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Full-Text Articles in Social and Behavioral Sciences

Confirmation Bias Susceptibility: Social Domains, Metacognitive Self, And Gender, Emily N. Roush Oct 2021

Confirmation Bias Susceptibility: Social Domains, Metacognitive Self, And Gender, Emily N. Roush

Student Publications

Confirmation bias is a daily and commonly under-recognized cognitive bias, one in which requires more research. More specifically, confirmation bias is when individuals seek out information to confirm beliefs and reject opposing views. This phenomenon is readily studied in economics and psychology to name a few. However, confirmation bias is often neglected in an empirical setting. Thus, with a gap in the literature, this study tested the susceptibility of confirmation bias in college students, and utilized social domains, Metacognitive Self Score (MCS), and gender to predict the level of confirmation bias. Using a between-subjects design, participants were randomly assigned to ...


The Effect Of Covid-19 Risk-Enhancing Job Characteristics On Emotional Exhaustion, Zoe Politis, Ignacio Azcarate, Michael Distaso Sep 2021

The Effect Of Covid-19 Risk-Enhancing Job Characteristics On Emotional Exhaustion, Zoe Politis, Ignacio Azcarate, Michael Distaso

The Pegasus Review: UCF Undergraduate Research Journal

The COVID-19 pandemic has posed heightened threats to worker well-being. We know that different jobs pose different levels of risk to employees. Physical proximity and exposure to disease/illness are job characteristics that present threats to employee physical health. Based on cognitive theories of stress, we hypothesized that these job characteristics also pose a threat to employees’ emotional well-being. Our sample of 177 participants was made up of working students coming from the University of Central Florida, Embry Riddle Aeronautical University, and healthcare professionals recruited using a snowball sampling method. These participants consisted primarily of healthcare workers, food service workers ...


Motivation Of Networking Behavior: A Study Of Novel Interventions, Jeremy D. Rothstein Sep 2021

Motivation Of Networking Behavior: A Study Of Novel Interventions, Jeremy D. Rothstein

Dissertations, Theses, and Capstone Projects

Networking is a critical yet potentially underutilized career self-management strategy. The purpose of this dissertation was to explore the extent to which novel reading and writing exercises could foster networking motivation and network use. The first set, based on Social-Cognitive Career Theory (SCCT), was designed to increase participants’ confidence about their ability to engage in effective networking, and help them believe that networking is a valuable activity. The second set, based on Goal-Setting Theory (GST), was designed to help participants practice setting effective career development objectives and networking goals linked to those objectives. The Networking Information Control (NIC) condition was ...


Peer Mentorship And Support Patterns Among Paramedics, Ting Hsueh Aug 2021

Peer Mentorship And Support Patterns Among Paramedics, Ting Hsueh

Undergraduate Student Research Internships Conference

My USRI project involved partnering with staff at a regional organization and a Western researcher to conduct a study with aims involving: 1.Examine how staff at MLPS share information and support others in their network. 2.Identify key areas where organizations may want to intervene to foster an optimal peer network.


I Am Out, Now What?: The Double-Edged Sword Of Being Justice-Involved, Eric J. Cazares Aug 2021

I Am Out, Now What?: The Double-Edged Sword Of Being Justice-Involved, Eric J. Cazares

Electronic Theses, Projects, and Dissertations

The United States (U.S.) is at the forefront when it comes to sending its citizens to correctional facilities. The U.S. prison population is estimated to be around 2,100,000, with China trailing at 1,700,000. With staggering incarceration rates, both nationally and locally, officials have begun to act by enacting legislation that would reduce California’s prison population. According to the National Institute of Justice (2015), however, two-thirds (67.8%) of released individuals will recidivate within three years. One critical avenue in reducing recidivism is employment; justice-involved individuals who find employment are less likely to reoffend ...


