Organizational Behavior and Theory Commons^™

The Effects Of Predictor Method Factors On Selection Outcomes: A Modular Approach To Personnel Selection Procedures, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

Past reviews and meta-analyses typically conceptualized and examined selection procedures as holistic entities. We draw on the product design literature to propose a modular approach as a complementary perspective to conceptualizing selection procedures. A modular approach means that a product is broken down into its key underlying components. Therefore, we start by presenting a modular framework that identifies the important measurement components of selection procedures. Next, we adopt this modular lens for reviewing the available evidence regarding each of these components in terms of affecting validity, subgroup differences, and applicant perceptions, as well as for identifying new research directions. As …

How Future Work Selves Guide Feedback Seeking And Feedback Responding At Work, Frederik Anseel, Karoline Strauss, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Providing feedback is one of the most widely accepted psychological interventions for learning and development. The belief that giving feedback to employees is beneficial for individual and organizational performance is also strongly held in organizations. Therefore, providing feedback to employees lies at the heart of a wide range of often costly and time-intensive performance management tools in organizations. However, contrary to these beliefs, meta-analytic evidence shows that feedback interventions do not produce unequivocal positive effects on performance (Kluger & DeNisi, 1996).

A Model For Understanding The Complexity Of Repatriation Into Organizations: A Systems Approach, Nancy Hennigar Reisig

Student Articles, Chapters, Presentations, Learning Objects

The expatriation/repatriation cycle is a complex system, only parts of which have been studied. Repatriation occurs within a larger system that includes the employee, his or her family, the organization’s business dynamic and Human Resources practices, and its culture. This article examines this system, reviewing key organizational factors affecting repatriation, including organizational design, development, and culture, as well as the neglected role of Human Resources management. Theories around professional employee turnover that link to the repatriate experience are also explored. The author proposes a model for understanding the complexity of repatriation. Gaps in current understanding are discussed as a basis …

Workplace Bullying: An Exploratory Study In Australian Academia, Manish Sharma

Theses: Doctorates and Masters

Workplace bullying is a behaviour which adversely affects individuals, organisations and the community at large. While substantial research has been conducted on workplace bullying in different work settings, limited research exists on this behaviour at universities; no comprehensive studies have to date been conducted in the context of Australian academia. This study therefore contributes through breaking new ground by exploring bullying within the increasingly corporatised and competitive Australian higher education sector. New Public Management (NPM) practices, diminished government funding, and limited resources risk transforming this sector into a full-fledged industry focused on corporate objectives to achieve operational profitability. Universities’ primary …

Stunting Higher-Ed Reforms: Arrogance And Ignorance, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

No abstract provided.

The Impact Of Authentic Leadership Behavior On Employee Engagement And Organizational Ethical Culture In Nigeria, Adayehi B. Peter

Human Resource Development Theses and Dissertations

Authenticity in leadership is an old phenomenon that has recently sparked a new research interest in management and the human resource development (HRD) literature (Peus, Wesche, Streicher, Braun, & Frey, 2012). An upswing in highly publicized corporate scandals, management malfeasance, and broader societal challenges facing public and private organizations has contributed to the recent attention placed on authenticity and authentic leadership (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008). Authentic leadership behavior allows leaders and organizations meet the raised expectations of fairness, morality, and social responsibility held by employees and organizational stakeholders (Kiersch, 2012).

The primary purpose of this study was …

Leadership Styles, Organisational Culture And Learning Organisational Capability In Education Industry: Evidence From Egypt, Dr. Maha Ahmed Zaki Dajani, Dr. Mohamed Saad Mohamed

Business Administration

We aim in this study to explore the interaction between three constructs: leadership style, organisational culture, and organisational learning capacity. In addition to that, we investigated the validity of this trio relationship in both public and private Egyptian universities situated in Greater Cairo area. A quota sampling procedure was used to recruit 298 academicians - 186 from public universities and 112 from private universities. Significant correlations were obtained between transformational and transactional leadership style and organisational learning capacity dimensions. However, the moderating effect of organisational culture in the relationship between leadership styles and organisational learning capacity was not reported. Lastly, …

Psychological Contract Violation And Affective Commitment: The Mediating Effect Of Cynicism And The Moderating Effect Of Employees’ Expectations, Sahar Mohamed Badawy, Mohamad Saad Mohamad Pro

