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Industrial and Organizational Psychology Commons™
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- Business (8)
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- Human Resources Management (7)
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- Organizational behavior (20)
- Job satisfaction (15)
- Psychology (14)
- Industrial (13)
- Employee motivation (11)
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- Leadership (11)
- Employees Attitudes (9)
- Interpersonal relations (9)
- Corporate culture (8)
- Organizational change (8)
- Organizational effectiveness (8)
- Self-efficacy (8)
- Employees -- Rating of (7)
- Industrial Psychology (7)
- Teams in the workplace (7)
- Work Psychological aspects (7)
- Work Psychological aspects. (7)
- Leadership Psychological aspects (6)
- Organizational commitment (6)
- Performance standards (6)
- Personnel management (6)
- Age and employment (5)
- Employee morale (5)
- Job stress (5)
- Management (5)
- Motivation (Psychology) (5)
- Older people Employment (5)
- Quality of work life (5)
- Teams in the workplace. (5)
- Work -- Psychological aspects (5)
- Publication Year
Articles 91 - 120 of 213
Full-Text Articles in Industrial and Organizational Psychology
Psychological Ownership And Individual Differences, Daniel Todd Kowallis
Psychological Ownership And Individual Differences, Daniel Todd Kowallis
Theses Digitization Project
Psychological ownership is the state where an individual believes that a target of some kind belongs to him or her, separate and regardless of legal ownership. The purpose of this study is to further the psychological ownership literature by investigating of certain individual characteristics will predict psycholgocial ownership and of work contextual issues will moderate those relationships. Results of this study indicate that the personal initiative and locus of control characteristics do predict psychological ownership.
Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab
Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab
Theses Digitization Project
This study seeks to look at the impact of dispositional factors, specifically the Big 5 personality traits, on psychological contracts. Using a series of multiple regressions and moderated linear regressions, this study analyzed the predictive value of personality traits on psychological contract type, breach and violation, and whether exchange or creditor ideologies moderate these relationships. This study consisted of 223 adult, full-time employees who worked at least 30 hours per week and had been with their current organization for at least 6 months. The sample observed and analyzed were recruited through online requests via social networking websites and via email.
Usability Of Unproctored Internet Testing: Needs Of Older Applicants, Leslie Ann Hagen
Usability Of Unproctored Internet Testing: Needs Of Older Applicants, Leslie Ann Hagen
Theses Digitization Project
The purpose of this study was to contribute to bridging the gap between research and practice by investigating the particular usability and design issues that impact applicant perceptions when using unproctored testing, particularly the potentially unique reactions of older applicants. Age was also used as a variable to determine if it moderates applicant perceptions of procedural justice, organizational attraction and intentions toward the organization when taking an unproctored test.
The Relationship Between Work-Family Conflict, Perceived Support, And Psychological Contracts For Hispanic And African American Women, Celina Matilde Garcia Ali
The Relationship Between Work-Family Conflict, Perceived Support, And Psychological Contracts For Hispanic And African American Women, Celina Matilde Garcia Ali
Theses Digitization Project
The purpose of this study was to extend past and current literature in work-family conflict (WFC), perceived supervisor support (PSS), perceived organizational support (POS) and psychological contracts to Hispanic and African American populations. Data was collected from 97 participants with complete surveys from a full-time working adult population primarily in Southern California.
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Theses Digitization Project
The primary purpose of this study was to examine superior-subordinate dyads which violate relational norms and produce status inconsistency. Specifically, within the context of supervisor age and education, occupational norms suggest that employees expect their supervisor to be older and have a higher level of education. In the face of growing demographic diversity, more emphasis is being placed on superiors to build skills to effectively interact with a heterogeneous set of employees. This study proposed to test whether superior-subordinate dyads which are diverse in terms of age and education, influence employees' attitudes towards their supervisor, the satisfaction with the communication …
Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick
Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick
Theses Digitization Project
This study examined the impact of time and proximity on the quality of formal mentor program in organizations. The study proposed that a quality formal mentor program will be one where the mentor and protégé are close in proximity and that the time the mentor spends with the protégé will lead to higher career-related and psychosocial outcomes.
