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Articles 271 - 300 of 335
Full-Text Articles in Industrial and Organizational Psychology
Serving The People Of The Tennessee Valley: Perspectives On Learning, Growth And Management Internships, Caitlin Mcmullan, Lydia G. Fogo, Sofia Rodriquez
Serving The People Of The Tennessee Valley: Perspectives On Learning, Growth And Management Internships, Caitlin Mcmullan, Lydia G. Fogo, Sofia Rodriquez
River Cities Industrial and Organizational Psychology Conference
The purpose of this project was to examine three students’ different paths and perspectives of internships at the Tennessee Valley Authority (TVA) in the Learning, Growth and Management Department (LG&M). The need for this project was highlighted by a lack of internship practicum-based information presented in past research conferences. This poster first examines the different teams and functions of those teams that the interns were apart of during their internships at TVA. Then the project identifies types of jobs that I-O Psychology Masters candidates can expect to be qualified and/or recruited for within the constraints of TVA and the LG&M …
Examining The Reasons For And Barriers To Becoming A Police Officer, Sayer-Jane Vermeer, Mark C. Frame
Examining The Reasons For And Barriers To Becoming A Police Officer, Sayer-Jane Vermeer, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
With ever-growing tension between police and the community, both police organizations and communities are recognizing the need and working toward increased representation in police organizations (Brunson, 2007; Szeto, 2014). Despite the effort of many police organizations over the years, the problem of underrepresentation has not improved (Jordan, Fridell, Fagiani, & Kubu, 2009). It has become clear that there is something that has yet to be identified and/or studied preventing underrepresented populations from being interested in or recruited into police organizations. The U.S. Department of Justice and Equal Employment Opportunity Commission’s 2016 report on Advancing Diversity in Law Enforcement identified three …
The Role Of Ada Inclusive Policies In The Recruiting Of Applicants With Autism Spectrum Disorders, Kendall L. Ray, Theresa K. Depriest, Tiffany D. Rogers, Mark C. Frame
The Role Of Ada Inclusive Policies In The Recruiting Of Applicants With Autism Spectrum Disorders, Kendall L. Ray, Theresa K. Depriest, Tiffany D. Rogers, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
Autism spectrum disorders (ASD) are a set of neurodevelopmental disorders characterized by deficits in social interactions and interpersonal communication, repetitive behaviors, and narrow focus or interests. The severity of ASD is variable, but the symptoms span the entire lifespan of the individuals with ASD and few effective treatments for these symptoms have been identified. Each year in the United States, there are approximately 50,000 people with ASD who turn 18 years old in the United States (Shattuck et al., 2012). Where most 18 year olds are likely to go out and get a job, the employment prospect of individuals with …
Input Adjustment Between And Within Equity Sensitivity Groups, Thuy Truong, Brian J. O'Leary
Input Adjustment Between And Within Equity Sensitivity Groups, Thuy Truong, Brian J. O'Leary
River Cities Industrial and Organizational Psychology Conference
Previous research on Equity Sensitivity have focused on each type’s (Entitled, Benevolents, and Equity Sensitives) reaction to inequity based on preferences for input/output ratios in comparison to a referent other and sensitivity to the norm of reciprocity (Huseman et al., 1987). The purpose of this study is to better understand how individuals in each of the Equity Sensitivity categories act on their preferences for input/output ratios when paired with referents from the same or different ES categories. We will examine whether the individual will react in the expected manner regardless of the category to which the referent belongs, or whether …
How Do Individual And Parental Work Centrality Attitudes And Social Support Impact Young Adults’ Perceptions Of Sexual Harassment At Work?, Jenna Kriegh, Judith Van Hein, Alexander T. Jackson, Patrick Mccarthy
How Do Individual And Parental Work Centrality Attitudes And Social Support Impact Young Adults’ Perceptions Of Sexual Harassment At Work?, Jenna Kriegh, Judith Van Hein, Alexander T. Jackson, Patrick Mccarthy
River Cities Industrial and Organizational Psychology Conference
The #metoo movement has spurred women and men to come forward with their stories and claims of sexual harassment. In addition to older adults, young adults have experienced sexual harassment in a variety of settings. These may include school, work, or even on the street. Around 51% of women and 53% of men had experienced some form of unwanted sexually charged interaction in public places, like cat-calling, by the age of 17 (Kearl, 2014). The purpose of the study is to examine how young adults perceive sexually harassing behaviors at work. I examine how these perceptions are influenced by one’s …
The Measure Of Adaptive Performance (Map) Scale: A Confirmatory Factor Analysis With Law Enforcement Officers, Courtney Allen, Mark Frame
The Measure Of Adaptive Performance (Map) Scale: A Confirmatory Factor Analysis With Law Enforcement Officers, Courtney Allen, Mark Frame
River Cities Industrial and Organizational Psychology Conference
This study attempted to validate the Measurement of Adaptive Performance (MAP) using confirmatory factor analysis (CFA) on a group of law enforcement officials. The adaptability literature lacks construct clarity, so developing reliable and valid scales is a critical step toward conducting research that can answer important questions related to adaptability. Understanding employee adaptability would lead to better selection and retention practices because employers would have scientific information available to help them make better decisions about current and future employees. The results provide some evidence of the MAP model being a good fit for the data. Further research should be done …
Usage Of Credit Information In The Selection Process: A Unique Contribution, Mandy Matsumoto, Mark Frame, Patrick Mccarthy
Usage Of Credit Information In The Selection Process: A Unique Contribution, Mandy Matsumoto, Mark Frame, Patrick Mccarthy
