Industrial and Organizational Psychology Commons^™

Fraud And Focus: Examining Self-Control Strategies In Students Experiencing Impostor Phenomenon, Francesca Angela Catalano

Theses and Dissertations

Impostor phenomenon (IP) is a common experience among individuals in achievement contexts characterized largely by feelings of self-doubt, attributions of success that focus on external factors, and beliefs that one is “fooling” others about their competence. Current research suggests the effects of IP are complex (e.g., IP is associated with higher grade point average and productivity but also self-handicapping, psychological distress, and difficulties adjusting to college). To better understand these complex effects, this study proposes a self-control perspective for IP, where this phenomenon is seen as involving additional self-control burdens. Specifically, the study examines whether IP is associated with grade …

Employee Perspectives Of Addiction: Effects On Workplace Dynamics, Alex Silverman

Theses and Dissertations

This study examined how employees perceive and respond to coworkers experiencing substance use disorders (SUDs) and behavioral addictions in workplace settings. Integrating attribution theory, stigma frameworks, and Quality of Work Life (QWL) perspectives, a controlled vignette-based design was administered to 130 employed adults who evaluated hypothetical coworkers across addiction conditions. Multilevel modeling revealed that SUDs were perceived as more severe than behavioral addictions, and higher perceived addiction severity was associated with greater stigmatizing attitudes. Stigmatizing attitudes, in turn, were differentially associated with workplace behavioral responses: stigma was strongly associated with increased distancing and reporting behaviors but was not significantly associated …

What Happens When Leaders Don’T Live Up To The Ideal? How The Leadership Perception Gap Can Undermine Leader Development And Intentions, Julia Macgregor-Peralta

Theses and Dissertations

Despite decades of research on leadership development, we know surprisingly little about why capable, confident people choose not to pursue leadership. This study introduces the Leadership Perception Gap (LPG), a construct that captures discrepancies between ideal leader views and the leaders people actually observe, and tests whether those discrepancies reduce the desirability of leadership roles. LPG was assessed using latent congruence modeling (LCM) to compare ideal leader ratings with vignette-based leader evaluations. The vignettes manipulated leadership style (agentic, communal, balanced) and team composition (all-male, all-female, balanced). Participants were randomly assigned to one condition and evaluated their interest in joining the …

The Price Of Parenthood: Policy, Gender, And The Self-Perception Of Work Commitment And Career Momentum, Emily Hubbard

Theses and Dissertations

Past research on parental leave has heavily focused on external backlash and the flexibility stigma, often utilizing hypothetical scenarios. The current study shifts this focus to the internal, lived experiences of returning parents, investigating how leave duration, gender, and corporate pay policies impact self-reported work commitment and subjective career success (SCS). Survey data were analyzed from a sample of employees (N = 129) who had recently returned to work following parental leave. Results show a significant negative relationship between leave duration and work commitment. However, gender did not moderate this relationship, nor did it moderate the relationship between leave duration …

Examination Of The Effects Aesthetic Enrichment And Music Have On Well-Being And Task Performance In A Workplace Simulation, Emily Budik

Theses and Dissertations

Workplace environments are often designed with a focus on efficiency, yet emerging research suggests that environmental features such as aesthetic enrichment and music may influence employee well-being and performance. The present study examined whether visual aesthetic enrichment and auditory stimulation through music could improve well-being, reduce stress, and enhance task performance within a simulated workplace task. Participants completed a 30-minute in-basket task under one of four conditions: a control environment, music only, aesthetic enrichment only, or a combined aesthetic enrichment and music condition. Measures of stress, well-being, and task performance were collected following task completion. Results indicated that neither aesthetic …

Predicting Job Performance: The Incremental Validity Of Cognitive Reflection Tests Over General Cognitive Ability And Conscientiousness., Olivia Earll

Theses and Dissertations

Cognitive reflection is the ability to suppress intuitive thinking (Type 1) in favor of deliberative, analytical thought (Type 2). This study investigated cognitive reflection as a predictor of supervisor-rated job performance, exploring its incremental validity over general cognitive ability and conscientiousness. Results indicated that all three variables positively predicted job performance, with cognitive reflection explaining a significant, unique portion of the variance. Exploratory analyses confirmed that this predictive validity remained consistent across industry, age, and sex. Furthermore, cognitive reflection significantly moderated the relationship between general cognitive ability and job performance. These findings highlight the value of deliberative reasoning as a …