Business Administration

This research is building on the previous research by examining both the mediating effect of cynicism and the moderating effect of employees’ expectations on the psychological contract violations–affective commitment relationship among academic staff in private universities in Egypt. A sample of 395 academic members responded to a four-part questionnaire measuring research variables (psychological contract violation, affective commitment, cynicism, and employees’ expectations). Cynicism was found to partially mediate the violation – affective commitment relationship. Further, employees’ expectations were found to moderate the violation – cynicism relationship. These results were discussed in light of extant literature. Research limitations and implications were reported

Qualitative Collective Case Study Of Targeted Violence Preparedness At Institutions Of Higher Education, Tim Gunter

Doctoral Dissertations and Projects

An increase in targeted violence incidents (TVIs), primarily active shooter events, at institutions of higher education (IHEs) has exposed gaps in campus security plan preparation and exercises. The purpose of this qualitative collective case study was to discover barriers to and best practices of universities and colleges conducting security preparedness activities for TVIs. The theory that guided this study was vested interest theory which predicts how attitudes will influence behavior in a commitment to preparedness fundamentals. The setting for this study was two institutions of higher education along the East Coast of the United States. Data collection techniques included site …

A Qualitative Study Of The Impact Of Emotional Labour On Health Managers, Carlene Boucher

The Qualitative Report

The objective of the study was to examine how surface acting is used by middle managers to manage the emotional displays of executives in the health industry in Australia. The research was located within a social constructionist epistemology and the theoretical construct used to structure the study was surface acting. Data was generated through qualitative interviews with 49 middle managers. Analysis was undertaken using grounded theory and thematic analysis. The main finding was that unlike male managers, female managers took on the role of managing the emotional displays of senior staff and used surface acting as the means of doing …

An Examination Of Lmx And Procedural Justice On Performance Appraisal Satisfaction Within The Context Of A Distributed Workplace Arrangement, Debra A. Herd

Human Resource Development Theses and Dissertations

Trends in the current literature emphasize the role of organizational context in employee performance appraisal processes (e.g., Levy & Williams, 2004; Pichler et al., 2015). Social context is a type of organizational context. Using hierarchical regression techniques and data from 138 U.S.-based employees, the study examined the social context of distributed workplace arrangements and the related implications of media richness and communication frequency in relation to leader–member exchange (LMX), procedural justice, and performance appraisal satisfaction. Research has revealed that manager–employee relationships and procedural justice perspectives positively influence performance appraisal satisfaction. However, researchers have yet to explore the impact distributed workplace …

Interpersonal Dynamics In Assessment Center Exercises: Effects Of Role Player Portrayed Disposition, Tom Oliver, Peter Hausdorf, Filip Lievens, Peter Conlon

Research Collection Lee Kong Chian School Of Business

Although interpersonal interactions are the mainstay of many assessment center exercises, little is known about how these interactions unfold and affect participant behavior and performance. More specifically, participants interact with role players who have been instructed to demonstrate behavior reflecting specific dispositions as part of the exercise. This study focuses on role player portrayed disposition as a potentially important social demand relevant to participant behavior and performance in interpersonal simulations. We integrate interpersonal theory and trait activation theory to formulate hypotheses about the effects of role player portrayed disposition on participant behavior and performance in 184 interpersonal simulations. A significant …

Identifying Opportunities To Inform And Inspire: Tribal Casino Employee Perceptions Of Tribal Self Sufficiency And Philanthropy, Sandra Sun-Ah Ponting Dr, Jess Ponting, Katherine Spilde

UNLV Gaming Research & Review Journal

While the business case for employee engagement and satisfaction is well documented in the service profit chain and the cost savings of employee retention are easily quantified, the means to achieving these related goals in the casino industry is not well known. The pathway to employee engagement and satisfaction is even less well known in the tribal government gaming industry. This paper finds that employees in casinos that are owned by tribal governments in the United States find particular pride in sharing the tribal government’s self-sufficiency, community engagement, and philanthropic activities with casino guests, who often wonder “where the money …

Teaching Mindfulness For The Self-Care And Well-Being Of Student Affairs Professionals, Monica G. Burke, Lacretia Dye, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

The demands and expectations placed on student affairs professionals can lead to stress, burnout, a lack of work-life balance, and decreased job satisfactions. Accordingly, it could be beneficial to teach graduate students and professionals in student affairs graduate preparation program how to use self-care practices focusing on mindfulness. This mixed method study examined the perceptions of graduate students in a student affairs graduate preparation program regarding mindfulness training in increasing self-care, awareness, and coping strategies.

