Social and Behavioral Sciences Commons^™

Daily Stock Market Movement From Oscillating Social Mood Factors, Cari Bourette

Cari Bourette

Since 2006, there has been ongoing research into the correlation of a set of oscillating mood factors and socioeconomic, geopolitical, and natural events with the goal of forecasting increased risks of destabilizing events. While promising results have been forthcoming, it has been difficult to present models that allowed those outside a small circle of specialists to participate. Between July 2007 and June 2010, weekly social mood projections, as published in monthly issues of MoodCompass, were used to develop a model to convert four oscillating mood factors into stock market expectations. This model was modified to generate signals of projected stock …

The Relation Between Globalization And Personal Values Across 53 Countries And 28 Years, Irina Florentina Cozma

Doctoral Dissertations

The aim of this research is to examine the relation between the change in globalization and change in personal values (work and general life values). An analysis across 28 years and 53 countries suggests that changes in different personal values have different relations with the change in globalization. Moreover, this relation is influenced by the demographic characteristics of the sample. The present research contributes to the literature in the following ways: 1) linking globalization (an economic concept) and personal values (a psychological concept), 2) providing an analysis of the relation between the change in personal values and the change in …

Relationships Between Externalization Behaviors And Team Cognition Variables In Distributed Teams, Lisa Ann Delise

Doctoral Dissertations

Members of distributed teams often have difficulty sharing unique information with their teammates during decision making tasks. These communication problems may hinder the development of cognitions that allow team members to reach a similar understanding of the content and structure of task information. The C-MAP intervention (Rentsch, Delise, & Hutchison, 2008) was designed to assist team members in sharing their information through behaviors that convey the content and structure of information by using specific communication behaviors and developing a knowledge object. In the present study, the knowledge object took the form of a white board where information was posted and …

Temporal Patterns Of Functional And Dysfunctional Employee Turnover, Matthew Scott Fleisher

Doctoral Dissertations

This study examined temporal patterns in collective employee turnover over a 75 month interval. Time series models were fit to subgroups of functional and dysfunctional turnover. Dysfunctional turnover was defined as voluntary separation among high and average performers and functional turnover was defined as voluntary separation of low performers. Results provided support for the hypothesis that temporal patterns of functional and dysfunctional turnover differ. Patterns among high and average performers were similar, such that employee turnover across several global regions increased during or near July. In contrast, employee turnover among low performers tended to spike during or soon after October. …

Dealing With The Threats Inherent In Unproctored Internet Testing Of Cognitive Ability: Results From A Large-Scale Operational Test Program, Filip Lievens, Eugene Burke

Research Collection Lee Kong Chian School Of Business

There is little information available about operational systems of unproctored Internet testing (UIT) of cognitive ability and how they deal with the threats inherent in UIT. This descriptive study provides a much-needed empirical examination of a large-scale operational UIT system of cognitive ability that implemented test design and verification testing for increasing test security and honest responding. Test security evaluations showed item exposure and test overlap rates were acceptable. Aberrant score evaluations revealed that negative score change (higher unproctored scores than proctored ones) was negligible. Implications for UIT research are discussed.

Getting Started In Evaluation Consulting: Questions To Ask And Answer Along The Way, Judah J. Viola,

Faculty Publications

This PowerPoint presentation includes a four phase approach to considering the main questions you'll need to ask and answer before taking the leap needed to begin working as an independent evaluation consultant.

Getting Started In Evaluation Consulting: Questions To Ask And Answer Along The Way, Judah J. Viola,

Judah J. Viola, Ph.D.

This PowerPoint presentation includes a four phase approach to considering the main questions you'll need to ask and answer before taking the leap needed to begin working as an independent evaluation consultant.

