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Industrial and Organizational Psychology Commons™
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Articles 331 - 360 of 420
Full-Text Articles in Industrial and Organizational Psychology
Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein
Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein
River Cities Industrial and Organizational Psychology Conference
While learning-by-teaching has been shown to be effective, research in the area lacks a standardization of measurement and manipulations. Meta-analytic evidence has shown that peer tutoring is an effective learning tool for tutors (Cohen, Kulik, & Kulik, 1982); however, these studies do not provide a way of differentiating the effects of explaining versus interacting with the tutees and answering their questions, thus forcing the tutors to identify their own knowledge gaps. Studies that have experimented with the learning-by-teaching method have found that simply preparing to teach can be more effective than other learning techniques, such as only reading or preparing …
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii
River Cities Industrial and Organizational Psychology Conference
The purpose of the proposed study aims to investigate the potential biases that individuals may experience when reentering the workforce after taking time off to raise children. The Ambiguity Aversion Theory (AAT) and the Role Congruity Theory (RCT) are possible theories to suggest reasons why individuals may engage in certain biases when selecting an applicant with or without a gap in the resume. Participants will be asked to either hire or not hire an applicant for a job based on the applicant’s qualifications described in a narrative. Gender of the applicant will vary across conditions. The narrative will include information …
The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson
The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson
River Cities Industrial and Organizational Psychology Conference
It is a commonly held notion that there is gender inequality throughout the workforce. There is factual evidence such as salary differences between men and women that supports this claim. In the past, a misconception had developed that men are better suited for executive, leading roles, which also offers an explanation to the differences in wages. In modern times, we understand these differences in gender do not hold up to scientific scrutiny. Our purpose in this research is to continue to dispel the myth that men are better suited for power positions in the workforce and push for further progress …
Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein
Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein
River Cities Industrial and Organizational Psychology Conference
The purpose of the current study was designed to investigate the role communication plays on perceived justice within an organization. This study specifically looks at communication regarding pay, while also comparing two pay policies: pay secrecy and open communication. This study will utilize an experimental 3x2 between-subjects factorial design to examine the effects of informational content received at work on perceived justice regarding pay. The independent variables will be the level of information provided (full explanation for pay difference, some explanation for pay difference, no explanation for pay difference), and the organization’s communication policy (pay secrecy system, open communication system). …
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Kirsten Montanari, Yalcin Acikgoz, Brian Thomas, Connor Treyball
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Kirsten Montanari, Yalcin Acikgoz, Brian Thomas, Connor Treyball
River Cities Industrial and Organizational Psychology Conference
Successful recruitment efforts are increasingly important in a competitive job market, where job seekers are exposed to a wealth of opportunities, and employers must provide valuable information to attract talented individuals. Popular job search engines contain thousands of available positions, which allow job seekers to scan and decide which postings align with their goals and expectations. The purpose of this study is to investigate the ways in which applicants evaluate job postings, which by their nature contain information regarding multiple attributes of a job. This will be accomplished by investigating how job candidates combine their evaluations of each attribute to …
Does A Measure Of Adaptive Performance Predict In-Basket Performance?, Emilie Seyfang, Mark Frame, Alexander T. Jackson, Michael Hein
Does A Measure Of Adaptive Performance Predict In-Basket Performance?, Emilie Seyfang, Mark Frame, Alexander T. Jackson, Michael Hein
River Cities Industrial and Organizational Psychology Conference
The ability for employees to adapt to a given situation is critical for organizations hoping to remain successful in today’s turbulent environment. For law enforcement officers, adapting to a situation is even more critical since this can be the difference between life or death. In an effort to assist law enforcement in promoting personnel with the adaptive performance (AP) skill required to be effective, this study examines the relationship between AP and an individual’s performance on an in-basket assessment. The study found that AP significantly predicts in-basket performance when rank is considered.
