Industrial and Organizational Psychology Commons^™

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Atlantic Coast Child Welfare Implementation Center

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Purpose The International Federation of Coaches (ICF) defines coaching as: “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” “Coaching is highly focused on individuals designing their future – and that of their organization – and achieving excellence through setting personally and professionally challenging goals and committing to taking the actions necessary to achieve them” (Byrne, 2007). In the field of child welfare, coaching is being utilized in work situations, at all levels of the system, to focus on specific skills and abilities to reach specific outcomes, enhance performance and …

Positive Workplace Dynamics: A Qualitative Exploration Of Exceptional Performance In Community College Units, R. Michael Stapleton

Theses and Dissertations--Educational Policy Studies and Evaluation

In this companion dissertation findings are reported of applied case study research on four community college organizational units that consistently meet or exceed standard performance measures. Ample prior evidence confirmed that performance extended significantly beyond what might be explained by available tangible resources alone. The case study contexts are common in higher education in general: a) an external partnership, (b) an ad hoc team, (c) a traditional, cross-divisional service unit, and (d) a grant-funded student service unit.

Emerging positive organizational theory and research shows promise for revealing performance-influencing phenomena and behaviors that are not adequately represented in standard measures. Therefore, …

A Critical Review Of Research And Publication Trends In The Field Of Industrial And Organizational Psychology, Filip Lievens, Frederik Anseel

Research Collection Lee Kong Chian School Of Business

The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizational psychology. The focus is on four trends: (1) the extreme importance of theory, (2) the loss of the identity of industrial and organizational psychology, (3) the cumbersome nature of the review process, and (4) the deficient reporting of methodology and results in light of replication research. After each trend recommendations are made to turn the situation around. We also hope that this article might generate the necessary discussion about these four trends.

Strength In Adversity: The Influence Of Psychological Capital On Job Search, Don J. Q. Chen, Vivien K. G. Lim

Research Collection Lee Kong Chian School Of Business

This study examined the influence of psychological capital on job search among displaced employees. On the basis of a sample of 179 retrenched professionals, managers, executives, and technicians, we found that psychological capital (self-efficacy, hope, optimism, and resilience) was positively related with displaced employees' level of perceived employability, a coping resource. Perceived employability was positively related with problem-focused and symptom-focused coping strategies. Whereas problem-focused coping was positively related with preparatory and active job search, symptom-focused coping strategy was not. The relationship between psychological capital and preparatory and active job search was mediated by perceived employability and problem-focused coping. Implications of …

Eat More Chicken And Lead More People: Perceived Measures Of Servant Leadership At Chick-Fil-A, Michael Mishler

Masters Theses

This present study used survey data from 31 employees working at 2 Chick-fil-A locations to assess the supervisor's perceived level of supervisor's level of servant leadership and how the level (a) affects coworker's perceptions of performance, (b) job satisfaction, and (c) relational trust amongst coworkers. The participants ranged in ages from 18-50. The average age for the participants was 26. The data for the study was collected through the distribution of surveys to individuals who currently work at Chick-fil-A. The two selected locations were approximately 300 miles apart in Virginia. The study employed quantitative research methods in order to collect …

Designing An "Information-Experience" Using Creativity Science Theory And Tools, Stephanie Belhomme

Creativity and Change Leadership Graduate Student Master's Projects

An “information-experience” encapsulated by a technological/digital audio-visual tool presents data and potentially meaningful information to prompt actionable knowledge concerning: “unspoken creative process elements;” their profound impacts on both how well our “physiology of creativity” functions; but also on how well foundational creative thinking and behavioral prerequisites (energy, motivation, imagination, and ownership) are leveraged.

The product: 1) introduces the user to one component of the CPS (Creative Problem Solving) Facilitation Process - Exploring the Challenge; 2) features a content specific component which prompts exploration of the many correlations between societal, organizational / community, human physiological / behavioral data, and the direct …

Investing In Happiness: An Analysis Of The Contributing Factors To The Positive Professional Work Environment, Alena Naff

Masters Theses

The professional workplace is an environment prone to both jubilation and disdain. Research indicates that employees in a more positive work environment are more productive and satisfied in their work. Understanding the contributing factors to a positive work environment is the first step to creating a more satisfying workplace for employees. These contributing factors may be material or relational and hold different levels of influence. Guided by the theory of structuration, this study employed a three-phased Q-methodology, including a Q-sort questionnaire, semi-structured interviews, and a cluster analysis. Participants included the employees of the Southeastern region financial institution, BB&T. Two research …

Happiness At Work: Rules For Employee Satisfaction And Engagement, Femi Cadmus

Faculty Scholarship

The concept of employee satisfaction and engagement is not new. Quite recently, however, there appears to be renewed interest in positive psychology, tracking what makes for happiness in general, and how this translates in the workplace. Cultivating and maintaining a climate and culture which breeds happy, motivated, and productive employees in a library setting requires hard work. Happiness in the workplace is not unattainable, but it requires a concerted plan of action and consistent effort by managers. Managers also need to take steps to make sure that their own personal and work needs are being taken care off to avert …

Creating And Maintaining Environmentally Sustainable Organizations: Recruitment And Onboarding, Talya N. Bauer, Berrin Erdogan, Sully Taylor

Business Faculty Publications and Presentations

There is a growing realization that economic sustainability is intertwined with environmental sustainable development. The authors explore this topic, how recent changes in the global environment have led companies to realize that by solely focusing on maximization of shareholder financial returns, the long term economic viability of their firms is threatened.

