Industrial and Organizational Psychology Commons^™

“Faking” Is Neither Good Nor Bad, It Is A Misleading Concept: A Reply To Tett And Simonet (2021), Bernd Marcus

Personnel Assessment and Decisions

This paper comments on Tett and Simonet’s (2021) outline of two contradictory positions on job applicants’ self-presentation on personality tests labelled “faking is bad” (FIB) versus “faking is good” (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant’s rather than the employer’s perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and …

The Effect Of English Language Proficiency And Glossary Provision On Personality Measurement, Damian Canagasuriam, Sharmili Jong, Wendy Darr

Personnel Assessment and Decisions

Research on English language learners suggests that language proficiency can affect the validity of standardized test scores. This study examined whether the provision of a glossary as a test accommodation during personality test completion influences the measurement of personality. Using an experimental research design, participants recruited from Amazon Mechanical Turk and Prime Panels (n = 206) were first categorized as having limited or high English language proficiency and then randomly assigned to a glossary condition. The results indicate that providing a within-text glossary does not impact the construct validity and reliability of personality measures. The results also suggest that …

Interviews From Scratch: Individual Differences In Writing Interview Questions, Lauren J. Wegmeyer, Andrew P. Tenbrink, Angie Y. Delacruz, Rouan Salim, Andrew B. Speer

Personnel Assessment and Decisions

Against best practice recommendations, interviewers prefer unstructured interviews where they are not beholden to regimentation. In cases where interviews are less structured, the interviewer typically generates his or her own set of interview questions. Even in structured interviews though, the initial interview content must be generated by someone. Thus, it is important to understand the different factors that influence what types of questions individuals generate in interview contexts. The current research aims to understand the types of interview questions individuals generate, factors that affect the quality of those questions, how skill in generating interview questions relates to skill in evaluating …

On The Continued Misinterpretation Of Stereotype Threat As Accounting For Black-White Differences On Cognitive Tests, Dana H. Tomeh, Paul R. Sackett

Personnel Assessment and Decisions

Steele and Aronson (1995) showed that stereotype threat affects the test performance of stereotyped groups. A careful reading shows that threat affects test performance but does not eliminate Black–White mean score gaps. Sackett et al. (2004) reviewed characterization of this research in scholarly articles, textbooks, and popular press, and found that many mistakenly inferred that removing stereotype threats eliminated the Black– White performance gap. We examined whether the rate of mischaracterization of Steele and Aronson had decreased in the 15 years since Sackett et al. highlighted the common misinterpretation. We found that the misinterpretation rate dropped from 90.9% to 62.8% …

Learning Styles, Megan Paul

Umbrella Summaries

What are learning styles?

The concept of learning styles is the idea that people differ in the way that they learn best, and instructors should determine each trainee’s optimal style and then use training methods that match the trainee’s style (Pashler, 2009). There are dozens of different learning style classifications, including such styles or dimensions as visual, auditory, kinesthetic, and tactile modality preferences (Dunn & Greggs, 2003, cited in Coffield et al., 2004); concrete vs. abstract and sequential vs. random (Gregorc, 1982a, cited in Coffield et al., 2004); holistic vs. analytic and verbalizer vs. imager (Riding & Raynor, 1998, cited …

Human-Algorithm Collaboration Works Best If Humans Lead (Because It Is Fair!), David De Cremer, Jack Mcguire

Research Collection Lee Kong Chian School Of Business

Autonomous algorithms are increasingly being used by organizations to reach ever increasing heights of organizational efficiency. The emerging business model of today therefore appears to be one where autonomous algorithms are gradually expanding their occupation into becoming a leading decision-maker, and humans by default become increasingly more subordinate to such decisions. We address the question of whether this business perspective is consistent with the sort of collaboration employees want to have with algorithms at work. We explored this question by investigating in what way humans preferred to collaborate with algorithms when making decisions. Using two experimental studies (Study 1, n …

Promotion Denied! How Promotion Denial Impacts Turnover For Nonpromoted Employees, Michael Mordechai Hay

LSU Doctoral Dissertations

Research into the effects of promotion decisions has primarily focused on the outcomes for promoted individuals without much concern about employees who were denied a promotion. Additionally, there has been a lack of research about the factors which lead promoted individuals to turnover within the public sector when looking at actual turnover. The present study looked at what effect promotion decisions have on employees regarding their turnover behavior by looking at a longitudinal governmental dataset. In total, 1570 promotion decisions were analyzed, looking at 1570 employees, of which 107 ended up turning over within two years of the initial promotion …

Trainee Reactions, Megan Paul

Umbrella Summaries

What are trainee reactions?

