Human Resources Management Commons^™

Fear And Trembling While Working In A Pandemic: An Exploratory Meta-Analysis Of Workers’ Covid-19 Distress, William P. Jimenez, Ian M. Katz, Elissa A. Liguori

Psychology Faculty Publications

The global COVID-19 pandemic has disrupted the lives of workers and taken its toll on health and well-being. In line with recent calls for more inductive and abductive occupational health science research, we exploratorily meta-analyzed workers’ COVID-19 distress, defined as psychological and psychosomatic strain contextualized to experiencing the virus and pandemic broadly. We identified many existing COVID-19 distress measures (e.g., Fear of COVID-19 Scale by Ahorsu et al., 2020; Coronavirus Anxiety Scale by Lee, 2020a) and correlates, including demographic variables (viz., gender, marital status, whether worker has children), positive well-being (e.g., quality of life, perceived social support, resilience), negative well-being …

Follow Principles Of Research And Grow Up By Practicing—On Growth Of Young Talents In Science And Technology, Yungang Bao

Bulletin of Chinese Academy of Sciences (Chinese Version)

No abstract provided.

Policing For Peace: Training For A 21st Century Police Force, Kate M. Den Houter, Margaret E. Brooks

Personnel Assessment and Decisions

We review the present state of research on police training in the United States, highlighting gaps in the literature, and limitations of trainings in use by local policing agencies. We focus on training content relevant to the volatile situations that are at the center of controversy, we evaluate content areas that focus on successfully navigating real-time, unpredictable, and potentially dangerous interactions, and discuss training needs in these areas. We suggest that one common response to the issue of bias—implicit bias training—lacks evidence of efficacy. Accordingly, we recommend alternative training content to address bias and discrimination. Finally, we call attention to …

What Can Go Wrong When Everything Is Right? Using Organizational Justice To Understand Police Misconduct And Improve Personnel Systems, Antoine D. Busby, Meghan A. Thornton-Lugo, Laura Parker, Nicole Strah

Personnel Assessment and Decisions

Despite decades of attention paid to police reform, cases of office misconduct still continue to plague policing organizations. Assuming that organizations may still experience such officer malfeasance even when attempting to pursue best practices, we aim to explore how things can go wrong when everything else seems right. Specifically, we rely on trickle-down models of organizational justice, group engagement, and social identity to articulate how otherwise desirable organizational outcomes may produce detrimental outgroup biases. Based on our theoretical premise, we articulate specific changes that may be made to personnel systems that can avoid such officer misconduct in policing contexts.

Electing Law Enforcement Leadership: Examining The Effects Of Politics And Job-Related Qualifications On Personnel Assessment And Decisions For Sheriff, Kareem Panton, Kevin P. Nolan, Jess Rigos

Personnel Assessment and Decisions

Calls for police reform have become frequent in the United States. Efforts to enact meaningful organizational change will require support from senior law enforcement leadership. Personnel selection for several of these positions (e.g., Sheriff) occurs via local election. Little is known, however, about the factors that influence voters’ assessment of candidates for these positions and the extent to which decision-making for personnel selection via election is influenced by the same beliefs (e.g., person-job and person-organization fit) as more traditional approaches to hiring. This study explores the extent to which voters’ perceptions of two candidates for the position of Sheriff are …

Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan

Personnel Assessment and Decisions

While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender …

Exploring The Feasibility Of Assessing Cultural Competence In Police Officers, Sydney L. Reichin, Alexander T. Jackson, Mark C. Frame, Michael Hein

Personnel Assessment and Decisions

Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance …

Using Workplace Personality To Guide Improvement Of Law Enforcement Selection, Chase A. Winterberg, Michael A. Tapia, Bradley J. Brummel

Personnel Assessment and Decisions

Recurrent police-public conflict suggests misalignment in desired police behavior between police and the public. We explored differences in desired police characteristics between police and members of the American public. Although racial minorities endorsed more negative attitudes of police overall, we found no meaningful differences in desired police characteristics between police and the public or between racial minority and majority participants. Second, we combined multiple criterion-related validation studies in similar jobs via meta-analyses and synthetic validity analyses to identify personality predictors of police performance dimensions. Third, we assessed base rates and adverse impact of these personality characteristics in police. Incumbent officers …

