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Articles 1 - 18 of 18
Full-Text Articles in Social and Behavioral Sciences
An Empirical Examination Of Consequential Factors Of Negative Program Culture As Determinants Of Affective Well-Being In Graduate Students, Morgan Chandler
An Empirical Examination Of Consequential Factors Of Negative Program Culture As Determinants Of Affective Well-Being In Graduate Students, Morgan Chandler
All Theses
There is evidence of a crisis of low affective well-being troubling graduate students nationwide. Recent studies have shown that graduate students exhibit indicators of low affective well-being, such as levels of anxiety and depression six times greater than the general population (Galleo et al., 2021; Glover, 2019), high levels of being overwhelmed (Kaler & Stebleton, 2019), and overall increased psychological distress (Hacker, 2021). The prevalence and severity of these issues indicate that their causes may exceed personal factors (Bekkouche et al., 2022). Previous research has identified the quality of culture and culture-related factors within graduate schools and programs to be …
“Fit Check”: Testing A Model Of Perceptions Of Team Level Person-Group Fit, Alexandria Wentworth
“Fit Check”: Testing A Model Of Perceptions Of Team Level Person-Group Fit, Alexandria Wentworth
All Theses
Teams are become a mainstay in nearly every sector of business. Teams are complex and evolve to meet the demands of their unique environments. One team structure growing in popularity is a multiteam system (MTS), a system comprised of multiple teams working interdependently to achieve goals. Understanding the mechanisms by which a MTS is successful is challenging; however, the concept of fit may offer further explanation. Person-group fit has been shown to improve coworker satisfaction, job attitudes, and task performance. Most research has only explored individual-level outcomes of person-group fit, yet there are numerous calls for further exploration into team-level …
The Role Of Peer, Supervisor, Mentor, And Organizational Support On Workplace Ostracism And Inclusion, Erica Boucher
The Role Of Peer, Supervisor, Mentor, And Organizational Support On Workplace Ostracism And Inclusion, Erica Boucher
All Theses
A common workplace problem, particularly for women and other minorities, is workplace ostracism and a lack of inclusion into social and professional networks. There are many negative effects of workplace ostracism including decreased job satisfaction and productivity and increased turnover intentions. Conversely, inclusion is associated with positive interpersonal, psychological, and work-related outcomes for individuals. Given the importance of ostracism and inclusion, understanding predictors of these variables may aid the design of successful, supportive organizational interventions to create a positive environment for employees. Based on the literature, it seemed that ostracism and inclusion would be impacted by feelings of institutional, supervisor, …
Trust Is Not Enough: Examining The Role Of Distrust In Human-Autonomy Teams, Sydney Begerowski
Trust Is Not Enough: Examining The Role Of Distrust In Human-Autonomy Teams, Sydney Begerowski
All Theses
As automation solutions in manufacturing grow more accessible, there are consistent calls to augment capabilities of humans through the use of autonomous agents, leading to human-autonomy teams (HATs). Many constructs from the human-human teaming literatures are being studied in the context of HATs, such as affective emergent states. Among these, trust has been demonstrated to play a critical role in both human teams and HATs, particularly when considering the reliability of the agent performance. However, the HAT literature fails to account for the distinction between trust and distrust. Consequently, this study investigates the effects of both trust and distrust in …
Why Can't We Be Friends: A Training Evaluation Of Community Dialogues, Kyle Christenson
Why Can't We Be Friends: A Training Evaluation Of Community Dialogues, Kyle Christenson
All Theses
Demographic and attitudinal diversity can be powerful tools within the team and organizational contexts. However, when not addressed effectively, diversity can greatly strain interpersonal relations and has been found to lead to a number of negative consequences at the individual, team, and organizational levels (Roth, Goldberg, & Thatcher, 2017; Harrison & Klein, 2007). Though there have been attempts to effectively mitigate these negative outcomes, few have found lasting success (Kessler, 2021). However, a training for students offered at a university nested in the southeastern region of the United States offers a relatively novel approach to handling these interpersonal differences. The …
Oh, The Place You’Ll Go: The Effects Of Commuting Time On Work, Family, And Health Related Outcomes, Lauren Kistler
Oh, The Place You’Ll Go: The Effects Of Commuting Time On Work, Family, And Health Related Outcomes, Lauren Kistler
All Theses