Family-Supportive Supervisor Behavior And Fathers’ Work-Family Conflict, Talar Ohanian Aug 2021

Family-Supportive Supervisor Behavior And Fathers’ Work-Family Conflict, Talar Ohanian

Electronic Theses, Projects, and Dissertations

Research on fathers' work-family conflict has been minimal compared to mothers. However, the view of fatherhood and fathers’ involvement with their families has changed dramatically throughout the years. Unfortunately, many fathers do not take advantage of their organizational policies or other family benefits offered by their organizations. The purpose of this study was to examine the roles of family-supportive supervisor behaviors and organizational policy utilization on fathers’ work-family conflict and mental health. In a sample of 311 fathers participating in a survey-based study, findings indicated that family-supportive supervisor behavior significantly reduces WFC, and policy utilization also greatly reduces WFC. Fathers ...


Revealing Hidden Strengths At Work: Unleashing Your Employees’, Stakeholders', And Organization's Greatest Potential, Duncan Ferguson Aug 2021

Revealing Hidden Strengths At Work: Unleashing Your Employees’, Stakeholders', And Organization's Greatest Potential, Duncan Ferguson

Master of Applied Positive Psychology (MAPP) Capstone Projects

This paper presents a theory of how to best uncover and use strengths in the workplace. The discovery, understanding, and use of strengths is central to positive psychology. Strengths are vital in life and at work. Not all individuals use their strengths effectively at work. Those who do, do better for themselves and their organizations. Further, strengths can be hidden from self, others, or both. Hidden strengths can be revealed, developed, and used. Perhaps there are specific factors and contexts that can uncover a myriad of unexpected strengths for use by individuals, groups, and organizations. This paper proposes mattering, psychological ...


More Than Just Shying Away From Conflict: The Relationship Between Social Anxiety And Workplace Incivility, Jocelyn Brown Jul 2021

More Than Just Shying Away From Conflict: The Relationship Between Social Anxiety And Workplace Incivility, Jocelyn Brown

Electronic Thesis and Dissertation Repository

For individuals who experience social anxiety, the workplace presents unique obstacles as they fear the social interactions. In particular, these individuals may struggle with workplace incivility. This study used questionnaires and vignettes to determine if the severity of social anxiety is related to heightened reports of social anxiety in their own workplace as well as increased negative valance associated with incivility events. In addition, the influence of various forms of self-efficacy and social support at work was measured. It was found that social anxiety increased reports of incivility at work. Self-efficacy had a nonsignificant influence and social support at work ...


Individual Differences And Social-Comparative Feedback, Kabir N. Daljeet Jul 2021

Individual Differences And Social-Comparative Feedback, Kabir N. Daljeet

Electronic Thesis and Dissertation Repository

The purpose of the overall program of research was to investigate whether there are individual differences that facilitate the acceptance of, or preferences for, social-comparative performance feedback. In doing so, we aimed to establish how individual differences could be leveraged to mitigate the negative reactions that some individuals experience in response to social-comparative feedback (Feeney, Goffin, & Schneider, 2016; Roch et al., 2007). Likewise, we sought to determine whether individual differences were associated with a preference for social-comparative feedback. The results of the first study (N = 255) advanced a novel experimental design and found that, with limited exception, the individual differences examined in ...


Racial Dissimilarity And Employee Attitudes And Behaviors: The Moderating Role Of Competitive Work Environment And Social Support, Sydney Green Jul 2021

Racial Dissimilarity And Employee Attitudes And Behaviors: The Moderating Role Of Competitive Work Environment And Social Support, Sydney Green

LSU Master's Theses

Racial diversity within public and private organizations is a controversial topic: many companies are encouraged to make their team racially representative of the general public while also maintaining productivity. At the same time, research suggests that increasing racial diversity may have a negative influence on desirable work-related outcomes, especially if employees perceive themselves to be racially dissimilar from their coworkers. In attempting to increase racial diversity, organizations may leave some of their employees experiencing negative consequences related to being the only employee of a particular racial minority group (e.g., Black). These types of circumstances and their negative consequences adds ...