First- And Second-Generation Immigrant Emerging Adults’ Career Aspirations, Laura A. Botros

Theses and Dissertations

Despite first- and second-generation immigrants making up 19.6% of the U.S. workforce (U.S. Bureau of Labor Statistics, 2024), research exploring their career aspirations is scarce. Studies show that individuals’ cultural backgrounds significantly shape first- and second-generation immigrants' career aspirations, values, and professional goals (Kao, 2004; Polenova et al., 2017). The purpose of the study is to examine how first- and second-generation immigrant emerging adults' cultural backgrounds inform their career aspirations. I utilized a qualitative approach by asking participants about their cultural background, career aspirations, and what influenced their career aspirations. Interviews and a cognitive map activity were conducted to investigate …

Understanding Workplace Psychological Safety Among Latina Professionals: An Exploration Of Intersectional Experiences, Michal Tapia

Theses and Dissertations

Latina professionals represent one of the fastest-growing segments of the U.S. workforce, yet they remain disproportionately underrepresented in executive and C-suite roles. This disparity reflects structural conditions that shape access to voice, support, advancement, and decision-making authority.

This mixed-methods study examined psychological safety among 145 Latina professionals across the United States, defined as the belief that one can speak up, ask for help, disagree, or raise concerns without fear of negative consequences (Edmondson, 1999, 2019). The study explored how identity, relationships, leadership, workplace support, inclusion, mentorship, and structural barriers shape psychological safety at work.

Quantitative analyses showed that workplace support …

Speaking Up Or Helping Out? The Impact Of Gendered Feedback On Voice And Helping Ocbs And Imposter Phenomenon And Self-Confidence, Jacklyn Scymcyk

Theses and Dissertations

Grounded in Self-Discrepancy Theory (Higgins, 1987) and Role Congruity Theory (Eagly & Karau, 2002), this study examines how gendered differences in feedback influence employees’ self-views and subsequent citizenship behaviors. Specifically, the research aimed to investigate how the relative frequency of task performance feedback and contextual performance feedback impacts self-confidence and imposter phenomenon, and how these self-views, in turn, predict voice and helping organizational citizenship behaviors (OCBs), respectively. Initial phases of this study validated measures for perceptions of task and contextual performance feedback frequency, favorability, and adequacy. The final phase used moderated-mediation polynomial regression analyses to test hypotheses. Exploratory cluster …

Are You Patronizing Me? Understanding And Identifying The Implications For Benevolent Racism On Inclusion In The Workplace, Nisha Quraishi

Theses and Dissertations

This study examined the construct of benevolent racism. The purpose of this study was to address the following areas. First, to distinguish benevolent racism in the racism, benevolence, and sexism literature. Second, to examine how minorities experienced benevolent racism in the workplace. Third, to use that data to conduct a quantitative analysis that examined the impact of benevolent racism on work group identification and inclusion. To do so, two studies were conducted. The first study was a qualitative study that conducted interviews which examined how benevolent racism impacted minorities in the workplace. The second study was a quantitative study that …

The Marionette Among Us: The Dark Triad, Influence Tactics, And The Fabric Of Team Relationships, Jarret Nathan Bain

Theses and Dissertations

This study examines the influence of the Dark Triad personality traits—Machiavellianism, Narcissism, and Psychopathy—on workplace team dynamics, particularly through the use of hard and soft interpersonal influence tactics. The research focuses on Team Member Exchange (TMX) as a measure of perceived relationship quality among team members. Using a cross-sectional survey of employed adults recruited through Amazon Mechanical Turk (MTurk), the study investigated the relationships between Dark Triad traits, influence tactics, and TMX. The findings reveal that while Narcissism is positively correlated with TMX, Machiavellianism and Psychopathy show more complex patterns of association, impacted by the choice of influence tactics. The …

Effects & Buffering Of Ai-Induced Career Insecurity Among University Students, Skyler Grunberg

