Psychology Commons^™

Much Ado About Missingness: A Demonstration Of Full Information Maximum Likelihood Estimation To Address Missingness In Functional Magnetic Resonance Imaging Data, Timothy D. Nelson, Rebecca L. Brock, Sonja Yokum, Cara C. Tomaso, Cary R. Savage, Eric Stice

Department of Psychology: Faculty Publications

The current paper leveraged a large multi-study functional magnetic resonance imaging (fMRI) dataset (N = 363) and a generated missingness paradigm to demonstrate different approaches for handling missing fMRI data under a variety of conditions. The performance of full information maximum likelihood (FIML) estimation, both with and without auxiliary variables, and listwise deletion were compared under different conditions of generated missing data volumes (i.e., 20, 35, and 50%). FIML generally performed better than listwise deletion in replicating results from the full dataset, but differences were small in the absence of auxiliary variables that correlated strongly with fMRI task data. However, …

A New Tool For Equating Lexical Stimuli Across Experimental Conditions, Evan N. Lintz, Phui Cheng Lim, Matthew R. Johnson

Department of Psychology: Faculty Publications

In cognitive psychology and psycholinguistics, lexical characteristics can drive large effects, which can create confounds when word stimuli are intended to be unrelated to the effect of interest. Thus, it is critical to control for these potential confounds. As an alternative to randomly assigning word bank items to stimulus lists, we present LIBRA (Lexical Item Balancing & Resampling Algorithm), a MATLAB-based toolbox for quickly generating stimulus lists of user-determined length and number that can be closely equated on any number of lexical properties. The toolbox comprises two scripts: a genetic algorithm that performs the inter-list balancing, and a tool for …

Does Self-Objectification Entail An Opposition Between Appearance And Competence? The Likert Version Of The Self-Objectification Questionnaire (Lsoq), Robin Wollast, Oliver Klein, Dawn M. Vanleeuwen, Sarah J. Gervais, Philippe Bernard

Department of Psychology: Faculty Publications

We propose a new method to test the reliability of Fredrickson et al.’s self-objectification questionnaire (SOQ). This scale being based on a ranking, traditional reliability estimates are inappropriate. Based on generalizability theory, we suggest to compute the reliability of each subset of questions related to physical appearance vs. physical competence separately in order to average them. We applied this method to a sample of female US undergraduates (n = 395) and evidenced that the reliability of the scale is very low (corrected Cronbach’s alpha = .31). We also noted that a large proportion of the sample (32%) failed to …

A Global Collaboration To Study Intimate Partner Violence-Related Head Trauma: The Enigma Consortium Ipv Working Group, Carrie Esopenko, Jessica Meyer, Elisabeth A. Wilde, Amy D. Marshall, David F. Tate, Alexander P. Lin, Inga K. Koerte, Kimberly B. Werner, Emily L. Dennis, Ashley L. Ware, Nicola L. De Souza, Deleene S. Menefee, Kristen Dams-O’Connor, Dan J. Stein, Erin D. Bigler, Martha E. Shenton, Kathy S. Chiou, Judy L. Postmus, Kathleen Monahan, Brenda Eagan-Johnson, Paul Van Donkelaar, Tricia L. Merkley, Carmen Velez, Cooper B. Hodges, Hannah M. Lindsey, Paula Johnson, Andrei Irimia, Matthew Spruiell, Esther R. Bennett, Ashley Bridwell, Glynnis Zieman, Frank G. Hillary

Department of Psychology: Faculty Publications

Intimate partner violence includes psychological aggression, physical violence, sexual violence, and stalking from a current or former intimate partner. Past research suggests that exposure to intimate partner violence can impact cognitive and psychological functioning, as well as neurological outcomes. These seem to be compounded in those who suffer a brain injury as a result of trauma to the head, neck or body due to physical and/or sexual violence. However, our understanding of the neurobehavioral and neurobiological effects of head trauma in this population is limited due to factors including difficulty in accessing/recruiting participants, heterogeneity of samples, and premorbid and comorbid …