Trainee reactions refer to “subjective evaluations learners make about their training experiences” (Sitzmann et al., 2008, p. 280). Commonly referred to as “level 1” evaluations (e.g., Kirkpatrick, 1998), reactions are the most commonly used type of training evaluation and are measured with post-training surveys. Though measures are occasionally included in published research, there are no universal or even widely used measures. Instead, questions are developed by each organization or trainer based on their particular goals and interests. As a result, there is significant variation in what is measured. Originally, reactions referred only to how well a …

Organizational Change Process Milwaukee - Intervention Overview, Quality Improvement Center For Workforce Development

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This Intervention Overview draws heavily from Building Cultures and Climates for Effective Human Services: Understanding and Improving Organizational Social Contexts with the ARC model, Oxford University Press (2018). This book was written by Drs. Anthony Hemmelgarn and Charles Glisson based on 20+ years of intensive implementation and research experience within child welfare and mental health organizations. Dr. Hemmelgarn consulted with the QIC-WD on this project and served as the ARC specialist in Milwaukee.

ARC is an organizational change process aimed at improving organizational culture and climate and the availability, responsiveness, and continuity of services in human service organizations. It …

Organizational Change Process Milwaukee - Intervention Background, Quality Improvement Center For Workforce Development

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What is ARC and why was it selected?

ARC stands for availability, responsiveness, and continuity and is an organizational change process. It is aimed at improving the organizational culture and climate and the availability, responsiveness, and continuity of services provision in human service organizations. ARC involves three primary strategies:

1. embedding five core principles of effective organizations into all aspects of organizational functioning;
2. installing most (but not necessarily all) of 12 key organizational component tools and processes to improve services in accordance with the five principles; and
3. building mental models and shared beliefs that support the successful application of ARC principles …

Addressing Work-Related Traumatic Stress Nebraska - Intervention Background, Quality Improvement Center For Workforce Development

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What is Secondary Traumatic Stress (STS) and why was an intervention designed to address it?

The Quality Improvement Center for Workforce Development (QIC-WD), in partnership with the Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS), conducted several surveys with a sample (40%) of child welfare workers and supervisors in December 2017, as a part of the needs assessment process. One of those surveys assessed the presence of secondary traumatic stress (STS) symptoms. Of the child welfare workers and supervisors that responded, 53% indicated that they had recently experienced elevated levels of STS symptoms. This …

Onboarding Program Eastern Band Of Cherokee Indians - Intervention Background, Quality Improvement Center For Workforce Development

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What is onboarding and why was this intervention selected?

Onboarding (also referred to organizational socialization) is “…the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer, et al., 2007, p. 707). The overall goal of onboarding is to facilitate newcomer adjustment (Bauer & Erdogan, 2011), meaning that new employees understand the key tasks of their job (i.e., role clarity), have confidence in their ability to perform the key tasks of their job (i.e., self-efficacy), feel like they are an accepted member of the organization (i.e., social acceptance), and understand the …

The Effects Of Team Surface-Level Diversity On Creativity & Innovation, Roman Mitchell

Faculty Publications

During the last 20 years, the global marketplace has become more competitive due to increased globalization, aggressive market competition, and changing customer demands. This has forced organizations to assemble teams with diverse knowledge, skills, and abilities to remain competitive. However, previous meta-analytic investigations examining the relationship between team surface-level diversity (i.e., race or gender identity), creativity, and innovation have indicated a small negative relationship. Despite the said positive effects of team diversity, theory and empirical evidence suggests that increased surface-level team diversity leads to decreased team collaboration, team cohesion, and diminished creativity and innovation (Bell, 2007).

This study explores the …

Compensation, Megan Paul

Umbrella Summaries

What is compensation?

For the purposes of this review, compensation is defined in two primary ways: a) pay and b) pay satisfaction. Pay refers to “the amount of money an individual receives for their job” (Rubenstein et al., 2017, p. 6). It is sometimes measured as the exact amount or in terms of pay levels (Judge et al., 2010). Pay satisfaction is about an employee’s feelings about their pay, either in general or in terms of more specific aspects. Depending on how it is measured, pay satisfaction often also includes feelings about benefits, which might be more appropriately called compensation …

Diversity And Inclusion Climates, Megan Paul

Umbrella Summaries

What are diversity and inclusion climates?