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Connor Treyball
Adding Vs. Averaging: How Do Job Applicants Evaluate Job Attributes?, Connor Treyball
River Cities Industrial and Organizational Psychology Conference
Successful recruitment efforts are increasingly important in a competitive job market, where job seekers are exposed to a wealth of opportunities, and employers must provide valuable information to attract talented individuals. Popular job search engines contain thousands of available positions, which allow job seekers to scan and decide which postings align with their goals and expectations. The purpose of this study is to investigate the ways in which applicants evaluate job postings, which by their nature contain information regarding multiple attributes of a job. This will be accomplished by investigating how job candidates combine their evaluations of each attribute to …
Learning Organization, Its Relationship With Knowledge Performance And Financial Performance, Jeeun Yi
Learning Organization, Its Relationship With Knowledge Performance And Financial Performance, Jeeun Yi
River Cities Industrial and Organizational Psychology Conference
A learning organization has been addressed as a key organizational culture in the current fast-paced global market. However, despite the attention, there was no commonly accepted single model of the learning organization. In this study, recently discussed two alternative models for learning organization and performance were compared in terms of theoretical as well as statistical approaches. One question from the alternatives was related with the dimensionality of learning organization. General one-factor model and two sub-factor models for learning organization were compared. Another question was about financial and knowledge performance which are functioning as a final endogenous variable or a mediator. …
Examining Working Memory As A Predictor Of Performance, Andrea Meggison
Examining Working Memory As A Predictor Of Performance, Andrea Meggison
River Cities Industrial and Organizational Psychology Conference
Background/Objective: This proposed study aims to add to the research regarding the use of working memory as a predictor of performance. This body of research has potential implications in personnel selection if working memory is shown to be an unbiased predictor of job performance. While cognitive ability is widely known as the single best predictor of job performance, the literature has shown there are large discrepancies along racial lines. As working memory and cognitive ability are highly correlated, additional research is needed to understand if working memory can be used as an unbiased replacement for cognitive ability. Race and task …
Self-Generating Questions And Concept Mapping To Improve Long-Term Recall Performance, Sydney Cooper
Self-Generating Questions And Concept Mapping To Improve Long-Term Recall Performance, Sydney Cooper
River Cities Industrial and Organizational Psychology Conference
Past research has shown that individuals that engage in generative and elaborative learning techniques demonstrate a higher level of comprehension due to increased understanding across concepts (Brown, Roediger & McDaniel, 2014). Literature in this area has included investigating ways in which learners can actively engage in their learning to improve comprehension (Brown, et al., 2014). One learning technique that has been examined as a method for improving comprehension performance is self-generating questions (Bugg & McDaniel, 2012). The present study will build off previous studies that focused on the impact generating questions can have on retention in the short term, by …
Understanding The Effect Of Individualism Vs. Collectivism On Ethical Decision Making, Aneeqa Thiele, Alexander T. Jackson, Natalia Ramirez Campos, Elizabeth Mcnamara, Hung Loan Nguyen, Renee Dererer, Stacey M. Stremic, Macie E. Mussleman
Understanding The Effect Of Individualism Vs. Collectivism On Ethical Decision Making, Aneeqa Thiele, Alexander T. Jackson, Natalia Ramirez Campos, Elizabeth Mcnamara, Hung Loan Nguyen, Renee Dererer, Stacey M. Stremic, Macie E. Mussleman
River Cities Industrial and Organizational Psychology Conference
This project will investigate cross cultural differences in the ethical decision-making process of people at work. The project will involve research collaborators across the globe to gather unique data from several nations and cultures. This multinational research project will examine how culture impacts the ethical decision-making process. Specifically, this study proposes that perceptions of ethical misconduct will mediate the relationship between dark personality characteristics (narcissism, psychopathy, and Machiavellianism) and ethical misconduct, and that culture will moderate these relationships. This research will recruit participants from three different countries: The United States, Chile, and India. This groundbreaking international initiative will allow the …
Employees That Want To Stay: How Relationships With Leader And Organization Interact To Predict Affective Commitment, Adam Smith, Rachel Whitman, Sarah Slife, Elizabeth Ritterbush
Employees That Want To Stay: How Relationships With Leader And Organization Interact To Predict Affective Commitment, Adam Smith, Rachel Whitman, Sarah Slife, Elizabeth Ritterbush
River Cities Industrial and Organizational Psychology Conference
Previous research has attempted to explain how Leader-member exchange (LMX) is related to subordinate affective commitment to organizations. Since affective commitment is highly related to employee turnover, understanding the effects supervisors have on affective commitment is of great importance for fostering high-quality relationships within the workplace. While previous research has been conducted on this relationship, past conceptualizations have yet to account for both the moderating effects of supervisor’s organizational embodiment (SOE) in conjunction with the mediating effect of perceived organizational support (POS). The current study proposes a comprehensive moderated mediation model, describing a path that accounts for variability due to …
Decision Making In Stressful Work Situations, Katie Poole
Decision Making In Stressful Work Situations, Katie Poole
River Cities Industrial and Organizational Psychology Conference
In various occupations, experts are often faced with novel scenarios where decisions need to be made under time pressure. These decisions can often lead to unsuccessful outcomes for the organization at hand and, in extreme cases, life or death for some individuals who were involved. It is incidents such as these and the demand for preventative measures against them that calls for research on decision making within real-life settings as opposed to laboratory settings with a controlled environment and choices. The present study aims to see how individuals’ perceptions of their ability to make decisions under stress changes with experience. …
Defending Your Competency Model: Sit Back, Relax And Get Comfortable, Kali Thompson, Sydney L. Reichin, Jessie Mcclure, Megan Loftis, Mark Frame
Defending Your Competency Model: Sit Back, Relax And Get Comfortable, Kali Thompson, Sydney L. Reichin, Jessie Mcclure, Megan Loftis, Mark Frame
River Cities Industrial and Organizational Psychology Conference
While commonly used in practice, some researchers have objected that competency models are not rigorously developed. The current study examines the utilization of development methods and the influence on the level of comfort with legally defending the competency model. Results indicated practitioners were more comfortable legally defending a model that was developed through SME interviews.