Predicting Differences In Occupational Stress And Coping Styles: The Interactive Effect Of Age And Gender, Tejas Archis Dalvi
Predicting Differences In Occupational Stress And Coping Styles: The Interactive Effect Of Age And Gender, Tejas Archis Dalvi
Theses Digitization Project
This study makes a significant contribution to the work stress and coping literature by making it the first study to use the Professional Worker Career Experience Survey (PWCES) dataset to examine differences in work stress and coping styles with regard to age, gender and their supposed interaction.
Job Satisfaction Of Nonprofit Workers, Christine Sarah Johnson
Job Satisfaction Of Nonprofit Workers, Christine Sarah Johnson
Theses Digitization Project
The purpose of this study was to investigate the overall job satisfaction of employees that work in nonprofit organizations that have religious names. The study used individual survey methods to collect its data. Participants for this study were recruited from paid employees of Catholic Charities of San Bernardino and Riverside (CCSBR), one of the largest non-profit organizations in the Inland Empire. A total of 48 employees participated in this study.
Clarifying Leader-Member Exhange Theory: Examining The Role Of Leader Active Listening And Justice Perceptions, Erik Samuel Collier
Clarifying Leader-Member Exhange Theory: Examining The Role Of Leader Active Listening And Justice Perceptions, Erik Samuel Collier
Theses Digitization Project
This study examines leader-member exchange (LMX) theory and presents a framework to better predict work outcomes of job satisfaction and organizational commitment by introducing organizational justice perceptions as a mediating construct and leader active listening as a moderating construct.
Age, Gender, And Tattoos: Tattoo Stigma And Hiring Decisions, Carla Anne Zimmerman
Age, Gender, And Tattoos: Tattoo Stigma And Hiring Decisions, Carla Anne Zimmerman
Theses Digitization Project
While it is illegal to discriminate against a job applicant for their age or gender, screening networking sites before hiring not only makes these factors salient, but may also provide information on more justifiable reasons for refusing to hire an applicant. Tattoos are one such potential reason and the stigma is especially detrimental to women. The purpose of this study is to examine how the age, gender, and tattoo stigma affect perceptions of a job applicant.
An Examination Of The Organizational Factors That Contribute To Police Officer Perceived Organizational Support, Dustin Cody Gaines
An Examination Of The Organizational Factors That Contribute To Police Officer Perceived Organizational Support, Dustin Cody Gaines
Theses Digitization Project
The purpose of this research was to examine the effect of various organizational arrangements on police officers' belief that they and their work are valued by the department. This study examines four management domains and their impact on officers' feelings of being valued. These four management domains are: inclusiveness in decision-making, supervisor relationships, professionalism. and communicated direction. The data came from a sample of 176 survey respondents who are patrol officers in a Southern Californian municipal police department.
An Examination Of Factors Associated With Job Burnout Among Child Welfare Workers, Jennifer Marie Ahmu
An Examination Of Factors Associated With Job Burnout Among Child Welfare Workers, Jennifer Marie Ahmu
Theses Digitization Project
The purpose of this study is to examine factors related to job burnout among child welfare workers specifically working for Riverside County, Department of Children's Services Division (CSD). Identifying predictors of job burnout can improve working conditions, reduce absenteeism, reduce economic cost, increase employee retention, improve client treatment, and help attract competent individuals to the profession, making job burnout a relevant and necessary area to study in social work.
Employee Resilience Following Reductions In Compensation, Eliana Isabel Ceja
Employee Resilience Following Reductions In Compensation, Eliana Isabel Ceja
Theses Digitization Project
The United States workforce is currently suffering from the effects of a severe financial crisis. As a result, many organizations have sought to cope by reducing employee compensation. The current study sought to identify the psychological impact these reductions (i.e. pay cuts, mandatory furloughs, etc.) had on employee attitudes and behaviors in the workplace.
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
Theses Digitization Project
The purpose of this project will explain how core self-evaluation is related to job satisfaction both directly and indirectly via the following mechanisms: emotional generalization, perception, and motivation.