River Cities Industrial and Organizational Psychology Conference
Using credit information for employee selection began around 1988, after polygraph tests for such purposes were banned. Organizations sought other methods that predicted employees’ behavior and gave insight into their honesty, responsibility and integrity. Since the early 1990s, credit information’s influence on hiring decisions has increased significantly. As of 2010, 47% of organizations use credit information for specific jobs, and 13% use them for all jobs (Bryan & Palmer, 2012). The U.S. Equal Employment Opportunity Commission (EEOC) reported that organizations screen for negative credit histories and use that information to impact their hiring decisions (Bryan & Palmer, 2012). Many organizations …
The Effects Of Mindfulness On A Resilience Moderation, Stacey M. Stremic, Kendall Ray, Alexander Jackson
The Effects Of Mindfulness On A Resilience Moderation, Stacey M. Stremic, Kendall Ray, Alexander Jackson
River Cities Industrial and Organizational Psychology Conference
This study will examine how resilience effects the relationship between stress and burnout. Further, resilience will be moderated by a mindfulness intervention. The study will measure levels of stress, burnout, mindfulness, and resilience for all participants before and after a mindfulness intervention. There will be three groups, one that receives the mindfulness intervention, one that receives a stress invention, and a control group that will receive no intervention. Groups will be recruited from a Southeastern university. The results of this study will further explain the impact of mindfulness and resilience on burnout and stress on the job.
Finding A More Inclusive Workplace: Engaging Those With Low And High Functioning Autism, Kayle M. Wilson, Karly E. Gawarecki, Alaina C. Keim
Finding A More Inclusive Workplace: Engaging Those With Low And High Functioning Autism, Kayle M. Wilson, Karly E. Gawarecki, Alaina C. Keim
River Cities Industrial and Organizational Psychology Conference
Autism Spectrum Disorder as a diagnosis is becoming more common than in past years. This results in a larger number of individuals attempting to enter the work force but facing challenges in the employment process. Organizations that hold social responsibility to high regards will be motivated to incorporate more ways to be inclusive. This study will examine specific jobs that would pair with lower and higher functioning individuals with ASD, alter the recruiting process to accommodate for a more inclusive environment, and focus on current employees to engage them in the change as well. This initiative will be an education …
Does Gendered Language Have An Effect On You?, Angella Valencia, Alexandra Zelin
Does Gendered Language Have An Effect On You?, Angella Valencia, Alexandra Zelin
River Cities Industrial and Organizational Psychology Conference
Promoting gender equality has never been more relevant and important in today’s society. Language can be seen as a mirror of social structures (Matheson & Kristiansen, 1987). In the English language there is gendered language that is exclusively for males (e.g. he, him), exclusive for females (e.g. she, her), and gendered-neutral language (e.g. you, them). The gender-exclusive language uses on gendered-pronoun (he or she), yet refers to an opposite gender or gender-neutral description (e.g., fireman vs. firefighter). This study will evaluate how men’s and women’s (participants) perceptions of gender-exclusive versus gender-inclusive language by means of job advertisements affect their decision …
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
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 …
Research Design Of Job Satisfaction In An East African Medical Research Center, Fransuave L. Moore, Emily P. Moody, Alexandra L. Wright, Malissa Clark
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 …
Organizational Alignment Through Leadership Proficiency And Human System Interventions, Kristin Weger, Raeshaun Jones, Lisa Matsuyama, Michael Buford, Jarielle Prince, Sarah Rose Stough
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 …
Sexual Harassment Bystander Intervention Program: Targeting Leaders To Enhance Organizational Culture, Caitlin C. Meyer, Alexandra Zelin
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, …
Political Skill As A Predictor Of Performance And Work Relationship Quality, Christian Saenz, Kristen Jennings-Black
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 …
After #Metoo: Perceptions Of Sexual Harassment In And Out Of The Workplace, Brittany Branda, Alexandra I. Zelin, Riley Tino
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 …
Do Effective After-Action Reviews Lead To Better Performance?, Garrett Baber, Glenn Littlepage, Richard Moffett Iii
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 …
Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge
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 …
Creating The Context For Effective Culture Work, Matthew Berberich
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 …
Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin
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 …
Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame
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 …
Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham
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 …
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
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 …
Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele
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 …
Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
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 …
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
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, …
The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown
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 …
Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman
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 …
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
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 …
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
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.