It Is All How You Look At It: The Relationship Between Performance Appraisal Formats And Perceived Purposefulness, Louis Savastano, Kayla Kirk, Jessica Harris, Cameron Brown, Shawn Bergman, Glenn Ellen Starr-Stilling
It Is All How You Look At It: The Relationship Between Performance Appraisal Formats And Perceived Purposefulness, Louis Savastano, Kayla Kirk, Jessica Harris, Cameron Brown, Shawn Bergman, Glenn Ellen Starr-Stilling
River Cities Industrial and Organizational Psychology Conference
Perceptions of performance appraisal fairness, accuracy, and purposefulness by employees is crucial in developing an effective performance appraisal system (Iqbal, Akbar, & Budhwar, 2015). Research suggests that rating accuracy and perceptions of fairness are of the greatest concern to organizations, however, there is minimal research regarding perceived purposefulness of the performance appraisal system. Additionally, there is a lack of literature looking at how manager perceptions of these factors relates to effective performance appraisal. In order to address these gaps in literature, the present study aims to examine how performance appraisal formats relate to managers’ perceived purposefulness of the performance appraisal …
The Fantasy Of Wealth: Attracting College Graduates Into The Workforce, Nile Latowsky, Shawn M. Bergman Dr., James Westerman Dr.
The Fantasy Of Wealth: Attracting College Graduates Into The Workforce, Nile Latowsky, Shawn M. Bergman Dr., James Westerman Dr.
River Cities Industrial and Organizational Psychology Conference
The need for top talent is a critical factor towards the current and future success of organizations. Each year 1.5 million college students graduate and enter the largest generation of the workforce, Millennials. Therefore, it is imperative for companies to understand how to effectively attract the Millennial talent pool. A trend within organizational recruiting is for companies to provide more initiatives for organization's stakeholders than just the triple bottom line. One type of initiative that is shown to be effective in recruiting from the general talent pool is Corporate Social Responsibility (CSR), which is an organization's efforts towards obligations at …
Comparing The Accuracy Of Decision Trees And Logistic Regression In Personnel Selection, Kyle Marks
Comparing The Accuracy Of Decision Trees And Logistic Regression In Personnel Selection, Kyle Marks
River Cities Industrial and Organizational Psychology Conference
The current study aims to compare the accuracy of decision trees to logistic regression in a personnel selection context. To make this comparison, two studies are proposed. The first study uses simulated applicant data. For each applicant, there will be a cognitive ability score, conscientiousness rating, and a structured interview score. Job performance will be simulated as a function of the simulated scores. Additionally, different selection ratios will be applied to the simulated data to mimic how organizations select applicants and to determine whether the selection ratio has an impact on the accuracy of each analytic approach. A second purpose …
Perceived Work Life Balance: Exploring The Influence Of Cultural Experience On Work Life Balance Perceptions, Alexis Mccoy, David Earnest
Perceived Work Life Balance: Exploring The Influence Of Cultural Experience On Work Life Balance Perceptions, Alexis Mccoy, David Earnest
River Cities Industrial and Organizational Psychology Conference
Much like the typical employee, college students are often involved in a multitude of activities beyond the classroom that make maintaining work life balance challenging. Research suggests that cultural exposure may influence an individual’s quality of work life perceptions. The present study aims to explore the impact of cultural experience, such as study abroad and international partner conversations, on the individual’s perception of their work life balance and the work life balance of others. Participants will first provide information regarding current work life balance, and cultural exposure, then they will be presented with employee vignettes, and finally, they will report …
Retesting In A Promotional Process: Amount Of Time Between Tests Accounting For Magnitude Of Score Increases, Sydney L. Reichin, Mark C. Frame, Alexander T. Jackson, Michael Hein
Retesting In A Promotional Process: Amount Of Time Between Tests Accounting For Magnitude Of Score Increases, Sydney L. Reichin, Mark C. Frame, Alexander T. Jackson, Michael Hein
