Industrial and Organizational Psychology Commons^™

Supporting Responder Resiliency: The Effects Of Stress And Mental Health On Retention And Burnout In The Humanitarian Disaster Workforce, Misty C. Sutton

ATU Scholars Symposium

No abstract provided.

Tools For Collective Thought: Augmenting Collaborative Sensemaking, Jacob Zimmerman

Pomona Senior Theses

As some pioneers of personal computing argue, we have yet to reach the potential that computing offers to enhance our cognition. Some modern scholars of tools for thought give a prerogative to develop transformative tools for thought (Matuschak & Nielsen, 2019), recognizing that the tools we may use enable new thought patterns and thus new cognitive abilities. As cognition is mediated both by our tools and by the minds of others, I evaluate the current state of literature on tools built to support collaborative sensemaking, a domain of collective cognition characterized by various interdependent cognitive processes. To apply and test …

The Impact Workplace Microaggressions Have On Those Who Identify As Lesbian, Gay And Bisexual., Andres Medina

Dissertations

Progress has occurred in recent years for lesbian, gay, bisexual, transgender equal rights. However, there are still areas where discrimination is evident such as the workplace. Some lesbian, gay, bisexual, transgender employees may not share their identity at work due to discrimination concerns. Such forms of discrimination may be passive acts such as microaggressions. These microaggressions can make work-life stressful; furthermore, the stress experienced at work may impact other areas such as home life. This study explored two areas. The first area investigated was whether identity disclosure at work affected workplace microaggressions. The sample size was 88 working adults who …

Policing For Peace: Training For A 21st Century Police Force, Kate M. Den Houter, Margaret E. Brooks

Personnel Assessment and Decisions

We review the present state of research on police training in the United States, highlighting gaps in the literature, and limitations of trainings in use by local policing agencies. We focus on training content relevant to the volatile situations that are at the center of controversy, we evaluate content areas that focus on successfully navigating real-time, unpredictable, and potentially dangerous interactions, and discuss training needs in these areas. We suggest that one common response to the issue of bias—implicit bias training—lacks evidence of efficacy. Accordingly, we recommend alternative training content to address bias and discrimination. Finally, we call attention to …

What Can Go Wrong When Everything Is Right? Using Organizational Justice To Understand Police Misconduct And Improve Personnel Systems, Antoine D. Busby, Meghan A. Thornton-Lugo, Laura Parker, Nicole Strah

Personnel Assessment and Decisions

Despite decades of attention paid to police reform, cases of office misconduct still continue to plague policing organizations. Assuming that organizations may still experience such officer malfeasance even when attempting to pursue best practices, we aim to explore how things can go wrong when everything else seems right. Specifically, we rely on trickle-down models of organizational justice, group engagement, and social identity to articulate how otherwise desirable organizational outcomes may produce detrimental outgroup biases. Based on our theoretical premise, we articulate specific changes that may be made to personnel systems that can avoid such officer misconduct in policing contexts.

Electing Law Enforcement Leadership: Examining The Effects Of Politics And Job-Related Qualifications On Personnel Assessment And Decisions For Sheriff, Kareem Panton, Kevin P. Nolan, Jess Rigos

Personnel Assessment and Decisions

Calls for police reform have become frequent in the United States. Efforts to enact meaningful organizational change will require support from senior law enforcement leadership. Personnel selection for several of these positions (e.g., Sheriff) occurs via local election. Little is known, however, about the factors that influence voters’ assessment of candidates for these positions and the extent to which decision-making for personnel selection via election is influenced by the same beliefs (e.g., person-job and person-organization fit) as more traditional approaches to hiring. This study explores the extent to which voters’ perceptions of two candidates for the position of Sheriff are …

Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan

Personnel Assessment and Decisions

While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender …

Exploring The Feasibility Of Assessing Cultural Competence In Police Officers, Sydney L. Reichin, Alexander T. Jackson, Mark C. Frame, Michael Hein

Personnel Assessment and Decisions

Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance …

Introduction To The Special Issue On Policing: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich

Personnel Assessment and Decisions

Prepared in response to the weight and seriousness of social concerns with regard to the state and future of policing, this special issue was developed in order to feature research that examined a wide range of personnel and assessment decisions relating to policing. The focus was broad in scope, welcoming conceptual/theoretical papers, quantitative or qualitative reviews, empirical papers, and think pieces. To address the questions and areas identified in the initial call for papers, six articles are presented covering the themes of individual differences in personnel selection group composition and macro-level influences on policing, and practical recommendations and the future …

Hiring Decisions: Impacts Of Applicant Gender And Social Media Presence, Alicia Ostrowski

Honors College Theses

Studies show that hiring decisions can be influenced by an applicant’s social media profile (Broughton et al., 2013) as well as their gender (Garcia-Retamero & Lopez-Zafra, 2009). Women, compared to men, are more likely to face hiring discrimination (Garcia-Retamero & Lopez-Zafra, 2009) and many hiring managers tend to look at an applicant’s social media profiles for additional information during the hiring process (Broughton et al., 2013). There is a lack of substantial research on the combination of these two factors. This study examined the effects of gender and social media type on hiring decisions.

