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Articles 91 - 120 of 142
Full-Text Articles in Industrial and Organizational Psychology
Human Aggression And Sports Media Violence, Justin Wright
Human Aggression And Sports Media Violence, Justin Wright
Masters Theses & Specialist Projects
The present study was designed to gain more perspective on human aggression and how sports media violence affects aggression levels. Anderson (1997) defined aggression as behavior that is intended to harm others or one's self. Anderson (2001) defined media violence as a portrayal of intentional harmful behavior directed at another person or the self. To define sports aggression, the definition of aggression must be manipulated slightly. The definition should be changed to a form of behavior intended to injure, whether or not an actual injury occurs, directed at an opposing team or opposing player to gain an advantage during the …
Gender, Occupational Position, And Incivility: The Role Of Status On Rude Behaviors At Work, Sherri Settle
Gender, Occupational Position, And Incivility: The Role Of Status On Rude Behaviors At Work, Sherri Settle
Masters Theses & Specialist Projects
This study examined the role of status (i.e., occupational position and gender) in the frequency and experience of workplace incivility. Participants were 89 university students over the age of 20 who currently were employed and completed measures assessing their experiences of incivility at work, the instigator of the incivility, and jobrelated outcomes (i.e., turnover intent, job satisfaction, and organizational commitment). Consistent with hypotheses, supervisors were more likely to be instigators of incivility than coworkers. Participants also reported lower job satisfaction when the instigator was a supervisor, and lower organizational commitment and higher turnover intent when the instigator was male. These …
A Realistic Job Preview For Deputy Jailer Applicants, Joseph Dunn
A Realistic Job Preview For Deputy Jailer Applicants, Joseph Dunn
Masters Theses & Specialist Projects
A common method for reducing turnover in organizations is the implementation of a realistic job preview (RJP). Unlike typical job descriptions that might be seen in newspapers, on the Internet, or on television, the differentiating characteristic of an RJP is that both positive and negative aspects of the job are presented to the prospective employee such that the applicant has a very realistic idea of the nature of the job. An RJP in both an audio-visual format and a written brochure was developed for deputy jailer applicants at the Warren County Regional Jail in Bowling Green, Kentucky. Consistent with hypotheses, …
Physical Abilities Testing: A Review Of Court Cases, 1992-2006, Paula Starling
Physical Abilities Testing: A Review Of Court Cases, 1992-2006, Paula Starling
Masters Theses & Specialist Projects
Selection procedures are designed with the goal to select the most qualified applicant for the job. A variety of selection tests are used in organizations today, including physical ability tests, which are often used in police agencies and fire departments. A total of 22 physical ability testing cases at the Appellate and Supreme Court level were identified to be included as part of a review to examine the outcome of litigation. Of the 22 cases, only 6 cases involved a female plaintiff, while 1 involved a Hispanic plaintiff. There were five race-based claims and nine gender-based claims (three of the …
Workplace Incivility And The Low-Status Target, Sonia Winhorst
Workplace Incivility And The Low-Status Target, Sonia Winhorst
Masters Theses & Specialist Projects
The goal of the present research was to discover if employees in low-status social groups (i.e., women, people of color, sexual minorities, and non-Christians) experience more incivility in the workplace compared to their high-status counterparts. Data come from four different samples of working adults: employees from a property management company (N = 90), employees of a northwestern university (N = 1,843), a national sample of law school faculty (N = 1,256), and employed students from a southern university (N = 243). Participants in all studies completed measures of demographics and personal experiences of incivility at work. A series of t-tests …
Hey, That's Not Fair! A Comparison Of Faculty And Department Head Fairness Perceptions Of Pregnancy Leave Practices, Amy Schirmer
Hey, That's Not Fair! A Comparison Of Faculty And Department Head Fairness Perceptions Of Pregnancy Leave Practices, Amy Schirmer
Masters Theses & Specialist Projects
As more women enter the workforce, employers are increasingly faced with issues such as pregnancy leave. This study addresses perceptions of faculty pregnancy leave practices in a university setting. In part, this study is a replication/follow-up to a study conducted in 1995 on the perceptions of procedural justice when establishing a maternity leave policy. This study examined current pregnancy leave practices and faculty and department head perceptions of fairness of such leave to the pregnant faculty member and other faculty members. Options used most frequently in 1995 are still the options most frequently used by department heads in 2005. Faculty …
Observed Incivility At Work And Job Outcomes: The Moderating Role Of Workgroup Characteristics, Catharine Tate
Observed Incivility At Work And Job Outcomes: The Moderating Role Of Workgroup Characteristics, Catharine Tate