An Examination Of The Relations Between Emotion Dysregulation, Dissociation, And Self-Injury Among Dissociative Disorder Patients, M. Shae Nester, Bethany L. Brand, Hugo J. Schielke, Shaina Kumar

Department of Psychology: Faculty Publications

Background: Dissociative disorder (DD) patients report high rates of self-injury. Previous studies have found dissociation and self-injury to be related to emotional distress. To the best of our knowledge, however, the link between emotion dysregulation and self-injury has not yet been examined within a DD population. Objective: The present study investigated relations between emotion dysregulation, dissociation, and self-injury in DD patients, and explored patterns of emotion dysregulation difficulties among DD patients with and without recent histories of self-injury. Method: We utilized linear and logistic regressions and t-test statistical methods to examine data from 235 patient-clinician dyads enrolled …

The Truth About Snitches: An Archival Analysis Of Informant Testimony, Jeffrey S. Neuschatz, Danielle K. Deloach, Megan A. Hilgartner, Melanie Fessinger, Stacy A. Wetmore, Amy B. Douglass, Brian H. Bornstein, Alexis M. Le Grand

Department of Psychology: Faculty Publications

Informants are witnesses who often testify in exchange for an incentive (i.e. jailhouse informant, cooperating witness). Despite the widespread use of informants, little is known about the circumstances surrounding their use at trial. This study content-analyzed trials from 22 DNA exoneration cases involving 53 informants. Because these defendants were exonerated, the prosecution informant testimony is demonstrably false. Informant characteristics including motivation for testifying, criminal history, relationship with the defendant and testimony were coded. Most informants were prosecution jailhouse informants; however, there were also defence jailhouse informants and prosecution cooperating witnesses. Regardless of informant type, most denied receiving an incentive, had …

Reference Checks, Tara Myers, Megan Paul

Umbrella Summaries

What are reference checks?

Reference checks are hiring tools, typically used as one of the last steps in the hiring process. “A reference check generally involves contacting applicants’ former employers, supervisors, coworkers, and educators to verify previous employment and to obtain information about the individual’s knowledge, skills, abilities and character” (Society for Human Resource Management, 2020, p. 1). For example, potential employers use this as an opportunity to get additional information about applicants’ job performance, communication, time management, teamwork, professionalism; honesty; and attention to detail (Hendricks, Rupayana, Puchalski, & Robie, 2018). The questions used on reference checks depend on the …

Building Capacity To Effectively Share And Use Data, Robert Blagg

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In child welfare, the need to utilize meaningful data to ensure that the services provided are effective in supporting children and families represents a continuing challenge. There is a large volume of data from sources that are internal and external to child welfare agencies; and it increases almost exponentially on a regular basis. It is difficult for leaders and practitioners to quickly and meaningfully synthesize, make use of, and share new information with colleagues who need it to make sound decisions. Even when data is transformed into knowledge, challenges remain around the preferred method of ensuring information reaches the individuals …

Occupational Commitment, Megan Paul, Anita Barbee

Umbrella Summaries

What is occupational commitment?

Occupational commitment refers to the extent to which employees are committed to their line of work (Meyer, Allen, & Smith, 1993). Over the past 40 years, various researchers also labeled the construct as career commitment or as professional commitment, but the term occupation is intended to convey that the concept (a) does not apply to a more general concept of a career, which may involve different occupations over time and (b) applies to both professional and non-professional occupations (Meyer et al., 1993). Occupational commitment is one of many forms of work-related commitment. Some of the other, …

More Research Is Needed On The Impact Of Workplace Violence, Bullying And Sexual Harassment In Child Welfare, Anita Barbee

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Many employees working in social services are exposed to workplace violence (described in Andersen, et al., 2018) and bullying (discussed in Whitaker, 2012). The workplace violence paper showed not only that up to three-fourths of social workers are exposed to violence at work, but that organizational structures and dynamics set the stage for violence to occur. Settings where staff lacked role clarity and predictability, and where emotional demands, role conflict, and work family conflict were high, also were associated with more threats and violence among employees and by clients. These findings, in addition to studies on bullying, seem to point …