Diversity climate and inclusion climate are separate but related concepts, and there are various definitions of each. For the purposes of this review, diversity climate refers to “employees’ shared perceptions that an employer utilizes fair personnel practices and socially integrates underrepresented employees into the work environment” (McKay et al., 2008, p. 350). Inclusion climate goes one step farther to value and leverage diversity, such that “individuals of all backgrounds—not just members of historically powerful identity groups—are fairly treated, valued for who they are, and included in core decision making” (Nishii, 2013, p. 1754). A …

Technology, Case Practice, And Turnover: Early Findings From Virginia, Quality Improvement Center For Workforce Development

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Listening sessions conducted by Virginia Department of Social Services (VDSS) staff with child welfare staff across the state and exit survey results from the 120 local departments of social services (LDSS) found that the biggest complaint among caseworkers, particularly those leaving their jobs, was the lack of technological supports and flexibility to help them complete administrative tasks more quickly. VDSS, in partnership with the Quality Improvement Center for Workforce Development (QICWD), designed a multi-phase case-supportive technology intervention to help child welfare caseworkers complete their case notes and other administrative tasks required as part of their job. The goals of the …

Untapped Potential For Child Welfare Administrative Data, Dana Hollinshead

QIC-Takes

Although a lot of data are captured through child welfare management information systems, there is much we still need to learn about the experiences of children and families involved in child protective services, and especially why some fare better than others. This is especially true with respect to dynamics that may influence caseworkers’ decisions, actions, and case outcomes. For example, are there certain caseworkers or service providers who are more effective in engaging families? Is there something about the type or dosage of services that makes a difference? Which workers or supervisory units are more likely to place a child …

Worker Turnover Is A Persistent Child Welfare Challenge--So Is Measuring It, Megan Paul, Courtney Harrison, Jonathan Litt, Michelle Graef

QIC-Takes

Turnover and other workforce challenges for child welfare professionals have been the subject of attention for many years. Consider this statement from a study published by the Children’s Bureau in 1960, “Turnover of staff in social agencies has been a serious concern of agency administrators for at least the past 10 years. Repeatedly, at conferences and in the professional journals, the complaint has been heard that staff turnover (1) handicaps the agency in its efforts to provide effective social services for clients; (2) is costly and unproductively time consuming; and (3) is responsible for the weary cycle of recruitmentemployment-orientation-production-resignation …” …

Supervision In A Virtual Workplace, Cynthia F. Parry

QIC-Takes

Some agencies have increased their use of telework due to office closures, a desire to decrease their carbon footprint, or because of the pandemic. This can add stress on supervisors as they have to manage staff virtually. Remote supervision requires changes in communication (both styles and tools) which can result in staff feeling micromanaged or neglected. Navigating these and other issues have been difficult for many child welfare agencies. The QIC-WD sites, like other child welfare agencies around the country, pivoted to virtual supervision quickly due to the pandemic. Most supervisors were unprepared for managing a virtual workforce and are …

Addressing Work-Related Traumatic Stress Nebraska - Theory Of Change, Quality Improvement Center For Workforce Development

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Several workforce challenges were discussed as opportunities for intervention during the needs assessment process conducted partnership with the Nebraska Department of Children and Family Services’ (DCFS) to address child welfare workforce turnover. Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. Ultimately, two theories of change were developed to step through the “if, then” logic:

1. building resiliency skills within child welfare workers and supervisors; and
2. implementing a debriefing protocol focused …

Organizational Change Process Milwaukee - Theory Of Change, Quality Improvement Center For Workforce Development

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Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. In Milwaukee, the theory of change was driven by the results of the Organizational Social Context (OSC) Measure administered during the needs assessment process. More specifically, the OSC showed that there were several aspects of both culture and climate that were in need of improvement, including 1) a hierarchical and rigid decision-making structure, 2) high role conflict and change resistance within …

Where Virtual Well-Being Becomes Reality, Colleen M. Reilly

Electronic Theses and Dissertations

Strategies to mitigate the spread of COVID-19, specifically quarantine and social distancing protocols, have exposed a troubling paradox: mandated isolation meant to save lives has inadvertently contributed to a decline in America’s well-being. Prolonged isolation due to more remote work and decentralized workplaces has been associated with widespread loneliness and diminished physical and mental health, with effects compounded by limited face-to-face access to social support systems. While remote communication technologies (e.g., video chat) can connect individuals with colleagues and social networks, remote technologies might have limited effectiveness in business and social contexts. This study uses Roger’s Diffusion of Innovation Theory …

Think Outside And Inside The Box:The Role Of Dual-Pathway Divergent Thinking In Creative Idea Generation, David Peterson, Marshall Pattie

