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Industrial and Organizational Psychology Commons™
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Articles 61 - 90 of 165
Full-Text Articles in Industrial and Organizational Psychology
Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum
Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum
Personnel Assessment and Decisions
This research utilizes mouse tracking as a potential behavioral method to examine cognitive processes underlying faking on forced-choice personality inventories. Mouse tracking is a method from social categorization research that captures a variety of metrics related to motor movements, which are linked to cognitive processing. To explore the utility of this method, we examined differences in the mouse tracking metrics of those instructed to respond honestly or to fake. Our findings show that there is a distinguishable difference in the behavioral response of those who are faking when responding to pairs of personality descriptors presented in a forced-choice format compared …
Faking And The Validity Of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures, Christopher R. Huber, Nathan R. Kuncel, Katie B. Huber, Anthony S. Boyce
Faking And The Validity Of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures, Christopher R. Huber, Nathan R. Kuncel, Katie B. Huber, Anthony S. Boyce
Personnel Assessment and Decisions
Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit “fake-good” instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation …
Put Your Best Foot Forward: Introduction To The Special Issue On Understanding Effects Of Impression Management On Assessment Outcomes, Chet Robie, Neil D. Christiansen
Put Your Best Foot Forward: Introduction To The Special Issue On Understanding Effects Of Impression Management On Assessment Outcomes, Chet Robie, Neil D. Christiansen
Personnel Assessment and Decisions
No abstract provided.
The Effects Of Virtual Feedback And Virtual Environment On Productivity, Sadie Martin
The Effects Of Virtual Feedback And Virtual Environment On Productivity, Sadie Martin
Honors Theses
Feedback is a procedure frequently used in organizational behavior management across a variety of settings, and it was the most commonly used independent variable within the first three decades of publication in the Journal of Organizational Behavior Management (1977-2009; Balcazar et al., 1989; Nolan et al., 1999; VanStelle et al., 2012). Despite the popularity of feedback in businesses, there has been little research analyzing the effects of virtual feedback and virtual environment on productivity. With technological advances in today’s society, more companies are opting for remote work, and this trend will likely increase with events such as the COVID-19 pandemic …
Aasp Cmpc® Recertification Survey: Analysis Of Perceived Benefits And Barriers, Ben Sammet
Aasp Cmpc® Recertification Survey: Analysis Of Perceived Benefits And Barriers, Ben Sammet
Masters Theses & Specialist Projects
A survey of 212 individuals who recertified or certified as a Certified Mental Performance Consultant® (CMPC) provided information on the perceived benefits of and barriers to the credential. Primary reasons for recertification and certification were the perceived credibility and expertise implied by the credential, with some indicating the certification to be central to their practice. Similarly, the primary value of the CMPC® certification cited by respondents was an indication of meeting professional standards; being listed on the CMPC® registry also was valued. In addition to perceived credibility, being perceived as ethical was highly ranked as a benefit of certification. Supporting …
Serve-Specific Core Self-Evaluations: A Predictive Validation Study, Brandi Renee Forgione
Serve-Specific Core Self-Evaluations: A Predictive Validation Study, Brandi Renee Forgione
Masters Theses & Specialist Projects
Core Self-Evaluations (CSE) is a broad personality trait used by industrial organizational psychologists to predict important organizational outcomes such as job performance and employee satisfaction. CSE comprises four elements: generalized self-efficacy, self-esteem, locus of control, and neuroticism. Task-specific versions of CSE have been proposed to better predict task-specific performance than general CSE. Accordingly, Serve-Specific Core Self- Evaluations (SS-CSE) was adapted specifically to predict serve performance of intercollegiate volleyball players. In this study, I explored the predictive validity of SS-CSE for serve performance by expanding a previous study that used a concurrent validation approach. Results indicated that SS-CSE scores collected pre-season …
School Recess And Changes To Children's Play Opportunities In New York City, Keyonna Hayes
School Recess And Changes To Children's Play Opportunities In New York City, Keyonna Hayes
Dissertations, Theses, and Capstone Projects