Masters Theses & Specialist Projects
The purpose of this study was to investigate group identification and group cohesion as moderators of the relationship between observed incivility and job outcomes. Participants included 36 men and 54 women from a property management company who completed scales assessing observed incivility in their workgroup, feelings of workgroup cohesion and identification, and job related outcomes (e.g., job satisfaction, burnout, turnover intentions, and affective organizational commitment). Results showed that observing incivility at work was directly related to turnover intentions for employees. Results also showed that employees who perceived their workgroup as highly cohesive reported being less committed to the organization. Additionally, …
The Alive Center (A Local Information & Volunteer Exchange): An Evaluation Of The Year 2003-2004, Joel Kaunisto
The Alive Center (A Local Information & Volunteer Exchange): An Evaluation Of The Year 2003-2004, Joel Kaunisto
Masters Theses & Specialist Projects
Volunteerism plays an important role in modern American society with benefits accruing to the community and individuals who volunteer. This thesis evaluated the first year of operation of the ALIVE Center (A Local Information and Volunteer Exchange) by addressing four objectives of the program with data obtained from the ALIVE Center. To meet its first objective, the ALIVE Center maintains a current database of local human service organizations. The second objective, to establish a resource center and provide referrals and information to 1,000 people, was achieved. The third objective of maintaining a website was also met. Matching over 200 volunteers …
The Effects Of Rejected Job Offers On The Costs And Benefits Associated With The Use Of Banding Strategies For Employee Selection, Joshua Daniel
The Effects Of Rejected Job Offers On The Costs And Benefits Associated With The Use Of Banding Strategies For Employee Selection, Joshua Daniel
Masters Theses & Specialist Projects
Among the available selection strategies (e.g., top down selection), sliding bands with minority preference selection was shown to be the most effective at striking a balance between reducing adverse impact with minimal test utility loss. Unfortunately, all previous research into selection strategy effectiveness failed to model job acceptance rates, a variable shown to decrease overall test utility (Murphy, 1986). In this study we compared the utility and adverse impact ratios obtained from strict top down and sliding bands with minority preference selection strategies in which we varied selection ratios, job acceptance rates, and sample sizes. Across all conditions, utility and …
Accident And Injury Prevention: The Effects Of Job Factors And Employee Behaviors, Suzaane Dobbs
Accident And Injury Prevention: The Effects Of Job Factors And Employee Behaviors, Suzaane Dobbs
Masters Theses & Specialist Projects
Virtually all organizations are concerned about employee safety and the prevention of workplace accidents, but maybe unaware that most accidents are the cause of unsafe employee behaviors. In this study, one company in particular wanted to know where, when, how, and why accidents were occurring in its plant. Accidents of the past three years were content analyzed. The results show that 87.4% of the accidents were due to unsafe behaviors. The highest absolute frequency of accidents occurs in the die cast area, while the highest relative rate of accidents occurs in the furnace room. The type of accident that occurs …
Development Of A Multidimensional Scale To Measure Attitudes Toward Workers With A Disability, John Kegley
Development Of A Multidimensional Scale To Measure Attitudes Toward Workers With A Disability, John Kegley
Masters Theses & Specialist Projects
Existing measures of attitudes toward individuals with a disability have been shown to suffer from several shortcomings in their application in organizational settings. Indirect measurement has been beyond the scope of most organizations due to the complex and expensive implementation of these methods. Direct measures have been shown to be susceptible to threats to internal validity, such as reactivity and socially desirable responding. Further, existing direct measures have focused on unidimensional aspects of attitudes toward individuals with disabilities. Research, however, has demonstrated that attitudes are multidimensional in nature. There is a need for a multidimensional scale to tap those underlying …
The Influence Of Job Satisfaction And Life Satisfaction On Immediate Mood States, Withdrawal Intentions, And Organizational Citizenship Behaviors, Lynne Battista
Masters Theses & Specialist Projects
Affective states influence an individual's level of job satisfaction and life satisfaction. Affective states also influence behavior (e.g., withdrawal intentions and Organizational Citizenship Behaviors). The present study investigated the inverse relationship—that is, whether job and life satisfaction influence immediate mood state, and consequently withdrawal intentions and Organizational Citizenship Behaviors. Participants, who role played a restaurant server, were given a scenario that induced either positive job or life satisfaction, negative job or life satisfaction, or no information was given regarding their level of job or life satisfaction. Participants then responded to instruments measuring immediate mood state and behavioral consequences. Results indicated …