River Cities Industrial and Organizational Psychology Conference
There are many reasons why an applicant may retake a selection test, whether it’s due to reasons outside of their control or perhaps their first test administration was unsuccessful. Research has shown that scores generally increase when applicants retake a test. However, research on situational judgment tests and in-basket simulations have been overshadowed by research on admissions tests, cognitive ability tests, and personality tests. Further, much research has focused on retesting effects during the initial selection process, but the current research aims to shed light on retesting effects during the promotional process. The literature shows conflicting findings regarding time between …
Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker
Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker
River Cities Industrial and Organizational Psychology Conference
Individuals engage in impression management behaviors in most social situations. However, one of the most prone settings to impression management is the work context. Even though the extent to which an individual performs impression management behaviors is influenced by situational factors, it is also plausible that there is a dispositional component involved, as some people are more likely to engage in impression management behaviors than others. Therefore, it is important to be able to measure the extent to which individuals are likely to engage in impression management. In this study, an innovative approach to the measurement of impression management is …
Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz
Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
The individual differences hypothesis suggests that individuals with varying characteristics are attracted to different recruitment sources, which leads to differences in relative effectiveness of recruitment sources. In our study, we will examine the recruitment sources participants use and their decision-making styles to investigate whether there is a relationship between decision-making styles and the sources used when job searching. Though research has been conducted on employees’ performance differences and recruitment sources, these studies generally use the source which employees were hired through, and assume employees prefer that source. Due to the possibility of multiple sources being used, this could be inaccurate. …
Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein
Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein
River Cities Industrial and Organizational Psychology Conference
This study investigates weight stereotypes on promotion decisions. Previous research has focused on obesity stereotypes in the workplace regarding weight discrimination, when comparing average weight individuals to overweight and/or obese individuals. However, research has not investigated weight discrimination in the workplace setting for very thin individuals as compared to overweight individuals. Additionally, very little research has been conducted regarding weight discrimination on promotion decision-making. Based on previous research, this study hypothesizes: (1) Overweight promotional candidates will be discriminated against at a higher rate than thin promotional candidates; (2) Based on the similarity-attraction theory, thin individuals will be more likely to …
Self-Assessments Of Decision Making Under Stress In A Flight Operations Center Simulation, Jessi Pope, Dr. Michael Hein
Self-Assessments Of Decision Making Under Stress In A Flight Operations Center Simulation, Jessi Pope, Dr. Michael Hein
River Cities Industrial and Organizational Psychology Conference
Past research has demonstrated individuals’ lack the ability to accurately self-assess their competencies in comparison to external assessments (Davis et al., 2006). Other research has explored various factors that contribute to individuals being able to adequately predict their performance on a task, such as self-concept, prior task experience, and actual task performance (Davis, Fedor, Parsons, & Herold, 2000). The aim of this research is to examine the impact of participation in a flight operations center simulation on individuals’ self-perceptions of their ability to make decisions under stress. Prior to and after participating in three simulations, where teams of senior aerospace …
Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D.
Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D.
