Industrial and Organizational Psychology Commons^™

Quality Or Quantity: Using Natural Language Processing As To Assess Safety Checklist Quality, Jacob Leslie, Elizabeth Surratt, Charles Matthews, Shawn Bergman, Timothy Ludwig, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

Occupational injuries extract a large social and economic toll on workers and companies alike. Behavior-based safety (BBS) is a method for reducing workplace accidents by identifying at-risk behaviors and reinforcing safe behaviors. BBS requires the direct observation and collection of specific behaviors (pinpoints) by managers and coworkers to be effective. Observers record their findings on behavioral checklists that contain free- and fixed-response items. Literature shows that behavioral checklists are more effective when done at a measured pace, when responses to the checklists are varied, when greater context is given by free response, and when checklist items are more specific. While …

I/O Psychology Connections In Healthcare And Simulation Based Education - Center For Learning And Innovation, Brianna M. Billotti

River Cities Industrial and Organizational Psychology Conference

Administrative Intern, Research Assistant The Center for Learning and Innovation Northwell Health 1979 Marcus Ave New Hyde Park, NY 11042 The goal of this poster is to share the experience of a graduate student in I/O Psychology interning in healthcare and researching simulation-based education. Hofstra University’s graduate program in Industrial/Organizational Psychology works closely with Northwell Health’s Center for Learning and Innovation to assist students in completing internship requirements, fostering their unique affiliated professional partnership. Northwell Health is New York’s largest healthcare provider with more than 76,000 employees in 23 hospitals and 830 outpatient facilities.1,2 The Center for Learning and Innovation …

Identifying And Analyzing Astronomers' Preferences For The Next Decade Of Nasa, Sheri Leder, Kristin Weger, Bryan Mesmer

River Cities Industrial and Organizational Psychology Conference

In our research, we investigated the preferences of students and professionals in the astronomy and astrophysics communities to better understand what space-based missions and research activities the scientific community would most likely prioritize for the NASA Decadal Survey. The decadal is conducted by the United States National Academies of Sciences, Engineering, and Medicine to address past and present research as well as changes in civil policy, new programs, and how the community may respond to the results, among other topics of interest. The aim of the current research is to survey preferences in the astronomy and astrophysics community to better …

Biographical Data And Black Box Empiricism: Lessons Learned For Algorithmic Assessments In Personnel Selection, Ketaki Sodhi, Marc Cubrich

Psychology from the Margins

As the popularity of biodata in selection assessments grew in the 1980s and into the 1990s, the field of industrial and organizational psychology witnessed many attempts to develop biodata theories and guide the development of biodata items. The insights that emerged from this body of research are increasingly relevant in the current era of big data, artificial intelligence (AI), and machine learning. More than ever, AI and machine learning are being used to score candidates and make hiring recommendations. Many organizations are using data-driven approaches to develop machine learning and AI algorithms, which are frequently atheoretical, based on correlations or …

Time Management, Megan Paul

Umbrella Summaries

What is time management?

The definition of time management varies across disciplines, researchers, and practitioners. In the context of workplace research, one suggested definition is “behaviours that aim at achieving an effective use of time while performing certain goal-directed activities” (Claessens et al., 2007, p. 262). Another is “a form of decision making used by individuals to structure, protect, and adapt their time to changing conditions” (Aeon & Aguinis, 2017, p. 311). Most research on time management has used self-report measures; diaries and ratings by others (e.g., supervisors) are used much less frequently. Of the self-report measures, no one measure …

Towards A Pedagogy Of Connection: A Critical View Of Being Relational In Listening, Jessi Hinz, John Paul Stephens, Ellen Van Oosten

Faculty Scholarship

Positive Organizational Scholarship (POS) perspectives define interpersonal work experiences such as positive work relationships and high-quality connections by the mutual growth and empowerment experienced by relationship or connection partners. Listening has been implicated as a key mechanism for building such positive interpersonal work experiences, but it is unclear how listening spurs on mutual, rather than one-sided growth, in relationship and connection partners. In this paper, we argue that management education currently focuses on the intrapersonal capability of listeners to execute key verbal and non-verbal behaviors. Less emphasis is placed on the mutual experience co-created between speaker and listener and, thus, …

Confirmation Bias Susceptibility: Social Domains, Metacognitive Self, And Gender, Emily N. Roush

Student Publications

Confirmation bias is a daily and commonly under-recognized cognitive bias, one in which requires more research. More specifically, confirmation bias is when individuals seek out information to confirm beliefs and reject opposing views. This phenomenon is readily studied in economics and psychology to name a few. However, confirmation bias is often neglected in an empirical setting. Thus, with a gap in the literature, this study tested the susceptibility of confirmation bias in college students, and utilized social domains, Metacognitive Self Score (MCS), and gender to predict the level of confirmation bias. Using a between-subjects design, participants were randomly assigned to …

Teachers Who Complain About Burnout Are Not Bad Teachers, Bek Wuay Tang, Jacinth Jia Xin Tan

Research Collection School of Social Sciences

Psychology tells us it’s natural but wrong to assume teachers aren’t coping well with stress due to their own inability to manage time or be tough, say SMU’s Tang Bek Wuay and Jacinth Tan. A worrying spotlight was recently shone on burnout among teachers. In a Ministry of Education (MOE) engagement survey conducted in June, three in 10 teachers said they could not cope with stress at work.

