Open Access. Powered by Scholars. Published by Universities.®

Industrial and Organizational Psychology Commons™

Open Access. Powered by Scholars. Published by Universities.®

University of Tennessee at Chattanooga

Discipline
Keyword
Publication Year
Publication
Publication Type
File Type

Articles 301 - 330 of 420

Full-Text Articles in Industrial and Organizational Psychology

Examining How The Dark Triad Moderates The Relationship Between Workplace Victimization And Workplace Behavior, James Parker, Alexander T. Jackson, Michael Hein, Richard G. Moffett Iii Oct 2018

Examining How The Dark Triad Moderates The Relationship Between Workplace Victimization And Workplace Behavior, James Parker, Alexander T. Jackson, Michael Hein, Richard G. Moffett Iii

River Cities Industrial and Organizational Psychology Conference

This study will examine the relationship between workplace victimization and workplace behavior. Furthermore, this study will examine how the Dark Triad of personality affects that relationship. The study will be conducted as a Masters’ Thesis at Middle Tennessee State University. We propose that the there is a positive relationship between workplace victimization and counterproductive work behaviors (CWB) and a negative relationship between workplace victimization and occupational citizenship behaviors (OCB). We also propose that the Dark Triad (narcissism, Machiavellianism, and psychopathy) each positively moderate the relationship between workplace victimization and CWB. Data on each of these constructs will be collected from …

Go to article

Research Design Of Job Satisfaction In An East African Medical Research Center, Fransuave L. Moore, Emily P. Moody, Alexandra L. Wright, Malissa Clark Oct 2018

Research Design Of Job Satisfaction In An East African Medical Research Center, Fransuave L. Moore, Emily P. Moody, Alexandra L. Wright, Malissa Clark

River Cities Industrial and Organizational Psychology Conference

For years, I-O research has used surveys and scales to measure job satisfaction; however, a traditional survey may not always be the best option. Therefore, our research team utilized interviews as well as surveys to understand job satisfaction at the National Institute of Medical Research, Amani Centre (NIMR-AC). The Centre is in Muheza, Tanzania, a rural town one hour from the East African coast. We used a mixed methods approach with an aim to distinguish the key characteristics and variations of job satisfaction among the employees of NIMR-AC. The nature of the surveys, one-on-one interviews, and a focus group discussion …

Go to article

Organizational Alignment Through Leadership Proficiency And Human System Interventions, Kristin Weger, Raeshaun Jones, Lisa Matsuyama, Michael Buford, Jarielle Prince, Sarah Rose Stough Oct 2018

Organizational Alignment Through Leadership Proficiency And Human System Interventions, Kristin Weger, Raeshaun Jones, Lisa Matsuyama, Michael Buford, Jarielle Prince, Sarah Rose Stough

River Cities Industrial and Organizational Psychology Conference

Across many organizations, agencies and programs have been tasked with building, training, and retaining the workforce needed. Yet, only few organizations have succeeded in their efforts by creating a culture in which workforce preferences align and overarching leadership support is provided. Such a cultural transformation requires not only a behavioral shift from employees, but especially from those in leadership positions, in order to break from the typical way that organizations have long encouraged them to behave. Although the importance of leadership has been emphasized in previous literature, no consistent description of leadership attributes or promising application of human system interventions …

Go to article

Sexual Harassment Bystander Intervention Program: Targeting Leaders To Enhance Organizational Culture, Caitlin C. Meyer, Alexandra Zelin Oct 2018

Sexual Harassment Bystander Intervention Program: Targeting Leaders To Enhance Organizational Culture, Caitlin C. Meyer, Alexandra Zelin

River Cities Industrial and Organizational Psychology Conference

Sexual harassment has become a prominent issue in workplaces and society as a whole. However, to effectively address the issue of sexual harassment and identify methods to reduce it in the workplace, it needs to be clearly defined and understood. Sexual harassment manifests in three forms which often overlap and are antecedents of one another: gender harassment, unwanted sexual attention, and sexual coercion (The National Academies of Science, Engineering, and Medicine, NASEM, 2018). Gender harassment is the most common form of sexual harassment and is characterized by crude behavior, hostility, objectification, and exclusion rooted in the basis of gender (NASEM, …

