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Industrial and Organizational Psychology Commons™
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- AI-Induced Career Insecurity (AICI) (1)
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Articles 91 - 112 of 112
Full-Text Articles in Industrial and Organizational Psychology
Development And Evaluation Of The Havuc (Hostility, Ambiguity, Volatility, Uncertainty, & Complexity) Environment Fitness Scale (Hefs), Phillip Thomas
Development And Evaluation Of The Havuc (Hostility, Ambiguity, Volatility, Uncertainty, & Complexity) Environment Fitness Scale (Hefs), Phillip Thomas
Theses and Dissertations
This study examines the psychometric properties of a newly developed scale to measure individuals’ attitudes toward hostile, ambiguous, volatile, uncertain, and complex (HAVUC) environments—the HAVUC Environment Fitness Scale (HEFS). The 30-item summated scale consists of five 6-item subscales representing each element of HAVUC, utilizing a 7-point Likert scale ranging from one (1-strongly disagree) to seven (7-strongly agree). This study serves a need to better understand antecedents of individuals’ intentions and behavior (e.g., attitudes toward the environment) when operating in turbulent environments, aside from individual traits and the general notion of personenvironment (PE) fit. The study follows Spector’s (1992) recommendations for …
A New Approach To Explain Applicant Faking Behaviors: A Model Based On Trait Contract Classification Theory, Yadi Yang
Theses and Dissertations
Applicant faking behavior (AFB) on personality measures is a problematic phenomenon in selection context. It is important to address applicant faking behaviors because it will result in hiring unqualified people and lead to fairness issues. Researchers have developed many theoretical frameworks to understand applicant faking behaviors, and it is commonly accepted that applicant faking behaviors is an interaction effect of the both situational factors and individual factors. In this study, we examined applicant faking behaviors based on one of the interactional framework, the Trait Contract Classification (TCC) theory (Griffith, Lee, Peterson & Zickar, 2011) which took one step further to …
Negative Mind Wandering As A Symptom Of Incivility: What It Means For Important Workplace Outcomes, Anthony Belluccia
Negative Mind Wandering As A Symptom Of Incivility: What It Means For Important Workplace Outcomes, Anthony Belluccia
Theses and Dissertations
The effects of experienced incivility have been explained by a variety of cognitive and emotional mechanisms, but mind wandering may also be responsible for many processes and behaviors associated with incivility due to its ability to make room for resources (ego depletion theory) and remedy attentional conflicts generated by incivility (attentional-conflict theory). This study proposed that three negative dimensions of mind wandering (distressed, ruminating and irrelevant) would mediate the relationship between experienced incivility and various workplace outcomes, including instigated incivility, task performance, organizational citizenship behavior (OCB), and creative problem solving. As part of the study, we also developed and validated …
Extraversion And Person-Environment Fit: Towards Consideration Of Jungian Theory In Organizational Psychology, Nicholas Rosemarino
Extraversion And Person-Environment Fit: Towards Consideration Of Jungian Theory In Organizational Psychology, Nicholas Rosemarino
Theses and Dissertations
Historically, the field of Industrial/Organizational (I/O) Psychology has relied on the Big 5 taxonomy of personality. The purpose of this study was to examine the value of a Jungian conception of extraversion in the context of the relationship between the physical work environment and person-environment (PE) fit. The MBTI and the NEO-IPIP, representing a Jungian and a taxonomic conception of personality, respectively, were hypothesized to predict the within-person relationship between extraverted environment and PE fit. PE fit was hypothesized to predict perceived satisfaction and perceived performance. To examine these hypotheses, 110 participants were recruited from Mturk and responded to 18 …
A Validation Study Of The Cross Cultural Competenc E Navigator, Xiaowen Chen
A Validation Study Of The Cross Cultural Competenc E Navigator, Xiaowen Chen
Theses and Dissertations
C ross cultural competency (3C) is defined as an individual’s capability to effectively function in culturally diverse contexts, which is influenced by a set of individual antecedents. In the literature 3C has been characterized by a number of models and associated measures. In this thesis, 3C capability was described by seven distinctive antecedents, i.e. mindfulness, inquisitiveness, interpersonal skills, emotional stability, cultural knowledge, cultural experience and foreign language. A pragmatic 3C model was presented based on the literature findings, detailing the underlying mechanisms of 3C and its potential nomological network. The model attempted to reconcile three major disagreements in 3C research, …
Emotional Display Rule Conflict In Student Affairs And Services Administrators, Tessly Ann Dieguez
Emotional Display Rule Conflict In Student Affairs And Services Administrators, Tessly Ann Dieguez
Theses and Dissertations
