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Industrial and Organizational Psychology Commons™
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- Trust (7)
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- Self-regulation (2)
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- AI-Induced Career Insecurity (AICI) (1)
- Academic dishonesty (1)
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Articles 31 - 60 of 112
Full-Text Articles in Industrial and Organizational Psychology
Hiring Now Versus Later: The Impact Of Psychological Distance On Personnel Selection Decisions, Emily Ann Frye
Hiring Now Versus Later: The Impact Of Psychological Distance On Personnel Selection Decisions, Emily Ann Frye
Theses and Dissertations
Personnel selection is an important part of successful organizations, yet little is known about the psychological mechanisms underlying selection decisions as well as the influence of external factors, such as time, on those mechanisms. Therefore, the present study aims to address these issues by integrating construal level theory of psychological distance and decision-making theories contextualized to personnel selection decisions. More specifically, the present study examined how hiring lag (i.e., hiring for an immediate start vs. for several months later) impacts the selection decision-making process by looking through the lens of two competing time-based theories: construal level theory of psychological distance …
The Interactive Effects Of Cross-Cultural Competence, Political Skill, And Cultural Distance On Trust And Cohesion, Allyson Clubb
The Interactive Effects Of Cross-Cultural Competence, Political Skill, And Cultural Distance On Trust And Cohesion, Allyson Clubb
Theses and Dissertations
Culturally diverse teams are increasingly common in the modern workforce, yet an inadequate understanding of the unique needs for culturally diverse teams has continued to lead to either sub-optimal or even failed team performance. The current study sought to examine the relationships between cultural distance, team emergent states (trust and cohesion), team composition (cross-cultural competence, 3C; and political skill, PS), and team performance. The research design utilized archival, longitudinal data which included a final sample of 49 teams. It was hypothesized that team-level 3C and PS benefit performance indirectly through their impact on trust and cohesion. Further, it was thought …
Examining The Integrative Impacts Of Trust And Distrust Sub-Dimensions On Employee Discretionary Behavior, Alexandra Silverman
Examining The Integrative Impacts Of Trust And Distrust Sub-Dimensions On Employee Discretionary Behavior, Alexandra Silverman
Theses and Dissertations
While trust and distrust in subordinate-supervisor relationships have been studied and linked to numerous positive and negative discretionary workplace outcomes, research has largely overlooked the impact of their sub-dimensions, competence and intent, in these relationships. Furthermore, although there has been research noting the impact of emotional exhaustion on discretionary behaviors such as OCB and CWB, limited research has examined its impact on the relationship between trust/distrust in supervisors and the discretionary behaviors, as well as those pertaining to the sub-dimensions of trust and distrust and the behavioral outcomes. The current study analyzed a sample of 301 employees in the United …
Intersections Of Gender And Age: Identification And Attributional Processes On Leadership Effectiveness, Kayla Lynne Bigerton
Intersections Of Gender And Age: Identification And Attributional Processes On Leadership Effectiveness, Kayla Lynne Bigerton
Theses and Dissertations
As more women enter leadership roles and the ages of leaders becomes more diverse, there is a need for more intersectional research. An intersectional approach was used to assess the impact of leader gender and age on leadership effectiveness through identification and attributional processes. In doing so, different age conceptualizations were also examined. Gender did not have an impact on identification and attributional processes and age had mixed results. Age similarity was not significantly related to leader identification, but perceived leader age had a negative relationship with idiosyncratic fit. Further, social age was examined with different age ranges representing "young”, …
Is It Undervalued? A Qualitative And Quantitative Review Of The Work Values-Job Performance Relationship, Sherif Al-Qallawi
Is It Undervalued? A Qualitative And Quantitative Review Of The Work Values-Job Performance Relationship, Sherif Al-Qallawi
Theses and Dissertations