Performance Differences In Diverse Contexts: The Role Of Personality, Daniel Karl Cashmore
Performance Differences In Diverse Contexts: The Role Of Personality, Daniel Karl Cashmore
Theses Digitization Project
This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.
Effects Of Functional Background In Human Resources On Employee Outcomes, Monica Diane Freed
Effects Of Functional Background In Human Resources On Employee Outcomes, Monica Diane Freed
Theses Digitization Project
The purpose of this study was to explore a Human Resources (HR) leader's functional background and how it may influence performance outcome such as job satisfaction, attrition, and satisfaction with HR processes.
The Effect Of Ethnic-Identity Salience And Negative Performance Feedback On African Americans' Explicit And Implicit Self-Evaluations, Delisa Nicole Young
The Effect Of Ethnic-Identity Salience And Negative Performance Feedback On African Americans' Explicit And Implicit Self-Evaluations, Delisa Nicole Young
Theses Digitization Project
The processes that underlie African Americans explicit versus implicit self-evaluations are examined by using the Associative Propositional Evaluative model (APE).
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
Theses Digitization Project
While an abundance of literature on stereotypes exists with regards to the workplace, less research exists that assesses how stereotypes could affect an employee and motivate him or her to leave the organization. The present study addressed the relationship among job identification, gender identification, stereotype threat perception at work, anxiety, work specific efficacy, job satisfaction, and turnover intent. A hypothesized model that connected the possible relations among stereotype threat, gender identification, job identification, job anxiety, work specific self-efficacy, job satisfaction, and turnover intent was tested using data from 267 working women.
Engaging An Older Workforce: The Relationship Between Employee Engagement, Intrinsic Motivation, And Meaningfulness, Negin Kordbacheh
Engaging An Older Workforce: The Relationship Between Employee Engagement, Intrinsic Motivation, And Meaningfulness, Negin Kordbacheh
Theses Digitization Project
The aim of this study was to better understand employee engagement levels in light of the recent downsizing and restructuring practices. The relationship between intrinsic motivation, meaningfulness and employee engagement were examined.
The Effectiveness And Ethics Of Immediate And Top Leaders: Relationships To Organizational Climate, Organizational Commitment, And Size Of Organization, Johnny Joseph Parker
The Effectiveness And Ethics Of Immediate And Top Leaders: Relationships To Organizational Climate, Organizational Commitment, And Size Of Organization, Johnny Joseph Parker
Theses Digitization Project
The purpose of this study is to understand the relationships that exist between effective leaders in an organization and ethical leaders, the climate of the organization, and the level of commitment to the organization.
The Relationship Between Self-Monitoring, Self-Promotion, And Agentic Traits In Leadership, Sabrina Regina Wilhelm
The Relationship Between Self-Monitoring, Self-Promotion, And Agentic Traits In Leadership, Sabrina Regina Wilhelm
Theses Digitization Project
Three underlying behavioral traits of self-preservation, which may be related to leadership are self-monitoring, self-promotion, and agentic traits. These are important to leadership because managers desire to select employees that have the image and the presentation that high self-monitors and self-promoters emulate. This study revealed that self-promotion is associated with leader behaviors that are likely to assist female employees obtain leadership positions in the workplace.
Informational Social Support And The Stress Involved In Surviving A Reduction-In-Force, Woodstock Leben Koch-Wain
Informational Social Support And The Stress Involved In Surviving A Reduction-In-Force, Woodstock Leben Koch-Wain
Theses Digitization Project
This study looked at companies experiencing severe economic downturns and reductions-in-force (RIF) to help mitigate financial short fallings. While employing a smaller work force intially saves capital, the psychological ramifications of such a process can be detrimental for those employees released (i.e., leavers) as well as those that remain (i.e., survivors). This study examined the effectiveness of informational versus emotional or instrumental social support in mitigating stress amd also considered the effectiveness of procedural justice.
Family-Organization Fit: An Extension On Person-Organization Fit, Rebekah Elaine Massmann
Family-Organization Fit: An Extension On Person-Organization Fit, Rebekah Elaine Massmann
Theses Digitization Project
This study was designed to investigate how employees and/or their families "fit" or "match" with organizations. Family Organization (F-O) fit was proposed as an extension on Person-Organization (P-O) fit, while also drawing from the work and family literature. A scale was created to measure F-O fit, and it consisted of complementary and supplementary items.