People spend a majority of their lives working and commuting is an essential part of most workers’ daily schedule. According to the 2017 American Community Survey distributed by the U.S. Census Bureau, the average commute for Americans is approximately 27 minutes. Time spent commuting has increased in recent decades (Denstadli et al., 2017; Gimenez-Nadal & Molina, 2019; Hoehner et al., 2012; Künn‐Nelen, 2016). Commuting to work is often a source of stress for workers, and its detrimental impacts are a rising public health issue as well as an area of concern for occupational health psychologists. Commuting is not considered a …
The Ivory Tower: An Intersectional View On Gender And Ethnicity In Academia Before And After The Transition To Online Work, Chelsea Robbins
The Ivory Tower: An Intersectional View On Gender And Ethnicity In Academia Before And After The Transition To Online Work, Chelsea Robbins
All Theses
A substantial body of research shows that female academics have faced lower salaries, fewer promotions, and lower rates of tenure than male academics. Proposed mechanisms include higher demands for unrewarded service in the teaching-research-service ratio and significant obstacles in balancing work and family. This study proposed the ‘Academic Tetrad,’ which includes the additional facet of home life, as an alternative to the traditional ‘Academic Trinity’ perspective. The present study utilized an intersectional perspective to examine the academic tetrad, key workplace variables, and work-life balance across the COVID-19 transition to online work. The findings countered previous research by showing equality on …
Coordination In Healthcare Multiteam Systems: A Qualitative Study Of Healthcare Meetings, Anna Wolf
Coordination In Healthcare Multiteam Systems: A Qualitative Study Of Healthcare Meetings, Anna Wolf
All Theses
To facilitate optimal patient care and outcomes for in-patent cancer patients, healthcare organizations often rely upon the coordinated efforts between specialized teams of healthcare providers, working interdependently in a structure known as a Multiteam System (MTS). Healthcare meetings, such as Rounds, particularly those with an interdisciplinary element, may act as care coordination mechanisms for in-patient MTS. This research investigates an MTS operating within the Southeastern United States whose teams use Rounds and other meetings called SNAP Huddles, to facilitate patient care. Through qualitative analysis using interviews and observations, this exploratory study aims to elucidate research questions relating to how Rounds …
Testing An Extension Of The Job Demands-Resources Model :The Addition Of Personal Resources As Mediators To The Resources - Engagement Relationship, Marilyn Deese
All Theses
I review the construct of work engagement and discuss the Job demands-Resources (JD-R) model, a theory to describe the causes of engagement. The study investigates the inclusion of personal resources in the JD-R model. This research tests the hypothesis that personal resources (self-efficacy, optimism, and self-esteem) will mediate the relationship between organizational resources (method control and social support) and engagement. The hypotheses were tested in a longitudinal design with a sample of nurses from the Northwestern United States (N = 428). Method control significantly predicted self-esteem, and coworker support significantly predicted selfefficacy. Further, supervisor support and self-efficacy predicted dedication, and …
The Effects Of Accountability On Leniency Reduction In Self Ratings, Brettney Smith
The Effects Of Accountability On Leniency Reduction In Self Ratings, Brettney Smith
All Theses
The purpose of the present study was to assess the effects of accountability on leniency reduction in self-ratings. It was hypothesized that participants in both the upward and illegitimate accountability condition would have lower levels of leniency in their self-ratings than participants in the no accountability condition. Accountability was operationalized as participants being told that they would have to justify their self-ratings of driving performance to either a professor who specializes in driving research (upward accountability) or to an education graduate student who maintains the driving simulator (illegitimate accountability) via an audiotape. The results showed that accountability had a significant …
Cultural Differences As A Moderator Of Perceptions Of Injustice And Workplace Deviance, Amber Schroeder
Cultural Differences As A Moderator Of Perceptions Of Injustice And Workplace Deviance, Amber Schroeder
All Theses
Previous research has suggested that organizational justice perceptions are negatively related to workplace deviance, but the impact of individual cultural orientations has rarely been considered. Thus, the current paper examined individualism and collectivism as moderators of the justice-deviance relationship. Results suggested that injustice was more likely to lead to deviant workplace behavior in individuals high on individualism or low on collectivism than in individuals on the opposite ends of these spectrums. Practical implications and study limitations are discussed.