Researchers have been calling for greater exploration of the relationship between work values and job performance for about five decades (Goodale, 1973; J.-I. C. Hansen & Wiernik, 2017). The current study integrates research on the relationship between work values and job performance over the course of those five decades to better understand this connection. First, a thorough review of work values is presented, including a discussion of their nature, antecedences, construct clarification (how they differ from other individual differences), construct specification (how they differ from other value-based constructs), operationalization, taxonomy, measurement, group differences, stability, and outcomes. This review also includes …
Revealing The Dark Core Behind The Dark Triad, Cody Eric Harrell
Revealing The Dark Core Behind The Dark Triad, Cody Eric Harrell
Theses and Dissertations
Dark or malevolent personality traits (e.g., The Dark Triad) have gained increasing attention in recent years which has led researchers to explore the existence of a common factor of dark personality traits (Vize et al., 2020; Moshagen et al., 2018). A Dark Core was extracted from existing Dark Triad measures using principal component analysis and was subsequently analyzed in relation to other personality traits that are commonly studied in conjunction with common cores of maladaptive personality traits (e.g., agreeableness and honesty-humility; Vize et al., 2020; Moshagen et al., 2020b). A General Factor of Personality (GFP) was also extracted for statistical …
The When, Why, And How: Antecedents Of Illegitimate Task Perceptions, Patricia Jewel Emily Morrison
The When, Why, And How: Antecedents Of Illegitimate Task Perceptions, Patricia Jewel Emily Morrison
Theses and Dissertations
Driven, satisfied, and motivated employees are crucial to an organization’s long-term success. The purpose of this research study was to examine factors that may be affecting employee perceptions of tasks as illegitimate. Utilizing a purposive, convenience sampling approach, 14 employees were recruited to participate in this study. Participants completed an interview with the researcher that lasted approximately 30 minutes and was audio recorded and later transcribed. All data was analyzed in NVivo qualitative analysis software utilizing the grounded theory method and thematic analysis approach. The following three themes emerged from the data analysis: (1) Lack of Resources, Lack of Support, …
Was This Part Of The Plan? Examining Planning As A Mechanism To Mitigate Workplace Intrusions, Dominic Fedele
Was This Part Of The Plan? Examining Planning As A Mechanism To Mitigate Workplace Intrusions, Dominic Fedele
Theses and Dissertations
Workplace intrusions are commonplace in every organization. Limited preliminary work (e.g., Moon et al., 2020) is beginning to suggest that certain individuals may be more susceptible to workplace interruptions. Yet, it is unclear why individual differences may predict interruptions and how unexpected interruptions throughout the workday can be mitigated. Thus, this study examined these issues, focusing on dispositional self-control and planning as potential antecedents of intrusions as well as task performance and work-related stress as potential consequences of intrusions. Specifically, this research first adds to the literature by examining dispositional self-control as a predictor of the experience of workplace intrusions. …
Diving Deeper: Employee’S Perceptions Of Diversity, Leader Behaviors, And Inclusion, Phylicia Fanetta Davlyn Richardson
Diving Deeper: Employee’S Perceptions Of Diversity, Leader Behaviors, And Inclusion, Phylicia Fanetta Davlyn Richardson
Theses and Dissertations
Understanding an employee’s perspectives of their organization, team and leader has been researched extensively in the field. The same can be said for diversity, equity, and inclusion. However there have been gaps in the literature when it comes to an employee’s perception and how they can dictate their approach to their work environment. Grounded in the theory of the effect leadership has on employees (Jung & Welch, 2022; Randolph-Seng et al., 2016), this study examines vary leader behaviors (inclusion, antiracism, allyship) and how they interact with perceptions of inclusion and diversity. Using a survey, 211 participants answered measures assessing their …
Face In Teams: The Impact Of Political Skill On Shared Leadership Density In Face Culture Teams, Valerie Taryn Robbins-Roth
Face In Teams: The Impact Of Political Skill On Shared Leadership Density In Face Culture Teams, Valerie Taryn Robbins-Roth
Theses and Dissertations