Influence Of Convenience, Time-Savings, Price, And Product Variety On Amazon Prime Members And Non-Prime Shoppers’ Online Apparel Purchase Intention, Md Rashaduzzaman

Department of Textiles, Merchandising and Fashion Design: Dissertations, Theses, and Student Research

The number of internet users and online shoppers in the United States has grown at an incredible rate over the past few decades. Greater convenience and availability of a wide assortment of apparel products at a cheaper price made online shopping very enticing to consumers. Amazon.com (Amazon) gained unprecedented popularity among consumers with its Amazon Prime program. Amazon’s retail revolutions changed consumer’s way of shopping and expectations. Both online and physical store retailers are facing tremendous pressure to fulfill that level of expectation. Thus, it is essential for retailers clearly understand the shopping expectations and preferences of Amazon Prime members …

The Role Of Faculty In Fostering Psychosocial Wellbeing Among University Students, Kelley Wick

College of Education and Human Sciences: Dissertations, Theses, and Student Research

The transition to college represents a major life event, and successfully navigating this shift has implications for students’ psychosocial wellbeing. While there is ample support for the idea that social relationships can facilitate student wellbeing during the transition to college, there is limited understanding of the unique role faculty may play in supporting students. The aim of this study was to determine the relation of faculty support to student wellbeing and self-efficacy, independent of peer support and student level of stress. Additionally, the primary questions were to examine whether self-efficacy mediated the relation of faculty support to student wellbeing, and …

The Influence Of Proximal And Distal Familial Factors On Preschool Children's Inhibitory Control And Social Emotional Skills, Amy Encinger

College of Education and Human Sciences: Dissertations, Theses, and Student Research

Children in the United States experience higher rates of poverty than any other age group, including elderly adults and the poverty rate of young children (0-5 years) is considerably higher than that of older children (Proctor et al., 2016). There is an extensive body of research examining familial socioeconomic status (SES) and the influence on the skills and behaviors of young children; however, common key indicators of family SES may not fully depict the ways in which children living in poverty/low-income homes are influenced by economic disadvantage. The focus of the current study is to explore the ways in which …

Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia F. Parry, Courtney L. Harrison

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The QIC-WD learned many lessons while conducting utilization-focused workforce research across eight diverse public child welfare agencies. In this brief we detail how we are chronicling natural variation (e.g., stay at home orders, hiring freezes, political will, and leadership changes), synthesizing existing data, conducting process evaluation (e.g., identifying implementation drivers), visualizing data to meet diverse stakeholder information needs, and building systems that are both flexible and sustainable.

Organizational Justice, Tara Myers, Megan Paul

Umbrella Summaries

What is organizational justice?

Organizational justice is the extent to which an organization treats people fairly. Organizational justice includes fairness related to outcomes, procedures, and interpersonal interactions. Fair workplace outcomes and decisions (e.g., equitable/favorable pay, raise, promotion) are called distributive justice (Adams, 1965). Procedural justice means that outcomes are determined through procedures that are based on accurate information and standard ethics, represent everyone affected by the procedure, include opportunity for input and appeal, are free from bias, and are used consistently (Leventhal, 1980; Thibaut & Walker, 1975). Interactional justice refers to people feeling they were treated with dignity and respect …

Promoting Higher Quality Teacher–Child Relationships: The Insights Intervention In Rural Schools, Kathleen Moritz Rudasill, Ray E. Reichenberg, Jungwon Eum, Jentry Stoneman Barrett, Yuenjung Joo, Emily Wilson, Martinique Sealy

Department of Child, Youth, and Family Studies: Faculty Publications

Children’s relationships with teachers in kindergarten are crucial for academic and social success. Research shows that teacher–child relationships are predicated, in part, on children’s temperament. The “INSIGHTS into Children’s Temperament” intervention was intended to improve children’s and teachers’ understanding of their and others’ temperament, and has been shown to improve children’s social skills and self-regulation in urban, under-resourced schools. The current study is part of a replication of the effects of INSIGHTS with a sample in rural schools. The purpose was to test the effectiveness of INSIGHTS for promoting positive relationships between teachers and children in kindergarten. Two cohorts of …