Should You Hire Blazinweedclown@Mail.Com?, Evan Blackhurst, Pamela Congemi, Jolene Meyer, Daniel Sachau

Psychology Department Publications

When a person applies for a job online, one of the first things a recruiter learns about the applicant is the applicant’s e-mail address. So what might a recruiter think about an applicant who refers to himself as DemonSeed420@ mail.com or FluffyBunny@mail.com? That is, would job applicants with unprofessional e-mail addresses behave less professionally than applicants with more appropriate addresses? Will CrzyBioch@mail.com be as unstable as she claims to be? Should an employer take a chance on LittleBabyLazy@mail.com? Managers often make snap judgments about job candidates (Howard & Ferris, 1996) and do so using whatever information is available to them …

Does Sacrificial Leadership Have To Hurt? The Realities Of Putting Others First, Rob Mckenna, Terran Brown

SPU Works

Sacrificial leadership has generally been associated with positive outcomes for organizations and employees. While it is often desired by organizations, we suggest that current organizational systems often fail to promote sacrificial behaviors. We present a new perspective sacrificial leadership that includes character-based elements such as humility, a willingness to calculate the cost of leading and the courage to be irrelevant in the presence of systems that pressure leaders to behave otherwise. We discuss how these elements are often not encouraged in current selection, employee development, and succession planning processes.

The Moderating Effect Of Reciprocity Beliefs On Work Outcomes, Stephanie Hastings

Electronic Thesis and Dissertation Repository

Researchers have long assumed that employees’ reactions to treatment by their organization are guided by reciprocity norms. Eisenberger, Huntington, Hutchison, and Sowa (1986) developed a measure to assess how sensitive employees were to reciprocity obligations, focusing in particular on their beliefs that work effort should depend on treatment by the organization. Since then, research has found that this Exchange Ideology (EI) predicts variables such as organizational citizenship but cannot predict negative outcomes such as workplace deviance. Insight into why this is the case can be found by examining the related construct of reciprocity orientation. Positive (PRO) and Negative Reciprocity Orientation …

Workplace Commitment And Employee Well-Being: A Meta-Analysis And Study Of Commitment Profiles, Elyse R. Maltin

Electronic Thesis and Dissertation Repository

Employee commitments have been connected to a multitude of organizationally- relevant variables, including turnover, absenteeism, job performance, and organizational citizenship behaviours (e.g., Meyer, Stanley, Herscovtich, & Topolnytsky, 2002). Research has repeatedly demonstrated that the form these commitments take matters; that is, research has shown that commitment based on a mindset of affective attachment has the strongest positive relations with desired outcomes, while commitment based on mindsets of social or economic costs has much weaker and sometimes even negative relations with these same outcomes.

Far less research exists on the connection between workplace commitments and their implications for employees themselves, although …

Addressing Work-Related Traumatic Stress Nebraska - Resilience Alliance Participant Handbook, Asc-Nyu Children's Trauma Institute

Other QIC-WD Products

Child welfare staff are first responders; just like police officer and fire fighters, they are asked to respond to emergency situations with very little information, and by doing so often put themselves at risk. In addition to the very real physical risks involved with responding to a report of suspected child abuse or neglect, there are equally real psychological risks involved with taking care of children and families that have experienced abuse, neglect, family and community violence, and other traumas. Unlike police officers and fire fighters, however, child welfare staff get very little public recognition for the hard work they …

Addressing Work-Related Traumatic Stress Nebraska - Resilience Alliance Facilitator Manual, Acs-Nyu Children's Trauma Institute

Other QIC-WD Products

Child welfare staff are first responders; just like police officer and fire fighters, they are asked to respond to emergency situations with very little information, and by doing so often put themselves at risk. In addition to the very real physical risks involved with responding to a report of suspected child abuse or neglect, there are equally real psychological risks involved with taking care of children and families that have experienced abuse, neglect, family and community violence, and other traumas. Unlike police officers and fire fighters, however, child welfare staff get very little public recognition for the hard work they …

The Validity And Incremental Validity Of Knowledge Tests, Low-Fidelity Simulations, And High-Fidelity Simulations For Predicting Job Performance In Advanced-Level High-Stakes Selection, Filip Lievens, Fiona Patterson

Research Collection Lee Kong Chian School Of Business

In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC …

Designing Pareto-Optimal Selection Systems: Formalizing The Decisions Required For Selection System Development, Wilfried De Corte, Paul R. Sackett, Filip Lievens

Research Collection Lee Kong Chian School Of Business

The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6) the stage retention decision issue. From a research perspective, the method offers a unique opportunity for studying the impact and relative importance of different …

A Model, Leah K. Hamilton

Electronic Thesis and Dissertation Repository

to be released at conclusion of embargo.