The need for organizations to effectively function in contexts that are global, interdependent, and team-oriented is increasing (Carson, 2005; Carson, Tesluk, & Marrone, 2007; Early & Gibson, 2002; Hoch et al., 2010; Pearce & Sims, 2000). Empirically, shared leadership has been repeatedly tied to higher performance. However, while shared leadership use has seldom been investigated in cultural contexts, shared leadership is theorized to be affected by culture. Face culture logic (in which self-worth is social worth) is another understudied construct that may have implications in global team performance. Though, face culture alone can provide conflicting speculations of shared leadership tendencies. …
Trait Anxiety In The Workplace: A Job Demands-Resources Perspective, Tessly Ann Dieguez
Trait Anxiety In The Workplace: A Job Demands-Resources Perspective, Tessly Ann Dieguez
Theses and Dissertations
There is a widely held assumption that anxiety is always bad for job performance, when, in reality, the research findings on anxiety and performance are complex, varied, and inconsistent. Anxiety is extremely common and recently on the rise in the general population, and it can be related to important workplace outcomes such as job performance and well-being. Using the theoretical backdrops of the job demands-resources model (Bakker & Demerouti, 2007, 2018) and the theory of workplace anxiety (Cheng & McCarthy, 2018), this study proposed a model examining the mechanisms through which trait anxiety could lead to lower and higher typical …
Careless Responding In Survey Research: An Examination Of Individual, Situational, And Cultural Characteristics, Michael William Mcferran
Careless Responding In Survey Research: An Examination Of Individual, Situational, And Cultural Characteristics, Michael William Mcferran
Theses and Dissertations
Careless responding is the act of responding to measures with low or little motivation in the form of not properly complying with survey instructions, interpreting survey items, or providing accurate responses (Huang et al., 2012; Meade & Craig, 2012). Careless responding is a concern for all researchers that implement any form of self-report survey methodology within their research as it can have varying effects on data quality and overall data interpretation (Credé, 2010; DeSimone & Harms, 2018; Huang et al., 2015; McGonagle et al., 2016). A comparatively large proporiton of research has examined response bias, whereas a limited, but growing, …
Mindful And Authentic: Examining Leaders’ Impact On The Feedback Environment, Ché Lindsay Albowicz
Mindful And Authentic: Examining Leaders’ Impact On The Feedback Environment, Ché Lindsay Albowicz
Theses and Dissertations
The majority of what is currently known about mindfulness at work focuses on the individual benefits of being mindful (see Glomb, Duffy, Bono, & Yang, 2011; Good, et al., 2016), leaving an opportunity to understand the interpersonal impact of mindfulness at work. The current study tested whether mindful individuals, specifically mindful leaders, impact the work experience of their direct reports. Building on initial evidence (Leroy et al., 2015; Nubold, Quaquebeke, & Hulsheger, 2019) and strong theoretical ties (Kernis, 2002), supervisor mindfulness was a significant predictor of direct reports’ perception of authentic leadership behavior. Empathy was tested as a positive other-directed …
Shared Leadership Emergence: The Role Of Leader Identity And Leadership Structure Schema, Erica Medrano
Shared Leadership Emergence: The Role Of Leader Identity And Leadership Structure Schema, Erica Medrano
Theses and Dissertations
The increasing popularity of self-managing teams has sparked interest in the impact of shared leadership structures on team outcomes. Yet, it is unclear how shared leadership structures form or why they vary across teams. While research suggests that leadership claiming and granting are essential to the social construction of shared leadership in teams, the latter has received little attention. Therefore, this study aimed to address the fundamental questions “what factors determine who is granted leadership by individuals in a team?” and “what factors determine how many others are granted leadership by individuals in a team?” I proposed that leader identity …
Beyond Resource Depletion: An Examination Of Sleepiness, Self-Regulation, And Goal Progress, Kauyer Lor
Beyond Resource Depletion: An Examination Of Sleepiness, Self-Regulation, And Goal Progress, Kauyer Lor
Theses and Dissertations
Research on employee sleepiness and self-regulation has primarily adopted a resource depletion perspective. However, other theoretical frameworks suggest additional processes may be involved. The current study explored this idea by examining the relationship between sleepiness, self-regulation, and goal progress within an integrative self-control theoretical framework (Kotabe & Hofmann, 2015). This study included a sample of 127 employees recruited from Amazon’s Mechanical Turk and a snowball method through social media. Participants completed seven signal surveys within a single workday assessing sleepiness, desire, higher-order goal, control capacity, control motivation, self-control enactment, desire enactment, and goal progress. Results from multilevel modeling indicated that …