Introduction To The Special Issue On Policing: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich

Personnel Assessment and Decisions

Prepared in response to the weight and seriousness of social concerns with regard to the state and future of policing, this special issue was developed in order to feature research that examined a wide range of personnel and assessment decisions relating to policing. The focus was broad in scope, welcoming conceptual/theoretical papers, quantitative or qualitative reviews, empirical papers, and think pieces. To address the questions and areas identified in the initial call for papers, six articles are presented covering the themes of individual differences in personnel selection group composition and macro-level influences on policing, and practical recommendations and the future …

Organizational Support Factors For Minor League Baseball Player Development, Christopher M. Mcleod, Nola Agha, Simon Rosenblum-Larson

Journal of Athlete Development and Experience

This study examines organizational support in the context of minor league baseball to better understand how organizations can support athletes’ development. Exploratory results show that English and Spanish players identify salary/pay, off-season training opportunities, and nutritious food as their most important unmet development needs. English and Spanish respondents differently prioritized playing opportunities, communication with front office staff, health care, and equipment as unmet needs. Explanatory results show that organizational support factors (private problem support and second career support) explain 17% of the variation in minor league baseball players’ self-perceptions of development. The results provide guidance for Major League Baseball and …

All You Need Is Time: Leveraging Technology And Training To Reorganize Library Staff, Tiffany Garrett

Library Scholarship

In 2022, the Roseman University of Health Sciences Library went through several major changes. We implemented an RFID self-checkout system, opened the library space for access outside of staffed hours, and reorganized library staff to better serve our campus population. This presentation will cover the justification for the changes, implementation process, and results from the first two months of working with the new model.

Organizational Citizenship Behavior, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is organizational citizenship behavior?

Organizational citizenship behavior (OCB) is defined as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, 1988, p. 4). This definition has been further refined to specify that OCB supports task performance in organizations by enhancing the work environment where task performance takes place (Organ, 1997). OCB is one of the three main domains comprising workplace performance, along with task performance and counterproductive work behavior (CWB; Dalal, 2005). OCB is thought to be conceptually opposite …

Counterproductive Work Behavior, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is counterproductive work behavior?

Counterproductive work behavior (CWB), also sometimes referred to as workplace deviance, is defined as “voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both” (Robinson & Bennett, 1995, p. 556). CWB is one of the three main domains of workplace performance, along with task performance and organizational citizenship behavior (OCB; Dalal, 2005). CWB and OCB are thought to be conceptually opposite constructs; CWB is behavior that harms an organization, whereas OCB is behavior that helps an organization. Indeed, CWB and OCB are modestly and …

The Correlation Between Transformational Leadership And Mental Health Clinician Burnout, Rebekah E. Shutter

Electronic Theses and Dissertations

Mental health clinicians working in a hospital setting are at a high risk of experiencing burnout due to the stressful demands of their caseloads, compassion fatigue, limited resources, and unsupportive leadership. While there is ample research regarding the cause and effect of burnout on clinicians there is a gap in the literature when it comes to the impact leadership has on mental heath clinician burnout. The purpose of this quantitative, correlational study is to determine if and to what extent there is a correlation between Transformational Leadership and mental health clinician burnout. Participants for this study consisted of 200 mental …

Covid-19 Pandemic Impact Report At The University Of New Mexico, Lisa A. Marchiondo, Shannon Sanchez-Youngman, Teagan Mullins, Naila V. Decruz-Dixon, Melanie E. Moses, Julia Fulghum

ADVANCE Reports

This report outlines four overarching issues that the COVID-19 pandemic raised or amplified for faculty, based on a survey of full-time faculty on the main campus of the University of New Mexico in Spring 2022. Some of the issues identified existed before the pandemic, which further exacerbated challenges and inequities. Results based on faculty gender, race/ethnicity, and job title are provided.