Introduction To Data Dictionaries, Quality Improvement Center For Workforce Development

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Are you interested in exploring how to leverage the data necessary to examine and address child welfare workforce challenges in your agency? If so, you may consider developing and using a human resources data dictionary to help guide your work. A data dictionary is a collection of detailed information about the content and structure of data in one or more databases. This descriptive information is often called metadata (i.e., data about data). Other terms used to describe data dictionaries include data definition matrix, metadata repository, design dictionary, and business glossary. You also might see other variations of these terms, further …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development (Qic-Wd)

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It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention.

In many ways, the concept of workforce metrics is still in its infancy and many things …

Thriving, Megan Paul

Umbrella Summaries

What is thriving?

Thriving is defined as “a positive psychological state in which individuals experience both a sense of vitality and a sense of learning at work” (Spreitzer, Sutcliffe, Dutton, Sonenshein, & Grant, 2005, p. 538). Vitality refers to feeling energized, and learning is about experiencing personal growth and development (Spreitzer et al., 2005). The most popular measure of thriving includes ten items, with instructions to think about the questions in relation to work (Porath, Spreitzer, Gibson, & Garnett, 2012). Examples of vitality items include, “I have energy and spirit” and “I feel alive and vital,” and examples of learning …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development

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It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention. In many ways, the concept of workforce metrics is still in its infancy and many things …

Assessment Centers, Tara Myers, Megan Paul

Umbrella Summaries

What are assessment centers?

Assessment centers measure knowledge, skills, abilities, and other characteristics by assessing participants’ responses to job-related simulations. Assessment centers can be used for hiring, placement, and career and skill development (Gaugler, Rosenthal, Thornton, and Bentson, 1987). Typically, participants complete a combination of in-basket, leaderless group discussion, role play, case analysis, and oral presentation exercises (Hoffman, Kennedy, LoPilato, Monahan, and Lance, 2015). Within each exercise, participants review job-relevant information and complete tasks. For the in-basket, participants are presented with documents (e.g., emails, memos, reports, requests—things that might be in an inbox) to which they provide responses and about …

Milwaukee Progress Update- Identifying Barriers & Working Through Solutions, Quality Improvement Center For Workforce Development

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Staff voice is an important element of organizational culture, or the behavioral norms and expectations that characterize a work environment. According to the developers of the Availability Responsiveness Continuity (ARC) model, these norms and expectations direct the way employees in a particular work environment approach their work, specify priorities, and shape the way work is done. The Division of Milwaukee Child Protective Services (DMCPS) is a child welfare agency that experienced significant leadership change in recent years and, like other agencies nationwide, has struggled with a decade of staff turnover. In partnership with the Quality Improvement Center for Workforce Development …

Perspectives On Multi-Intervention, Multi-Design Evaluation For The Child Welfare Workforce, Quality Improvement Center For Workforce Development

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The QIC-WD is working with eight sites and the Children’s Bureau in a participatory fashion (Fetterman, 2014) to implement utilization-focused (Alkin & Vo, 2017; Patton, 2008) site-specific and cross-site evaluation strategies. The goal of this research is to build knowledge of interventions to improve child welfare workforce retention, and ultimately outcomes for children and families. A complex systems approach (Westhorp, 2012) is being taken to identify how factors such as organizational structures and culture, staff workload, supervision, and caseworker values influence outcomes, including safety and permanency of children. The QIC-WD team has extensive experience conducting rigorous evaluations within and across …

Coworker Influence, Megan Paul, Lauren Sparks

Umbrella Summaries

What is coworker influence?