Theses and Dissertations

This research examines how artificial intelligence (AI) development psychologically impacts students' perception of their future careers. Adopting a cross-sectional design, 137 university students were surveyed to investigate the relationship between AI-induced future career insecurity, well-being, work engagement, and career decision-making self- efficacy (CDMSE). AI-induced career insecurity (AICI) was found to be significantly below the neutral midpoint in university students. Confirmatory factor analysis was used to assess the item structure of AICI, finding a hierarchical model incorporating both core and wording factors was best fit. Findings indicate AICI is significantly negatively related to well-being, work engagement, and CDMSE. Though insignificant, resilience …

An Agent-Based Modeling Framework For Evaluating The Linkage Between Disaster Facility Damage And Mental Health, Emily S. Reeves

Theses and Dissertations

This research establishes a novel agent-based modeling framework to establish the linkage between disaster-induced facility damage and mental health outcomes and the evaluation of treatment methods within the civilian and USAF mental health spheres. The study models the degradation and recovery of agent mental health using simulated data and evaluates the efficacy of three distinct treatment approaches through statistical methods. The methodology integrate agent-based modeling with resilient engineering concepts to simulate mental health resilience curves based on vulnerability, exposure, and facility damage. Agents’ mental health indices were tracked through phases of degradation, stagnation, and recovery based on the three treatments …

An Analysis Of Supervisor Job Satisfaction During Telework In The Covid-19 Pandemic, Corey L. Rucker

Theses and Dissertations

The COVID-19 pandemic significantly reshaped workplace practices, accelerating the adoption of telework. This study examines the job satisfaction of supervisors in telework environments, focusing on qualitative analysis of survey responses from 41 supervisors in the Department of Defense (DoD). Through thematic analysis, the research identifies key factors influencing supervisor satisfaction. These themes include flexibility, communication challenges, resource gaps, and the unique stressors of managing remote teams. Findings reveal that while telework offers benefits such as improved work-life balance and productivity, it also presents challenges like reduced team cohesion, blurred work-home boundaries, and difficulties in performance management. Grounded in Herzberg’s Two-Factor …

Job Demands And Resources: A Look At The Vha Workforce To Support Dod Goals, Anthony J. Rivera

Theses and Dissertations

This study investigates the relationships between job demands, job resources, burnout, turnover intention, and workplace attitudes among employees of the Veterans Health Administration (VHA) through the lens of the Job Demands-Resources (JD-R) model. The findings reveal both expected and novel insights. Consistent with prior research, the study confirms that excessive job demands, without enough resources to balance then, lead to burnout. This, in turn, increases turnover intention and negatively affects how employees view leadership and the work environment. A significant discovery, however, challenges conventional assumptions: favorable job demands were positively correlated with turnover intention, suggesting that employees in favorable roles …

Mediating And Moderating Effects Of Job Satisfaction, Organizational Commitment, Perceptions Of External Markets, And Work-Life Balance On Employee Retention, Naya J. Gillespie

Theses and Dissertations

Employee retention remains a critical challenge for organizations across industries, particularly in environments with high turnover rates and competitive external job markets. This thesis examines the correlations between organizational commitment, job satisfaction, work-life balance, and perceptions of external job markets to uncover their collective and individual impacts on employee retention. Using quantitative research design, data was collected through an online survey of 240 participants across various hierarchical levels. Key findings indicate that organizational commitment and job satisfaction significantly influence retention, with job satisfaction also serving as a mediator between organizational commitment and turnover intentions. Work-life balance plays a direct role …

The Moderating Role Of Personality In The Relationship Between Cognitive Ability And Counterproductive Work Behaviors, Sarah Jacobsen

Theses and Dissertations

Counterproductive work behaviors (CWBs) are negative behaviors that detract from an organization’s goals and cause harm to the organization and to those involved. The current study investigated cognitive ability and personality as predictors of CWB and explored a moderating role of personality on the cognitive ability-CWB relationship. The results found no significant relationships for cognitive ability and personality with self-reported CWBs. Additionally, personality did not moderate the cognitive ability-CWB relationship. An exploratory analysis revealed significant relationships between personality and supervisor-rated CWBs, but no significant relationship for cognitive ability nor significant cognitive ability-personality interactions were found. The current study challenged previous …

Supervisor Support And Job Satisfaction: The Mediating Roles Of Work-Life Balance And Perceived Employability With Gender As A Moderator, Tori Lomelino