The Psychological Wellbeing Of Women Operating Mining Machinery In A Fly-In Fly-Out Capacity, Anne Bailey-Kruger

Theses: Doctorates and Masters

The present study aimed to address the gap in the current mining research by investigating women’s experiences of working in the mining industry in a “bluecollar” work role and the impact of fly-in fly-out (FIFO) mining on their wellbeing. An Interpretative Phenomenological Approach (IPA) was used as a framework to explore the experiences of 19 female machine operators through in-depth interviewing at one mineral mine site in Queensland, Australia. IPA analysis revealed three themes as identified by the participants. The first theme described how workplace barriers to job progression were salient issues for the women, particularly in respect to discrimination …

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.

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.

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

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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 Participant Handbook, Asc-Nyu Children's Trauma Institute

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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 …

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 Research

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 …

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 …

The Creative Coach: Exploring The Synergies Between Creative Problem Solving: Thinking Skills Model And Non-Directive Coaching, Trevor J. Mcalpine

Creativity and Change Leadership Graduate Student Master's Projects

This project looks at the similarities and differences between the most recent version of Creative Problem Solving called Creative Problem Solving: Thinking Skills Model and the approach to coaching known as Non-Directive Coaching. Creativity practitioners are challenged to find opportunities of engaging in formal full-blown, group-based Creative Problem Solving sessions. There is a need to find other, less formal ways of helping people use their creativity. The Thinking Skills Model’s design allows it to mesh with the creative process in other content areas by making the basic concepts of Creative Problem Solving transferable to those other contexts. Non-Directive Coaching …

A Conceptual Model For Employer Training To Manage Employee Counter-Productive Behaviors, Naomi Spickard Rock

STEMPS Theses & Dissertations

The purpose of this study was to develop a model for employer training to manage employees who possess counter-productive behaviors. With the increasing encouragement for employers to hire without discriminating, the number of individuals with disabilities in the workforce will rise. There is limited training in universities and businesses to teach how to deal with difficult individuals.

Qualitative research in the form of focus groups was conducted. The following research objectives were developed: 1) Identify components of counter-productive behaviors that need to be managed in the workplace. 2) Develop behavioral management strategies that need be learned by employers. 3) Integrate …

The Positive Impact Of Negative Feedback, Mark B. Richey

Theses and Dissertations

While feedback is an essential element of performance, there is little theory explaining the effects of negative feedback. Disagreement exists as to whether negative feedback is good or bad and this impacts its use. Fortunately, control theory provides scholars with an opportunity to better understand negative feedback and the conditions necessary to support its intended function. This study examined the relationship between negative feedback and task performance in a leadership development environment. This work asserts that performance is contingent on perceived feedback usefulness, such that the relationship is stronger when feedback usefulness is high and weaker when it is low. …

Collective Intelligence Ratio: Measurement Of Real-Time Multimodal Interactions In Team Projects, Paul Kim, Donghwan Lee, Youngjo Lee, Chuan Huang, Tamas Makany

Research Collection Lee Kong Chian School Of Business

PurposeWith a team interaction analysis model, the authors sought to identify a varying range of individual and collective intellectual behaviors in a series of communicative intents particularly expressed with multimodal interaction methods. In this paper, the authors aim to present a new construct (i.e. collective intelligence ratio (CIR)) which refers to a numeric indicator representing the degree of intelligence of a team in which each team member demonstrates an individual intelligence ratio (IR) specific to a team goal.Design/methodology/approachThe authors analyzed multimodal team interaction data linked to communicative intents with a Poisson‐hierarchical generalized linear model (HGLM).FindingsThe study found evidence of a …

A Tale Of Passion: Linking Job Passion And Cognitive Engagement To Employee Work Performance, Violet Ho, Sze-Sze Wong, Chay Hoon Lee

Management Faculty Publications

We propose a model of job passion that links two types of passion, harmonious and obsessive passion, to employees’ work performance, via the mediating mechanism of cognitive engagement (comprising attention and absorption). Results from a survey conducted with 509 employees from an insurance firm indicate that employees with harmonious passion performed better at work, and that this relationship was mediated primarily by cognitive absorption, that is, the intensity of focus and immersion experienced by the employees when working. However, even though obsessive passion was negatively related to cognitive attention (i.e., the amount of cognitive resources spent thinking about work), it …

Managing The Millennials: Employee Retention Strategies For Generation Y, Nicholas W. Thompson

CMC Senior Theses

This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

Cross Cultural Variables: Evaluating Employee Attitudes Across Four Regions Of Asia, Europe, North And Latin America, Martin Brockerhoff, Jeanine K. Andreassi Ph.D.

