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Social and Behavioral Sciences Commons™
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Full-Text Articles in Social and Behavioral Sciences
The Role Of Sense Of Coherence In Stressor Appraisal, Lisa Brady
The Role Of Sense Of Coherence In Stressor Appraisal, Lisa Brady
Masters Theses and Doctoral Dissertations
According to the transactional theory of stress, cognitive individual differences impact stressor appraisal. Sense of Coherence (SoC) refers to an individual’s generalized perception of environmental stimuli. Individuals with a strong SoC perceive the world as more comprehensible, manageable, and meaningful and may be more likely to appraise work-related stressors as having potential for opportunities (challenges) than for obstructing personal gain (hindrances) or causing harm (threats). This study assessed the role of SoC in the appraisal of work-related stressors as challenges, hindrances, and threats. Although an individual’s SoC remains relatively stable upon reaching adulthood, there is a positive association between age …
Assessing Cross-Cultural Competence: Evaluating The Psychometric Properties And The Nomological Network Of A Modified Version Of The Cultural Intelligence Scale, Kayitesi J. Wilt
Assessing Cross-Cultural Competence: Evaluating The Psychometric Properties And The Nomological Network Of A Modified Version Of The Cultural Intelligence Scale, Kayitesi J. Wilt
Masters Theses and Doctoral Dissertations
Effectively interacting with individuals in or from an unfamiliar culture requires cross-cultural competence and adaptability. The Cultural Intelligence Scale (Ang et al., 2007) is designed to measure an individual’s ability to adapt in a culturally unfamiliar environment. Studies using the CQS have mixed results regarding its dimensionality, construct validity, and its distinctness from other intelligences. Additionally, the phrasing of some of the items in the CQS require respondents to have been to a foreign culture to be able to answer. To address these critiques, I modified the CQS to accommodate individuals who have never been to a foreign culture. I …
Stable Inconsistency: A Study Of Response Inconsistency Over Time, James A. Nauert
Stable Inconsistency: A Study Of Response Inconsistency Over Time, James A. Nauert
Masters Theses and Doctoral Dissertations
Personality measures are currently a popular method for selection in the business world, despite issues such as poor predictive ability and the potential for output manipulation by participants. Another issue with personality testing that is often overlooked is that individuals sometimes respond differently on test items that otherwise measure the same traits. This phenomenon has been called Response Inconsistency (Reddock, Biderman, & Nguyen, 2011). The focus of this study is to attempt to show the phenomenon as a measurable trait that is stable over time. The study administered two different Big Five Inventories to participants taken from a local university. …
Trust In Direct Leader And Employee Outcomes: The Moderating Effects Of Leaders’ Perceived Emotional Sincerity, Christopher Morgan
Trust In Direct Leader And Employee Outcomes: The Moderating Effects Of Leaders’ Perceived Emotional Sincerity, Christopher Morgan
Masters Theses and Doctoral Dissertations
Emotional sincerity, an emerging construct in the trust in leadership literature, refers to the congruence between emotions internally experienced and externally expressed. With regard to attribution theory, observers (employees) can use the emotional expressions of others (supervisors) as an information source for making judgments. Although previous research has examined the uniqueness and explanatory power of the leaders’ perceived emotional sincerity construct (LPES), relatively few studies have examined LPES as a moderator. The present study examined the moderating effects of LPES on well-established relationships between trust in direct leader (TDL) and several employee outcomes (i.e., turnover intentions, altruistic behaviors, and organizational …
Examining The Impact Of Selection Practices On Subsequent Employee Engagement, Sofia N. Rodriguez
Examining The Impact Of Selection Practices On Subsequent Employee Engagement, Sofia N. Rodriguez
Masters Theses and Doctoral Dissertations
Employee engagement is often defined as the vigor, dedication, and absorption one feels about and/or displays within their job. It has long been asserted that engagement is highest for employees who “fit” better with their work. Applicants determine their anticipated levels of fit throughout the selection process. Therefore, it is crucial that the information organizations provide will allow applicants to make accurate assumptions of fit to increase the probability that the vacancy will be filled by an applicant best suited for the position. This study was designed to identify if the practices used during organizations’ selection processes influence the accuracy …