The Viability Of The Implicit Association Test Applied To Attitudes Toward Individuals With Disabilities And Measurement Of Coworker Attitudes Toward Individuals With A Disability, Andrea Doyle
Masters Theses & Specialist Projects
Attitudes toward individuals with disabilities were examined using two different methods: (a) the Implicit Association Test assessing general implicit attitudes and (b) a vignette study assessing coworker attitudes. The Implicit Association Test was used in an attempt to replicate Tringo's Hierarchy of Preference using five exemplar disabilities: (a) Cancer, (b) Paraplegic, (c) Mental Illness, (d) Alcoholic, and (e) HIV Positive. The results did not support a replication of the Hierarchy of Preference. Three dimensions of disabilities were manipulated for the vignette study. These dimensions were the overtness of the disability, the level of risk associated with the disability, and response …
Perceptions Of Fairness Of Discipline Events In The Work Place, Debra Phillips
Perceptions Of Fairness Of Discipline Events In The Work Place, Debra Phillips
Masters Theses & Specialist Projects
Employees are concerned with the fairness of organizational outcomes they receive and the fairness of the decision-making processes used to determine how these outcomes are allocated in accordance with organizational policies. The present study focused on the distributive justice and procedural justice outcomes of disciplinary actions in work place settings. This study assessed the effects of three levels of the severity of rule violation, severity of punishment, and decision-making processes utilized. The results indicated that conditions allowing participation in the decision-making process resulted in perceptions of greater procedural fairness to employees, but did not influence perceptions of distributive fairness. The …
Modeling Organizational Culture In A Financial Institution, Lauren Rogers
Modeling Organizational Culture In A Financial Institution, Lauren Rogers
Masters Theses & Specialist Projects
Ideal versus current organizational culture perceptions, differences in perceptions of culture between hierarchal levels and departments, and the strength of organizational culture were investigated in the current study. Organizational culture was measured by Cooke and Lafferty's (1987) Organizational Culture Inventory. There were differences in culture perceptions between ideal versus the current culture, hierarchal levels, and departments. The organizational culture was perceived to be weak in comparison to the four desirable styles indicated by the OCI profile.
Electronic Versus Paper Surveys In An Upward Feedback Application: Are The Methods Equivalent?, Michael Yap
Electronic Versus Paper Surveys In An Upward Feedback Application: Are The Methods Equivalent?, Michael Yap
Masters Theses & Specialist Projects
This thesis represents the first known study to investigate the equivalency of paper vs. electronic survey data collection formats in an upward feedback application. Findings are similar to recent research utilizing employee opinion survey data. Format explained less than 1% of variance in managers' total scores over that of ratee and rater demographic variables.
Orientation Programs And Realistic Job Previews: Tactics To Reduce Dysfunctional Turnover, Andrea Glaze
Orientation Programs And Realistic Job Previews: Tactics To Reduce Dysfunctional Turnover, Andrea Glaze
Masters Theses & Specialist Projects
Two approaches were utilized to reduce turnover in a printing company. First, the orientation program was revised to incorporate tactics from the organizational socialization literature, which indicates that the more socialized employee will report greater levels of satisfaction and commitment, lower intentions to quit, less role ambiguity, and less role conflict. Second, realistic job previews (RJPs) in the form of temporary employment, department tours, and job descriptions were utilized. It was hypothesized that new hires attending the revised orientation program that incorporated socialization tactics and new hires that received a RJP would remain on the job longer than new hires …
A Descriptive Study Of The Selection Procedures Used By Kentucky Manufacturers, Amy Dumanois
A Descriptive Study Of The Selection Procedures Used By Kentucky Manufacturers, Amy Dumanois
Masters Theses & Specialist Projects
The purpose of this study was to investigate and describe the selection practices used by manufacturing companies in Kentucky and whether the size of the organization and the number of employees hired in 1999 affected the use of valid selection procedures and compliance with EEO Guidelines. Surveys (300) were mailed to Human Resources professionals with a response rate of 35.7%. The majority of participants reported using three selection procedures: interviews, application blanks, and reference checks. The size of the organization and the number of employee hired in 1999 were not found to be related to the tendency to use a …
The Role Of Gender Interactions, Company Tenure And Job Tenure In Upward Feedback Ratings, Vanessa Johnson
The Role Of Gender Interactions, Company Tenure And Job Tenure In Upward Feedback Ratings, Vanessa Johnson
Masters Theses & Specialist Projects
Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p < .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p < .01. A post-hoc Scheffe's test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p < .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed.
