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Articles 91 - 120 of 1083
Full-Text Articles in Psychology
Pathways To Lgbtq+ Self-Acceptance: A Qualitative Study Of Religious, Spiritual, And Mystical Experiences, Makayla Hall, Ruth Walker
Pathways To Lgbtq+ Self-Acceptance: A Qualitative Study Of Religious, Spiritual, And Mystical Experiences, Makayla Hall, Ruth Walker
Modern Psychological Studies
For the LGBTQ+ community, self-acceptance often involves embracing one’s identity while confronting internalized stigma, hardships, and religious or societal pressures (Lassiter et al., 2019; Schuck & Liddle, 2001; Stern & Wright, 2017). Prior researchers have highlighted both positive and negative effects of religious and spiritual beliefs for LGBTQ+ individuals, with spirituality often fostering resilience and social support (Lassiter et al., 2019) and religious institutions sometimes contributing to feelings of alienation (Schuck & Liddle, 2001). The purpose of this study was to explore how religious, spiritual, and mystical experiences influence self-acceptance in LGBTQ+ adults. We used reflexive thematic analysis to explore …
[Coming Soon: Exploring Diversity With Statistics: Step-By-Step Jamovi Guides], Ruth Walker
[Coming Soon: Exploring Diversity With Statistics: Step-By-Step Jamovi Guides], Ruth Walker
Open Textbooks
These resources were created to complement our undergraduate statistics lab manual, Applied Data Analysis in Psychology: Exploring Diversity with Statistics, published by Kendall Hunt publishing company. Like our lab manual, these Jamovi walk-through guides meaningfully and purposefully integrate and highlight diversity research to teach students how to analyze data in an open-source statistical program. The data sets utilized in these guides are from open-access databases (e.g., Pew Research Center, PLoS One, ICPSR, and more). Guides with step-by-step instructions, including annotated images and examples of how to report findings in APA format, are included for the following statistical tests: independent samples …
Effects Of Experimenter Behaviors On Participants' Mood, Jackson Everett
Effects Of Experimenter Behaviors On Participants' Mood, Jackson Everett
Honors Theses
This study investigated whether experimenter behaviors affected self-reported levels of state and trait anxiety, emotional valence memory, and projective interpretations of ambiguous stimuli. I hypothesized that participants exposed to anxious experimenters would report higher levels of state anxiety, recall more negative words, and render more negative interpretations while warm experimenters would lead participants to report lower levels of state anxiety, recall more positive words, and produce more positive interpretations. Participants (N = 98) were randomly assigned to either an anxious, flat, or warm experimenter condition and completed the State-Trait Anxiety Inventory (STAI; Spielberger et al., 1983), heard a list of …
Study Of The Effect Of Social Anxiety And Social Support On Third Place Perceptions In Student Samples, Lillian M. Lestrange
Study Of The Effect Of Social Anxiety And Social Support On Third Place Perceptions In Student Samples, Lillian M. Lestrange
Honors Theses
Social Anxiety Disorder (SAD) and perceived social support are well-documented to influence social interaction styles and behaviors. Some data suggests that SAD and social support relate to perceptions and familiarity with various public spaces outside of home and work (i.e., third places). This study assessed relations among social anxiety, self-perceived social support, and attitudes/beliefs about ten common third places (i.e., perceived degree of restorativeness, preference, and sentiment for these places) among undergraduate psychology students (n = 92). Contrary to predictions based on prior research (Fong et al, 2021, Case & Hunter, 2012), social anxiety symptoms did not correlate with any …
Building A Culture For Total Organizational Health In A Higher Education Environment, Christopher J. L. Cunningham
Building A Culture For Total Organizational Health In A Higher Education Environment, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
Since January 2023, a large scale (i.e., full institution) effort has been underway to transform the culture of The University of Tennessee at Chattanooga to one of Total Organizational Health. This TOH@UTC initiative is dedicated to cultivating a healthier and more engaged campus environment within this university. We are using data-driven and evidence-based practices to help protect and promote healthy and safe work experiences for all employees at UTC. Additional objectives are to enhance employee engagement, build a more supportive workplace culture, and become an "employer of choice" regionally and within the broader university system. In this session, an overview …
Grinning To Bare It: A Look Into Delta Dental’S Total Rewards Transformation In A Time Of Transparency & Changing Expectations, Cait Carney
