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Industrial and Organizational Psychology Commons™
Open Access. Powered by Scholars. Published by Universities.®
- Keyword
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- BART (1)
- Backlash (1)
- Decision-making (1)
- Decisions from experience (1)
- Discrimination (1)
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- Five-factor model (1)
- Gender (1)
- Job Stress (1)
- Latent Profile Analysis (1)
- Loss aversion (1)
- Narcissism (1)
- Negotiation (1)
- Organizational Commitment (1)
- Personality (1)
- Perspective-taking (1)
- Race (1)
- Risk-taking (1)
- Salary negotiation (1)
- Sampling paradigm (1)
- Search (1)
- Work Interference with Family (1)
- Workplace Anxiety (1)
Articles 1 - 5 of 5
Full-Text Articles in Industrial and Organizational Psychology
Narcissism And Risk-Taking For Others, Tyler B. Cowley
Narcissism And Risk-Taking For Others, Tyler B. Cowley
LSU Master's Theses
While prior findings demonstrate that narcissists are excessively risk-seeking for themselves, research does not yet understand if their risk-seeking behaviors extend to others as well. This paper examines the role of narcissism in risk-taking on behalf of others. I hypothesize that narcissists will take more risks when deciding for others because they lack empathy and perspective taking. Therefore, narcissists are more likely to take risks based on their personal preferences, rather than the recipient’s desires. To test my hypotheses, participants completed the Balloon Analogue Risk Task (BART) for themselves, another individual, and an anonymous individual, followed by completing the Narcissistic …
Organizational Commitment Profiles And Employee Well-Being: A Latent Profile Analysis, Hannah E. Perkins
Organizational Commitment Profiles And Employee Well-Being: A Latent Profile Analysis, Hannah E. Perkins
LSU Master's Theses
The present study examined the influence that employees’ organizational commitment profile has on both work and non-work outcomes. While the nomological network of the three-component model of organizational commitment has been studied widely, the application of the latent profile analysis (LPA) has changed the way researchers explore organizational commitment. Specifically, while variable centered approaches (e.g., correlations, multiple regression) measure each type of commitment independently and ultimately assume the linear relationships detected are applicable to every employee, a person-centered approach (e.g., latent profile analysis) groups individuals according to patterns of the reported target variables, allowing researchers to explore the combined or …
Racial Dissimilarity And Employee Attitudes And Behaviors: The Moderating Role Of Competitive Work Environment And Social Support, Sydney Green
LSU Master's Theses
Racial diversity within public and private organizations is a controversial topic: many companies are encouraged to make their team racially representative of the general public while also maintaining productivity. At the same time, research suggests that increasing racial diversity may have a negative influence on desirable work-related outcomes, especially if employees perceive themselves to be racially dissimilar from their coworkers. In attempting to increase racial diversity, organizations may leave some of their employees experiencing negative consequences related to being the only employee of a particular racial minority group (e.g., Black). These types of circumstances and their negative consequences adds to …
The Influence Of Personality And Losses On Search In Decisions From Experience, Michael Mordechai Hay
The Influence Of Personality And Losses On Search In Decisions From Experience, Michael Mordechai Hay
LSU Master's Theses
Research in decision making has focused increasing attention on understanding search behavior without focusing on how individual differences might influence people’s search behavior. To increase our understanding of this topic, the present study examined how personality predicted the amount of search an individual engages in before making a risky decision. It was hypothesized that conscientiousness would be a positive predictor of search behavior and would emerge as an even stronger predictor of search behavior when choosing between options with negative outcomes. It was also hypothesized that neuroticism would be a negative predictor of search behavior and that individuals with higher …
Exploring The Role Of Gender And Race In Salary Negotiations, Chelsea D. Hightower
Exploring The Role Of Gender And Race In Salary Negotiations, Chelsea D. Hightower
LSU Master's Theses
Research findings from the negotiation literature have revealed significant differences in the negotiation behaviors of men and women, specifically that women do not negotiate as often or as successfully as men do. This difference has been cited as one of many factors contributing to the persistence of the gender wage gap. A possible explanation for the differences is that men and women are treated differently when they negotiate. Thus, there is evidence that women negotiators tend to receive multiple forms of social and economic punishment (i.e., backlash) for engaging in behavior that is inconsistent with stereotype-based expectations of women in …