Social and Behavioral Sciences Commons^™

Does Reflection Mitigate Negative Emotions Following Work Performance Feedback?, Rebecca J. Factor

Electronic Thesis and Dissertation Repository

This study examined if reflection could mitigate negative emotion following negative work performance feedback. Initial research has found that reflection is beneficial for learning, but it has seldom been tested if reflection can mitigate negative emotion associated with negative feedback. Participants were tasked with completing open-ended questions based on a workplace training manual, and then received negative work performance feedback. Feedback was presented in either absolute terms, or relative to others’ performance. Afterwards, in one condition, participants completed a reflection activity, while in another condition, participants simply completed a time filler task. Participants’ emotions were then measured. Results indicated that …

Women’S Experience Of Incivility In Professional Occupations: The Roles Of Gender Representation And Occupational Commitment, Christina Politis

Electronic Thesis and Dissertation Repository

The aim of the current study was to examine the role of gender representation and occupational commitment in shaping women’s experiences of workplace incivility, which was compared to men. Participants included 550 professional employees (45% female) who provided demographic information about their work units and completed a series of questionnaires including ones measuring workplace incivility, affective occupational commitment (AOC) and burnout. The analyses revealed that gender representation in the work unit predicted perceived overt incivility but not covert incivility or overall incivility for the females in the sample, but not for males. The predicted indirect effect of gender representation on …

Understanding Workplace Incivility Experiences And The Moderating Role Of Mindfulness, Rima C. Tarraf

Electronic Thesis and Dissertation Repository

Rude treatment at work can lead to many negative consequences, as evidenced by the wealth of research available. This dissertation, addressed two important questions that have yet to receive adequate attention. First, how does an employee experience incivility, and second, what is a practical and cost-effective way of mitigating the negative outcomes associated with incivility and promoting positive ones? Incivility research has mainly employed quantitative methods to understand incivility experiences. Using qualitative methods however, would complement the knowledge and potentially move the field of inquiry in new directions. As such, the goal of Study One was to obtain a narrative …

The Influence Of Beliefs And Gender On Choosing, And Feeling Like You Belong In Engineering, Julia Mcmenamin

Electronic Thesis and Dissertation Repository

After decades of research and interventions, the gender gap in STEM fields has narrowed, and even closed in some sub-fields, such as the life sciences. This trend toward gender parity has plateaued, however, in engineering. Efforts to encourage young women to study engineering often portray the field as affording opportunities for collaboration and helping others. The success of such efforts rests, arguably, on the accuracy of the assumption that women value these qualities in a career. It also depends on the degree to which women’s perceptions of the field of engineering reflect this portrayal. For the present study, measures of …

Quality Of Life And Sources Of Stress In Teachers: A Canadian Perspective, Jessica R. Danilewitz

Electronic Thesis and Dissertation Repository

Previous research has reported that teaching is one of the most stressful occupations in the world. The present study examined the experience of teachers’ Quality of Life (QOL) and stress, and the relationship between QOL and the source (home life, work-life, or work-life balance) of stress in Canadian teachers. Data for the study was obtained from a comprehensive online survey of female full-time elementary and secondary school teachers across Canada (n = 227). Results demonstrated that all QOL scale scores were lower in the present study, as compared to previously published community sample literature. Of the three sources of stress, …

What Is The “Cognitive” In Cognitive Diversity? Investigating The Convergent Validity Of Cognitive Diversity Measures, Alyssa M. Pandolfo

Undergraduate Honors Theses

Among researchers who examine team composition, the cognitive diversity construct has received considerable attention. There is little agreement, however, as to what the “cognitive” in cognitive diversity actually refers. Within this literature, researchers have examined variation in team members’ backgrounds and experiences, their knowledge, skills, and abilities, their cognitive styles, their attitudes and perspectives, or a combination of these characteristics. These varying conceptualizations have led to different operationalizations and measures of cognitive diversity, calling into some question the validity of these measures. In this research, we examined the convergent validity of three cognitive diversity measures that have been used in …

That's Not Fair! Examining Individual Differences In Perceptions Of Fairness, Hayden Jerney Randolph Woodley

Electronic Thesis and Dissertation Repository

Within organizations, fairness is an important concept and has received considerable research attention. Some research, interestingly, suggests that individuals differ in their perceptions of equity. Building on this research, four empirical studies were conducted to develop a measure of a new construct (i.e., equity orientation) and examine its predictive validity. In Study 1 (N = 836) and Study 2 (N = 600), the Equity Orientation Scale (EOS) was created and its relations with two popular personality models – the HEXACO and the Dark Tetrad – were examined across self- and peer-ratings. In Study 3 (N = 433) and Study 4 …

P05. Team Interdependence: Construct And Measurement Challenges, Natasha E. Ouslis, Natalie J. Allen Phd

Western Research Forum

Background:

Teams are “interdependent collections of individuals who share responsibility for specific outcomes” (Sundstrom et al., 1990; p. 120), and they are used in work organizations to achieve difficult and complex goals. Indeed, the degree to which teams are interdependent serves an important role in team research. However, researchers use varying measures of interdependence (see Pearce, 1993; Staples & Webster, 2008; van der Vegt et al., 2001) that have received little systematic construct validation. Given the criticality of the interdependence construct in teams, the fact that there is conceptual and methodological confusion in this area is troublesome.

Methods:

In this …