River Cities Industrial and Organizational Psychology Conference
Today's complex working landscape demands transparency, the ability to quickly adapt to a dynamic and rapidly changing market, and a careful balancing of evolving employee expectations with business realities. In this presentation we explore Delta Dental’s multi-year strategic initiative to drastically overhaul its approach to the Employee Value Proposition and Total Rewards. Utilizing a comprehensive, employee-focused approach, the Delta Dental People Organization set out to create the foundation for a long-lasting, agile Total Rewards program that meets the ultimate goals of empowering employees, fostering a positive culture, and strengthening Delta Dental’s bottom line. Included is a discussion of each phase …
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience, Lane Perkinson, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience, Lane Perkinson, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Technology, particularly AI, is becoming more prevalent in how work is accomplished. Businesses who understand this reality and invest in leveraging technology to enable employees to do their best work and achieve their highest potential. Proper integration of technology and AI can provide professional development and growth opportunities for employees and help businesses compete in the war for talent by becoming an employer of choice. This session will educate participants on technology workplace integration and explain the steps organizations can take for employees to benefit from this integration. The session will primarily focus on three benefits of technology integration to …
Perspectives On Powering Peak Performance, Phil C. Bryant
Perspectives On Powering Peak Performance, Phil C. Bryant
River Cities Industrial and Organizational Psychology Conference
Performance has been described, defined and formulated many ways over several decades. This presentation explores the construct of performance, and its relation to motivation. The presenter provides several examples and key concepts as well as introducing a research question for further exploration.
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention, Chris Coughlin
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention, Chris Coughlin
River Cities Industrial and Organizational Psychology Conference
In today's competitive job market, organizations are increasingly recognizing the importance of a well-crafted Employee Value Proposition (EVP) in attracting and retaining top talent. Recent studies show that companies with strong EVPs experience lower turnover rates and higher levels of employee engagement. However, the true power of an EVP lies in its ability to align with both organizational goals and individual employee needs, which can be tapped through the use of psychometrically validated assessments within EVPs. This presentation explores the critical role of assessments in developing and refining EVPs that resonate with potential and current employees. By leveraging data-driven insights …
Building A Dynamic Employee Value Proposition, Susan Bailey
Building A Dynamic Employee Value Proposition, Susan Bailey
River Cities Industrial and Organizational Psychology Conference
Talent survey data indicates 75% of active job seekers are likely to apply for a job if the employer activity manages its employer brand and their company’s Employee Value Proposition (EVP). Additional data confirms, organizations with a strong EVP have lower turnover and increased new hire commitments – addressing two of the most frustrating challenges facing employers today. A dynamic Employee Value Proposition is intentional and comprehensive in nature…capitalizing on the strengths of the organization and its purpose while providing benefits and resources that resonate with employees, enabling them to be productive and thrive. The stakes are high and so …
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective, Joseph R. Himmler, Jordan A. Everett, Gwendolyn Paige Watson, Shubham Agrawal, Amy M. Schuster, Shelia R. Cotten
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective, Joseph R. Himmler, Jordan A. Everett, Gwendolyn Paige Watson, Shubham Agrawal, Amy M. Schuster, Shelia R. Cotten
River Cities Industrial and Organizational Psychology Conference
This research integrates the Unified Theory of Acceptance and Use of Technology (UTAUT) with Job Demands-Resources (JD-R) theory to explore the factors influencing the intention to use artificial intelligence (AI) in the workplace. UTAUT (Venkatesh et al., 2003) lays the foundation that performance expectancy (i.e., the belief that using AI will improve their job performance) and facilitating conditions (i.e., organizational and technical infrastructure to support AI use) influence intentions to use AI. Applying JD-R theory (Bakker & Demerouti, 2017) further contextualizes these constructs in the work setting, positioning AI as a potential job resource that enhances performance by alleviating job …