The policy, No Child Left Behind Act (NCLB) of 2001 in US public schools was designed to improve how children learn and test in schools, but it has resulted in the decline or removal of recess from most schools. This thesis examines two important issues. The first issue is to assess the play opportunities that public elementary schools offer to children, in terms of both the time available for recess and the quality of the spaces and resources for play during recess. The second issue is to learn, alongside the question of the quality of school recess, how parents’ work …
Measuring Intelligence With The Sandia Matrices: Psychometric Review And Recommendations For Free Raven-Like Item Sets, Alexandra M. Harris, Jeremiah T. Mcmillan, Benjamin Listyg, Laura E. Matzen, Nathan Carter
Measuring Intelligence With The Sandia Matrices: Psychometric Review And Recommendations For Free Raven-Like Item Sets, Alexandra M. Harris, Jeremiah T. Mcmillan, Benjamin Listyg, Laura E. Matzen, Nathan Carter
Personnel Assessment and Decisions
The Sandia Matrices are a free alternative to the Raven’s Progressive Matrices (RPMs). This study offers a psychometric review of Sandia Matrices items focused on two of the most commonly investigated issues regarding the RPMs: (a) dimensionality and (b) sex differences. Model-data fit of three alternative factor structures are compared using confirmatory multidimensional item response theory (IRT) analyses, and measurement equivalence analyses are conducted to evaluate potential sex bias. Although results are somewhat inconclusive regarding factor structure, results do not show evidence of bias or mean differences by sex. Finally, although the Sandia Matrices software can generate infinite items, editing …
A Comparison Of The Two-Option Versus The Four-Option Multiple-Choice Item: A Case For Fewer Distractors, Allan Bateson, William R. Dardick
A Comparison Of The Two-Option Versus The Four-Option Multiple-Choice Item: A Case For Fewer Distractors, Allan Bateson, William R. Dardick
Personnel Assessment and Decisions
Multiple choice test items typically consist of the key and 3-4 distractors. However, research has supported the efficacy of using fewer alternatives. Haladyna and Downing (1993) found that it is difficult to write test items with more than one plausible distractor, resulting in items with a correct answer and one alternative, also known as the alternate choice (AC) format. We constructed two 32-item tests; one with four alternatives (MC4) and one with two (AC), using an inter-judge agreement approach to eliminate distractors. Tests were administered to 138 personnel working for a U.S. Government agency. Testing time was significantly less and …
Is It Complicated? Validity Of Personality Interactions For Predicting Performance, Jacob C. Bradburn, Ann Marie Ryan, Anthony Boyce, Tamera Mckinniss, Jason Way
Is It Complicated? Validity Of Personality Interactions For Predicting Performance, Jacob C. Bradburn, Ann Marie Ryan, Anthony Boyce, Tamera Mckinniss, Jason Way
Personnel Assessment and Decisions
Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.
The Relationship Between Criminal Records And Job Performance: An Examination Of Customer Service Representatives, Jakari N. Griffith, Todd C. Harris
The Relationship Between Criminal Records And Job Performance: An Examination Of Customer Service Representatives, Jakari N. Griffith, Todd C. Harris
Personnel Assessment and Decisions
Between 70 million and 100 million Americans—or as many as one in three—have some type of criminal record (Vallas & Dietrich, 2014). Having even a minor criminal record often functions as a significant impediment to gainful employment and resultant economic security. This is especially problematic given that: (a) many companies now incorporate background checks within their hiring process and (b) little empirical research exists about the relationship between criminal records and job performance. Thus, this study examined the relationship between criminal records and objective performance of customer service representatives (N = 627) in a large telecommunications firm. Our regression analyses …
The Machines Aren’T Taking Over (Yet): An Empirical Comparison Of Traditional, Profiling, And Machine Learning Approaches To Criterion-Related Validation, Kristin S. Allen, Mathijs Affourtit, Craig M. Reddock
The Machines Aren’T Taking Over (Yet): An Empirical Comparison Of Traditional, Profiling, And Machine Learning Approaches To Criterion-Related Validation, Kristin S. Allen, Mathijs Affourtit, Craig M. Reddock
Personnel Assessment and Decisions
Criterion-related validation (CRV) studies are used to demonstrate the effectiveness of selection procedures. However, traditional CRV studies require significant investment of time and resources, as well as large sample sizes, which often create practical challenges. New techniques, which use machine learning to develop classification models from limited amounts of data, have emerged as a more efficient alternative. This study empirically investigates the effectiveness of traditional CRV with a variety of profiling approaches and machine learning techniques using repeated cross-validation. Results show that the traditional approach generally performs best both in terms of predicting performance and larger group differences between candidates …
Editorial: Five Years In, Scott Highhouse
Editorial: Five Years In, Scott Highhouse
Personnel Assessment and Decisions
No abstract provided.
