACO model). Interviewers’ background (i.e., training) and the focus of the …
Examining Factors Influencing Use Of A Decision Aid In Personnel Selection, Alexander T. Jackson, Michael E. Young, Satoris S. Howes, Patrick A. Knight, Sydney L. Reichin
Examining Factors Influencing Use Of A Decision Aid In Personnel Selection, Alexander T. Jackson, Michael E. Young, Satoris S. Howes, Patrick A. Knight, Sydney L. Reichin
Personnel Assessment and Decisions
In this research, two studies were conducted to examine factors influencing reliance on a decision aid in personnel selection. Specifically, this study examined the effect of feedback, validity of selection predictors, and presence of a decision aid on the use of the aid in personnel selection. The results demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to the predictions made by the aid than people who were not provided with the aid. This suggests that when people are provided with an aid, they will use it to some degree. This research also …
Using A Logic Model To Guide Workforce Interventions, Quality Improvement Center For Workforce Development
Using A Logic Model To Guide Workforce Interventions, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The QIC-WD uses logic models—visual representations that depict the resources that go into and expected results that will come out of the implementation of a program—to guide the implementation and evaluation of the selected interventions. A logic model is developed after the intervention is selected and must fit within the overall theory of change, as part of the exploration phase of the project. Read this summary (originally developed on behalf of the Center for States) by Dr. Megan Paul, the QIC-WD Workforce Team Lead, to learn more about why a jurisdiction should create a logic model and see what a …
Supportive Supervision And Resiliency Ohio - Guidance For Coaches Supporting Resilience, Quality Improvement Center For Workforce Development
Supportive Supervision And Resiliency Ohio - Guidance For Coaches Supporting Resilience, Quality Improvement Center For Workforce Development
Other QIC-WD Products
I. Preparation for Coaching Session A. Preparation of Supervisor ➢ Review Coaching Skills and Coaching Process (see Pgs. 4-5 Coaching in Child Welfare Participant Guide from the Supervisor’s Coaching Training) ➢ Reflect on how coaching builds a trusting relationship ▪ Commitment to confidentiality ▪ Clear mutual understanding of coaching, the process and expectations ▪ Modeling the coaching mindset/skill set ➢ Review the basics of Resilience Alliance (Handout of Slide Deck provided at the Supervisor’s Coaching Training) B. Preparation of Caseworker (can be done by supervisor in unit/team meeting) ➢ Discuss how Resilience coaching is a part of supportive supervision ➢ …
Job Transitioning Experiences Of Blue-Collar Employees After Federal Downsizing, Eduardo Hurtado
Job Transitioning Experiences Of Blue-Collar Employees After Federal Downsizing, Eduardo Hurtado
Walden Faculty and Staff Publications
Downsizing, realignment, and closure of military bases have forced many low-skilled, blue-collar federal employees into involuntary job loss and job transition. The impact of involuntary job loss on blue-collar workers has been linked to stress and other adverse psychological effects. There is gap in the literature regarding the lived experiences of federal blue-collar employees following downsizing of military bases. The purpose of this qualitative, interpretive phenomenological study was to examine lived experiences of job loss and job transition for federal blue-collar employees following downsizing of military bases. Schlossberg’s transition theory provided a conceptual framework for the study. Ten ex-federal blue-collar …
Supervisor-Subordinate Conflict Negotiation: Examining The Core Concerns In Light Of Communication Accommodation And Gender Roles, Piyawan Charoensap-Kelly
Supervisor-Subordinate Conflict Negotiation: Examining The Core Concerns In Light Of Communication Accommodation And Gender Roles, Piyawan Charoensap-Kelly
Dissertations
This quasi-experimental study examined a supervisor-subordinate negotiation of an emotion-laden conflict from the lens of the core concerns framework, communication accommodation theory, and gender roles research. Results empirically support CCF that, by accommodating or attending to the employees’ core concerns, managers can stimulate employees’ positive emotion and integrative intention. However, under- and overaccommodating the core concerns can lead to distributive intention. Additionally, the employees’ perception of manager goodwill can strengthen or attenuate the positive effect of core concerns accommodativeness on outcome variables especially for male managers. Thus, moderate accommodation is recommended for male managers. For female managers, the results show …
A Human Capital Approach To Pay Disparity, Kay Howell
A Human Capital Approach To Pay Disparity, Kay Howell
College of Business Theses and Dissertations
No abstract provided.
