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Articles 1 - 19 of 19
Full-Text Articles in Social and Behavioral Sciences
The Complex Effects Of Equity Sensitivity On Job Commitment And Satisfaction: A Pilot Study, West Phifer
The Complex Effects Of Equity Sensitivity On Job Commitment And Satisfaction: A Pilot Study, West Phifer
Masters Theses and Doctoral Dissertations
According to equity theory (Adams, 1963, 1965), employees determine whether they are being treated fairly by comparing what they give to and receive from their organization to that of other employees. However, individual perceptions of equity differ in the workplace, a phenomenon Huseman, Hatfield and Miles, (1987) labeled equity sensitivity, which ranges from benevolents, those who accept low levels of equity, to entitleds, who desire more favorable outcomes for themselves. Davison and Bing (2008) split the Huseman et al. continuum into its two components, benevolence and entitlement, and those are the focus of the present study. These dimensions were tested …
Quantifying And Qualifying The Links That Bind, Jared Dirghalli
Quantifying And Qualifying The Links That Bind, Jared Dirghalli
Masters Theses and Doctoral Dissertations
Employees’ links to organizations and coworkers represent an important factor related to many work-related constructs in the Industrial-Organizational (I-O) Psychology literature. Often, I-O researchers conceptualize these employee links through either the number of workplace links or an employee’s perceived social support. However, these conceptualizations are potentially limited. Research into Social Network Analysis has investigated different quality dimensions in links (e.g., link strength and valence) which can significantly influence outcomes in social, workplace, and general well-being contexts. Thus, the present thesis project was undertaken to explore whether incorporating these quality dimensions of link strength and link valence adds any incremental utility …
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 …
The Effect Of Value Congruence On Work Related Attitudes And Behaviors, Wing Man Leung
The Effect Of Value Congruence On Work Related Attitudes And Behaviors, Wing Man Leung
Masters Theses and Doctoral Dissertations
Research has demonstrated that value congruence has the potential to influence work-related outcomes such as turnover intention (Amos & Weathington, 2008). However, few studies have evaluated the variables that may mediate the relationship between value congruence and work outcomes. The purpose of this study was to examine the mediating effects of job satisfaction and organizational commitment on the relationship between work value congruence and employee behaviors. An advertisement was placed on social networking websites to invite individuals to complete the questionnaire. The results revealed that job satisfaction and normative commitment mediated the relationship between work value congruence and turnover intention. …
Integrating Leader Fairness And Leader-Member Exchange In Predicting Work Engagement: A Contingency Approach, Fangyi Liao-Holbrook
Integrating Leader Fairness And Leader-Member Exchange In Predicting Work Engagement: A Contingency Approach, Fangyi Liao-Holbrook
Dissertations and Theses
Growing research attention has been devoted to understanding the implications of work engagement with an emphasis on its motivational mechanism linking its antecedents to consequences. Findings from such research efforts could inform intervention efforts. Integrating organizational justice theories within the leadership framework, this study examined the effects of supervisory interactional justice and supervisory procedural justice on subordinates' work engagement. Based on survey responses from 352 Chinese employees collected at two time points with three months in-between, moderated regression analyses were conducted to test hypotheses that there is a direct positive effect of supervisory interactional justice and supervisory procedural justice on …
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Theses Digitization Project
The primary purpose of this study was to examine superior-subordinate dyads which violate relational norms and produce status inconsistency. Specifically, within the context of supervisor age and education, occupational norms suggest that employees expect their supervisor to be older and have a higher level of education. In the face of growing demographic diversity, more emphasis is being placed on superiors to build skills to effectively interact with a heterogeneous set of employees. This study proposed to test whether superior-subordinate dyads which are diverse in terms of age and education, influence employees' attitudes towards their supervisor, the satisfaction with the communication …
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
Theses Digitization Project
While an abundance of literature on stereotypes exists with regards to the workplace, less research exists that assesses how stereotypes could affect an employee and motivate him or her to leave the organization. The present study addressed the relationship among job identification, gender identification, stereotype threat perception at work, anxiety, work specific efficacy, job satisfaction, and turnover intent. A hypothesized model that connected the possible relations among stereotype threat, gender identification, job identification, job anxiety, work specific self-efficacy, job satisfaction, and turnover intent was tested using data from 267 working women.
The Relationship Between Self-Monitoring, Self-Promotion, And Agentic Traits In Leadership, Sabrina Regina Wilhelm
The Relationship Between Self-Monitoring, Self-Promotion, And Agentic Traits In Leadership, Sabrina Regina Wilhelm
Theses Digitization Project
Three underlying behavioral traits of self-preservation, which may be related to leadership are self-monitoring, self-promotion, and agentic traits. These are important to leadership because managers desire to select employees that have the image and the presentation that high self-monitors and self-promoters emulate. This study revealed that self-promotion is associated with leader behaviors that are likely to assist female employees obtain leadership positions in the workplace.