The Process Of Establishing A Green Climate: Face-To-Face Interaction Between Leaders And Employees In The Microsystem, Ingeborg Flagstad, Svein Åge Kjøs Johnsen, Leif Rydstedt
The Process Of Establishing A Green Climate: Face-To-Face Interaction Between Leaders And Employees In The Microsystem, Ingeborg Flagstad, Svein Åge Kjøs Johnsen, Leif Rydstedt
The Journal of Values-Based Leadership
This study explores the processes of establishing a green organizational climate in small-scale companies. Previous studies have primarily focused on factors associated with pro-environmental behaviour in large organizations. The role of a green organizational climate—specifically, the interactional processes involved in the construction of a green climate—has largely been unexplored. Entrepreneurial small companies constitute an ideal arena in which to study the initial phase of greening processes. The present study examined the process of establishing a green organizational climate in seven small-scale Norwegian companies. This article presents a systems model that was developed to analyse how processes at different levels interact …
Special Issue - Call For Papers: Rethinking The Future Police Department: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich
Special Issue - Call For Papers: Rethinking The Future Police Department: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich
Personnel Assessment and Decisions
No abstract provided.
Non-Religious Employee's Perceptions Of Microaggressions And Their Relationship With Job Satisfaction As Moderated By Calling, Jessica Schultz
Non-Religious Employee's Perceptions Of Microaggressions And Their Relationship With Job Satisfaction As Moderated By Calling, Jessica Schultz
Master's Theses
The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the …
A Unifying Framework To Study Workplace Decision-Making Aptitude And Performance, Nikki Blacksmith, Maureen E. Mccusker, Theodore L. Hayes
A Unifying Framework To Study Workplace Decision-Making Aptitude And Performance, Nikki Blacksmith, Maureen E. Mccusker, Theodore L. Hayes
Personnel Assessment and Decisions
Employers are facing a skills shortage in the labor market: there are not enough workers who can perform the complex decision-making tasks that characterize 21st-century work. This manuscript aims to stimulate research investigating the relationship among individual differences, decision-making aptitude, and decision performance. We offer guidelines for future research by laying out a framework to unify disparate streams of research from organizational science, and judgment and decision-making research. We advocate for the use of pattern-oriented analytical approaches to capture the complexities of the predictor and criterion space.