Improving Employee Well-Being Through Workplace Contexts And Behaviors, Kristin Jonason Jul 2021

Improving Employee Well-Being Through Workplace Contexts And Behaviors, Kristin Jonason

Master of Applied Positive Psychology (MAPP) Capstone Projects

There is a business case for organizations to prioritize and invest in employee well-being. Utilizing the scientific study of positive psychology, this literature review highlights the employee and employer benefits of increasing employee well-being and describes a handful of different practices organizations can implement in their workplaces to do so: increasing access to nature in the workplace by incorporating natural light or encouraging walks outside; increasing employee autonomy by allowing more flexible work schedules; prioritizing positive work relationships by implementing specific interventions; and providing opportunities for employees to experience flow at work through activities such as meditation. These interventions may ...


The Influence Of Resilience And Expressive Flexibility On Character Strengths And Virtues On Military Leadership In U.S. Military Cadets, Vasiliki Georgoulas-Sherry Jul 2021

The Influence Of Resilience And Expressive Flexibility On Character Strengths And Virtues On Military Leadership In U.S. Military Cadets, Vasiliki Georgoulas-Sherry

Journal of Wellness

Introduction: Character strengths and virtues are greatly revered in military leadership. However, there is no empirical work assessing the relationship of resilience and expressive flexibility, two essential psychological constructs crucial in nurturing mentally healthy individuals, also for successful officer development and military leadership.

Methods: Employing a cross-sectional design, this study recruited 107 participants (ages 18 to 22) from a private U.S. Military university. McGrath, Rashid, Park, and Peterson’s and Peterson and Seligman’s taxonomies of character strengths and virtues were measured. Self-reported resilience and expressive flexibility were additionally assessed.

Results: Results revealed McGrath et al.’s virtue of ...


Conclusion: Female Leaders Using Coercive Power Motivate Subordinates, Mary Kovach Jul 2021

Conclusion: Female Leaders Using Coercive Power Motivate Subordinates, Mary Kovach

The Journal of Values-Based Leadership

This manuscript advances prior research (Blau, 1964; Elangovan & Xie, 1999; French & Raven, 1959; Goodstadt & Hjelle, 1973; Hegtvedt, 1988; Randolph & Kemery, 2011; Zigarmi, Peyton Roberts, & Randolph, 2015) and capitalizes on supervisory skills using power dynamics within the workplace, by investigating employee effort resulting from gender dissimilar supervisor-employee dyads and employee locus of control. To offer a more focused approach, this is an evaluation specifically on reward and coercive power derived from French and Raven’s (1959) five power bases. This manuscript proposes that the motivation levels of employees change, based on their locus of control and gender. There were 155 full-time professionals surveyed, this study concluded a positive relationship ...


Calibration Of The Severity Of Rule Violations And Punishments In Team Disciplinary Decisions, Grant Boyd Mowrer Jul 2021

Calibration Of The Severity Of Rule Violations And Punishments In Team Disciplinary Decisions, Grant Boyd Mowrer

Masters Theses & Specialist Projects

In this study I investigated perceptions of the severity of rule violations and punishments to calibrate these events for use in research on sport team disciplinary decisions. Data were collected from 62 athletes and 12 coaches who rated the severity of violations and punishments. Comparisons were made between the athlete and coach ratings for both violations and punishments. The results showed that there is a high degree of agreement between the coaches and athletes in their rating the severity of violations and punishments. Ratings in this study were compared with the results of a previous study conducted almost two decades ...