The Meaning Of Leadership For Leaders Of Private Universities In Indonesia, Immanuel Yosua, Juliana Murniati, Hana Panggabean

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Leading a university is generally more complex than a business organization, as the situation requires the presence of a leader who not only meets the criteria but is also willing to lead, a very rarely found combination in universities. Interestingly, although it is not easy to find academics with such qualities, these people still exist because they see the importance of leading for the survival of the organization. Therefore, it becomes interesting to understand how they ascribe meaning to their leadership amid the difficulties they must deal with. This study was conducted using in-depth interviews with 13 academic leaders to …

The Effect Of Covid-19 Risk-Enhancing Job Characteristics On Emotional Exhaustion, Zoe Politis, Ignacio Azcarate, Michael Distaso

The Pegasus Review: UCF Undergraduate Research Journal

The COVID-19 pandemic has posed heightened threats to worker well-being. We know that different jobs pose different levels of risk to employees. Physical proximity and exposure to disease/illness are job characteristics that present threats to employee physical health. Based on cognitive theories of stress, we hypothesized that these job characteristics also pose a threat to employees’ emotional well-being. Our sample of 177 participants was made up of working students coming from the University of Central Florida, Embry Riddle Aeronautical University, and healthcare professionals recruited using a snowball sampling method. These participants consisted primarily of healthcare workers, food service workers, teachers/ …

Leadership Training, Megan Paul

Umbrella Summaries

What is leadership training?

Leadership training is a broad term with no universal definition. For the purposes of this review, it refers to “programs that have been systematically designed to enhance leader knowledge, skills, abilities, and other components” and it includes “all forms of leader, managerial, and supervisory training/development programs and/or workshops” (Lacerenza et al., 2017, p. 1687). As with all training, leadership training can vary in many ways. Below are some of the more common aspects that have been empirically evaluated:

Needs analysis: whether a systematic process was used to identify training needs and design the training accordingly

Content: …

Conversational Style In Training, Megan Paul

Umbrella Summaries

What is conversational style?

Conversational style refers to a combination of stylistic strategies to personalize instructional text (oral or written) for learners. These include “the use of first and second rather than third person, directly addressing the reader, revealing [the author’s] personal beliefs, and/or using polite forms of address” (Ginns et al., 2013, p. 452). The following excerpts illustrate such styles:

“During inhaling, the [your] diaphragm moves down creating more space for the [your] lungs” (Mayer et al., 2004)

“Let me tell you what happens when lightning forms” (vs. just the scientific description; Moreno & Mayer, 2000)

“You are about …

Addressing Work-Related Traumatic Stress Nebraska - Implementation Overview, Quality Improvement Center For Workforce Development

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The Implementation Team

The QIC-WD worked with Nebraska Division of Children and Family Services (DCFS) to establish an implementation team to lead the development and implementation of their intervention to address secondary traumatic stress. The implementation team was called the Nebraska Workforce Project Team. It included a representative from each of the five geographic regions of the state (known as a Service Areas), a representative from each staff level (worker, supervisor, administrator), the Site Implementation Manager (SIM), the Data Coordinator, sponsors (the DCFS director and Human Resources [HR] director), and three members of the QIC-WD (representing expertise in workforce, implementation, …

Organizational Change Process Milwaukee - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Division of Milwaukee Child Protective Services (DMCPS) to determine if an Organizational Change Process intervention (Availability Responsiveness Continuity or ARC) was effective in improving workforce and child welfare outcomes.

Research Questions

Process Evaluation

1. Did the ARC purveyor follow the training curriculum with fidelity and quality delivery?
2. Did the ARC Team Leaders follow the ARC implementation model with fidelity and quality?
3. Were participants satisfied with the quality of leadership, training, and group dynamics?
4. Did participants learn the required concepts and skills?
5. What were the mediators of fidelity and training outcomes?
6. Did …

Data Segmentation (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Data segmentation is the process of breaking down “big” data into smaller, more meaningful groups, called segments. In the case of workforce data, each segment represents a group of people with similar characteristics, either that pertain to them as an individual (e.g., gender, race, educational background) or to their connection to the organization (e.g., their job title, supervisor, or work schedule).