The Role Of Eeoc Factors In Determining Perceptions Of Hostile Work Environment Sexual Harassment, Libby Miller
The Role Of Eeoc Factors In Determining Perceptions Of Hostile Work Environment Sexual Harassment, Libby Miller
Masters Theses & Specialist Projects
The Equal Employment Opportunity Guidelines on Sexual Harassment identify six factors that are relevant in determinations of sexual harassment. This study attempted to determine if three of these factors (i.e., frequency of harassment, number of victims and number of perpetrators) drive perceptions of what constitutes sexual harassment. Participants role-playing jurors on an hostile environment sexual harassment case demonstrated no differences in perceptions as a function of number of victims or number of perpetrators. The significant effect for frequency of harassment was not in the hypothesized direction, with less frequent harassment being perceived as more likely to constitute sexual harassment. The …
The Effects Of Corporate Culture On The Value Of Performance Appaisals, Connie Pearson
The Effects Of Corporate Culture On The Value Of Performance Appaisals, Connie Pearson
Masters Theses & Specialist Projects
This research project attempts to provide information that will determine the effects of corporate culture on the value of performance appraisals in an organization. To provide analysis for this theory, the researcher utilized information found in prior written literature that examined results of performance appraisals and conducted interviews in various manufacturing organizations on results not yet published. In particular, the researcher examined the development and practice of performance appraisals at Logan Aluminum Inc. and used this team management greenfield site as a basis for looking at results from other organizations. Results of the study found strong evidence to support the …
A Comparison Of The Situational And Patterned Behavioral Description Interview In Predicting Job Performance, James Little
A Comparison Of The Situational And Patterned Behavioral Description Interview In Predicting Job Performance, James Little
Masters Theses & Specialist Projects
The preference for the use of employment interviews over other selection measures is evident in the wide usage, popularity and the vast amount of research on the utility and psychometric properties of interviews over the last 60 years. Although the vast majority of interview research has focused on the factors influencing the interviewer's rating and comparing unstructured to structured interviews formats, little in the way of comparing structured formats (i.e., the situational interview and patterned behavioral description interview) has been performed. This researcher addressed this specific concern in regard to soft-skills in a retail setting. After development of situational and …
The Upward Pygmalion Effect In The Organization, Lei Wang
The Upward Pygmalion Effect In The Organization, Lei Wang
Masters Theses & Specialist Projects
This study examined the upward Pygmalion effect from the subordinate to the supervisor. One hundred and sixty-one undergraduate participants assumed the role of a supervisor and were randomly assigned to one of nine experimental conditions representing different levels of expectations and performance feedback. Participants then completed questionnaires designed to measure self-efficacy and the performance effort level of the supervisor. The result of the study failed to support the hypotheses that positive subordinate expectations would improve supervisors' self-efficacy level and that negative subordinate expectations would have little impact on supervisors' self-efficacy level, but succeeded in supporting the hypothesis that supervisors' performance …
Impact Of Employee Performance And Job Status On Perceptions Of Sexual Harassment, Charla Arnold
Impact Of Employee Performance And Job Status On Perceptions Of Sexual Harassment, Charla Arnold
Masters Theses & Specialist Projects
Once unnoticed and unreported, sexual harassment claims have risen dramatically within the last two decades. Although guidelines published by the Equal Employment Opportunity Commission in 1980 provided a definition of sexual harassment, researchers continue to examine variables affecting individual perceptions of sexual harassment. Contextual factors impacting the labeling of sexual harassment include the type and severity of the harassment, the ambiguity of the sexually harassing behaviors, and gender differences in perceptions of sexual harassment. The present researcher examined the impact of employee performance and employment status on perceptions of sexual harassment. Results indicated that female participants were more likely than …
The Effects Of Interviewer Self-Monitoring On Male Appearance Discrimination In Employment Decisions, Charles Mcdowell
The Effects Of Interviewer Self-Monitoring On Male Appearance Discrimination In Employment Decisions, Charles Mcdowell
Masters Theses & Specialist Projects