Perceived Control And Mistake Management: A Study On Behavioral Responses, Kaitlyn Kilburn, Alexander T. Jackson
Perceived Control And Mistake Management: A Study On Behavioral Responses, Kaitlyn Kilburn, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Mistakes at work can be quite costly for organizations. Mistakes can vary from minor to extreme, and mistakes cost organizations millions of dollars each year (Macciola, 2021). Perhaps what is just as crucial as mistakes is how people respond to mistakes and the factors influencing how people respond to mistakes, such as one’s perceptions of control, who identifies the mistake, and the type of mistake. Perceived control refers to an individual’s perception of the amount of power they have over their surroundings and the challenges they may encounter (Thompson, 1981). Perceived control promotes a sense of responsibility for outcomes (Skinner, …
Impact Of Microaggressions And Stereotypes On Black Women In A Traditional Vs. Virtual Workplace, Kendall L. Lesure, David R. Earnest
Impact Of Microaggressions And Stereotypes On Black Women In A Traditional Vs. Virtual Workplace, Kendall L. Lesure, David R. Earnest
River Cities Industrial and Organizational Psychology Conference
This proposed project aims to examine the impact of microaggressions and stereotypes on Black women in both traditional and virtual workplaces, specifically focusing on how experiences microaggression, and stereotypes affect job satisfaction and organizational contribution. Black women face unique microaggressions, rooted in both racial and gender biases, which hinder their career progression and access to leadership roles. These microaggressions often manifest as being underestimated or unfairly scrutinized, leading to negative consequences such as emotional stress, decreased job satisfaction, and reduced organizational engagement. Microaggressions and stereotypes are prevalent challenges faced by Black women, and they significantly contribute to negative workplace experiences. …
Role Overload And Productivity: The Mediating Role Of Effort And Stress, Taylor Flinn, Gargi Sawhney
Role Overload And Productivity: The Mediating Role Of Effort And Stress, Taylor Flinn, Gargi Sawhney
River Cities Industrial and Organizational Psychology Conference
The goal of this research is to examine whether stress and effort mediate the relationship between role overload (RO) and productivity from a sample of 283 participants recruited from Amazon’s Mechanical Turk. Participants completed the survey items at three time points, with an interval of two weeks between each administration. Participants were employed and worked at least 30 hours per week. On average, participants were 38.36 (SD = 10.72) years old. Approximately 54.06% were male, 45.58% were female, and 0.36% did not specify. Participants were White (79.50%), Asian (12.72%), Black or African American (4.94%), or other (2.84%). We measured stress …
Job Demands, Resources, And Recovery Practices Among Public Service Employees, Olivia Whitson, Kristen Black
Job Demands, Resources, And Recovery Practices Among Public Service Employees, Olivia Whitson, Kristen Black
River Cities Industrial and Organizational Psychology Conference
Public service employees, particularly those in early childhood education and non-profit sectors, face significant job demands that often outweigh available resources, leading to an increased risk of burnout and turnover (Bakker & Demerouti, 2007). Early childhood educators face unique challenges, including low compensation and high expectations, contributing to turnover rates as high as 26-40% annually (Herman et al., 2023). Similarly, non-profit employees often experience resource constraints and high emotional demands (Navajas-Romero et al., 2020). This study examines the relationship between job demands, resources, and recovery practices among these populations to provide actionable recommendations to improve wellbeing and reduce turnover. Through …
Neurodiversity In Hiring: Language That Resonates, Drew Sipe, Cassidy Zekas, April Spivack, Kristl Davison, Jessica Doll
Neurodiversity In Hiring: Language That Resonates, Drew Sipe, Cassidy Zekas, April Spivack, Kristl Davison, Jessica Doll
River Cities Industrial and Organizational Psychology Conference
Introduction Neurodiversity (ND) refers to the variation in how 15-20% of individuals experience, think, and work in the world (National Institute of Health, 2022). It includes conditions like autism spectrum disorder (ASD), ADHD, dyslexia, dysgraphia, tourette syndrome, and sensory processing disorders (CDC, 2022; Hess, 2021). This study examines how neurodiverse individuals, people with disabilities, and neurotypical individuals value inclusive and neurodiverse language in job advertisements. We hypothesized that neurodiverse individuals and individuals with disabilities would place greater importance on inclusive and neurodiverse language in job ads compared to neurotypical individuals. This research seeks to identify ways to create more accessible …
