Industrial and Organizational Psychology Commons^™

Perceived Emotional Demands-Abilities Fit, James M. Diefendorff, Gary J. Greguras, John Fleenor

Research Collection Lee Kong Chian School Of Business

The purposes of this paper are to introduce the concept of perceived emotional demands-abilities (ED-A) fit and develop theory about how it relates to other fit perceptions as well as employee well-being and performance outcomes. ED-A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED-A fit from other fit perceptions (i.e. person-organisation, demands-abilities, needs-supplies, person-group, person-supervisor). In addition, across the two studies, we found that perceived ED-A fit accounted …

Self-Efficacy Matters More Than Interruptions In A Sequential Multitasking Experiment, Maureen A. Conard, Robert F. Marsh

Psychology Faculty Publications

Interruptions and multitasking have received a great deal of attention from researchers. The present study is the first to examine task self-efficacy along with interruptions in an experimental multitasking framework. Perceptions of resumption lag times and task rehearsal were also examined. Participants (N= 110) completed a primary task (puzzle) with some being interrupted to pursue a secondary task (a word search) either once or four times. Uninterrupted participants completed the puzzle 26% faster than those interrupted once and 30% faster than those interrupted four times. However, self-efficacy predicted performance much more strongly than did interruptions, and therefore should receive more …

On Workaholism: Do Parental Work Behaviors Predict The Work Behaviors Of Undergraduates?, Jesse A. Wingate

Theses and Dissertations

This cross-sectional study examined the associations among perceived parental behavior and personality on work behaviors of undergraduate students from a large Southeastern university. Past research suggests that children who perceive their parents to be workaholics are more likely to exhibit workaholic behavior themselves (Chamberlin & Zhang, 2009). Moreover, personality factors including conscientiousness and neuroticism, have been categorized as antecedents of workaholic behavior in previous studies (Andreassen, Hetland, & Pallesen, 2010; Aziz & Tronzo, 2011; Burke, Matthiesen, & Pallesen, 2006). Students (N = 209) completed questionnaires assessing Big Five personality factors, dispositional optimism, and perceptions of parental work drive, parental …

Influencing Behavior During Planned Culture Change: A Participatory Action Research Case Study, Michael Valentine

Antioch University Dissertations & Theses

The study was conducted in a global, for-profit, advertising firm, which initiated a culture change effort focused culture change.The objective of the effort was to manage the negative impact of implicit bias (IB) in the workplace.This type of bias is known to influence behaviors and judgements (Amodio & Mendoza, 2010).It is hypothesized that if employees shift behavior to better understand and manage these biases in the basic work activities that are typical in any organization—like working on a team, making decisions related hiring, developing and promoting talent, and the numerous creative decisions that are typical of designing advertising campaigns—more inclusive …

Correcting Misconceptions About Gamification Of Assessment: More Than Sjts And Badges, Michael B. Armstrong, Jared Z. Ferrell, Andrew B. Collmus, Richard N. Landers

Psychology Faculty Publications

Describing the current state of gamification, Chamorro-Premuzic, Winsborough, Sherman, and Hogan () provide a troubling contradiction: They offer examples of a broad spectrum of gamification interventions, but they then summarize the entirety of gamification as “the digital equivalent of situational judgment tests.” This mischaracterization grossly oversimplifies a rapidly growing area of research and practice both within and outside of industrial–organizational (I-O) psychology. We agree that situational judgment tests (SJTs) can be considered a type of gamified assessment, and gamification provides a toolkit to make SJTs even more gameful. However, the term gamification refers to a much broader and potentially more …

Categorizing Fetal Heart Rate Variability With And Without Visual Aids, Amanda J. Ashdown, Mark W. Scerbo, Lee A. Belfore Ii, Stephen S. Davis, Alfred Z. Abuhamad

Psychology Faculty Publications

Objective This study examined the ability of clinicians to correctly categorize images of fetal heart rate (FHR) variability with and without the use of exemplars.

Study Design A sample of 33 labor and delivery clinicians inspected static FHR images and categorized them into one of four categories defined by the National Institute of Child Health and Human Development (NICHD) based on the amount of variability within absent, minimal, moderate, or marked ranges. Participants took part in three conditions: two in which they used exemplars representing FHR variability near the center or near the boundaries of each range, and a third …

The Development Of The Creative Synergy Scale, Amy E. Climer

Antioch University Dissertations & Theses

This study developed a scale for teams to assess their behaviors related to creative synergy. Creative synergy is the interactions among team members where the collective creative results are greater than the sum of their individual efforts. When a team achieves creative synergy they have the potential to solve difficult problems with innovative solutions leading to positive impacts on our communities, societies, and even our world. This study looked at the internal-process variables of teams to determine what factors impact creative synergy. The research process involved two phases.In Phase 1, a survey was taken by 830 adults who were members …

The Pursuit Of Information Sharing: Expressing Task Conflicts As Debates Vs. Disagreements Increases Perceived Receptivity To Dissenting Opinions In Groups, Ming-Hong Tsai, Corinne Bendersky

Research Collection School of Social Sciences

Group members often over-weigh shared information and under-value unique information during discussions to the detriment of decision quality. Fortunately, perceiving other group members as receptive to dissenting opinions may enhance information sharing. We distinguish between two ways of expressing opinion-differences about tasks-debates and disagreements-that we predict are perceived by others as conveying varying degrees of receptivity to dissenting opinions. In four studies with mixed methods and a causal chain design, we manipulate and measure group members' (the "senders") expressions of debates and disagreements, others' (the "receivers") perceptions of the senders' receptivity to dissenting opinions, and receivers' information sharing intentions and …

To Branch Out Or Stay Focused?: Affective Shifts Differentially Predict Organizational Citizenship Behavior And Task Performance, Liu-Qin Yang, Lauren S. Simon, Lei Wang, Xiaoming Zheng

Psychology Faculty Publications and Presentations

We draw from personality systems interaction theory (PSI; Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a three-week period, results from multi-level regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 individuals employed at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a work day better predicted the subsequent day’s organizational …