The report contains multiple recommendations for each of the four core issues that will assist individual faculty and improve campus climate and culture. Recommendations are often applicable to multiple issues, so we provide an appendix that cross-lists recommendations between …

How An Abusive Supervision Climate Impacts Business-To-Business (B2b) Sales Performance, And The Roles Of Leader–Members Interdependence And Team Psychological Safety, Matthew J. Daniel

Electronic Theses and Dissertations

Sales supervisors can tremendously influence the sales teams they manage, and their behaviors can influence a team’s engagement and sales performance. Because of the supervisor’s influential role, their behavior, positive or negative, can ripple throughout the organization. As a result, a supervisor who role models abusive behavior within their organization also promotes a climate of abuse and incivility that can contribute to a toxic workplace. Abusive supervision (AS) is a significant problem in many business-to-business (B2B) sales organizations that negatively impacts the financial welfare and subjective well-being of organizations and their employees. This quantitative correlational study aimed to examine how …

Attraction And Retention Of Seafarers : A Case Study Using Choice-Based Conjoint Analysis, Ankit Acharya

World Maritime University Dissertations

No abstract provided.

The Lived Experience Of Personnel Adversely Impacted By Toxic Leadership: A Phenomenological Study, Jeremy B. Piasecki

Doctoral Dissertations and Projects

The purpose of this qualitative phenomenological study was to understand the lived experience of personnel adversely impacted by toxic leadership. This topic is important to study because the harassment, bullying, and narcissistic behavior exhibited by toxic leaders and negative environments have severe adverse implications for personnel, such as reduced accomplishments, mental health, lack of trust, and overall wellbeing. In order to further understand the phenomenon, the following research questions guided the study: (a) What is the lived experience of personnel adversely impacted by toxic leadership? (b) How were the personnel impacted by the change in the culture and environment? (c) …

Essence, Alienation And Regression Of Title Of Scientific And Technological Talents, Qiang Bai

Bulletin of Chinese Academy of Sciences (Chinese Version)

The management and use of the title of scientific and technological talents is related to the strategic planning of building a strong country in science and technology. In recent years, people have been widely criticized for the problems in the use of the titles of scientific and technological talents, and the whole society has been deeply worried about the management of many titles of scientific and technological talents. Therefore, it has important theoretical and practical value to systematically study the historical origin, connotation essence, and alienation of the title of scientific and technological talents, and find the way to return …

Signal Cost And Value Alignment In Organizational Sustainability Messaging To New Hires, Mackenzie Law, Ellise Vangilder, Kaitlyn Miller, Mariana Solanilla, Luke Vavricka, Amanda Lillie, Jack Carson, Jim Westerman

River Cities Industrial and Organizational Psychology Conference

Introduction As companies continue to integrate sustainable initiatives as a strategic focus, their communications to new hires must adapt accordingly. Orientation programs represent an opportunity to inform new hires about the company’s sustainability values, but factors influencing the impact of sustainability messaging on new-hire perceptions remain unexplored. It is important for organizations to send signals to their new hires which are perceived as credible, meaningful, and genuine. However, the framing of sustainability orientation messages may combine with new-hire individual differences to influence these perceptions. We draw from signaling theory and value congruence research in HR to consider the potential impact …

The Relationship Between Business Students' Valor And Psychological Capital, Kyle Luthans, Brett C. Luthans, T. Daniel Chaffin

Mountain Plains Business Conference

No abstract provided.

Work-Family Conflict, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family conflict?

Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …

Work-Family Enrichment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family enrichment?

Work-family enrichment is used to describe the positive benefits derived from spillover between work and family. Specifically, work-family enrichment is formally defined as “the extent to which experiences in one role improve the quality of life in the other role” (Greenhaus & Powell, 2006, p. 73). This is often contrasted with the concept of work-family conflict, which represents the negative spillover between the work and family domains. Work-family enrichment is often distinguished by the direction of its effect; benefits from work that are applied to the family domain are termed work-to-family enrichment (WFE), and benefits from …

How To Attract, Recruit And Retain Talents?—Experience And Inspiration From National Research Institutes Worldwide, Tianyu Li, Ke Wen, Haigang Huang, Dingyi You

Bulletin of Chinese Academy of Sciences (Chinese Version)