The Dark Triad And Counterproductive Work Behaviors: Power Moderator, Madison Culver, Jacqui Bergman, Jack Carson, Christopher Holden
The Dark Triad And Counterproductive Work Behaviors: Power Moderator, Madison Culver, Jacqui Bergman, Jack Carson, Christopher Holden
River Cities Industrial and Organizational Psychology Conference
The Dark Triad personality traits—Machiavellianism, psychopathy, and narcissism—are widely recognized for their association with negative workplace outcomes (Paulhus & Williams, 2002). While previous research has explored the direct relationship between these traits and counterproductive work behaviors (CWBs), meaning deliberate actions that directly harm an organization and its members, the potential moderating role of organizational power remains largely unexplored (e.g., Cohen, 2016; Preston et al., 2021; Ellen III et al., 2021; Baka, 2019). This study aims to investigate how an individual's level of power within an organization may influence this relationship, hypothesizing that increased organizational power will strengthen the positive correlation …
When The Forecast Predicts Burnout: The Impact Of Sunshine And Rainfall On Engagement, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Caroline Strinsky, Kaitlyn Martin, Caroline Judelson, Kelsey Ransom
When The Forecast Predicts Burnout: The Impact Of Sunshine And Rainfall On Engagement, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Caroline Strinsky, Kaitlyn Martin, Caroline Judelson, Kelsey Ransom
River Cities Industrial and Organizational Psychology Conference
Cultural climate data based on location may impact individual work attitudes. For example, Alimoglu et al. (2009) found that nurses exposed to sunlight for at least three hours a day experienced less work stress and higher satisfaction at work, calling researchers to pay attention to climate characteristics that may affect individual well-being at work. Furthermore, weather conditions are an important yet understudied antecedent of individual well-being at work (Venz et al., 2021). Weather was reliably found to relate to positive well-being states, suggesting that measuring average days of sunshine and days of rain in each zip code area may have …
Understanding Boreout: A New Measure Of Employee Well-Being, Madissen Keys, Alec Hardman, Alexandra Schadle, Jenna Mcchesney
Understanding Boreout: A New Measure Of Employee Well-Being, Madissen Keys, Alec Hardman, Alexandra Schadle, Jenna Mcchesney
River Cities Industrial and Organizational Psychology Conference
Boreout, the opposite of burnout, arises when employees feel disengaged, lack meaning in their work, or face underutilization. This can harm both employee well-being and organizational outcomes, such as performance and retention. To better assess boreout, we developed a new scale based on existing measures, focusing on two factors: Workplace Boredom and Underutilization. Data from 150 participants showed high reliability for both factors, contributing to the understanding of boreout and offering a validated tool for future research.
Dark Leaders Unveiled: How Goal Orientation Shapes Perceived Effectiveness, Haley Hultz, Alexander Jackson
Dark Leaders Unveiled: How Goal Orientation Shapes Perceived Effectiveness, Haley Hultz, Alexander Jackson
River Cities Industrial and Organizational Psychology Conference
Individuals who possess higher levels of subclinical (i.e., non-pathological level) dark personality traits, specifically psychopathy, Machiavellianism, and narcissism, often fill leadership positions (Harms et al., 2011; Diller et al., 2021). Psychopathy refers to the tendency to desire power/control and lack remorse, Machiavellianism refers to the tendency to break the rules and strategically plan for one’s benefit, and narcissism refers to views of superiority and need for adoration (Cesinger et al., 2022). Sadism, finding pleasure in cruelty, has recently appeared as a pertinent addition to the three original dark traits, establishing the Dark Tetrad (Bonfá-Araujo et al., 2022). Certain situations moderate …
Scaling Dei: Evaluating Change Preparedness In Organizations, Cassidy Zekas, Leah Uteg-Winkelman, Michaela Sutherland, Niasia Jones, Hunter Bass, Jessica Doll, H. Kristl Davison, Tim Huelsman
Scaling Dei: Evaluating Change Preparedness In Organizations, Cassidy Zekas, Leah Uteg-Winkelman, Michaela Sutherland, Niasia Jones, Hunter Bass, Jessica Doll, H. Kristl Davison, Tim Huelsman
River Cities Industrial and Organizational Psychology Conference
Many organizations implement Diversity, Equity, and Inclusion (DEI) programs to promote a diverse workforce, reduce bias, and improve organizational culture to foster inclusivity and belonging. However, research shows that the mere presence of DEI programs does not necessarily lead to significant change (Kalev & Dobbin, 2016). Despite the increasing adoption of these programs, their effectiveness remains inconsistent. Moreover, recent trends have shown a backlash against DEI efforts, with over 80 anti-DEI bills introduced in the American legislative system (Lamparksi, 2024) and major companies like Ford Motor, Lowe’s, and Meta scaling back their DEI initiatives (Elias, 2023; Yildirim, 2024). These developments …