Go to article

Political Skill As A Predictor Of Performance And Work Relationship Quality, Christian Saenz, Kristen Jennings-Black Oct 2018

Political Skill As A Predictor Of Performance And Work Relationship Quality, Christian Saenz, Kristen Jennings-Black

River Cities Industrial and Organizational Psychology Conference

This study investigates the relationship between political skill and multi-faceted job performance as well as work relationship quality. Political skill is “the ability to effectively understand others at work and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives” (Ferris, 2005, p. 127). Ferris (2005) specifically provided four underlying dimensions of political skill: networking ability, apparent sincerity, social astuteness, and interpersonal influence. Prior meta-analytic evidence supports a significant positive correlation between political skill and task performance (r = .26; Munyon et al., 2015). While the relationship with job performance has received …

Go to article

After #Metoo: Perceptions Of Sexual Harassment In And Out Of The Workplace, Brittany Branda, Alexandra I. Zelin, Riley Tino Oct 2018

After #Metoo: Perceptions Of Sexual Harassment In And Out Of The Workplace, Brittany Branda, Alexandra I. Zelin, Riley Tino

River Cities Industrial and Organizational Psychology Conference

The purpose of this study is to identify perceptions of sexual harassment in the workplace and non-workplace settings. Following the “Me Too” movement, the issue of what constitutes sexual harassment in workplace environments underwent intense speculation. Confusion about the behaviors that equate to sexual harassment not only delays making progress toward eliminating it, but risks the well-being of citizens, employees, and their organizations. Individuals who experience sexual harassment are thrust into states of psychological distress and are known to experience fear, negative moods, and a lowered satisfaction with life in general. Additionally, exhibiting behaviors of sexual harassment in the workplace …

Go to article

Do Effective After-Action Reviews Lead To Better Performance?, Garrett Baber, Glenn Littlepage, Richard Moffett Iii Oct 2018

Do Effective After-Action Reviews Lead To Better Performance?, Garrett Baber, Glenn Littlepage, Richard Moffett Iii

River Cities Industrial and Organizational Psychology Conference

After-action reviews (AARs) are meetings in which teams meet to recall, analyze, and set goals according to previous performance. Strong evidence indicates that the use AARs can enhance performance (Tannenbaum, Cerasoli, 2013; LePine, Piccolo, Jackson, Mathieu, Saul, 2008). However, these studies do not examine the relationship between quality of AAR performance and team task performance. The present study utilizes 25 teams operating a simulated airline and examines the relationship between performance during the AAR and both subsequent and previous task performance. The NASA Flight Operations Center – Unified Simulation (FOCUS) lab at Middle Tennessee State University emulates a high-fidelity flight …

Go to article

Impact Of Spousal Work Restrictions And Number Of Dependents On Expatriates’ Work Life And Overall Life Satisfaction, Pooja B. Vijayakumar, Christopher J. L. Cunningham Jul 2018

Impact Of Spousal Work Restrictions And Number Of Dependents On Expatriates’ Work Life And Overall Life Satisfaction, Pooja B. Vijayakumar, Christopher J. L. Cunningham

Industrial and Organizational Psychology Translational Research and Working Papers

Purpose Our understanding of the challenges and the broader role of spouses of expatriates is extremely limited. The purpose of the study was to examine the impact of spousal work restrictions and number of dependents on expatriates’ work life and overall life satisfaction using qualitative and quantitative analyses Design Data were collected from 416 Indian informational technology professionals working in USA. Hypothesized conditional process models were analyzed using the PROCESS tools. Findings Spousal work restrictions and number of dependents created complications in personal life of expatriates, which interfered with their work life resulting in lower overall life satisfaction. We identified …