This study examines a proposed model in which display rule conflict occurs when employees’ personal emotional display rule goals or values (operationalized as student customer orientation and individual-level power distance) are inconsistent with the emotional display rule goals of their department or culture (operationalized as department-level student customer orientation and country-level power distance, respectively). No significant effects of the interaction between personal and department-level student customer orientation or personal and department-level power distance on display rule commitment were found. Results did show that display rule conflict has a negative effect on display rule commitment. Further, display rule conflict predicted emotional …
Feedback Environment Intervention: Changing The Performance Management Paradigm From Systems To People, James R. Gallo
Feedback Environment Intervention: Changing The Performance Management Paradigm From Systems To People, James R. Gallo
Theses and Dissertations
For years, empirical research has supported the claims that an organization’s feedback environment is related to numerous beneficial outcomes for employees and organizations. While we have a valid and reliable way to measure this feedback environment, we don’t know much about how to intervene in organizations to create a favorable feedback environment. This research study attempted to improve an organization’s feedback environment through a planned change intervention and therefore to create new institutionalized group norms often prevalent in a favorable feedback environment. The goal of the intervention was to train employees on the seven dimensions of the feedback environment and …
An Integrated Model Of Attitude Theory And Applicant Faking Behavior, Matthew Doyle Pita
An Integrated Model Of Attitude Theory And Applicant Faking Behavior, Matthew Doyle Pita
Theses and Dissertations
Applicant faking behavior (AFB) on personality measures has been a long-standing challenge for both researchers and practitioners. Applicant faking behavior is widely defined as a deceptive act that is intended to create a favorable impression (Goffin & Boyd, 2009). The research in this area has evolved with heightened focus on bolstering its theoretical foundation and establishing a consistent and effective operationalization of AFB. This research utilizes archival data from a within-subject design with a sample of job applicants; a procedure that has been recognized as the “gold standard” of the AFB literature (Ryan & Boyce, 2006). Structural Equation Modelling resulted …
Emotional Labor In A Computer-Mediated Environment, Christa P. Bupp
Emotional Labor In A Computer-Mediated Environment, Christa P. Bupp
Theses and Dissertations
As more organizations enter into a global economy, the use of computer-mediated communication (CMC) becomes a necessary component for survival. However, the effects of CMC on employees and customers is still not well understood. Although research on work-related emotions has been flourishing in the last several years (Brief & Weiss, 2002), there have been relatively few studies done on emotions in a computer-mediated environment and even less done on emotional labor in a computer-mediated environment. The purpose of the present research is to examine emotional regulation strategies in a computer-mediated environment. Affective events theory (AET) is utilized as an overarching …
Cultural Values And The Effectiveness Of Trust Repair Strategies In Collaborative Relationships, Kyi Phyu Nyein
Cultural Values And The Effectiveness Of Trust Repair Strategies In Collaborative Relationships, Kyi Phyu Nyein
Theses and Dissertations
Interpersonal trust is a positive expectation that an individual has regarding another individual, and such positive expectation leads to behaviors and outcomes desirable for individuals, groups, and organizations. Despite these benefits and positive outcomes of trust, it can be damaged or broken, and to continue the relationship or effectively work together again, individuals must repair the broken trust. Very little research has been conducted on trust violation and repair in the cross-cultural context, and as more organizations and businesses become global, the influence of culture must be considered in developing and maintaining trusting relationships as well as repairing broken trust …
Give And Take: Validity, Personality Profiling, And Individual Success, Sara Katarina Trané
Give And Take: Validity, Personality Profiling, And Individual Success, Sara Katarina Trané
Theses and Dissertations
This research addresses two critical aspects of organizational performance: (1) identification of individuals who have the potential to become the organization’s greatest assets and (2) identification of individuals who are likely to be the organization’s greatest liabilities. The greatest assets, contributing the most value to the organization, are proposed to be individuals with a predisposition to engage in a prosocial interaction style referred to as give. The greatest liabilities, engaging in behaviors contradicting organizational goals, are proposed to be individuals with an antisocial interaction style referred to as take. Although both givers and takers can be highly successful as individuals, …
What Makes A Business Person A Criminal: An Examination Through Academic Dishonesty, Dakota Lee Fraley