The Impact Of Nondiagnostic Information On Selection Decision Making: A Cautionary Note And Mitigation Strategies, Dev K. Dalal, Levi Sassaman, Xiaoyuan (Susan) Zhu
The Impact Of Nondiagnostic Information On Selection Decision Making: A Cautionary Note And Mitigation Strategies, Dev K. Dalal, Levi Sassaman, Xiaoyuan (Susan) Zhu
Personnel Assessment and Decisions
Selection decision makers are inundated with information from which to make decisions about the suitability of a job candidate for a position. Although some of this information is relevant for making a high-quality decision (i.e., diagnostic information), much of the information is actually unrelated to the decision (i.e., nondiagnostic information). Although the deleterious effects of nondiagnostic information on selection decision making have been demonstrated, the prevalence and impact of this type of information is increasing, especially with recent advances in new selection methods used by employers. The purpose of this paper, therefore, is to caution selection decision makers, and/or those …
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Personnel Assessment and Decisions
Meehl (1986) proposed that an important factor underlying professional decision makers’ resistance to standardized decision aids is threat of technological unemployment – fear that using the practices would reduce the perceived value of their employment. Nolan, Carter, and Dalal (2016) provided initial support for threat of technological unemployment being a factor that contributes to practitioners’ reluctance to adopt scientifically meritorious standardized hiring practices. This study serves to further develop the theory of threat of technological unemployment in personnel selection by (a) replicating the findings of our earlier research using a within-subjects methodology that is more generalizable to the cognitive processes …
Decoy Effects Improve Diversity Hiring, Nathan R. Kuncel, Jeffrey A. Dahlke
Decoy Effects Improve Diversity Hiring, Nathan R. Kuncel, Jeffrey A. Dahlke
Personnel Assessment and Decisions
A growing literature demonstrates that when making choices among multiple options, decision makers are strongly influenced by the mere presence of additional options, even when those options are largely undesirable and are never actually selected. The effects of irrelevant options on decisions, often called decoy effects, have been observed in hiring and admissions decisions where the nature of a third candidate can radically shift preferences. In this study, we examine the influence of decoy effects on diversity hiring and extend research by examining choices with more than two organizational goals. Results indicate that the presence of a second candidate who …
Does Feedback Increase Decision Aid Use Among Hiring Professionals?, Aneeqa Thiele, Alexander T. Jackson, Stacey M. Stremic, Satoris S. Howes
Does Feedback Increase Decision Aid Use Among Hiring Professionals?, Aneeqa Thiele, Alexander T. Jackson, Stacey M. Stremic, Satoris S. Howes
Personnel Assessment and Decisions
We examined the influence of formative and outcome feedback on people’s reliance on decision aids. Decision aids are tools that managers can use to increase the accuracy of their hiring decisions. In our study, participants were asked to make 20 different hiring decisions and make predictions of a candidate’s performance on the job, with the option of using a decision aid formula. We manipulated whether participants received feedback on the accuracy of their predictions, the accuracy of the decision aid’s predictions, or both. The results demonstrated that feedback failed to have a significant impact on decision aid use for both …
Pushing The Limits For Judgmental Consistency: Comparing Random Weighting Schemes With Expert Judgments, Martin C. Yu, Nathan R. Kuncel
Pushing The Limits For Judgmental Consistency: Comparing Random Weighting Schemes With Expert Judgments, Martin C. Yu, Nathan R. Kuncel
Personnel Assessment and Decisions
Consistent use of information has been identified as a critical issue that can undermine expert predictions. Using three personnel assessment datasets, we conduct Monte Carlo simulations to compare the accuracy of expert judgements for predicting the job performance of managers against four different weighting schemes: consistent random weights, completely random weights, unit weights, and optimal weights. Expert accuracy fell within the completely random weight distribution in two samples and at the low end of the consistent random weight distribution in one sample. In other words, consistent random weights reliably outperformed expert judgment for hiring decisions across three datasets with a …
Introduction To The Special Issue On Applications Of Judgment And Decision Making To Problems In Personnel Assessment, Edgar E. Kausel, Alexander T. Jackson
Introduction To The Special Issue On Applications Of Judgment And Decision Making To Problems In Personnel Assessment, Edgar E. Kausel, Alexander T. Jackson
Personnel Assessment and Decisions
No abstract provided.