Go to article

A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry May 2018

A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry

Masters Theses and Doctoral Dissertations

In many ways, clergy and religious leaders are an ignored yet high-risk population. A clergy member unable to cope with challenges in his or her own life may be ineffective at helping church members to cope with their stress. The purpose of the present study was to develop and test an operational model of clergy holistic health, including occupational demands, and personal and job-related resources. Data were collected from clergy (N = 418) and analyzed using correlational and regression based techniques. Results from the present study provided support for the demands-control-support model (Johnson & Hall, 1988). Specifically, clergy mental health …

Go to article

The Complex Effects Of Equity Sensitivity On Job Commitment And Satisfaction: A Pilot Study, West Phifer May 2018

The Complex Effects Of Equity Sensitivity On Job Commitment And Satisfaction: A Pilot Study, West Phifer

Masters Theses and Doctoral Dissertations

According to equity theory (Adams, 1963, 1965), employees determine whether they are being treated fairly by comparing what they give to and receive from their organization to that of other employees. However, individual perceptions of equity differ in the workplace, a phenomenon Huseman, Hatfield and Miles, (1987) labeled equity sensitivity, which ranges from benevolents, those who accept low levels of equity, to entitleds, who desire more favorable outcomes for themselves. Davison and Bing (2008) split the Huseman et al. continuum into its two components, benevolence and entitlement, and those are the focus of the present study. These dimensions were tested …

Go to article

Quantifying And Qualifying The Links That Bind, Jared Dirghalli May 2018

Quantifying And Qualifying The Links That Bind, Jared Dirghalli

Masters Theses and Doctoral Dissertations

Employees’ links to organizations and coworkers represent an important factor related to many work-related constructs in the Industrial-Organizational (I-O) Psychology literature. Often, I-O researchers conceptualize these employee links through either the number of workplace links or an employee’s perceived social support. However, these conceptualizations are potentially limited. Research into Social Network Analysis has investigated different quality dimensions in links (e.g., link strength and valence) which can significantly influence outcomes in social, workplace, and general well-being contexts. Thus, the present thesis project was undertaken to explore whether incorporating these quality dimensions of link strength and link valence adds any incremental utility …

Go to article

Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge Oct 2017

Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge

River Cities Industrial and Organizational Psychology Conference

Stories shared either publicly or privately within work environments influence schemata that in turn can affect employee performance. These myriad stories may include how a problem was solved, how productivity was increased on a particular task, or in less positive instances whom is to blame for an unmet expectation. Such stories may also serve to illustrate how and why employees find meaning in their work and/or the broader organization and its mission. This presentation will begin by exploring academic research regarding how the culmination of these stories about the past, present, and future predictions can shape both positive and negative …

Go to article

Creating The Context For Effective Culture Work, Matthew Berberich Oct 2017

Creating The Context For Effective Culture Work, Matthew Berberich

River Cities Industrial and Organizational Psychology Conference

A culture that embraces change, responds quickly to changing needs and connects everyone at every level as business owners is an exciting future for companies and employees. In this culture leaders learn to unleash the unique potential in each individual to solve problems never solved before. The opportunity for positive impact goes far beyond our daily work. It spills into every area of our lives and in tangible ways impacts the world. Performance metrics and engagement only put you in line for this door to the future. The door can get locked when organizations become lulled into thinking “good-enough” by …

Go to article

Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin Oct 2017

Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin

River Cities Industrial and Organizational Psychology Conference

A recent focal article submitted by Cortina et al. (2017) to the Industrial and Organizational Psychology: Perspectives on Science and Practice journal discusses the need for workplace literature to move away from victim precipitation. Essentially, we as I-O Psychologists need to follow the path of researchers in areas such as criminology and stop placing blame on the victims for being recipients of certain behaviors. The problem with this sentiment is that if we do not measure others’ perceptions of victim behavior in our research we are effectively ignoring the realities of workplace culture, especially when it comes to sexual harassment …

Go to article

Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame Oct 2017

Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame

River Cities Industrial and Organizational Psychology Conference

Organizations that promote a culture of learning and development among their employees are more likely to adapt and remain afloat in the turbulent environment in which most business are facing today. This symposium will discuss how assessing employee performance using varied methods and at different times can help to create culture change over time. The symposium will address the implementation of these methods as well as help practitioners to better understand the implications of changing assessment scores form time-one to time-two. The symposium will address the processes and the obstacles involved with using individual assessments to create long term change …