Better Safe Than Sorry? Examining The Effectiveness Of Defensive Impression Management And Supplication Techniques In Attracting Minority Applicants To Public Safety Careers, Temitayo Opeyemi Lawal
Better Safe Than Sorry? Examining The Effectiveness Of Defensive Impression Management And Supplication Techniques In Attracting Minority Applicants To Public Safety Careers, Temitayo Opeyemi Lawal
Theses and Dissertations
The recent media coverage of fatal interactions between police officers and unarmed Black citizens has led to increased calls for law enforcement agencies to diversify their departments. However, many agencies struggle to attract qualified minority candidates due to the negative history between law enforcement and minority communities. This study examined whether the use targeted defensive impression management techniques, such as apologizing for past transgressions, and supplicative recruiting messages can influence attraction and job pursuit intentions for minority applicants. This study also explored whether applicant perceptions of an organization’s sincerity and value of diversity mediates the relationship between diversity recruiting messages …
Brevity Vs. Breadth: Can Memory Disorders Be Diagnosed Using Fewer Neuropsychological Assessments?, Analise Roccaforte
Brevity Vs. Breadth: Can Memory Disorders Be Diagnosed Using Fewer Neuropsychological Assessments?, Analise Roccaforte
Theses and Dissertations
Object: The present study examines the clinical utility of combining a cognitive screener, Montreal Cognitive Assessment (MoCA), with a measure of adaptive functioning, Texas Functional Living Scale (TFLS), to diagnose memory disorders when differentiating between cognition within normal limits (WNL), mild cognitive impairment (MCI), and Alzheimer’s disease (AD). Method: A total of 207 Health First Memory Disorder Clinic patients, ages 64-94, were included in the study. Participants were screened using the MoCA and then they completed a brief neuropsychological evaluation, which included the TFLS. Participants were only included if they received a diagnosis of cognition WNL, MCI, or AD. They …
Utilizing The Radsm Process: Developing An Unobtrusive Measure Of Cohesion, Zachary Lee Rahner
Utilizing The Radsm Process: Developing An Unobtrusive Measure Of Cohesion, Zachary Lee Rahner
Theses and Dissertations
In this study, verbal indicators produced following the RADSM process were used to code transcript data collected from 62 three-person teams playing a cooperative bridge crew simulator. A training dataset, consisting of 88 mission transcripts, and a testing dataset, consisting of 39 mission transcripts, were created from the data. Multilevel modeling was employed to develop a linear-regression algorithm to predict/measure team task and social cohesion. The findings revealed that task cohesion perceptions are linked to the proportion of speech dedicated to information requests and instructions, whereas social cohesion perceptions are associated with the proportion of speech dedicated to amusing and …
Sales Call Anxiety, Employee Burnout, And The Moderating Effect Of Supervisor Support, Charles Blomstrom-Johnson
Sales Call Anxiety, Employee Burnout, And The Moderating Effect Of Supervisor Support, Charles Blomstrom-Johnson
Theses and Dissertations
Sales industries have traditionally experienced extreme levels of turnover, with certain sales industries’ turnover rate exceeding 80%. Sales Call Anxiety and burnout syndrome, specifically, emotional exhaustion, are two major conditions experienced by salespeople that can lead to not only increased turnover, but reduced job performance and job satisfaction as well. Despite a wealth of research on both conditions in isolation, the relationship between these constructs had not been previously examined. Based on the findings of prior literature, this study hypothesized that a direct relationship exists between the constructs. It also hypothesized that supervisor support received by salespeople will have a …
The Order Of Faking, Brett Lawson Wallace
The Order Of Faking, Brett Lawson Wallace
Theses and Dissertations
Prior research has yet to look at the impact of cognitive ability assessment’s position on applicant faking behavior. To fill in this gap in research, this study looked to examine the effect of placing cognitive ability assessments before and after personality and job-related questions. Interspersed among these questions, were items that assist in predicting faking behavior. One-hundred-seventy-two participants were recruited through Amazon Turk to fill out a pseudo-job application for a customer support manager position. The results of this study showed that applicants that received the cognitive assessment prior to the personality and job-related questions overall engaged in less faking …