Using the competitive advantages of major scientific plans and strategic innovation platforms to attract, recruit and motivate a large number of high-level scientific and technological talents is the basic experience of the world talent center and innovation highland construction. The research takes the national scientific research institutions of the United States, Germany, France, and Japan as examples, and focuses on analyzing their role in the accumulation, circulation, and motivation of global talents. The research suggests that China's national scientific research institutions should increase the ability to attract and gather international talents, optimize the talent structure that balances stability and mobility, …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

Dean’S Report: Detroit Mercy Dental Evolving With Purpose, Value, And Pride: A Look At The Past Year And All The People Who Made It Happen, Mert N. Aksu Dds, Jd, Mhsa, Cert. Dph

The Journal of the Michigan Dental Association

In the past year, the University of Detroit Mercy School of Dentistry has continued its commitment to evidence-based clinical education, preparing ethical and culturally sensitive graduates for dental practice. Changes brought on by the pandemic have become part of the new normal, with the introduction of the HyFlex classroom format, allowing students flexibility in attending classes in person, virtually, or through recorded lectures. Clinic time and sessions have been consolidated to provide more focused patient care, with students now spending 28-30 hours per week on direct patient care. The University Health Center (UHC) clinic, which served as a significant teaching …

Three Lenses Of Contrapower Sexual Harassment, Michael L. Ekema

Dissertations, Theses, and Capstone Projects

Contrapower sexual harassment refers to sexual harassment incidents where the perpetrator has less formal power within the organization than the person being victimized. Although the potential for inverse power dynamics were already identified in the early stages of sexual harassment research, the prevalence and antecedents of contrapower sexual harassment have rarely been examined. In addition, prior sexual harassment research has overwhelmingly prioritized gender as the focal variable of interest. This dissertation seeks to contribute to the literature on workplace incivility, organizational deviance, and counterproductive work behaviors by looking at contrapower harassment through three different lenses: The perspective of harassment targets, …

Telemedicine App: What’S Next After Pandemi?, Ari Nurfikri, Triana Karnadipa, Elsa Roselina

Jurnal Administrasi Bisnis Terapan

The positive trend of using telemedicine applications in Indonesia was significant in the earl of the COVID-19 pandemic, then gradually decreased. This study aims to determine the preferences of users of telemedicine applications and the desired features to be further developed satisfaction of users of telemedicine applications. This study uses quantitative methods by distributing questionnaires about user preferences, including security, trust, convenience, and usefulness, through the google form application to 523 respondents, data analysis using descriptive approach. Guaran- teed medical confidentiality is the most preferred by users of telemedicine applications by 72.70%. Telemedicine application providers can focus on developing features …

Kajian Importance Performance Analysis Sebagai Matriks Evaluasi Kinerja: Studi Kasus Workshop Pengembangan E-Learning Sman 39 Jakarta, Heri Yuliyanto, Basuki Muhammad Mukhlish, Dyah Safitri, Nailul Mona

Jurnal Administrasi Bisnis Terapan

Along with the industrial revolution 4.0, the rapid development of information and communication technology (ICT) has changed organizations and individuals in carrying out daily activities. In the world of education, the increasingly sophisticated capabilities of mobile phones and portable computers are one of the factors that influence the development of online learning (e-learning). However, digital literacy is still needed to improve understanding and skills in the development of online learning (e-learning). This study propose a digital literacy workshop design to improve the quality of human resources; and evaluate the performance of the digital literacy workshop using the Importance Performance Analysis …

Perencanaan Pemesanan Obat Dengan Perhitungan Eoq Dan Rop Pada Instalasi Farmasi Rs Hermina Grand Wisata, Nur Fadilah Dewi, Vinca Alba Elsyifa Qolbiyah

Jurnal Administrasi Bisnis Terapan

Hospital Pharmacy Installation, a unit in a hospital where all pharmaceutical work activities are carried out starting from manufacturing, quality control of pharmaceutical preparations, control of supplies, prescription services, drug information services, counseling, clinical pharmacy in the room to anticipate shortages and stockouts of drugs. using the EOQ (Economic Order Quantity) and ROP (Reorder Point) methods. This study aims to describe the planning for ordering drugs at the Hermina Grand Wisata Hospital pharmacy in 2020. (1) Find out the number of drugs to be ordered using the EOQ calculation. (2) Knowing the time of reordering with the calculation of ROP. …