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions, Clara Lobsiger, Hunter Bass, Natalee Jamerson, Cassidy Zekas, Tanner Landolt, Paige Couturier, Luke Millen, Jess Doll, Kristl Davison, Tim Huelsman
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions, Clara Lobsiger, Hunter Bass, Natalee Jamerson, Cassidy Zekas, Tanner Landolt, Paige Couturier, Luke Millen, Jess Doll, Kristl Davison, Tim Huelsman
River Cities Industrial and Organizational Psychology Conference
Organizations are driven to persuade qualified candidates to apply for open positions to discover and recruit higher-quality individuals (Phillips & Gully, 2015). They also recognize the importance of a diverse workforce and seek to implement hiring strategies to attract underrepresented individuals (Greenberg, 2015). Avery and McKay's studies in 2003 and 2006 found that targeted recruitment commercials highlighting non-White employees as recognized and included in an organization enhanced non-White job seekers' interest in that organization. It has not yet been determined if this effect applies to White members of other marginalized groups, notably White and non-White LGBTQ+ individuals (Avery & McKay, …
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State, Madhu Sukumar, Ethan Fountain, Rachel Weaver, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State, Madhu Sukumar, Ethan Fountain, Rachel Weaver, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Introduction Psychology degree holders possess many skills that employers value (Appleby et al., 2019). Despite this, research shows 53% of psychology graduates are underemployed, compared to 45% for all four-year graduates (Burning Glass Institute, 2024). In order to address this discrepancy, the 2024 Appalachian State psychology graduating class was surveyed to determine their utilization of on-campus career resources, career plans, and confidence in those plans. Findings suggested that while students were highly aware of resources, they remained underutilized (Briggs et al., 2024). Based on these findings, a dedicated psychology career advisor was established in the Psychology Department as a pipeline …
Assessing The Utility Of A Career Exploration Platform For Psychology Students, Lauryn Womble, Penelope Williams, Alana Olson, Brenna Mcnamara, Abigail Branco, Shawn Bergman
Assessing The Utility Of A Career Exploration Platform For Psychology Students, Lauryn Womble, Penelope Williams, Alana Olson, Brenna Mcnamara, Abigail Branco, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Background Psychology students are often told that obtaining a graduate degree is necessary for meaningful employment, due to the field’s history of prioritizing graduate school (Appleby, 2018). Underemployment is a battle that many psychology undergraduates face (Burning Glass Institute, 2024). This can be discouraging, and students are often unaware of postgraduate options alternative to grad school (Halonen, 2013). Eugene is an online tool created to show undergraduate psychology majors their career options. Students select from a psychology list on the Eugene website, which produces the knowledge, skills, and abilities (KSAs) they have gained in those courses alongside a list of …
Ai Attitudes At Work: The Influence Of Retraining Opportunities And Leadership Status, Phillip Nguyen M.S., Mandy Foshee, Gwendolyn Paige Watson Phd, Amy M. Schuster Phd, Shubham Agrawal Phd, Shelia R. Cotten Phd
Ai Attitudes At Work: The Influence Of Retraining Opportunities And Leadership Status, Phillip Nguyen M.S., Mandy Foshee, Gwendolyn Paige Watson Phd, Amy M. Schuster Phd, Shubham Agrawal Phd, Shelia R. Cotten Phd
River Cities Industrial and Organizational Psychology Conference
Understanding factors that shape employee attitudes towards Artificial Intelligence (AI) in the workplace is critical, as these attitudes influence the successful adoption of AI technologies. This study examined the relationship between employees expected retraining opportunities to work alongside AI and their attitudes toward AI at work. Drawing on Conservation of Resources (COR) theory (Hobfoll, 1989), retraining opportunities can be conceptualized as an avenue for acquiring and fostering valuable resources (e.g., work tools, job security, self-efficacy, job skills). Thus, employees who expect retraining may be more likely to view AI positively as training provides the opportunity to obtain these resources, with …
Not Jumping On The Bandwagon: Older Workers' Perceptions Of Injustice In Ai In Selection Processes, Justin Ruiz, Courtney Baker Phd
Not Jumping On The Bandwagon: Older Workers' Perceptions Of Injustice In Ai In Selection Processes, Justin Ruiz, Courtney Baker Phd