River Cities Industrial and Organizational Psychology Conference
Discipline and, how it is perceived, is of great consequence to organizations. Importantly, how disciplinary decisions are determined and carried out can influence the attitudes, behavior, and emotions of organizational members both positively and negatively (Ball, Trevino, & Sims, 1992). Although there is a dearth of research investigating the perceptions of those receiving punishment, it is equally important to understand the perceptions of those observing the disciplinary process. The purpose of this study was to investigate perceptions of justice involving disciplinary decisions in an intercollegiate team sport setting. Male and female intercollegiate athletes (N = 204) provided open ended responses …
An Examination Of Common Strategies To Improve Intergroup Relations And Minority Group Members’ Perceptions Of Group Social Standing And Individual Power, Marie Carroll
River Cities Industrial and Organizational Psychology Conference
With few exceptions, the research examining perspective taking and empathy as intergroup relation strategies has focused on the benefits of each strategy on members of the majority group (Vorauer & Quesnel, 2016). However, when researchers have included measures to examine the effects of these intergroup relation strategies on minority group members, they have only focused on how enjoyable the experience was for the target and if they experienced happiness as a result of the experience (e.g., Vorauer, Martens, & Sasaki, 2009) For instance, Todd, Bodenhausen, Richeson, and Galinsky (2011) found that Black participants experienced increased intergroup positivity with White participants …
The Ultimate Culture Change Learning Session, Tim Kuppler
The Ultimate Culture Change Learning Session, Tim Kuppler
River Cities Industrial and Organizational Psychology Conference
Awareness of the importance of culture is growing at a fast rate but there is no consistent understanding about how to effectively evolve culture with a direct and sustainable impact on performance. This awareness-understanding gap helps to explain why most organizations report they don’t understand their culture and believe change is needed. Culture crises (Uber, etc.) gain widespread exposure and superficial tips and keys dominate the popular press. Leaders and change agents often feel lost in the wilderness as they try to piece together improvements that will impact culture. This will likely be the most performance-focused culture educational session you …
The Role Of Sense Of Coherence In Stressor Appraisal, Lisa Brady
The Role Of Sense Of Coherence In Stressor Appraisal, Lisa Brady
Masters Theses and Doctoral Dissertations
According to the transactional theory of stress, cognitive individual differences impact stressor appraisal. Sense of Coherence (SoC) refers to an individual’s generalized perception of environmental stimuli. Individuals with a strong SoC perceive the world as more comprehensible, manageable, and meaningful and may be more likely to appraise work-related stressors as having potential for opportunities (challenges) than for obstructing personal gain (hindrances) or causing harm (threats). This study assessed the role of SoC in the appraisal of work-related stressors as challenges, hindrances, and threats. Although an individual’s SoC remains relatively stable upon reaching adulthood, there is a positive association between age …
Stable Inconsistency: A Study Of Response Inconsistency Over Time, James A. Nauert
Stable Inconsistency: A Study Of Response Inconsistency Over Time, James A. Nauert
Masters Theses and Doctoral Dissertations
Personality measures are currently a popular method for selection in the business world, despite issues such as poor predictive ability and the potential for output manipulation by participants. Another issue with personality testing that is often overlooked is that individuals sometimes respond differently on test items that otherwise measure the same traits. This phenomenon has been called Response Inconsistency (Reddock, Biderman, & Nguyen, 2011). The focus of this study is to attempt to show the phenomenon as a measurable trait that is stable over time. The study administered two different Big Five Inventories to participants taken from a local university. …
Assessing Cross-Cultural Competence: Evaluating The Psychometric Properties And The Nomological Network Of A Modified Version Of The Cultural Intelligence Scale, Kayitesi J. Wilt
Assessing Cross-Cultural Competence: Evaluating The Psychometric Properties And The Nomological Network Of A Modified Version Of The Cultural Intelligence Scale, Kayitesi J. Wilt
Masters Theses and Doctoral Dissertations
Effectively interacting with individuals in or from an unfamiliar culture requires cross-cultural competence and adaptability. The Cultural Intelligence Scale (Ang et al., 2007) is designed to measure an individual’s ability to adapt in a culturally unfamiliar environment. Studies using the CQS have mixed results regarding its dimensionality, construct validity, and its distinctness from other intelligences. Additionally, the phrasing of some of the items in the CQS require respondents to have been to a foreign culture to be able to answer. To address these critiques, I modified the CQS to accommodate individuals who have never been to a foreign culture. I …
Trust In Direct Leader And Employee Outcomes: The Moderating Effects Of Leaders’ Perceived Emotional Sincerity, Christopher Morgan
Trust In Direct Leader And Employee Outcomes: The Moderating Effects Of Leaders’ Perceived Emotional Sincerity, Christopher Morgan
Masters Theses and Doctoral Dissertations
Emotional sincerity, an emerging construct in the trust in leadership literature, refers to the congruence between emotions internally experienced and externally expressed. With regard to attribution theory, observers (employees) can use the emotional expressions of others (supervisors) as an information source for making judgments. Although previous research has examined the uniqueness and explanatory power of the leaders’ perceived emotional sincerity construct (LPES), relatively few studies have examined LPES as a moderator. The present study examined the moderating effects of LPES on well-established relationships between trust in direct leader (TDL) and several employee outcomes (i.e., turnover intentions, altruistic behaviors, and organizational …