Work–Family Conflict In Low-Income Households, Maritza G. Hiciano Ramos
Work–Family Conflict In Low-Income Households, Maritza G. Hiciano Ramos
Dissertations, Theses, and Capstone Projects
The United States is the only country not offering paid parental leave. Paid leave is left at the discretion of employers and only a few states offer Paid Family Leave benefits. The FMLA was established to protect workers from losing their jobs in case they needed to care for an elderly person or for their children. However, since value is not placed in family structures there has not been much development in that area. The FMLA fails to account for the grand majority of people in the U.S., especially those of lower socioeconomic status. Moreover, the vast inequalities that exists …
Longitudinal Applications Of Stepladder Technique For Enhancing Group Performance, Conner Lutterman
Longitudinal Applications Of Stepladder Technique For Enhancing Group Performance, Conner Lutterman
Discovery Day - Prescott
Stepladder technique is intended to improve decision making in small groups by structuring the entry of group members, ensuring that each member contributes to the decision-making process. Previous research has employed the stepladder technique for intellective exercises of short duration. Here, we examined a more realistic application of the stepladder technique to a longitudinal project team engaged in a design/build/ test engineering program. Application of stepladder technique beyond a laboratory/one-time setting is a unique addition to the team performance research. Preliminary data indicates that the stepladder technique is effective in a longitudinal project more aligned to typical organization applications; constraints, …
Public Opinions Of Unmanned Aerial Technologies In 2014 To 2019: A Technical And Descriptive Report, Lisa M. Pytlikzillig, Janell C. Walther, Carrick Detweiler, Sebastian Elbaum, Adam Houston
Public Opinions Of Unmanned Aerial Technologies In 2014 To 2019: A Technical And Descriptive Report, Lisa M. Pytlikzillig, Janell C. Walther, Carrick Detweiler, Sebastian Elbaum, Adam Houston
Lisa PytlikZillig Publications
The primary purpose of this report is to provide a descriptive and technical summary of the results from similar surveys administered in fall 2014 (n = 576), 2015 (n = 301), 2016 (ns = 1946 and 2089), and 2018 (n = 1050) and summer 2019 (n = 1300). In order to explore a variety of factors that may impact public perceptions of unmanned aerial technologies (UATs), we conducted survey experiments over time. These experiments randomly varied the terminology (drone, aerial robot, unmanned aerial vehicle (UAV), unmanned aerial system (UAS)) used to describe the technology, the purposes of the technology (for …
Special Issue - Call For Papers: Understanding Effects Of Impression Management On Assessment Outcomes, Neil Christiansen, Chet Robie
Special Issue - Call For Papers: Understanding Effects Of Impression Management On Assessment Outcomes, Neil Christiansen, Chet Robie
Personnel Assessment and Decisions
No abstract provided.
Initial Reliability And Validity For The Critical Hire® - Screen, Tony Tatman, Matthew T. Huss
Initial Reliability And Validity For The Critical Hire® - Screen, Tony Tatman, Matthew T. Huss
Personnel Assessment and Decisions
Although the use of integrity testing during the application process has become a frequent practice in general business settings, their use has been rather nonexistent in the field of corrections. This limited use may stem from a lack of awareness about integrity tests in corrections, as well as a lack of integrity measures that have been normed and validated for use with correctional applicants. This study outlines the development, reliability, and validity for the Critical Hire®-Screen (CH-S), an overt integrity assessment measure developed for probation, parole, and other correctional officer job applicants. Four separate studies were conducted and provide evidence …
The Impact Of #Metoo: A Review Of Leaders With Supervisor Power On Employee Motivation, Mary Kovach
The Impact Of #Metoo: A Review Of Leaders With Supervisor Power On Employee Motivation, Mary Kovach
The Journal of Values-Based Leadership
This manuscript intends to advance existing research, specifically, in gender dissimilar supervisor-employee workplace dyads by integrating #MeToo with our existing knowledge concerning supervisor power and employee motivation. With the #MeToo movement re-energized in 2017, power in leadership positions was redefined. As a result, power held by a supervisor is likely to influence outcomes based on gender and the employees’ source of motivation. Supervisors who believed they were successful through influence were more likely to exhibit power to achieve success. However, employees’ source of the motivation was a moderating factor in those outcomes. Meaning, outcomes were dependent on the type of …
Recording System That Dramatically Increases Intellectual Productivity, Yoshihiko Ariizumi
Recording System That Dramatically Increases Intellectual Productivity, Yoshihiko Ariizumi
Learning, Teaching, & Researching Optimization
この記事は、録音システムを使う利点、それが具体的にはどのような活動であり、なぜそのような効果が出るのかについて説明されている。私たちの知性にはまだ多くの研究されていない潜在的な能力があり、この録音システムを使うことによって、そのように眠っている能力を知的生産性のために利用することができる。