This research examined the effects of appearance discrimination toward men as regards employment decisions and the extent to which the degree of interviewer selfmonitoring influences these decisions. Past research has indicated that discrimination does indeed occur for women, but no empirical research has been conducted on male discrimination in which hair length has been manipulated. Specifically, length of hair (shoulder length, approximately 1 inch, and balding) was manipulated for potential job applicants. These conditions were examined across different types of jobs (traditionally conservative, neutral, and traditionally liberal). Several hypotheses are offered, with most focused on the concept that those scoring …
Differences In Turnover Intentions Between Exempt And Nonexempt Employees, Robert Ball
Differences In Turnover Intentions Between Exempt And Nonexempt Employees, Robert Ball
Masters Theses & Specialist Projects
Three a priori models of turnover intentions were tested to investigate differences in turnover intentions for exempt and nonexempt employees. Results of measured variable path analysis failed to differentiate exempt and nonexempt employees in their turnover intentions. Because the a priori models failed to support a distinction between exempt and nonexempt employees, an exploratory analysis was conducted for each employee group to investigate possible differences in turnover intentions. The exempt exploratory model revealed that overall satisfaction, vision and mission, total compensation, job fulfillment, leadership, and culture were significant determinants of turnover intentions. For the nonexempt exploratory model, overall satisfaction, tenure, …
Perceiving Organizational Conflict: The Effect Of Occupational Rank And Sex On Perceptions Of Conflict In The Workplace, Eric Hatcher
Perceiving Organizational Conflict: The Effect Of Occupational Rank And Sex On Perceptions Of Conflict In The Workplace, Eric Hatcher
Masters Theses & Specialist Projects
In this study, perceptions of conflict were examined with respect to sex and occupational rank. The model for this study was Tjosvold's cooperation theory. Yet, unlike much of Tjosvold's work, I examined cooperation as a dependent rather than an independent variable. A reward-level pre-test was used to account for the predisposition to cooperate, and a mixed motive scale (post-test) was used to measure any differences in cooperation between occupational ranks and the sexes. Two hypotheses in this study were tested. First, in a between-rank conflict, supervisors were expected to view the conflict as competitive, while subordinates were expected to view …
Attitudes Toward Diversity: Determining Differences By Social Locators, Stacey Sympson
Attitudes Toward Diversity: Determining Differences By Social Locators, Stacey Sympson
Masters Theses & Specialist Projects
Diversity training in workplaces is occurring across the U.S. at a growing rate. These programs attempt to make work environments more pluralistic for everyone. Conflict and feminist theory both agree that those with less power will see issues in a different way than will those with more power. This research involved a questionnaire administered to employees at a governmental agency in a small city in the Southeastern United States. Indices were used to measure attitudes toward diversity and sexual orientation. T-tests and multiple regressions were employed to determine the differences in employees' attitudes toward the two dependent variables. Results from …
Modern Sexist Attitudes Toward Female Supervisors, Eric Dulaney
Modern Sexist Attitudes Toward Female Supervisors, Eric Dulaney
Masters Theses & Specialist Projects
Despite the passage of The Civil Rights Act of 1964, women employed by an organization generally remain in the entry level positions, while their male counterparts are promoted throughout the organization's hierarchy. Although there are many theories that attempt to explain the reasons for this disparity between men and women in the workforce, one of the popular attributions is sexism. In this study, the investigator applied the theoretical framework of Modern Sexism to examine modern sexist attitudes toward female supervisors. Three hundred and twenty-two undergraduate students were asked to fill out several sexism measures and to evaluate vignettes of male …
"Reasonable Person" Vs. "Reasonable Woman": An Evaluation Of The Standards Used In Determining Hostile Work Environment Sexual Harassment, Allison Maue
Masters Theses & Specialist Projects
Currently, there is a debate in progress over which standard is appropriate for use when evaluating hostile work environment sexual harassment. Traditionally the "reasonable person" has been used as the viewpoint from which to evaluate potentially harassing behavior. However, the historical 1991 federal court case Ellison vs. Brady introduced the "reasonable woman" standard due to the belief that the traditional standard may unwittingly be biased toward men. Most research to date has focused on the benefits and/or disadvantages of utilizing one standard over the other. The present research represents an attempt to discover whether the implementation of a standard truly …