Go to article

Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham Oct 2017

Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham

River Cities Industrial and Organizational Psychology Conference

Big data and analytics has been recognized as fundamental to an organization’s success has consistently identified as one of top 10 Workforce Trends in recent years. One of the final steps in an analytics or applied research project is deployment where a solution is integrated into business practices. Without cultural acceptance, however, organizations risk missing out on the full impact that data and evidence-based practices can deliver. Even with data and analytics solutions deployed in business procedures, employees may still make decisions based on hunches and instinct. In order to harness the full potential of data analytics, organizations need to …

Go to article

Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest Oct 2017

Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest

River Cities Industrial and Organizational Psychology Conference

With this increase in team usage among organizations, the ability to establish teams that are able to achieve team goals is becoming increasingly important (Cohen & Bailey, 1997). Despite the myriad of factors that could potentially impact the team’s success, there is one factor of interest that will be examined with this study. More specifically, this study will seek to investigate the relationship between individual performance and overall team effectiveness with the “coreness” of the role as a mediator. A research study conducted by Humphrey, Morgeson, & Mannor (2009) is an example of support for the idea that some roles …

Go to article

Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele Oct 2017

Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele

River Cities Industrial and Organizational Psychology Conference

The purpose of the project is to determine if administering a communication training program to women, with an emphasis on negotiation skills, will influence their starting salaries. More specifically, this project proposes to develop and deliver a communication and negotiation skills training workshop to all of the women in a sorority at a South-Eastern university. The project involves conducting a needs analysis to determine the participant’s current level of communication knowledge and negotiation skills. Once the results of the needs analysis are analyzed, the training program will be formally developed and administered. This study proposes that once women have higher …

Go to article

Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame Oct 2017

Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This study will explore the relationship between self-efficacy and resilience as they affect stress-related outcomes in the workplace. The study will first measure all participant’s self-efficacy and resilience. The experimental group will then receive feedback mirroring that of a negative performance appraisal. The feedback will suggest the participant performed below average on a trivia test. Participants in the control group will receive neutral feedback on the same trivia test. Lastly, all participant’s resilience will be measured a second time. This study will seek to recruit students from a local South-Eastern university. The results of this study will further clarify the …

Go to article

Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D Oct 2017

Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D

River Cities Industrial and Organizational Psychology Conference

This proposal introduces a multi-level model of job insecurity that includes moderating factors as well as important organizational outcomes. The multi-level model of job insecurity contends that job insecurity is a precursor to emotional exhaustion, which affects organizational citizenship behavior and innovation. The model also suggest that economic uncertainty increases the likelihood of feelings of job insecurity and its effects. According to the model, emotional exhaustion that results from job insecurity is worsened when employees are in a life stage in which they are primarily responsible for others and when they increase their use of impression management. Emotional exhaustion, however, …

Go to article

The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown Oct 2017

The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown

River Cities Industrial and Organizational Psychology Conference

Performance appraisals are conducted regularly in professional organizations as a means to evaluate employee performance and overall company effectiveness. Employees and employers alike dread appraisal time; appraisals are often time consuming, tedious, and yield minimal positive results. Previous research has shown that employee perceptions of performance appraisals are important to consider when determining their overall effectiveness. In order to build new systems that could be viewed more positively by managers and employees, a deeper examination into the issues of performance appraisals, especially from the manager’s perspective, is needed. Our study looks at data gathered from a survey given to academic …

Go to article

Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman Oct 2017

Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman

River Cities Industrial and Organizational Psychology Conference

Despite the fact that Industrial-Organizational (I-O) psychology consultants provide interventions meant to benefit companies, many organizations remain skeptical about the effectiveness of consultants and have concerns about I-O psychologists, their methods, and the results they promise. This skepticism may manifest through resistance towards interventions, resulting in strained client-consultant relationships and a decreased interest in future use of I-O consultant services. Understanding and evading these negative outcomes is highly relevant to the interests of I-O psychology as a whole, but research has yet to quantitatively examine factors contributing to an organization’s decision to pursue I-O consultation. The purpose of the current …