Theses and Dissertations

This study explored the relationship between supervisor support and job satisfaction, offering work-life balance and perceived employability as key mechanisms through which this relationship occurs. It also explored gender differences in the relationship between work-life balance and job satisfaction, and perceived employability and job satisfaction. Participants were full-time employees in the U.S, recruited via Prolific, who completed an online survey. While supervisor support was found to have positively influenced job satisfaction through perceived employability, the role of work-life balance was less clear. Interaction effects including gender were not significant. This study highlights the significant role of perceived employability as a …

Workplace Sexual Harassment Of Men: Impact On Job Satisfaction, Job Stress, And Withdrawal Behavior, Kassandra Diaz

Theses and Dissertations

This study investigates male sexual harassment in the workforce and its impact on key occupational outcomes, including job satisfaction, job stress, and withdrawal behaviors as well as perpetrator sex. Using archival data from a stratified random sample of 209 male faculty and staff members at a large Midwestern university, the study explores differences in how verbal and physical sexual harassment relate to these workplace variables. Findings revealed that male employees reported more instances of verbal sexual harassment than physical. Verbal sexual harassment was significantly associated with decreased job satisfaction and increased withdrawal behaviors, whereas physical sexual harassment showed no significant …

The Moderating Effects Of Need-Supply And Demand-Ability Fit On The Relationship Of Vocational Interest Fit And Job Satisfaction, Munkhjin Bat-Ireedui

Theses and Dissertations

The current study examined the relationship between vocational interest fit and global job satisfaction and explored how demand-ability fit and need-supply fit moderated this association. The results showed that there was a significant positive relationship between vocational interest fit and job satisfaction. Furthermore, while demand-ability fit and need-supply fit were positively associated with job satisfaction, their moderating effects were non-significant. This study showcases the importance of different types of fit in relation to global job satisfaction. The discussion provides future research ideas, including longitudinal or time-lagged study design and development of fit scales via artificial intelligence.

Exploring The Interplay Of Health-Related Psychological Constructs, Health Promotion Programs, And Work Outcomes: A Two-Study Approach, Peyton Anderson

Theses and Dissertations

Health and wellness initiatives have become central components within modern workplaces. A growing emphasis on maintaining and improving personal health and wellness has clear effects in professional environments as health promotion programs are increasingly implemented. This project aims to uncover the psychological constructs that are targeted and influenced by such programs. Specifically, these studies examine the influence of health messaging on individual levels of health anxiety and health consciousness and investigate how those constructs interact with attendance and health-related outcomes. Additionally, information regarding an employees’ organizational commitment was gathered to examine its’ potential impact. The thesis further elaborates on the …

Malicious Compliance: Examining Revenge Behaviors In Organizations, Patricia Jewel Emily Morrison

Theses and Dissertations

Revenge is a multifaceted behavior that manifests in various forms. The purpose of this dissertation was to examine a particular form of revenge known as malicious compliance, which has yet to be sufficiently researched. A two-study approach was used to examine malicious compliance. In the first study, qualitative data was collected from an online forum for sharing malicious compliance experiences. In the second study, 352 participants completed a mixed-methods survey online. Data from both studies was analyzed in RStudio and MAXQDA. Study 1 utilized unsupervised machine learning techniques, non-machine learning techniques, and thematic coding techniques to analyze the forum dataset. …

Rising To The Top With Strategic Agency: Exploring Antecedents To Leadership In Women And Men, Britton Victoria-Hicks Peters

Theses and Dissertations

In congruence with implicit leadership theory, research shows that individuals value agentic traits in potential leaders more than communal traits. However, traits identified as “preferable” or “more valuable” in leader candidates are not always aligned with traits that are typical of an effective or competent leader. If our industry wants to put effective leadership into practice, we must also know how effective leaders are chosen and encouraged further. Here I have explored one small aspect of this research by looking at gender differences in leader potential and leader effectiveness.