Profiles And Culture: Multi-Level Latent Profiles Based On Personality Traits And Facets And Profile Influences On Performance Outcomes Across Cultures, Weiwei Liu
Theses and Dissertations
Personality research has traditionally adopted a variable-centric approach but recently more studies have adopted a person-centric approach. A person-centric approach can provide additional insights in that it explores for multiple unobserved subgroups within a population and examines the extent to which relationships may differ across subgroups. The current study adds to this growing area in four ways. First, studies have attempted to identify common personality profiles, but results have been inconsistent and very few studies have examined work-relevant samples. The current study addresses this issue based on a large sample that is diverse in terms of industries, occupations, and countries. …
Building Resilient Teams: Compositional And Compilational Approaches, Regina Agassian
Building Resilient Teams: Compositional And Compilational Approaches, Regina Agassian
Theses and Dissertations
Recent events surrounding the pandemic that started in 2020 have placed a premium on team resilience in the workplace. This thesis integrates team resilience and team composition research. Collective self-concept, need for closure, propensity to trust, and decision-making style are hypothesized to predict different facets of team resilience: minimizing, managing, and mending strategies (Alliger et al., 2015). These relationships are approached through the lens of team composition and appropriate operationalizations of team-level aggregation are explored to determine which team composition models are appropriate for predicting relationships between specific individual attributes and team resilience. Archival data from an experimental study was …
Want More Positive Outcomes? Leader Cultural Intelligence And The Facilitation Of A Quality Feedback Environment, Mara Lou Hesley
Want More Positive Outcomes? Leader Cultural Intelligence And The Facilitation Of A Quality Feedback Environment, Mara Lou Hesley
Theses and Dissertations
The world continues to change, forcing organizational leaders to adapt (House et al., 2014). Leaders with the ability to adapt to a cultural situation that involves people from diverse cultures, otherwise known as culturally intelligent leaders, are predicted to be the most successful in this ever-changing environment (Earley & Ang, 2003; Ang, et. al., 2007). With diversity increasing, (Olson, Green, & Hill, 2008), feedback can no longer be delivered in a “one size fits all” manner (Earley, 1986; Earley & Stubbledine, 1989). Leaders who prioritize being culturally intelligent should contribute to the creation of feedback environments that are personalized and …
The Moderating Effect Of Proactivity In Role Accumulation And Work-Family Enrichment, Sarah Jensen
The Moderating Effect Of Proactivity In Role Accumulation And Work-Family Enrichment, Sarah Jensen
Theses and Dissertations
Research exploring the dynamics between work and family has primarily focused on the conflict that can arise between them, and there continues to be a gap in the more positive aspects of this dynamic. Work-family enrichment helps to view these roles as allies, and focus’ on how people can use resources found in one role to benefit another; with a greater number of roles leading to a greater opportunity for resources. The implication of these and similar findings give employees and organizations a necessary perspective towards improving well-being and performance. Trait affectivity, and more specifically, proactive behavior, has been cited …
Disparity And Applicant Faking Behaviors: How Comparison With The Ideal Applicant Affects Faking?, Yadi Yang
Disparity And Applicant Faking Behaviors: How Comparison With The Ideal Applicant Affects Faking?, Yadi Yang
Theses and Dissertations
Applicant faking behavior (AFB) on personality measures remains a major concern in selection context. This study introduces a new construct of “disparity” which captures the difference between individuals’ self-evaluation personality score and the perceived ideal applicants’ personality score. Based on the Perceptual Control Theory (PTC), applicant will generate intention to fake in order to close the perceptional gap between an ideal applicant and themselves to increase their chances of getting hired. The study distinguishes intention to fake and actual faking behaviors as two separate constructs. Specifically, the study empirically examined the effect of disparity on applicant faking behaviors through intention …