Coworkers are the individuals in an organization that regularly work with a given employee, often performing similar tasks or collaborating in some way. Coworkers are typically in a similar hierarchical position in the organizational structure, differentiating them from subordinates, supervisors, or managers. Coworker influence is about how coworkers impact a given employee’s work experiences. There are two facets of coworker influence—coworker support and coworker antagonism (Chiaburu & Harrison, 2008). Coworker support is a positive influence, including desirable actions and behaviors. More specifically, there are two types of coworker support—instrumental and affective (Chiaburu & Harrison, 2008). Instrumental …

Oklahoma Progress Update - A Revised Employee Selection Process: Virtual & Paperless, Quality Improvement Center For Workforce Development

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“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, former CEO of Honeywell International Inc. This quote is especially true for child welfare workers. Child welfare work is difficult and demanding; it requires compassion and attention to detail. Oklahoma Human Services (OKDHS), in partnership with the Quality Improvement Center for Workforce Development (QIC-WD), worked throughout 2018 and 2019 to create a competencybased employee selection process for Child Welfare Services (CWS) workers. Competencies are the knowledge, skills, abilities, behaviors, …

Ohio Progress Update- Addressing Secondary Traumatic Stress And Providing Supportive Supervision, Quality Improvement Center For Workforce Development

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Secondary traumatic stress (STS) refers to the experience of people – generally professionals– who are exposed to others’ traumatic stories as part of their work. As a result of this exposure, these professionals can develop their own traumatic symptoms and reactions. Child welfare staff are particularly susceptible to STS because of the vulnerable nature of the families they work with, the unpredictable nature of their jobs, and their general lack of physical and psychological protection (ACS-NYU Children’s Trauma Institute, 2011). As such, STS can mimic the symptoms of Post-Traumatic Stress Disorder (Bride, 2007) including nightmares, sleep disruption, avoidance, and irritability. …

Social Worker Shortages And The Rise In Competition For A Competent Child Welfare Workforce, Anita Barbee

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Several national studies have been conducted over the past few years (e.g. Hooyman, & Uniitzer, 2011; Lin, Lin, & Zhang, 2016) to project the number of social workers that will be needed by the year 2030. What they all point to is a huge deficit in the number of social workers (upwards of 200,000) needed to care for children, the elderly and those with addictions, mental health, and other health issues. However, those estimates may be low given that as of 2018 there was no regular gathering of comprehensive data on workforce needs in such areas as child welfare, juvenile …

Working From Home And The Office During A Pandemic: The Experience Of Louisiana Child Welfare Workers, Quality Improvement Center For Workforce Development

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Staff from the Louisiana Department of Children and Family Services, Child Welfare Division (CWD), like many other child welfare professionals from across the country, have been heavily affected by the COVID-19 pandemic. CWD caseworkers had to adjust to working at home, interacting with families differently, and remaining connected to colleagues via technology. It was, according to some staff, difficult and challenging at times. CWD staff in three parishes that have implemented the job redesign in partnership with the Quality Improvement Center for Workforce Development (QICWD) were asked to provide some insight into their experience of working during the pandemic. The …

Telework, Megan Paul

Umbrella Summaries

What is telework?

Telework is a type of alternative work arrangement in which employees perform some or all of their job duties at an approved location other than their official worksite. Other labels for telework include telecommuting, remote work, mobile work, virtual work, distance work, distributed work, work from/at home, and flexplace, though definitions can vary (e.g., Allen, Golden, & Shockley, 2015). Telework arrangements can be informal and determined through individual agreements or formal, as part of a more structured program. Formal arrangements may be governed by federal or state statute, executive orders, organizational policy, or collective bargaining agreements. The …

Don’T Let Covid-19 Disrupt Campus Climate Surveys Of Sexual Harassment, Kathryn Holland, Lilia M. Cortina, Vicki J. Magley, Arielle L. Baker, Frazier F. Benya

Department of Psychology: Faculty Publications

Surveying a campus community about sexual harassment can be a daunting task during normal times. It’s especially daunting during a pandemic. Institutional leaders may balk at committing scarce resources to survey efforts. Some may wonder how to interpret results that look dramatically different from prior assessments. Also, they may worry about adding to the burdens of already stressed staff, faculty, and students. Indeed, these concerns and complexities came up recently within the work of the National Academies’ Action Collaborative on Preventing Sexual Harassment in Higher Education (1).

For the reasons outlined above, sexual harassment surveys should continue in higher education, …