Go to article

Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz Oct 2017

Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in …

Go to article

The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame Oct 2017

The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This study examined the relationship between generalized self-efficacy, perceptions of ethical misconduct, guilt-proneness, and counterproductive work behaviors. We first hypothesized that self-efficacy would be negatively related to counterproductive work behaviors. Secondly, we hypothesized that perceptions of ethical misconduct and levels of guilt-proneness would mediate the negative relationship between generalized self-efficacy and counterproductive work behaviors. We surveyed 190 undergraduate students. To test our hypotheses, we used serial mediation (self-efficacy perceptions of ethical misconduct Guilt CWBs). Results supported our first hypothesis. However, we did not find support for the mediated relationship proposed in our second hypothesis.

Go to article

Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame Oct 2017

Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This research study seeks to gain a better understanding of the effects of the dark triad (narcissism, Machiavellianism, psychopathy) on advice taking. This research examined whether or not the dark triad traits result in working professionals being more or less likely to accept advice when making a decision. Past research has shown that outcomes are generally more favorable when the person who is making the decision takes the advice of another person into consideration. Despite this fact, I hypothesized that people with higher narcissistic or psychopathic traits will not accept advice when making a decision. Additionally, I hypothesized that Machiavellians …

Go to article

Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin Oct 2017

Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin

River Cities Industrial and Organizational Psychology Conference

The current study addresses the prevalence of sexual harassment in the workplace and explores the roles of bystanders, or those who witness these encounters, during and after events of workplace sexual harassment. It qualitatively investigates how perceptions of organizational sexual harassment situations influence bystander intervention. It places particular focus on female bystanders’ impressions of female victims. It also considers the role that stigmatization of a victim plays in the intervention of these female bystanders in incidents of workplace sexual harassment. This investigation explores the repercussions of associating with a stigmatized female victim and how the ramifications of females getting involved …

Go to article

Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer Oct 2017

Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer

River Cities Industrial and Organizational Psychology Conference

With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant …

Go to article

The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim Oct 2017

The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim

River Cities Industrial and Organizational Psychology Conference

In order for a company to be successful and profitable, its managers must display good leadership skills to ensure organizational performance. One well-researched type of leadership is transformational leadership, which includes an emotional attachment between leaders and followers that shapes followers’ goals, values, and beliefs in line with a more motivating vision (Castro, Periñan, & Bueno, 2008; Humphrey; 2014). Transformational leadership has been found to have a significant positive relationship with follower motivation, job satisfaction and job performance (Castro, et al., 2008). We hypothesize that if a manager receives transformational leadership training, there will be a lower turnover rate and …

Go to article

A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black Oct 2017

A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black

River Cities Industrial and Organizational Psychology Conference

In many ways, clergy and religious leaders are an ignored yet high-risk population. In their efforts to ensure the spiritual well-being of their congregations, clergy frequently neglect their own well-being, resulting in stress and burnout, which then can lead to impaired health. This neglect often extends to clergy’s family and congregation. Church members typically seek help from clergy to cope with the loss of loved ones, life crises, and other general life stressors. A clergy member unable to cope with these same challenges in his or her own life may be ineffective at helping church members to cope with their …

Go to article

Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D. Oct 2017

Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D.

River Cities Industrial and Organizational Psychology Conference

One of the most important decisions to make when performing an exploratory factor analysis regards the number of factors to retain. Parallel analysis is considered to be the best course of action in these circumstances as it consistently outperforms other factor extraction methods (Zwick & Velicer, 1986). Even so, parallel analysis requires further research and refinement to improve its accuracy. Characteristics such as factor loadings, correlations between factors, and number of variables per factor all have been shown to adversely impact the effectiveness of parallel analysis as a means of identifying the number of factors. Critically, even the choice of …

Go to article

First Prev Next Last