Psychosocial Capacity Building In New York: Building Resiliency With Construction Workers Assigned To Ground Zero After 9/11, Joshua Miller, Jeffrey Grabelsky, K. C. Wagner

Jeffrey Grabelsky

[Excerpt] Psychosocial capacity building, which is a more common approach in response to disasters outside of Western Europe and the U.S., was, in part, a reaction against the perceived “traumatization” and pathologizing of disaster survivors, as well as the over-emphasis on the individual at the expense of the collectivity and community (Ager, 1997; IASC, 2007; Kleinman & Cohen, 1997; Miller, in press; Mollica, 2006; Strang & Ager, 2003; Summerfield 1995; 2000; Wessels, 1999; Wessels & Monteiro, 2006). The accent with psychosocial capacity building is equally on the social as well as the psychological. Some of the tenets of this approach …

To Succeed In Life And Business, Adapt And Fail Productively, Singapore Management University

Perspectives@SMU

Most people don't make very much of their bread toasters. These small but hardy metal boxes often come at low prices (from $7) and are not terribly difficult to operate. All in all, this is not the best example of a sophisticated, complicated or inventive home appliance.

Exploring The Developmental Potential Of Leader-Follower Interactions: A Constructive-Developmental Approach, Sorin Valcea, Maria R. Hamdani, M. R. Buckley, Milorad M. Novicevic

Business Faculty Publications

Researchers in leadership have long recognized the important role of leaders in developing the competencies of followers.More recently, however, scholars have begun to emphasize the pivotal role of followers in the development of leaders.We use constructive developmental theory (e.g., Kegan, 1982; Loevinger & Blasi, 1976) to suggest that both leaders and followers influence the development of the meaningmaking systems of their counterparts in leader–follower dyads. We argue that a combination of challenge – in the formof delegation, participation, and feedback – and support – in the form of positive leader–follower relationships – works to promote the development ofmore complex meaningmaking …

Psychological Net Worth: Finding The Balance Between Psychological Capital And Psychological Debt, Michele L. Millard

Department of Agricultural Leadership, Education and Communication: Dissertations, Theses, and Student Scholarship

This multi-level study examined a proposed framework of psychological net worth that builds on the current psychological capital conceptualization of positive psychological assets provided to an organization by articulating the construct of psychological debt or those psychological liabilities in an organization. By describing psychological debt as a collection of negative attributes that occur at the individual level for individuals that hamper productivity, morale, and effectiveness in organizations, this framework of psychological net worth proposes the need to create a psychological balance sheet of psychological capital and debt. Psychological debt is described using the dimension of emotional labor, job insecurity, job …

Uncoupling Mobility And Learning: When One Does Not Guarantee The Other, Shelley Kinash, Jeffery Brand, Trishita Mathew, Ron Kordyban

Trishita Mathew

Mobile learning was an embedded component of the pedagogical design of an undergraduate course, Digital media and society. In the final semester of 2010 and the first semester of 2011, 135 students participated in an empirical study inquiring into their perceptual experience of mobile learning. To control for access to technology, an optional iPad student loan scheme was used. The iPads were loaded with an electronic textbook and a mobile application of the learning moderation system. Eighty students participated in ten-person focus groups. Feedback on mobility and the electronic text was positive and optimistic. However, the majority of students were …

Slippage In The System: The Effects Of Errors In Transactive Memory Behavior On Team Performance, Matthew Pearsall, Aleksander Ellis, Bradford Bell

Bradford S Bell

[Excerpt] Although researchers have consistently shown that the implicit coordination provided by transactive memory positively affects team performance, the benefits of transactive memory systems depend heavily on team members’ ability to accurately identify the expertise of their teammates and communicate expertise-specific information with one another. This introduces the opportunity for errors to enter the system, as the expertise of individual team members may be misunderstood or misrepresented, leading to the reliance on information from the wrong source or the loss of information through incorrect assignment. As Hollingshead notes, “information may be transferred or explicitly delegated to the ‘wrong’ individual in …