What Makes A Business Person A Criminal: An Examination Through Academic Dishonesty, Dakota Lee Fraley
Theses and Dissertations
The present study examined the interaction between environmental and individual difference characteristics in predicting perceptions of white-collar crime and likelihood to engage in academic dishonesty. It adopted a cross discipline approach that pulls literature from criminology, industrial organizational psychology and academic dishonesty to create the theoretical framework for what causes a person to deviate. General strain theory, rational choice theory and social exchange theory were employed to explain how integrity, perceived stress and perceived injustice could predict likelihood to commit academic dishonesty and perceptions of white-collar crime. Additional analyses looked at how self-control might moderate the relationships between perceived stress …
Leader Emotion Management Behavior And Perceived Leader Effectiveness: The Moderating Roles Of Gender And Culture, Julianna Fischer
Leader Emotion Management Behavior And Perceived Leader Effectiveness: The Moderating Roles Of Gender And Culture, Julianna Fischer
Theses and Dissertations
A key aspect of successful management includes a leader’s responsibility to manage employees’ emotions (Leavitt & Bahrami, 1988). This form of management can be reflected in a number of behaviors, such as demonstrating consideration and support for employees, providing frequent emotional “uplifts,” and managing interactions and relationships among coworkers (Kaplan, Cortina, Ruark, LaPort, & Nicolaides, 2014). Emotion-related skills and abilities have been supported as critical assets in management (e.g., George, 2000; Pescosolido, 2002). However, this evidence has not been sufficiently verified in a cross-cultural setting. The cultural value of gender egalitarianism, or the degree of gender role differentiation in a …
Depletion Today Keeps The Apple Away: Effects Of Workplace Resource Processes On Daily Health Behavior And Recovery, Chelsea Alyce Lenoble
Depletion Today Keeps The Apple Away: Effects Of Workplace Resource Processes On Daily Health Behavior And Recovery, Chelsea Alyce Lenoble
Theses and Dissertations
The workplace has become an increasingly demanding environment in which individuals must expend personal resources in order to meet job demands (Hobfoll, 1989). Without ample opportunity to recover these depleted resources, employees risk physical and psychological strains (Meijman & Mulder, 1998). It was proposed that depletion and recovery that occurs throughout the workday would impact recovery activities outside of work. Further, two new constructs were examined as moderators of the proposed relationships: personal energy recovery climate (PERC) and non-work recovery interferences (NWRI). A two-week daily diary study was conducted, with 145 working adults completing four surveys throughout each workday. Resource …
Global Mindset: Examining The Critical Components For Successful Global Leadership Decision-Making, Agnes Flett
Global Mindset: Examining The Critical Components For Successful Global Leadership Decision-Making, Agnes Flett
Theses and Dissertations
While global leadership is not very well defined, it is well accepted that working in a global environment is complex and fraught with difficulty. The complexity of the global environment presents unique challenges for global leaders in that, not only must they manage a paradox between different stakeholder groups with competing agendas while maintaining relationships, they must also filter through vast amounts of information from multiple stakeholder groups in order to make effective decisions. This complexity reflects the notion of global mindset. Global mindset is defined as the ability to think and act both locally and globally at the same …
The Strategic Global Climate And The Construction Of The Strategic Global Climate Scale, Leah Rose Wolfeld
The Strategic Global Climate And The Construction Of The Strategic Global Climate Scale, Leah Rose Wolfeld
Theses and Dissertations
As the world grows smaller, globalization increasingly impacts organizations, and many organizations have difficulty preparing for such a complex and unpredictable environment. The Strategic Global Climate consists of the employee perceptions of the policies, processes, and rewarded behaviors that promote organizational effectiveness in the complex global arena. A favorable Strategic Global Climate communicates the organization’s values and aligns leadership and business strategies for prosperity in the global arena. Additionally, organizations with a Strategic Global Climate should develop a strong global leadership bench strength, experience smooth international business partnerships, and have a competitive advantage. Organizations must be able to measure such …
How Shared Leadership Improves Team Performance: Exploring The Role Of Team Knowledge And Team Learning, Hairong Jiang
How Shared Leadership Improves Team Performance: Exploring The Role Of Team Knowledge And Team Learning, Hairong Jiang
Theses and Dissertations