Mental Health Stigma And Law Enforcement Officers, Moses Park

Dissertations

Purpose: The purpose of this phenomenological research was to describe the perception of law enforcement officers (LEOs) about the stigmatizing behavior they experienced from fellow officers in their organization, after they sought mental health services, following a traumatic event they were involved in.

Methodology: The methodology for this research study will be qualitative from a phenomenological perspective. Data was collected via semi-structured interviews with a purposive sample of 12 active and retired LEOs who served in southern California.

Findings: After the analysis, seven major findings were yielded. The major findings of the study are: (a) Within the law enforcement …

The Effects Of Imperfect Top-Down Selection On The Accuracy Of The Direct Range Restriction Adjustment, Alma Treon

Masters Theses & Specialist Projects

Accurate assessment of the effectiveness of personnel psychology functions is vital to the field. Many personnel decisions are made based on correlations between predictor variables and measures of job performance; however, those correlations are often affected by range restriction. As encountered in applied practice, range restriction weakens the strength of the correlation. Equations exist to correct for the effects of range restriction on correlations; these equations are widely accepted and used by Industrial-Organizational psychologists today. This study expands on research by Hall (2016), which examined the accuracy of the direct range restriction correction equation provided by Thorndike (1949) under varying …

Reformation Within The Nation: Adapting The Nordic Rehabilitation And Reintegration Model To Positively Recondition The United States Criminal Justice System, Jessica Cornell

Helm's School of Government Conference - 2021-2024

An analytical and statistical based comparison of criminal sentencing, incarceration, rehabilitation and reintegration in the United States of America to those of the five countries which follows those of the Nordic Criminal Justice System.

Comparing Empirically Keyed And Random Forest Scoring Models In Biodata Assessments, Mathijs Affourtit, Kristin S. Allen, Craig M. Reddock, Paul M. Fursman

Personnel Assessment and Decisions

Effective pre-hire assessments impact organizational outcomes. Recent developments in machine learning provide an opportunity for practitioners to improve upon existing scoring methods. This study compares the effectiveness of an empirically keyed scoring model with a machine learning, random forest model approach in a biodata assessment. Data was collected across two organizations. The data from the first sample (N=1,410), was used to train the model using sample sizes of 100, 300, 500, and 1,000 cases, whereas data from the second organization (N=524) was used as an external benchmark only. When using a random forest model, predictive validity …

Faking Is As Faking Does: A Rejoinder To Marcus (2021), Robert P. Tett, Daniel Simonet, Neil D. Christiansen

Personnel Assessment and Decisions

Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this “faking-is-bad” (FIB) position, Tett and Simonet (2021) identify Marcus’ (2009) self-presentation theory (SPT) as representative of the contrarian “faking-is-good” camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, …

“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% …

The Development Of The Police Department Wellness Survey (Pdws), Tia White

Social Work Doctoral Dissertations

Police officers dedicate their careers to serving and protecting the communities they work in. Research is finding that the intensity of demands put on their mental health has turned suicide rates amongst police officers is at critical levels and has been declared by experts to be a ‘pandemic’ in the population (Wylie, 2020). There are very few researchers who broach police officers’ mental health. Social workers’ education and values make them uniquely qualified to engage in this study. The literature in policing supports that there are no assessments designed specifically for police and there are no known measures that provide …

Emotion And Judgment In Young Women Of A Society In Transition, Maura A. E. Pilotti, Khadija El Alaoui

International Journal of Transpersonal Studies

The present study asked whether emotional responses to narratives of moral transgressions are shaped by the reader’s assumed relationship with the injured party (i.e., oneself, familiar other, and unfamiliar other). Its goal was to test a cultural, religious, and individualistic account of such responses in young females of a traditional society in transition towards a sustainable integration into the global economy. To this end, female college students from the Kingdom of Saudi Arabia were asked to identify their emotional reaction to each of several moral transgressions, report its intensity and then judge the severity of the transgression. In agreement with …