Department of Business Management - Faculty Scholarship

The Dual Pathway to Creativity Model theorizes that creative performance arises from cognitive flexibility, persistence, or a combination of the two. Existing research has only examined these pathways independently, limiting our understanding of the model and of how people generate ideas. We extend the DPCM model by predicting that creative output arises from the generation of response sets containing both highly related (persistence pathway) and unrelated (flexibility) ideas, an idea generation strategy we call Dual Pathway Divergent Thinking (DPDT). In a study of 147 subjects, we propose a serial mediation model: people higher in Openness to Ideas use DPDT as …

Care To Walk In My Shoes? Repairing Trust After Violations Of Benevolence, Luke Aaron Langlinais

Graduate Theses, Dissertations, and Problem Reports (ETD)

This dissertation examines how perceived perspective taking relates to trust repair, specifically in the context of a benevolence-based violation. I draw on perspective taking theory, attribution theory, and the integrative model of organizational trust to explore a model of interpersonal trust repair. The extant literature on trust repair primarily focuses on violations of ability and integrity, leaving the third dimension of trustworthiness, benevolence, largely unexplored. Yet, research suggests as many as 96% of workplace employees have been victims of benevolence-based offenses, such as disrespect, condescension, or degradation. The present research expands the theoretical bounds of the extant trust repair literature …

Lessons From Psychology For Law Practice Management, Peter Glenn

Faculty Scholarly Works

No abstract provided.

The Effects Of Antecedents And Mediating Factors On Cybersecurity Protection Behavior, Ling Li, Li Xu, Wu He

Information Technology & Decision Sciences Faculty Publications

This paper identifies opportunities for potential theoretical and practical improvements in employees' awareness of cybersecurity and their motivational behavior to protect themselves and their organizations from cyberattacks using the protection motivation theory. In addition, it contributes to the literature by examining additional variables and mediators besides the core constructs of the Protection Motivation Model (PMT). This article uses empirical data and structural equation modeling to test the antecedents and mediators of employees' cybersecurity motivational behavior. The study offers theoretical and pragmatic guidance for cybersecurity programs. First, the model developed in this study can partially explain how people may change their …

Transdisciplinarity In Experience Design: A Global Survey Of Higher Ed Programs In Exd/Xd, Yvonne Houy

Creative Collaborations

In our age of ubiquitous devices and digital media it is the perceived value of the end-to-end experience that brings people to a place. Designing inspiring and emotionally engaging end-to-end experiences requires experts in a wide range of disciplines committed to an interdisciplinary collaboration that can arrive at transdisciplinary design - the sum becomes greater than its parts.

Civil engineering, hospitality, business, psychology, digital User Experience (UX) design, and experience data analysis need to be seamless integrated with the fine and performing arts and design fields:

• Architecture, interior, landscape and sound design actively engage the senses.

• Graphic and fine arts …

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Newcomer Adjustment And Affective Commitment: A Two-Wave Moderated Mediation Model, Shay Norris

Electronic Theses and Dissertations

As job and career changes continue to increase in the post-pandemic work environment, new employees are not staying in their roles long enough to identify with their organization, causing high turnover in the first few months of employment. To address these problems, there is increasing evidence that providing resources and support during the socialization process will increase employee commitment, retention, and organizational performance. I propose that an integrated theoretical framework combining Socialization Resources Theory (SRT) and Job Demands-Resources Theory (JD-R) is best suited to explain the relationship between newcomer adjustment and affective commitment. A moderated-mediation model is developed and tested …

Cross-Cultural Examination Of Vacation Policy On Employee Satisfaction And Happiness, Ketan D. Parekh

CMC Senior Theses

With the advent of technological advancement, entrepreneurship, and a higher emphasis on meritocracy, societies across the globe have experienced intense competition to outdo one another. This has pushed companies to place increased importance on worker productivity; large and small companies want to see their employees work harder, longer, and faster. With this increased demand for work, companies today are making sure they have suitable reward systems to ensure worker satisfaction and quality work production. However, what these reward systems look like and how they function contrast significantly across cultures, especially as it pertains to corporate leave policies. This thesis examines …

The Social Cognitive Model Of Leadership Perceptions: Proposing A Dynamic, Integrated Theory Of Leadership Identification And Appraisal, Leah Howard, Justin Travis

University of South Carolina Upstate Student Research Journal

This paper is an exploration of the relationships between the stereotype content model, implicit leadership theory, and leadership behavior theory with a focus on illuminating the elements held in common by these three theories and identifying the positive implications of integrating these theories into an inclusive social cognitive model for future leadership research.

After briefly summarizing the three focal theories, we highlight the correspondence between them. We then establish the importance of organizing these theories into a comprehensive model which can be used to understand and explain leadership from a cohesive, multidimensional approach. In proposing such a theoretical model, we …