Team-structured work is prevalent in organizations and the effectiveness of teams greatly depends on the leadership enacted. Ample studies have supported the utility of a more fluid team structure where leadership is the property of the team and members lead one another to achieve goals. However, the mediating team processes and emergent states that make shared leadership effective are largely unknown. This study aims to answer questions regarding how shared leadership enhances team performance by taking a longitudinal approach to examine two interconnected mediators: team knowledge structure and team learning. Characteristics of the team such as size and member heterogeneity …
Proactive Coping Style And Employee Well-Being: Workplace Stressors And Recovery Experiences As Mediators, Erica Christine Keeton
Proactive Coping Style And Employee Well-Being: Workplace Stressors And Recovery Experiences As Mediators, Erica Christine Keeton
Theses and Dissertations
The stressor-strain relationship has been a popular focal topic in organizational research. Workplace stressors have been found to relate to decreased well-being, job satisfaction, organizational commitment, job performance and organizational citizenship behaviors (OCBs), as well as increased counterproductive work behaviors and safety issues. This study investigated the relationships of proactive coping style with employee health, job satisfaction, organizational commitment, OCBs, and social support, as well as the mediating effects of workplace stressors and recovery experiences. Results indicated that the proactive coping style directly related to health, job satisfaction, organizational commitment, OCBs, social support and recovery experiences. Workplace stressors did not …
Is ‘How’M I Doin’?’ A Universal Question? Unpackaging Cultural Differences In Feedback Seeking, Rana Gaby Moukarzel
Is ‘How’M I Doin’?’ A Universal Question? Unpackaging Cultural Differences In Feedback Seeking, Rana Gaby Moukarzel
Theses and Dissertations
The feedback literature is based on the premise that given a favorable context and a drive to reduce uncertainties, all individuals should seek self-relevant performance information. However, this framework has only been empirically examined using Western samples and has failed to consider the influence of the broader context, with the exclusion of Sully de Luque and Sommer’s (2000) cultural framework. The purpose of this project was to integrate extant culture theory into the feedback seeking literature for a more comprehensive framework, and a more global understanding of cultural contingencies surrounding the feedback seeking process. Findings revealed the universality of feedback …
The Effect Of Group Level Factors On Affective Convergence In Teams: An Agent Based Model, Chaunette Marie Small
The Effect Of Group Level Factors On Affective Convergence In Teams: An Agent Based Model, Chaunette Marie Small
Theses and Dissertations
Previous research supports the idea that affective convergence occurs in teams. The phenomenon of group affect has been well documented, however the group level conditions through which affective convergence emerges has received very little research. The current study helps to fill this gap by using agent-based modeling to examine affective convergence under varying group conditions. Agent-based modeling is a recently developed approach to research that uses the power of computers to model individual level behaviors and examine group level emergent constructs. The current study examined display rule presence, display rule breadth, social influence, interdependence, and team size on affective convergence. …
Global Organizational Psychology: Internationalizing The Training Curriculum, Richard L. Griffith, William Gabrenya, Lisa A. Steelman, Brigitte Armon, Beth Gitlin, Mavis Kung
Global Organizational Psychology: Internationalizing The Training Curriculum, Richard L. Griffith, William Gabrenya, Lisa A. Steelman, Brigitte Armon, Beth Gitlin, Mavis Kung
Psychology Faculty Publications
Due to the rapid of globalization in the Information Age, students must become adept at navigating the complex and ambiguous nature of the global business environment. One major roadblock for training students to become global professionals is the lack of international curriculum within Industrial/Organizational (I/O) Psychology programs at leading post-graduate training institutions. This article examines the methodologies and best practices used in establishing an International I/O Psychology curriculum at the graduate level developed to train students to better understand and work within the complexities of the global business environment. In this article we discuss the process we used to identify …
Mcmi - Iii Profiles Of Combat Veterans: Predictors Of Educational And Vocational Impairment, Catherine Jenks
Mcmi - Iii Profiles Of Combat Veterans: Predictors Of Educational And Vocational Impairment, Catherine Jenks
Theses and Dissertations
This study investigated the ability of four selected scales on the MCMI-111, Passive Aggressive, Avoidant, Antisocial and PTSD to determine the amount of variance contributed by each of the scales as predictors of educational and vocational impairment in Vietnam Veterans. Subjects consisted of 40 Vietnam veterans diagnosed with PTSD who received treatment at an outpatient Readjustment Program in Brevard County, Florida. Multiple Regression analyses identified the Passive-Aggressive personality scale on the MCMI-111 as significantly contributing to the variance as a predictor in vocational impairment, however, in an unexpected direction. Results and implications of these findings are discussed.