Effects Of Practice And Feedback On Interview Performance, Kate Williams
Effects Of Practice And Feedback On Interview Performance, Kate Williams
All Theses
Performing well in an interview is of crucial importance to a job seeker. While much advice and training exists regarding interview performance, little is known about what parts of training successfully improve interview skills. This study proposes the following research question: does interview performance improve with practice alone or is some type of feedback required? Participants were split into four treatment groups that either 1) did not practice an interview, 2) practiced an interview, 3) practiced an interview and generated their own self-feedback or 4) practiced an interview and received feedback from a counselor. The study isolates the effects of …
Stereotype Threat And Women's Perceptions Of Leadership Self-Efficacy, Phillip Lipka
Stereotype Threat And Women's Perceptions Of Leadership Self-Efficacy, Phillip Lipka
All Theses
The following research examined the effects of stereotype threat on women's leadership self-efficacy. Previous research has demonstrated that women's leadership aspirations are negatively affected by the presence of stereotype threat, and the current research served to expand on this literature by examining possible factors that could moderate women's vulnerability to this threat. It was proposed that women with a weaker adherence to sexist beliefs, less investment in gender ideals, and higher self-esteem would be less susceptible to stereotype threat and would perceive themselves as more capable leaders. Participants completed a survey that primed their gender identity in order to invoke …
Person-Supervisor Fit: Implications For Organizational Stress, Organizational Commitment, And Job Satisfaction, Hilary Schoon
Person-Supervisor Fit: Implications For Organizational Stress, Organizational Commitment, And Job Satisfaction, Hilary Schoon
All Theses
Traditional fit literature has focused on person-organization fit. However, Kristof-Brown, Zimmerman, and Johnson (2005) recently introduced the idea of person-supervisor fit in a meta-analysis on fit. Person-supervisor fit was hypothesized to be the degree of similarity between personality dimensions, values, and goals. This paper first defines fit and then reviews the literature on the topics that apply to person-supervisor fit. This study was conducted with supervisors (faculty members) and subordinates (graduate student teaching and research assistants) from different departments in one university to determine the relationship between person-supervisor fit with subordinates' organizational stress, subordinates' organizational commitment, and subordinates' job satisfaction. …
Resume Screening: A Policy Capturing Study Of Recruiter Judgments, Melinda Keith
Resume Screening: A Policy Capturing Study Of Recruiter Judgments, Melinda Keith
All Theses
Previous research on the practice of rŽsumŽ screening has failed to yield consistent results that generalize to real life recruiting settings. The present study draws from previous research on rŽsumŽ evaluation and identifies the 5 most common variables on rŽsumŽs--Academic Achievement, Extracurricular Activity, Goal Statements, RŽsumŽ Presentation, and Work Experience. The structure comprising each of these 5 important elements was assessed. In this study, real rŽsumŽs submitted for actual entry-level positions posted through a college career center were used to determine which variables recruiters use in judgments of applicant suitability. Policy capturing was used to identify the judgment policies of …
Smile, But Don't Wear Yourself Out Doing So: Emotional Labor, Ego Depletion, Customer Anger, And Performance Over Time, Eric Mckibben
Smile, But Don't Wear Yourself Out Doing So: Emotional Labor, Ego Depletion, Customer Anger, And Performance Over Time, Eric Mckibben
All Theses
The present study examined the motivational and performance consequences of emotional labor by having participants respond to multiple transactions in a simulated banking environment. Type of acting strategy (surface versus deep) and customer anger (high versus low) were manipulated to examine ego depletion and performance over time. Although prior research has examined these independent variables, no research has examined the relationships among the variables of interest over time. Study participants were randomly assigned to either one of four experimental groups (surface acting X angry customer, surface acting X non-angry customer, deep acting X angry customer, deep acting X non-angry customer) …
Organizational Recruitment Web Sites: The Influence Of Web Site Aesthetics On Initial Affective Reactions To The Site And Subsequent Attraction To The Organization, Rebekkah Wills
All Theses
The present study examined the potential relationship between specific characteristics of organizational recruitment web sites and applicant attraction to the organization. Cober, Brown, Keeping, and Levy (2004) proposed a conceptual model that suggests web site aesthetics influence the applicant's attitude toward the web site which in turn influences applicant attraction. The current study provides a partial test of this model by examining web site aesthetics, prior attitudes toward the organization, initial affective reactions to the web site, perceptions of web site usability and post-viewing attitudes toward the site and the organization. Participants (N = 159) included undergraduate students using the …
Income, Scheduling Flexibility, And Diversity Policies: An Experimental Investigation Of Recruiting Older Workers, Holly Geldhauser
Income, Scheduling Flexibility, And Diversity Policies: An Experimental Investigation Of Recruiting Older Workers, Holly Geldhauser
All Theses
A number of surveys have tapped the interests of older employees as a way to understand the factors that encourage extended employment (Bass, 1995; Sterns, 1998). The current research has two purposes. The first is an applied goal; to determine the organizational factors that are most attractive to older workers seeking employment. The second purpose is to investigate the predictive strength of these variables through a controlled experimental design rather than using survey methodology. We chose to examine the importance of pay, work flexibility, and diversity policies as determinants of interest in the return to work among white collar employees. …