Two Essays On Managerial Incentives, Hui Liang

Doctoral Dissertations

Jensen and Meckling (1976) and Jensen (1986) argue that the separation of ownership and control may generate agency problems between managers and shareholders. The equity-based compensation, by tying managerial wealth to firm long-run stock performance, can incentivize managers to be more receptive to undertaking value-increasing financial policies and to improving firm performance therefore can be used as an effective tool to achieve consonance between managers actions and shareholders interest. Over the last two decades, the increased prevalence of equity-based compensation in the form of stock and options, is partially due to an increased acceptance of the alignment effect of equity-based …

Stability And Change In Goal Orientation And Their Relationship With Performance: Testing Density Distributions Using Latent Trait-State Models, Michael Charles Mihalecz

Psychology Theses & Dissertations

Goal orientation has been proposed to influence a number of training and work outcomes. However, results have been inconsistent and predicted relationships are weaker than anticipated (Payne, Youngcourt & Beaubien, 2007). Weak findings may be due to inconsistencies in how goal orientation is conceptualized and operationalized (DeShon & Gillespie, 2005; Grant & Dweck, 2003; Kaplan & Maehr, 2007). One such inconsistency is the treatment of goal orientation as a stable trait or a malleable state. Issues of state-versus-trait have long fueled the person-situation debate in personality psychology. Fleeson (2001) offered a solution for integrating the two theoretical perspectives called the …

Mixture Latent Markov Modeling: Identifying And Predicting Unobserved Heterogeneity In Longitudinal Qualitative Status Change, Mo Wang, David Chan

Research Collection School of Social Sciences

There are many areas of organizational research where we may be concerned with subgroup differences in status change profiles. The purpose of this article is to illustrate, using a real data set on retirees' postretirement employment statuses (PES), how mixture latent Markov modeling may be applied to substantive research in organizational settings to identify population subgroups with varying status change profiles and examine their correlates, by modeling unobserved heterogeneity in longitudinal qualitative changes. Steps in the modeling process are highlighted and limitations, cautions, recommendations, and extensions of the technique are discussed.

A Trickle-Down Model Of Psychological Contract Breach: The Impact Of Supervisors’ Relationships On Employee Perceptions Of Kept Promises, Grace Lemmon

Grace Lemmon

No abstract provided.

Women’S Managerial Aspirations From A Career Development Perspective, Grace Lemmon

Grace Lemmon

No abstract provided.

A Social Relations Analysis Of Transactive Memory In Groups, Sarah J. Ross

Electronic Thesis and Dissertation Repository

Transactive memory is the knowledge of what others in a group know and the exchange of that knowledge. In groups with effective transactive memory systems, members know “who knows what”, send knowledge to the appropriate individuals, and develop strategies for retrieving that information (Mohammed & Dumville, 2001; Wegner, 1995). Transactive memory studies tend to focus on the group as a whole, but useful information might be gathered by investigating transactive memory in dyads within groups. The purpose of this research was to use the social relations model (Kenny & LaVoie, 1984) as the basis for operationalizing transactive memory and …

The Structure Of Opportunity: Network Configuration And Career Mobility, Terri A. Scandura Phd

Terri A. Scandura

Within organizations, managers are constantly choosing with whom they will begin, continue or cease to interact (Fischer, 1977; Kaplan, 1984). Organizations have been defined as "fish nets" of interrelated offices, and can be viewed as social groupings with relatively stable patterns of interaction over time (Katz and Kahn, 1978; Weick, 1969). If such a model of organizing is to move beyond this metaphor, coherent frameworks, and accompanying methods of analysis capable of capturing these emergent processes are necessary. The social network perspective was proposed by Tichy, Tushman and Fombrun (1979) and has guided data collection and analysis on emergent network …

A Macro Perspective To Micro Issues, Devasheesh P. Bhave, Stephane Brutus

Research Collection Lee Kong Chian School Of Business

Comments on an article by Elaine D. Pulakos and Ryan S. O'Leary. The authors argue that bringing the focus on the relationship between the manager and the employee will mend performance management. We concur with the broad assessment that an excessive focus on technical improvements in performance management systems is misplaced and that implementation issues plague performance management. But we believe that poor implementation is an operational challenge not because of the practice itself but rather on account of misalignment. They also allude to a consideration of alignment. They also glosses over the issue of internal alignment or the fact …