This study investigated the role of self-confidence on leader identification and …

The Influence Of Unhelpful Supervisor Support On Employee Burnout Across Cultures, Charles Blomstrom-Johnson

Theses and Dissertations

Organizations continue to become increasingly interconnected globally, yet often fail to consider the cultural context of policies. Such failures to account for cultural differences may add to workplace stressors for employees, leading to an increased risk of burnout. Supervisors may attempt to buffer against burnout by providing social support to their employees. However, if the support given by supervisors is considered by the recipient to be unhelpful, these buffering effects may be reversed. Examining samples from the United States and Japan, this study hypothesized that unhelpful supervisor support and burnout would relate significantly to one another, and that culturally based …

Neurodivergent Employees: The Impact Of The Disclosure Decision And Subsequent Workplace Accommodations, Tamara Farquhar

Theses and Dissertations

A great deal of organizational investments have gone towards diversifying the labor force as of late. However, the same cannot be said for efforts made towards making newly acquired talent feel included. Neurodivergent individuals in particular have not been sufficiently welcomed in organizations, partially explaining their reluctance to disclose their identity along with feeling excluded. Despite researchers framing the characteristics displayed by neurodiverse talent as natural variations found at the tail ends of the bell curve, many people are incapable of viewing them as such. Discrimination and stereotyping have thus resulted, further dampening neurodivergent employees’ work experiences. These two factors …

Experiences Of Ambivalent Sexism And Applicant Behaviors: The Interplay Of Affective Reactions, Lauren Marie Soda

Theses and Dissertations

This study focused on ambivalent sexism, which can have detrimental effects for organizations, consisting of two factors: benevolent and hostile sexism. Benevolent sexism is the subtler of the two, oftentimes creating a sense of inferiority and increased anxiety for those experiencing it. Hostile sexism, on the other hand, is often more overt and instills a sense of anger from the target. There appears to be little research looking at experiences of ambivalent sexism in work settings and the affective reactions to those events (i.e., anger and anxiety). I believed that when people experience hostile sexism will feel angry and associate …

Cultural Tightness-Looseness And Optimal Distinctiveness: Examining The Influence Of Culture On The Need To Belong And The Need To Be Different, Hairong Jiang

Theses and Dissertations

This study investigates the influence of cultural tightness-looseness on optimal distinctiveness motives and group identification, examining the moderating roles of self-construal, global orientation, and tightness/looseness match. Participants (N=465) from the United States and China were randomly assigned to tight or loose conditions and numerically majority or minority group conditions. Experimental manipulation of tightness-looseness did not significantly affect optimal distinctiveness needs. Cultural match, operationalized as alignment of tightness/looseness between participants' own culture and experimental condition, significantly moderated the relationship between culture conditions and need to belong. Individuals with high cultural match showed higher need to belong in tight conditions, while those …

Temporal Dynamics Of Shared Leadership Emergence: An Adaptive Leadership Perspective, Erica Medrano

Theses and Dissertations

Researchers have identified shared leadership as a valuable team phenomenon due to its link to increased team performance and suitability for the increasingly interdependent and complex work context. Yet, little effort has been invested into discovering how the process unfolds over time. Thus, the proposed study aims to clarify the temporal process of shared leadership by a) confirming that leadership decentralization precedes leadership density, b) identifying the conditions which promote the development of shared leadership, and c) exploring the conditions under which leadership decentralization leads to leadership density. Specifically, I utilize data from an online survey and a 3-hour ecologically …

The Icarus Paradox: Examining The Gender Bias In Leader Transgression, Pratibha Deepak

Theses and Dissertations

Despite the growing interest in leader transgressions due to their profound impact on organizations and their members, the boundary conditions influencing them remain unexplored. Consequently, this dissertation investigates the differential evaluation of leader transgressions based on such boundary conditions, focusing on the interaction between transgression type (integrity vs. competence), leader gender (female vs. male), and hierarchical status (supervisor vs. senior leader). Utilizing theoretical foundations from causal attribution theory, shifting standards, expectancy violation theory, and social identity theory, it is hypothesized that the impact of transgressions on organizational outcomes at multiple levels—including individual (perceived leader effectiveness), organizational (employee turnover intention), and …

The Dark Side Of Engagement: An Organizational Fairness Perspective, Katherine Naomi Rau

Theses and Dissertations

Employee engagement has long been regarded as a positive phenomenon for organizations and individuals. However, recent investigations into unintended, negative consequences of engagement have illuminated the potential “dark side” of engagement. This research applied an organizational fairness lens by investigating the relationship between engagement and psychological contract fulfillment to explain why engaged employees may experience emotional exhaustion and turnover intentions. Additionally, autotelic personality and job crafting were explored as potential mitigating factors in weakening the relationships between psychological contract breach and emotional exhaustion and turnover intention. While findings across two studies did not support the assertion that engagement was related …