The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens
The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens
Theses Digitization Project
The purpose of this study was to examine how cultural values and conflict resolution influence the perceptions employees form about their managers. The sample for this study included 118 participants representing various organizations from the United States.
Exploring The Components Of Privacy To Predict Satisfaction And Justice In The Workplace, Matthew Patrick Cloney
Exploring The Components Of Privacy To Predict Satisfaction And Justice In The Workplace, Matthew Patrick Cloney
Theses Digitization Project
This study investigated the existence of a new type of privacy, called e-mail privacy, in order to determine if modern technology has created a new dimension of this construct. It also examined the relationship between factors of privacy- physical, informational, and electronic mail related. Finally, this study examined the relationship between the different aspects of workplace privacy and employee outcomes. It was hypothesized that the construct of privacy would predict procedural justice and job satisfaction, and that the relationship between privacy and job satisfaction is mediated by procedural justice. A model was developed for this study to be tested with …
The Effects Of Age, Computer Self-Efficacy, Comptuer Anxiety, And Computer Experience On Training Method Preference In Employees, Jennifer Lee Cremer
The Effects Of Age, Computer Self-Efficacy, Comptuer Anxiety, And Computer Experience On Training Method Preference In Employees, Jennifer Lee Cremer
Theses Digitization Project
Employeees and organizations can both benefit from work-related training opportunities. This study focused on variables that have been found to influence training motivation in regards to computer related training, specifically computer self-efficacy, computer anxiety, computer experience and age.
Why Doesn't Social Support Always Work?: Evaluating The Effects Of Support Source, Support Type, And Individual Differences On Workplace Strain, Alyx E'Lan Kahler
Why Doesn't Social Support Always Work?: Evaluating The Effects Of Support Source, Support Type, And Individual Differences On Workplace Strain, Alyx E'Lan Kahler
Theses Digitization Project
The experience of stress in the workplace is becoming an increasing concern for employees and organizations alike, as research indicates that consistent exposure to stress is associated with negative physical and psychological reactions such as insomnia, depression and high blood pressure. This study seeks to evaluate the effects of social support on the stress-strain relationship and factors that may impact the effectiveness of social support in reducing the workplace strain.
Moderators Of The Relationship Between The Quality Of Leader-Member Exchange Relationship (Lm) And Organizational Citizenship Behaviors (Ocb), Jennifer Anne Lee
Moderators Of The Relationship Between The Quality Of Leader-Member Exchange Relationship (Lm) And Organizational Citizenship Behaviors (Ocb), Jennifer Anne Lee
Theses Digitization Project
There have been many theories that have examined how leaders can be effective within an organization. The purpose of this study was to determine whether or not personality would strengthen or weaken the relationship between the quality of one's relationship with their leader (LMX) and performance outcomes (OCB). Personality did not act as a moderator. In order to test this, 127 participants of both men and women from various organizational and educational backgrounds were surveyed.
Effects Of Organizational Communication On Employee Perceptions During Organizational Change, James Kelly Doran
Effects Of Organizational Communication On Employee Perceptions During Organizational Change, James Kelly Doran
Theses Digitization Project
This research study examines the effects of organizational communication, a sub-dimensional construct on employee outcomes. It was proposed that organizational communication as indicated by timelines, reliability, and comprehensiveness of communication would predict the employee outcomes of intention to leave, job insecurity, and organizational cynicism in a negative direction. Participants, representing employees from several customer service organizations in Southern California experiencing orgaizational change, completed a questionaire consisting of multiple measurements in the areas of interest.
Predictors Of Sexual Harassment Experiences And Their Cross-Cultural Differences: A Workplace Study Among Women From The United States, Puerto Rico, And Japan, Gustavo Segura
Theses Digitization Project
This study evaluates the influences of individualism, feminism, and extroversion on sexual harassment experiences, as well as the differences of these variables across cultures. Data was collected from 495 female employees located in the United States, Puerto Rico, and Japan.