Timber! How Loss Of Trust Contributes To The Downfall Of Narcissistic Leaders, Jennifer Lynch Jun 2021

Timber! How Loss Of Trust Contributes To The Downfall Of Narcissistic Leaders, Jennifer Lynch

Electronic Thesis and Dissertation Repository

Individuals higher in grandiose narcissism are motivated to maintain a grandiose self-view, which can be accomplished through self-promotion and self-defence (Back et al., 2013). Drawing from the dual-process model of narcissistic admiration and rivalry, the current study examined how these forms of narcissism differentially relate to changes in perceived leader effectiveness. As well, I tested whether trust mediated these relationships. The final sample included 165 participants in 42 teams followed from team formation to dissolution, gathering data at four time points. During their lifecycle, the teams worked on a design project. Support was found for narcissistic rivalry corresponding to a ...


Sustaining Continuous Improvement In Public Sector Services Through Double Loop Learning, Chris Buckell Msc, Mairi Macintyre Assoc. Prof. Jun 2021

Sustaining Continuous Improvement In Public Sector Services Through Double Loop Learning, Chris Buckell Msc, Mairi Macintyre Assoc. Prof.

International Conference on Lean Six Sigma

Abstract

Purpose: Public Service Organisations (PSOs) are facing continuing funding challenges and increased pressure to maintain and improve service delivery with fewer resources. One response, with the promise of improving efficiency rather than cutting services, has been to implement Continuous Improvement (CI) but success has been sporadic and unpredictable. The well documented and pervasive CI methodologies in PSOs, including Lean and Six Sigma, have general agreement across practitioners and scholars alike, thus the reasons behind their potted success must lie elsewhere, in the culture or the environment perhaps? This work explores the wider contextual issues of CI implementation with the ...


The Role Of Cognitive Load And Individual Differences When Interpreting Human-Resource Data Visualizations, Zachary B. Hesson Jun 2021

The Role Of Cognitive Load And Individual Differences When Interpreting Human-Resource Data Visualizations, Zachary B. Hesson

University Honors Theses

Data visualizations (e.g., bar graph, dashboard) can be used as decision-support and storytelling tools that aid users’ interpretation of sometimes complex information, including within the human resource management (HRM) context. As HRM evolves towards implementing more data-informed decisions, it is important to understand how users interpret data visualizations. The aims of this thesis are to (a) identify whether cognitive load affects the amount of time users spend arriving forming and interpretation and the accuracy of their interpretations, and (b) to evaluate whether cognitive load moderates the association between individual-difference variables and interpretation time and accuracy. The individual differences that ...


Building A Leaders Identity On Social Media, Morningstar Dickson Jun 2021

Building A Leaders Identity On Social Media, Morningstar Dickson

University Honors Theses

How can leaders use social media effectively to shape their identity as a leader? Based on previous scholarship, this paper argues that using an authentic leadership approach to social media usage, would balance a leader’s true identity as well as maintaining their relationship with their followers. Which would allow the leaders’ influence to be more effective. This paper consists of a literature review on authentic leadership, and trust, and then builds a conceptual model that will break down how a leader should build and present their identity on online formats. The model shows how identity on social media is ...


Finding Teams That Fight Fair: Exploring Trajectories Of Team Conflict Over Time, Natasha E. Ouslis Jun 2021

Finding Teams That Fight Fair: Exploring Trajectories Of Team Conflict Over Time, Natasha E. Ouslis

Electronic Thesis and Dissertation Repository

Disagreements are a reality for teams. Yet how and when teams experience conflict may impact their chances of success. We know relatively little about how team conflict emerges over time, especially for project-based teams. Disagreements over personal topics, logistics, and contributions have been consistently damaging to team performance (De Dreu & Weingart, 2003; O’Neill, Allen, & Hastings, 2013). The implications of task-based conflict over time, however, are inconsistent and poorly understood. To resolve these questions, I conducted three studies examining how conflict developed over the lifetimes of 272 engineering design project teams. Study 1 explored the measurement and patterns of dynamic team conflict. Conflict can be consistently measured over time; I found two classes of teams following different conflict trajectories. In Study 2, I examined whether personality and demographic traits influence team conflict over time and explored how conflict affects performance. Members’ demographic characteristics and personality traits related to their individual conflict perceptions. Accelerating relationship conflict predicted ...