WCBT Working Papers

There has been an explosion of businesses moving operations overseas, setting up international joint ventures and establishing multinational enterprises. This trend has led organizational researchers as well as corporations to explore the implications of cultural differences in managing a workforce. Can the same Western management practices be used as effectively with employees in Asia as in North America? Does the application of Western management principles in multinationals affect aspects of job satisfaction in non-Western countries? This poster reports the findings from two exploratory analyses on the relationship between job attitudes and the geographic/cultural setting of business organizations. The first analysis …

The Association Between Person-Environment Fit And Organizational Commitment With The Moderator Of Personality., Too Meng Yong

Student Works (2010-2019)

This study seeks to investigate the association between Person – Environment (PE) Fit and the organizational commitment with the moderator of personality (Big Five). The study shows the personality of individual has influence towards organizational commitment. The participants of study were collected from various co-operatives located; the samples are not only consisting Malaysian who is working in Malaysia. It includes Malaysian who currently works abroad, and also foreigner who is presently worked in Malaysia (Indian, Vietnamese and Japanese). With sample size 183 participants (83 Male, 100 Female). The subjects completed the questionnaire that included 3 variables of PE fit, ‘Big …

Coaching Efficacy With Academic Leaders: A Phenomenological Investigation, Deanna Lee Vansickel-Peterson

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

The purpose of this psychological phenomenological research was to understand the efficacy of life coaching from the perspective of academic leaders. To date, not one investigation or attempt has been made towards the above stated purpose. This study includes a theoretical overview and a review of the coaching literature from Socrates (469-399 BC) to current day Humanistic theory presented in part by Roger (1902-1987). This process included data collection from five academic leaders who have been coached for at least two years. Levels of analysis of 365 statements, quote and/or comments produced finding of efficacy in life coaching with academic …

Empirical Study Of Workplace Spirituality And Organisational Commitment In Malaysia., James Lim Ooi Hee

Student Works (2010-2019)

There has been growing interest in “spirituality” in the twenty-first business world to the extent that there are many magazines and books written about the subject of spirituality at work. While the attention towards workplace spirituality is growing, there is debate as to what exactly the terms “spirituality” means and the multiple views that comes with it. The purpose of this research is to examine the scarcity of the empirical research on the subject of workplace spirituality in the Malaysian context on the impact of the three dimensions of workplace spirituality of meaningful work (at the individual level), sense of …

Promoting Organizational Citizenship Behaviour Through High Involvement Human Resource Practices And Organizational Justice Among Hotel Frontline Employees In Malaysia : An Attempt To Reduce Turnover Intention., Wee Yu Ghee

Student Works (2010-2019)

Acknowledging the need to pool human capital in the light of strong relational infrastructure so as to increase employees retention, this study examines the possibility of inducing organizational citizenship behaviour (OCB) through human resource (HR) philosophy embraced by the organizations, high involvement HR practices and organizational justice administered at the workplace. Two bases which form the relational infrastructure, namely leader-member exchange and trust in supervisor are posited to be potential mediators. Based on the social exchange theory, an integrated model with three sets of predicting variables (human resource philosophy, high involvement human resource practices and organization justice), two mediating variables …

Who Cares? The Role Of Job Involvement In Psychological Contract Violation, Jason S. Stoner, Vickie C. Gallagher

Business Faculty Publications

This study examined survey data from full-time employees employed in a variety of occupations. We empirically examined how psychological involvement with one’s job affects reactions to psychological contract violation. Data for control variables (i.e., age, gender, organizational tenure), the independent variable (i.e., psychological contract violation), and the moderator (i.e., job involvement) were taken at Time 1; and dependent variables (i.e., depressed mood at work, turnover intention) were taken at Time 2. Results illustrated that job involvement was an important construct in understanding individuals’ negative reactions to psychological contract violations. Implications and limitations are discussed, and suggestions for future research are …

White Supremacy Culture : A Barrier To Career Upward Mobility For Malaysian Employees In Multinational Corporations (Mncs)?., Chong Kean Woon

Student Works (2010-2019)

This study examines factors that influence White Supremacy Culture, a potential modern discrimination within multinational companies (MNCs) local subsidiaries in Malaysia. Over the years, Malaysia foreign direct investments (FDI) grew substantially, with MNCs from the United States and countries from the Europe being the important sources of Malaysian FDI. As a result, the use of white expatriates from the western countries to hold key posts in local subsidiaries has increased, with the aim to facilitate managerial and technical development as well as knowledge transfer to Malaysians. However, as time goes by, the decision power and autonomy of the local subsidiaries …

Employee, Manage Thyself: The Potentially Negative Implications Of Expecting Employees To Behave Proactively, Mark Bolino, Sorin Valcea, Jaron Harvey

Business Faculty Publications

Previous research investigating proactive behaviour at work has generally focused on the ways in which proactive behaviour enables individuals and organizations to be more effective. Although it has been noted that some proactive behaviours may be undesirable or have potentially negative consequences, researchers have not examined the ‘dark side’ of proactive behaviour in any systematic way. In this conceptual paper, we explore the potentially negative individual and organizational implications of expecting employees to behave proactively. Specifically, at the individual level, we argue that expecting proactive behaviour in organizations may contribute to stress among employees and friction between proactive and less …