Engaging An Older Workforce: The Relationship Between Employee Engagement, Intrinsic Motivation, And Meaningfulness, Negin Kordbacheh
Engaging An Older Workforce: The Relationship Between Employee Engagement, Intrinsic Motivation, And Meaningfulness, Negin Kordbacheh
Theses Digitization Project
The aim of this study was to better understand employee engagement levels in light of the recent downsizing and restructuring practices. The relationship between intrinsic motivation, meaningfulness and employee engagement were examined.
Performance Differences In Diverse Contexts: The Role Of Personality, Daniel Karl Cashmore
Performance Differences In Diverse Contexts: The Role Of Personality, Daniel Karl Cashmore
Theses Digitization Project
This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
Theses Digitization Project
The purpose of this project will explain how core self-evaluation is related to job satisfaction both directly and indirectly via the following mechanisms: emotional generalization, perception, and motivation.
The Effects Of Varying Types Of Voice On Organizational Justice And Motivation Perceptions, Scott Bradford Pilch
The Effects Of Varying Types Of Voice On Organizational Justice And Motivation Perceptions, Scott Bradford Pilch
Theses Digitization Project
The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
Effects Of Feedback, Education, And Work Experience On Self-Efficacy, Hieu Chi Pham
Effects Of Feedback, Education, And Work Experience On Self-Efficacy, Hieu Chi Pham
Theses Digitization Project
Examines the contextual effects of social persuasion (represented by self, client, peer and supervisor's feedback) and mastery experiences (represented by formal level of education and work experience) on specific self-efficacy outcomes and perceived advancement potential in a sample population of nurses at a Southern California hospital. Results of the study suggest that self, client, peer, and supervisor's feedback consistently predict significant self-efficacy outcomes.
The Effect Of Perceived Control On The Decision To Withdraw From An Organization In An Inequitable Situation, Marilyn Susie Lawrence-Fuller
The Effect Of Perceived Control On The Decision To Withdraw From An Organization In An Inequitable Situation, Marilyn Susie Lawrence-Fuller
Theses Digitization Project
This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
The Effects Of Verbal Recognition On Work Performance And Intrinsic Motivation: Using Behavior Modification Techniques, Rodney Eric Chalmers
The Effects Of Verbal Recognition On Work Performance And Intrinsic Motivation: Using Behavior Modification Techniques, Rodney Eric Chalmers
Theses Digitization Project
The effect of both public and private verbal recognition on intrinsic motivation and sales performance in fourteen restaurant waitstaff was evaluated using organizational behavior modification techniques. The hypothesis that public recognition would be more effective than private recognition in increasing intrinsic motivation and sales was not supported.
Effects Of Supervisor-Subordinate Exchange Relationship Quality On Subordinate Self-Efficacy Mediated By Performance Feedback, Kimberly Anne Koller
Effects Of Supervisor-Subordinate Exchange Relationship Quality On Subordinate Self-Efficacy Mediated By Performance Feedback, Kimberly Anne Koller
Theses Digitization Project
The quality of the relationship between supervisors and subordinates strongly influences a variety of important work-related attitudes and behaviors, which consequently impact organizational effectiveness.
A Preliminary Study Of A Job Analytic Inventory Derived From A Behavioral Consistency Method For Assessing Intrinsic Motivation, William John Banis
A Preliminary Study Of A Job Analytic Inventory Derived From A Behavioral Consistency Method For Assessing Intrinsic Motivation, William John Banis
Theses and Dissertations in Urban Services - Urban Management
The research question for this study asked if the Job Specifications Inventory (JSI) had acceptable internal reliability and an ability to differentiate among occupational groups. The JSI was designed to have subject matter experts rate the importance of skill, content, context, relationship and work focus requirements of jobs or occupations. The JSI used a taxonomy of 268 behavioral elements derived from the content analyses of satisfying achievements reported by a large, diverse clientele. A clinical-type behavioral consistency method was used to extract performance dimensions from clients' achievements to build the taxonomy. The achievement-based taxonomy was seen as potentially enhancing productivity …
Job Characteristics Model: Test Of A Modified Four-Trait Model At The University Of Central Florida, Gena L. Cox-Jones
Job Characteristics Model: Test Of A Modified Four-Trait Model At The University Of Central Florida, Gena L. Cox-Jones
Retrospective Theses and Dissertations
The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and Oldham Job Diagnostic Survey (JDS) and their Job Rating Form (JRF). It was hypothesized that: (a) only four significant job dimensions would emerge from factor analysis of the data; (b) that the motivating potential ratings …