Intergroup Leadership: Two Paths To Encourage Positive Intergroup Behaviours, Zhuo Li Jun 2021

Intergroup Leadership: Two Paths To Encourage Positive Intergroup Behaviours, Zhuo Li

Electronic Thesis and Dissertation Repository

An intergroup context can lead to decreased intentions to engage in positive intergroup behaviours. The current study examined the effect of a leader promoting an intergroup relational identity when there are potential tensions between groups. I used randomized between-subject experimental procedures. Participants (N = 281) were randomly assigned to work with outgroup members under a “collective” or “intergroup” leader. The main manipulation controlled for leader rhetorical focus. In the collective condition, the leader emphasized similarities. In the intergroup condition, the leader acknowledged contributions from both groups. Results showed that in the intergroup condition, participants were more likely to engage in organizational ...


Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei Jun 2021

Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei

Psychology Faculty Publications

In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multi-source data were collected from 56 workgroups including 202 group members and 56 group leaders. We found that the mean, maximum, and minimum operationalizations of group optimism composition were positively related to the three group performance variables and that group cohesion mediated the optimism–performance relationships for the mean and minimum operationalizations of group optimism. We recommend that practitioners generally consider selecting ...


Creative Occupations And The Precipitating Factors Of Burnout, Natasha E. Koval Jun 2021

Creative Occupations And The Precipitating Factors Of Burnout, Natasha E. Koval

Honors Projects

Creativity is an intrinsic part of the human life; however, it is one of the most challenging concepts to be understood. In this paper, I am examining occupations driven by creativity, their economic significance, and how sustainable these occupations are for the creative employees. I will be particularly looking at burnout and its precipitating factors as a way to understand the wellness of the creative workforce. Creative occupations, if fostered properly, can lead to job growth, increased income, and potential for investment in vulnerable communities. This makes them valuable resources for urban economic development goals. Literature suggests that there is ...


From Managing Nurses To Serving Nurses: The Case For Transfusing Nursing Management With Servant Leadership During The Global Covid-19 Pandemic, William P. Jimenez, Seterra D. Burleson, Matthew J. Haugh May 2021

From Managing Nurses To Serving Nurses: The Case For Transfusing Nursing Management With Servant Leadership During The Global Covid-19 Pandemic, William P. Jimenez, Seterra D. Burleson, Matthew J. Haugh

Psychology Faculty Publications

No abstract provided.


Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani May 2021

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 ...


“If Others Are Honest, I Will Be Too”: Effects Of Social Norms On Willingness To Fake During Employment Interviews, Samantha Sinclair, Jens Agerström May 2021

“If Others Are Honest, I Will Be Too”: Effects Of Social Norms On Willingness To Fake During Employment Interviews, Samantha Sinclair, Jens Agerström

Personnel Assessment and Decisions

Applicant faking in employment interviews is a pressing concern for organizations. It has previously been suggested that subjective norms may be an important antecedent of faking, but experimental studies are lacking. We report a preregistered experiment (N = 307) where effects of conveying descriptive social norms (information about what most applicants do) on self-reported willingness to fake were examined. Although we observed no difference between the faking norm condition and the control condition, in which no norm was signaled, participants in the honesty norm condition reported lower willingness to fake compared to those in both the faking norm condition and the ...


The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin May 2021

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 ...


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 May 2021

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 ...


Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum May 2021

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 ...


Unintended Consequences Of Interview Faking: Impact On Perceived Fit And Affective Outcomes, Brooke D. Charbonneau, Deborah M. Powell, Jeffrey R. Spence, Sean T. Lyons May 2021

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 ...


A New Investigation Of Fake Resistance Of A Multidimensional Forced-Choice Measure: An Application Of Differential Item/Test Functioning, Philseok Lee, Seang-Hwane Joo May 2021

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 MFC measures ...