There are a variety of ways to “slice and dice” your data into meaningful groups. Some possibilities are listed below. The squares represent the unit of categorization (e.g., agency structure), and dashed green squares represent the data segments (e.g., …

Motivation Of Networking Behavior: A Study Of Novel Interventions, Jeremy D. Rothstein

Dissertations, Theses, and Capstone Projects

Networking is a critical yet potentially underutilized career self-management strategy. The purpose of this dissertation was to explore the extent to which novel reading and writing exercises could foster networking motivation and network use. The first set, based on Social-Cognitive Career Theory (SCCT), was designed to increase participants’ confidence about their ability to engage in effective networking, and help them believe that networking is a valuable activity. The second set, based on Goal-Setting Theory (GST), was designed to help participants practice setting effective career development objectives and networking goals linked to those objectives. The Networking Information Control (NIC) condition was …

Supportive Supervision And Resiliency Ohio - Implementation Overview, Quality Improvement Center For Workforce Development

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The Implementation Team The QIC-WD worked with the Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), to establish an implementation team to lead the development and implementation of their supportive supervision and resiliency intervention. After recruiting nine counties to participate in the QIC-WD project, the Workforce Implementation Team (WIT) initially was composed of representatives from the nine public children services agencies including administrators, managers, and human resources staff, the Site Implementation Manager (SIM), the Data Coordinator, OFC leadership, and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation). The …

Supportive Supervision And Resiliency Ohio - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Ohio Department of Job and Family Services to determine if a Supportive Supervision and Resiliency intervention, known as Coach Ohio, was effective in improving workforce and child welfare outcomes. Research Questions The site-level evaluation for Ohio was designed to understand implementation of and outcomes related to the Coach Ohio intervention and its component parts: (1) the ACCWIC Coaching Model for managers and supervisors to introduce the key principles of supportive supervision and (2) Resilience Alliance (RA) groups for supervisor and frontline workers to enhance coping in the face of exposure …

Common Executive Function Predicts Reappraisal Ability But Not Frequency, Wei Xing Toh, Hwajin Yang

Research Collection School of Social Sciences

Cognitive reappraisal is an emotion-regulation strategy that positively impacts various facets of adaptive functioning (e.g., interpersonal relations, subjective well-being). Although reappraisal implicates cognitive processing, no clear consensus has been reached regarding its cognitive correlates. Therefore, we examined how executive function (EF)-i. e., a group of general-purpose control abilities comprising working memory, inhibition, and shifting-would be associated with task-based reappraisal ability and self-reported reappraisal frequency. Using a latent-variable approach, we found that the shared variance among EF facets (i.e., common EF)-a general goal-management ability that facilitates the activation and maintenance of task-relevant goals-was positively related to reappraisal ability but not reappraisal …

Linking Human Resources And Child Welfare Data (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

When examining workforce data, it can be valuable to capitalize on data from a variety of systems, such as various human resources (HR) databases, learning management systems, and child welfare information systems. Each can be useful on their own, but additional information can be learned when different types of data are connected. For example, applicant information may be stored in a database that is separate from other HR data on those hired, and there is value in looking at the connections between applicant data and later aspects of employment.

Data linkage involves pairing observations from two or more data files …

Workforce Metrics Using Child Welfare Data, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Workforce metrics that can be constructed from child welfare data fall into three categories: caseload/workload, case continuity, and worker- and unit-level variability.

Caseload/Workload Metrics

Caseload metrics can help to

• Assess compliance with caseload standards (e.g., policy, statute)
• Describe and inform case assignment decisions
• Describe and address the work burden experienced by staff
• Describe and address inequities in caseloads among workers
• Inform workforce planning or staffing decisions
• Monitor caseloads to assess policy or practices intended to affect caseloads

Caseload metrics are among the most commonly used workforce metrics that can typically be obtained from child welfare data. These metrics are usually …

Workplace Ostracism, Megan Paul

Umbrella Summaries

What is workplace ostracism?

Workplace ostracism is “the extent to which an individual perceives that he or she is ignored or excluded by others at work” (Ferris et al., 2008, p. 1348). The most popular measure is the 10item Workplace Ostracism Scale (Ferris et al., 2008). Example items include “others avoided you at work,” “others refused to talk to you at work,” and “others at work shut you out of the conversation.”

Why is workplace ostracism important?

Ostracism in the workplace is important because it is associated with an array of job attitudes, stress indicators, and behaviors. Specifically, ostracism is …

Secondary Traumatic Stress, Burnout And Resilience In The Child Welfare Workforce: Early Results From Nebraska’S Randomized Controlled Trial Of Resilience Alliance, Quality Improvement Center For Workforce Development

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A 2018 needs assessment indicated that more than 50% of the child welfare workforce in Nebraska was experiencing elevated secondary traumatic stress (STS). STS refers to the experience of people – generally professionals– who are exposed to others’ traumatic events as part of their work. As a result of this exposure, these professionals can develop their own traumatic symptoms and reactions such as sleeplessness and anxiety. The Nebraska Department of Health and Human Services (DHHS) Division of Children and Family Services (DCFS) in partnership with the Quality Improvement Center for Workforce Development (QIC-WD) implemented CFS Strong, a multi-phased workforce intervention …

Workload, Megan Paul

Umbrella Summaries

What is workload?