The Negative Effects Of Interruptions On Job Performance And Affective Well-Being, Christopher James Juszczyk
The Negative Effects Of Interruptions On Job Performance And Affective Well-Being, Christopher James Juszczyk
Theses and Dissertations
Workplace interruptions are an increasingly prominent and potentially consequential issue. Most studies have found that interruptions can have serious negative consequences for both job performance and affective well-being. However, very little research has examined the specific effects of internal and external interruptions. In addition, there has been limited research on factors that may mitigate the effects of interruptions. This study examined these issues, focusing on (a) the effects of internal and external interruptions on both job performance and affective well-being as well as (b) polychronicity, contingent planning, and task-switching ability as moderators of these relationships. The study involved two major …
1, 2, Or 3 In A Hat? How A Human-Agent Team’S Composition Affects Trust And Cooperation, Dan Manh Nguyen
1, 2, Or 3 In A Hat? How A Human-Agent Team’S Composition Affects Trust And Cooperation, Dan Manh Nguyen
Theses and Dissertations
Modern advances in technology have enabled a collaborative relationship between man and machine. Many industries have adopted these human-agent teams, yet human perceptions about technology may prevent them from adopting a teammate mentality when interacting with agents. Although many studies have researched the issue, few have studied how the human to agent ratio within a team influences how the person intends to interact with their agent team members. Grounded in the theory of planned behavior (Azjen, 1985), this study elucidates how a team’s composition affects the trust of human team members in human-agent teams and their subsequent intentions to work …
Communion, Agency, And Authenticity: How Gendered Expectations Influence Trust In Leaders, Allyson Day Pagan
Communion, Agency, And Authenticity: How Gendered Expectations Influence Trust In Leaders, Allyson Day Pagan
Theses and Dissertations
While there are a great many benefits to increasing female numbers in leadership positions, organizations still struggle to find a place for women leaders. More research is required to examine leader skills and mechanisms through which they operate in order to facilitate women’s empowerment. The purpose of the current study was to examine leadership skills (political skill), behaviors (impression management and emotion management) and their outcomes (authentic leadership and trust in leader) in the context of gender. This study examined interpersonal emotion management as an increasingly important construct for leadership and social influence, incorporating it as an outcome of political …
Where Is My Mind? The Who, What, And Where Of Mind Wandering At Work, Anthony Belluccia
Where Is My Mind? The Who, What, And Where Of Mind Wandering At Work, Anthony Belluccia
Theses and Dissertations
Mind wandering is a phenomenon often tackled by cognitive psychologists and overlooked by organizational psychologists, despite numbers suggesting that disengaged employees cost organizations $550 billion a year. Mind wandering is a demonstrated disruptor to cognitive processes like reading and working memory capacity that impair performance but may also be helpful for creative problem solving and autobiographical planning. Despite this, extant research has yet to develop a framework for the antecedents of mind wandering, there are still gaps in our understanding of workplace implications of mind wandering, and it is typically treated as a monolithic construct, ignoring dimensionality. The current research …
Together We Can An Analysis Of Barriers To Women In Leadership And The Unique Challenges Facing Women Of Color, Alexandria Redmond
Together We Can An Analysis Of Barriers To Women In Leadership And The Unique Challenges Facing Women Of Color, Alexandria Redmond
Theses and Dissertations
The purpose of this study is to examine and develop a scale on the current challenges facing women in leadership while giving special attention to the unique challenges facing women of color in leadership. The current study is the first of a multi-study scale development project for the Perceived Barriers to Women Leaders Scale (PBWLS). This paper aims to bring together literature on gender and ethnic differences in leadership and obstacles for women and women of color in attaining high-level positions in the workforce, and it also seeks to address measurement gaps in the literature. The final sample included 161 …