Evaluating Indicators Of Job Performance: Distributions And Types Of Analyses, Richard J. Chambers Ii

Doctoral Dissertations

Distributions of job performance indicators have historically been assumed to be normally distributed (Aguinis & O'Boyle, 2014; Schmidt & Hunter, 1983; Tiffin, 1947). Generally, any evidence to the contrary has been attributed to errors in the measurement of job performance (Murphy, 2008). A few researchers have been skeptical of this assumption (Micceri, 1989; Murphy, 1999; Saal, Downey, & Lahey, 1980); yet, only recently has research demonstrated that in certain specific situations job performance is exponentially distributed (Aguinis, O'Boyle, Gonzalez-Mulé, & Joo, 2016; O'Boyle & Aguinis, 2012). To date there have been few recommendations in the Industrial-Organizational Psychology literature about how …

When Do You Procrastinate? Sleep Quality And Social Lag Jointly Predict Self-Regulatory Failure At Work, Jana Kuhnel, Ronald Bledow, Nicolas Feuerhahn

Research Collection Lee Kong Chian School Of Business

This study investigates antecedents of procrastination, the tendency to delay the initiation or completion of work activities. We examine this phenomenon from a self-regulation perspective and argue that depleted self-regulatory resources are an important pathway to explain why and when employees procrastinate. The restoration of self-regulatory resources during episodes of non-work is a prerequisite for the ability to initiate action at work. As sleep offers the opportunity to replenish self-regulatory resources, employees should procrastinate more after nights with low-quality sleep and shorter sleep duration. We further propose that people's social sleep lag amplifies this relationship. Social sleep lag arises if …

The Impact Of Power On Reliance On Feelings Versus Reasons In Decision Making, Yunhui Huang, Hannah H. Chang, Jiewen Hong

Research Collection Lee Kong Chian School Of Business

We examine the impact of power on consumer decision making. Results from four experiments provide converging evidence thatpeople in high- (low-) power states are more likely to rely on affective feelings (cognitive reasoning) in making judgments anddecisions.

Actions Speak Louder Than Words: Outsiders' Perceptions Of Diversity Mixed Messages, Leon Windscheid, Lynn Bowes-Sperry, Deborah L. Kidder, Ho Kwan Cheung, Michele Morner, Filip Lievens

Research Collection Lee Kong Chian School Of Business

To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, following a 2 x 2 design, participants (N = 225) were either shown a pro gender diversity statement or a neutral statement, in combination with a gender diverse board (4 men …

International Trade Effects Of Regional Economic Integration In Africa: The Case Of The Southern African Development Community (Sadc), Mengesha Yayo, Sisay Asefa

International Journal of African Development

Empirical studies on regional economic integration process in Africa exhibit sluggish progress, and there by limited level of intra-trade. The existing literature in Africa, particularly in the Southern African regional integration bloc, has neglected the effects of regional economic integration dealing with disaggregated data. This study analyzes trade creation and diversion effects of the Southern African Development Community (SADC) using disaggregated data. The investigation estimates an augmented gravity model using panel data and random effect estimator methods applying instrumental variables where needed.

The results show that intra-SADC trade is growing in the fuel and minerals and the heavy manufacturing sectors …

Reflecting On Performance Feedback: The Effect Of Counterfactual Thinking On Subsequent Leader Performance, Kelly R. Hall

Doctor of Business Administration Dissertations

Performance feedback is an integral aspect of facilitating employee learning. Despite its importance, research suggests that when that feedback conveys a performance discrepancy, subsequent performance does not improve. Researchers have advanced reflection as a strategy for increasing feedback effectiveness and have established its value for learning and performance improvement. However, these studies have not accounted for the effects of specific types of reflection on performance. To this point, the current research examines the role of one form of reflection, counterfactual thinking, for learning after performance discrepancies. I explored boundary conditions that might influence self-focused upward counterfactual thinking—a form of reflection …