There is no one, universally accepted definition of workload. A broad definition is that it is “an all-encompassing term that includes any variable reflecting the amount or difficulty of one’s work” (Bowling & Kirkendall, 2012, p. 222). Quantitative workload is the label for the amount of work done, and qualitative workload is the label for the difficulty of work (Bowling & Kirkendall, 2012). Further, there is a distinction between mental and physical workload and between objective and perceived workload (Bowling & Kirkendall, 2012). A variety of approaches have been used to measure objective workload. A common one …

Frontline Job Redesign Louisiana - Intervention Overview, Quality Improvement Center For Workforce Development

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The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD), in collaboration with the QIC-WD, implemented a frontline job redesign as its intervention. (For more information see Intervention Background.) An implementation team, including QIC-WD representatives, CWD leadership, child welfare staff from all levels of practice, and human resources and civil service representatives undertook development of the job redesign. Development of the intervention was guided by the following principles:

• children and families are the center and focus of the practice,
• a dual focus on prevention and permanency, requiring increased knowledge and skills in providing both parents and …

Addressing Work-Related Traumatic Stress Nebraska - Evaluation Overview, Quality Improvement Center For Workforce Development

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Research Questions

The site-level evaluation for Nebraska was designed to understand implementation of and outcomes related to CFS Strong and its component parts, including Resilience Alliance (RA), Peer Support Groups (PSG) and Restoring Resiliency Response© (RRR). Relationships among intervention components, outputs, and outcomes were mapped out in Nebraska’s logic model. Initial research questions of interest included how much participants were satisfied with the RA, PSG, and RRR sessions they attended. Furthermore, for RA, the evaluation measured how much facilitators adhered to the manualized RA program, whether group dynamics (e.g., engagement and conflict) were positive or negative, and how …

Influence Of Psychological Empowerment On Employee Competence In Nigerian Universal Basic Education System: The Mediating Role Of Work Engagement, Isah Sani, Rashidah B. M. Ibrahim, Fazida Karim

University of South Florida (USF) M3 Publishing

The main purpose of this paper is to examine the mediating role of work engagement (WE) on the link between psychological empowerment and employee competence (EC). The Ability Motivation Theory (AMO) stress the importance of practices that are capable of enhancing individual’s competence towards the achievement of organizational objectives. While considering psychological empowerment as one of the best practices influencing employee competence in an organization, some previous studies only considered other internal resources such like human resource practices. Studies that attempt to investigate the effect of psychological empowerment on EC and the mechanism through which it influences employee’s competence seem …

Family-Supportive Supervisor Behavior And Fathers’ Work-Family Conflict, Talar Ohanian

Electronic Theses, Projects, and Dissertations

Research on fathers' work-family conflict has been minimal compared to mothers. However, the view of fatherhood and fathers’ involvement with their families has changed dramatically throughout the years. Unfortunately, many fathers do not take advantage of their organizational policies or other family benefits offered by their organizations. The purpose of this study was to examine the roles of family-supportive supervisor behaviors and organizational policy utilization on fathers’ work-family conflict and mental health. In a sample of 311 fathers participating in a survey-based study, findings indicated that family-supportive supervisor behavior significantly reduces WFC, and policy utilization also greatly reduces WFC. Fathers’ …

Frontline Job Redesign Louisiana - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Louisiana Department of Children and Families to determine if a Job Redesign was effective in improving workforce and child welfare outcomes.

Research Questions

A key research question concerned the extent to which the job redesign reduced the amount of time caseworkers spent on administrative tasks and increased time spent on clinical work with children and families. The QIC-WD also tested questions related to the expected effects of the redesign on workers’ perceptions of their job complexity, role overload, and work-life balance, and how these perceptions relate to job satisfaction, case …

Competency-Based Personnel Selection Oklahoma - Intervention Overview, Quality Improvement Center For Workforce Development

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A Competency-based Personnel Selection process was the intervention designed as part of the QIC-WD project to address inconsistencies in hiring and to identify candidates with the desired competencies to be hired as Child Welfare Specialist (CWS) I/II with Oklahoma Human Services (OKDHS) (for more information see the Site Overview). The Competency-based Personnel Selection process is a standardized hiring procedure that includes a structured interview with behaviorally anchored rating scales, a typing assessment, and a writing assessment. Additionally, research was conducted on a set of academic and commercial hiring assessments to determine how well these measures of personality, cognitive skills, …