Constructed Response Formats And Their Effects On Minority-Majority Differences And Validity, Filip Lievens, Paul R. Sackett, Jeffrey Dahlke, Janneke Oostrom, Britt De Soete
Constructed Response Formats And Their Effects On Minority-Majority Differences And Validity, Filip Lievens, Paul R. Sackett, Jeffrey Dahlke, Janneke Oostrom, Britt De Soete
Research Collection Lee Kong Chian School Of Business
The inflow of immigrants challenges organizations to consider alternative selection procedures that reduce potential minority (immigrants)-majority (natives) differences, while maintaining valid predictions of performance. To deal with this challenge, this paper proposes response format as a practically and theoretically relevant factor for situational judgment tests (SJTs). We examine a range of response format categories (from traditional multiple-choice formats to more innovative constructed response formats) and conceptually link these response formats to mechanisms underlying minority-majority differences. Two field experiments are conducted with SJTs. Study 1 (274 job seekers) contrasts minority-majority differences in scores on a multiple-choice versus a written constructed response …
Innovative And Introverted: How Introverts Function In The Creative Workplace, Rose Needle
Innovative And Introverted: How Introverts Function In The Creative Workplace, Rose Needle
Senior Theses
Open office plans have become the dominant style for creative workplaces, designed to encourage constant collaboration and proximity. Little research assesses the validity of that conventional practice, or the impact of open environments on creativity, productivity or employee satisfaction for introverts, who require time alone for highest functioning. Though the “Extrovert Ideal” permeates these industries, nearly 50% of the general population is introverted—and introverted traits correlate positively with creativity. This thesis includes a survey of 143 people working in creative industries, assessing perceptions of productivity and satisfaction along with personality type. A majority of respondents yearned for solitude to complete …
Oklahoma Selects And Designs A Selection Intervention, Quality Improvement Center For Workforce Development
Oklahoma Selects And Designs A Selection Intervention, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Oklahoma’s Quality Improvement Center for Workforce Development Steering Committee has decided to refine the selection process for new child welfare workers as part of their ongoing commitment to hiring a dedicated, talented workforce and supporting that workforce in practice with children, youth, and families. The committee spent much of 2018 doing a thorough needs assessment and exploration of their child welfare recruitment and retention challenges. Through this process they recognized that interviewing strategies and hiring decisions are made inconsistently across the state. The team acknowledged that this could result in the selection of individuals who are not the best fit …
Louisiana Selects A Workforce Intervention: Job Redesign & Teaming, Quality Improvement Center For Workforce Development
Louisiana Selects A Workforce Intervention: Job Redesign & Teaming, Quality Improvement Center For Workforce Development
Other QIC-WD Products
For several years prior to the current Administration, Louisiana suffered through an unstated policy of “Do More with Less”: Fewer employees, higher caseloads, less resources, and high employee turnover. In 2016, the Louisiana Department of Children and Family Services (DCFS) leadership determined that supporting and stabilizing the child welfare workforce was a high priority. To strengthen its workforce, Louisiana will implement “Job Redesign and Teaming” as its QIC-WD intervention. The job redesign aspect of the intervention includes a comprehensive job analysis and process mapping to determine which tasks needed to be retained by the child welfare worker and which tasks …
Eastern Band Of Cherokee Indians Selects A Workforce Intervention: Onboarding, Quality Improvement Center For Workforce Development
Eastern Band Of Cherokee Indians Selects A Workforce Intervention: Onboarding, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Family Safety Program (FSP) serves the Eastern Band of Cherokee Indians (EBCI) to provide high quality and innovative care, utilizing an integrated model to ensure client access to behavioral health services and targeted case management. To retain a competent and committed workforce and best serve children and families, FSP partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to be one of eight national project sites to test child welfare workforce interventions. In 2018, FSP conducted a workforce needs assessment, which revealed that staff had inconsistent job expectations for their own role and lacked understanding of the roles …