River Cities Industrial and Organizational Psychology Conference
Technological advances are revolutionizing the world of work, and their integration into the workplace is on the rise. Artificial intelligence (AI) is a prime example, as 61% of organizations use it within their operations (Oswald & Khaleeli, 2020). However, this new integration into HR processes has led researchers to investigate how AI usage may be perceived by workers, especially when used it is used in the selection processes, and the role this may play in perceptions of procedural justice. Given that AI is often perceived as a “black box”, meaning that it is unclear how it is identifying patterns, this …
Job Crafting Across Ages: The Role Of Intergenerational Climate And Age-Inclusive Hr Practices, Kalvaince F. Die, Seth W. Jones, Courtney Baker Phd, Rushika De Bruin
Job Crafting Across Ages: The Role Of Intergenerational Climate And Age-Inclusive Hr Practices, Kalvaince F. Die, Seth W. Jones, Courtney Baker Phd, Rushika De Bruin
River Cities Industrial and Organizational Psychology Conference
As the workforce is currently comprised of five generations of workers across various life stages (SHRM, 2023) increased attention is needed from organizations to aid their employees throughout their lifespan (Hertel & Zacher, 2018). While HR practices directly related to age have been shown to successfully foster age-inclusive work environments (Fan et al., 2023), how these climates and age-inclusive HR practices impact the way different aged workers address their job tasks, and specifically engage in job crafting, has yet to be considered. Therefore, this study considers how age would impact job crafting behaviors, and this relationship would be moderated by …
You’Re Doing It Wrong! Safety Reporting Between Employees And Independent Contractors, Drew Sipe, Jacob Leslie, Firzana Syazania, Mariana Solanilla, Nick Rupert, Shawn Bergman, Tim Ludwig
You’Re Doing It Wrong! Safety Reporting Between Employees And Independent Contractors, Drew Sipe, Jacob Leslie, Firzana Syazania, Mariana Solanilla, Nick Rupert, Shawn Bergman, Tim Ludwig
River Cities Industrial and Organizational Psychology Conference
Introduction In today's competitive job market, organizations must differentiate themselves to attract and retain high performers (Dassler et. al, 2022). A strong safety culture can be a key component of an organization's employee value proposition (EVP), demonstrating a commitment to employee well-being and fostering a positive work environment. The current study seeks to demonstrate the effectiveness of a strong employee-led behavioral observation reporting program, by comparing employee observations and independent contractor observations. Behavioral observations are safe or unsafe behaviors observed in a workplace by peers, and recorded to increase safety engagement (Ludwig & Laske, 2022). The current study hypothesized that …
Ageism In Hiring: The Influence Of Implicit Cues On Perceptions Of Candidate Warmth, Competence, Suitability, And Trainability, Morgan A. Greene, Courtney L. Baker
Ageism In Hiring: The Influence Of Implicit Cues On Perceptions Of Candidate Warmth, Competence, Suitability, And Trainability, Morgan A. Greene, Courtney L. Baker
River Cities Industrial and Organizational Psychology Conference
Hiring discrimination in the U.S. is an illegal practice for people who are 40 and older (Age Discrimination in Employment Act, 1967). Previous research has shown that not only is discrimination still prevalent (Harris, 2022; Abrams et al., 2016), but as much as 48% of people have experienced some type of ageism (Wilson et al., 2019). Furthermore, 90% of all discriminatory decisions are made before the hiring process even begins, typically during the resume screening process (Harris, 2022). Older age in applicants may signal to recruiters that the candidate has lower technology skills and trainability (VanBorm et al., 2021).The current …
Unlocking Employee Well-Being: The Mediating Effect Of Diversity Climate In An Inclusive Workplace, Ciara Covington, Shahnaz Aziz
Unlocking Employee Well-Being: The Mediating Effect Of Diversity Climate In An Inclusive Workplace, Ciara Covington, Shahnaz Aziz
River Cities Industrial and Organizational Psychology Conference
Diversity climate pertains to an employee’s perceptions of how well their organization demonstrates support and promotion to diverse employees (Leveson & Joiner, 2009; Tellur, 2023). The conceptualization of diversity climate is rooted in social identity theory (Stets & Burke, 2000) and organizational justice theory (Yean & Yusof, 2015). Social identity theory suggests that identification and membership within the organization impacts an employee’s perception of inclusivity (Mor Barak et al., 2022; Shore & Chung, 2021; Cole et al., 2016). Organizational justice theory highlights the influence of perceived fairness when organizations create and manage inclusive work policies (Griffith et al., 2005). There …