A Comparison Of Managerial And Leadership Effectiveness Of Veteran And Civilian Developed Leaders In A Civilian Context, John C. Dexter

Human Resource Development Theses and Dissertations

Since the terrorist attacks on September 11, 2001, there has been an increase in American patriotism that has facilitated a strong commitment of U.S. employers to actively recruit and hire military veterans. These highly publicized employer veteran hiring commitments easily number in the hundreds of thousands, if not millions. However, the commitments to employ veterans does not specify how these veterans will be employed. In fact, there is wide-spread difficulty in translating military training and experience to civilian applications, and there is virtually no empirical support as to whether veterans will be more of less successful in civilian employment than …

Validity And Reliability Of Situational Judgement Test Scores: A New Approach Based On Cognitive Diagnosis Models, Miguel A. Sorrel, Julio Olea, Francisco José Abad, Jimmy De La Torre, David Aguado, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Conventional methods for assessing the validity and reliability of situational judgment test (SJT) scores have proven to be inadequate. For example, factor analysis techniques typically lead to nonsensical solutions, and assumptions underlying Cronbach's alpha coefficient are violated due to the multidimensional nature of SJTs. In the current article, we describe how cognitive diagnosis models (CDMs) provide a new approach that not only overcomes these limitations but that also offers extra advantages for scoring and better understanding SJTs. The analysis of the Q-matrix specification, model fit, and model parameter estimates provide a greater wealth of information than traditional procedures do. Our …

An Examination Of The Efficacy Of Non-Traditional Admissions Criteria On Persistence To Graduation Among Radiography Students, Aaron W. Hughey, Joy Menser

Counseling & Student Affairs Faculty Publications

The relationship between non-traditional (a.k.a. non- cognitive) admissions criteria and graduation rates of radiography students was investigated. The population for this study included all radiography program directors responsible for accredited programs in the United States and Puerto Rico (N = 618). All programs are required to maintain records on retention in accordance with the Joint Review Committee on Education in Radiologic Technology (JRCERT) (n.d.). A total of 737 radiography programs are recognized by the American Registry of Radiologic Technologists (ARRT) and of the 737 programs, 618 are programmatically accredited by the JRCERT. Of the 618 programs accredited, the institutions offer …

Why Victims Of Undermining At Work Become Perpetrators Of Undermining: An Integrative Model, Ki Young Lee, Eugene Kim, Devasheesh P. Bhave, Michelle K. Duffy

Research Collection Lee Kong Chian School Of Business

We develop and test an integrative model explaining why victims of workplace social undermining become perpetrators of undermining. Conceptualizing social undermining as a norm-violating and a resource-depleting experience, we theorize that undermining victimization lowers interpersonal justice perceptions and depletes self-regulatory resources, and these 2 mechanisms in tandem trigger a moral disengagement process that influences subsequent undermining behaviors. We further theorize that moral identity functions as a boundary condition: high moral identity attenuates whether interpersonal injustice and resource depletion shape moral disengagement and whether moral disengagement translates to subsequent undermining. A field study of bank employees provides empirical support for the …

Women And Men Leading In Christian Nonprofits And Universities, Amy Reynolds

Dismantling Bias Conference Series

No abstract provided.

The Influence Of Hierarchical Organizational Culture, Organizational Environment, And Women’S Experience On Work-Family Enrichment In South Korea, Sunyoung Park, Sung Jun Jo

Dismantling Bias Conference Series

No abstract provided.

The Gendered And Cultural Realities Of Managing A Global Workforce: Implications For Research And Practice, Kaumudi Misra

Dismantling Bias Conference Series

No abstract provided.

Diversity In Context, Lisbeth Clausen

Dismantling Bias Conference Series

No abstract provided.

Seeing Herself As A Leader: An Examination Of Gender-Leadership Frames In Women’S Leader Identity Development, Beth K. Humberd, Judith A. Clair

Dismantling Bias Conference Series

No abstract provided.

Examining Women’S Leadership Identity Development, Donna Chrobot-Mason, Lindsay Johnson, Jasmine Burno, Nathan Ball, Larry Kinkopf

Dismantling Bias Conference Series

No abstract provided.