Turning Teams Of Champions Into Championship Teams: A Thematic Analysis Of Identity Entrepreneurship In College Football, Marlee Johnson

Honors Program Theses

Identity entrepreneurship, a leader’s active construction of a shared team identity, has become a pertinent research topic in sports leadership (Slater et al., 2015; Steffens et al., 2018) In line with social identity theory and the social identity approach to sports, recent research suggests that identity entrepreneurship is how leaders have the capacity to turn “teams of champions into championship teams” (Fransen, et al., 2015b, p. 98; Rees et al. 2015). This study was conducted to examine the difference in how the head coach of a championship team and the head coach of a non-championship team constructed social identity over …

Exploring The Role Of Work Orientation And Parental Influence On The Presence Of A Calling In College Students; Implications For Academic Motivation And Satisfaction, Keith Lavine, Philip Blankenship

Psychology Department Faculty Articles

Over the last several decades, there have been numerous studies of both workers and college students who have a calling to a particular line of work. Many positive outcomes have been associated with the presence of a calling, but still much is unknown about both predictors and antecedents of having a calling. This pair of studies explored the extent to which college students' work orientation and parental influence (parents' work orientation and parental pressure) relates to students' presence of a calling, and how, in turn, all of these factors play a role in students' autonomous motivation, satisfaction, and commitment to …

Evaluating The Effectiveness Of Self-Compassion Training With Disability Support Staff, Jessica M. Venegoni

Graduate Theses/Dissertations

The current study sought to evaluate the effectiveness of self-compassion training with disability support staff concurrently completing their college education for career advancement. The intervention was guided by a combined Acceptance and Commitment Therapy (ACT) and Self-Compassion training framework. The ACT Matrix was utilized within the study prior to intervention to determine values within self-compassion and to identify three behaviors to target within the weekly self-compassion training, and daily behavior report (Polk and Schoendorf, 2014). During the intervention phase, daily reported self-compassion behaviors and weekly reported self-compassion scores were collected (Neff, 2003a; Belisle et al., 2022), as well as their …

An Investigation Of Interviewer Note Taking In The Field, Jacob S. Fischer, James Breaugh

Personnel Assessment and Decisions

Although a key component of a structured interview is note taking, relatively few studies have investigated the effects of note taking. To address this lack of research, we conducted a study that examined the effects of note taking in a work setting. As predicted, we found that the total number of notes taken by interviewers and the level of detail of these notes were positively related to the ratings these interviewers gave to job applicants, that interviewer ratings of applicants who were hired were predictive of their job performance ratings, and that interviewer ratings mediated the relationships between note taking …

Scientific, Legal, And Ethical Concerns About Ai-Based Personnel Selection Tools: A Call To Action, Nancy T. Tippins, Frederick L. Oswald, S. Morton Mcphail

Personnel Assessment and Decisions

Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms of their …

The Influence Of Resilience And Expressive Flexibility On Character Strengths And Virtues On Military Leadership In U.S. Military Cadets, Vasiliki Georgoulas-Sherry

Journal of Wellness

Introduction: Character strengths and virtues are greatly revered in military leadership. However, there is no empirical work assessing the relationship of resilience and expressive flexibility, two essential psychological constructs crucial in nurturing mentally healthy individuals, also for successful officer development and military leadership.

Methods: Employing a cross-sectional design, this study recruited 107 participants (ages 18 to 22) from a private U.S. Military university. McGrath, Rashid, Park, and Peterson’s and Peterson and Seligman’s taxonomies of character strengths and virtues were measured. Self-reported resilience and expressive flexibility were additionally assessed.

Results: Results revealed McGrath et al.’s virtue of self-control and Peterson and …

Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani

Personnel Assessment and Decisions

Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in …

The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin

Personnel Assessment and Decisions

Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly …

Unintended Consequences Of Interview Faking: Impact On Perceived Fit And Affective Outcomes, Brooke D. Charbonneau, Deborah M. Powell, Jeffrey R. Spence, Sean T. Lyons

Personnel Assessment and Decisions

Drawing on signalling theory, we propose that use of deceptive impression management (IM) in the employment interview could produce false signals, and individuals hired based on such signals may incur consequences once they are on the job—such as poor perceived fit. We surveyed job applicants who recently interviewed and received a job to investigate the relationship between use of deceptive IM in the interview and subsequent perceived personjob and person-organization fit, stress, well-being, and employee engagement. In a twophase study, 206 job applicants self-reported their use of deceptive IM in their interviews at Time 1, and their perceived person–job and …