Industrial and Organizational Psychology Commons^™

Exploring The Role Of Emotional Stability And Remote Work As Resources In Detaching From Work, Brittany N. Ikner, Kristen Jennings Black

River Cities Industrial and Organizational Psychology Conference

The sizable increase in remote jobs within the last two years has led researchers to question how remote and in-person workers recover differently and what organizations can do to best facilitate their recovery from work. Yet, few empirical studies identify which individual and situational characteristics assist or inhibit recovery from work. Using Sonnentag and Fritz’s (2015) stressor-detachment model as theoretical framework, the proposed study investigates attentional resources (i.e., work location) and personal resources (i.e., emotional stability) that moderate the relationship of job stressors and well-being which is mediated by psychological detachment from work during non-work hours. Specifically, one’s levels of …

Are You On The Menu: Sexual Harassment Experiences Of Front-Of-House Restaurant Workers, Kelly Lane, Raiza Barahona, Brian O'Leary

River Cities Industrial and Organizational Psychology Conference

Still managing in the wake of the COVID pandemic and the”Great Resignation” restaurants and the hospitality industry have seen particularly high rates of turnover and increased difficulty maintaining sufficient staffing numbers. This industry sees the highest rates of sexual harassment claims at work in the U.S.. The reliance on tipping facilitates this form of harassment, leaving organizations responsible for protecting their workers from mistreatment. Experiences of sexual harassment relate to decreased job satisfaction and increased intentions to turnover. This study aims to establish the relationship between sexual harassment experiences at work, existence and enforcement of a sexual harassment policy to …

Exploring The Effects Of Financial Strain On Organizational Commitment And Occupational Commitment, Paris Jade Wright, Kristen J. Black

River Cities Industrial and Organizational Psychology Conference

Financial strain is defined as an individual’s perception of economic stress and/or lack of resources (Adams et al., 2016). Although it has been linked to a multitude of negative well-being outcomes (Son & Wilson, 2015), there is little research regarding its impact on work-related attitudes, including organizational and occupational commitment. Several studies have found that financially-related variables, such as income, pay satisfaction, and extrinsic organizational rewards are positively related to organizational commitment (Cohen and Lowenberg, 1990; Mathieu and Zajac, 1990; Malhotra et al., 2007). Though occupational commitment and organizational commitment tend to be positively related (Lee et al., 2000), less …

Investigating The Public Service Loan Forgiveness Program's Impact On Public Service Employees, Karli Guice, Skylar Oney, Malissa Clark

River Cities Industrial and Organizational Psychology Conference

The Public Service Loan Forgiveness (PSLF) program has garnered attention in the media in recent months, primarily in reaction to recent program reforms. Public service employees have struggled to navigate the PSLF program since its formation in 2007, which is complex, tedious, and time consuming. While some relief has been granted, many more face uncertainty as to whether or when their loans will be forgiven. Coupled with the fact that many individuals feel shame and stigma for having loans in the first place and for seeking loan forgiveness, the PSLF process can take a negative toll on individuals and in …

Perceived Engagement In Flexible Work Arrangements, Emma Vosika

River Cities Industrial and Organizational Psychology Conference

Early in the pandemic, employees transitioned to remote work to prevent the spread of COVID-19. Though social distancing and other coronavirus related mandates have begun to subside, some employers are continuing to allow their employees flexibility in their work arrangements. This continued flexibility appears to be the “new normal” of how we work (Weideman & Hofmeyr, 2020). As a result, the question arises as to whether flexible workers feel engaged and connected to their organizations. To illustrate perceived engagement in flexible work arrangements, a sample of 258 participants was recruited through social media and student participation system SONA. Examples of …

Does Safety Make A Difference? The Impact Of Safety Observations On Injury Likelihoods, Rylie Sant, Shawn Bergman, Timothy Ludwig, Yalcin Acikgoz, Tanner Landolt, Sunny Barboj, Jacob Leslie, Nick Granowsky

River Cities Industrial and Organizational Psychology Conference

According to Liberty Mutual’s 2021 Workplace Safety Index, it was estimated that employers paid more than $1 billion per week in direct workers’ compensation costs for disabling, non-fatal workplace injuries in 2018 (2021 workplace, 2021). Accordingly, organizations frequently engage in safety practices in the hopes of reducing these financial and human costs. The aim of this study was to examine whether performing safety observations reduced the likelihood of adverse outcomes. A safety observation refers to a checklist of behaviors deemed “safe” that should be conducted to help decrease or completely eliminate a safety incident. A safety incident is an event …

Promoting Workplace Well-Being, Emma Vosika

River Cities Industrial and Organizational Psychology Conference

Hire Ventures, Inc. is an HR consulting firm founded in Atlanta, GA. Their mission is to “enable clients to find and keep talent by implementing streamlined processes, leveraging the right technology, and delivering on-demand, scalable hourly HR consulting and hourly recruiting consulting services” (Hire Ventures, 2022). My internship at Hire Ventures, Inc. followed a short 8-week timeline that focused on the development of a workplace wellness campaign series. Role responsibilities included conducting an internal needs analysis to create the base framework for the wellness series, developing topics for a 10-week wellness blog series that targets the employees and employers of …

Creating Competency Based Behaviorally Anchored Rating Scales Using An Online Sample, Isabelle Couvillion, Lilah Donnelly, Jonah Richardson, Faith A. Shannon, Kyle Benbow

River Cities Industrial and Organizational Psychology Conference

The current project takes action on Kell et al.’s (2017) call for research on non-traditional methods for developing behaviorally anchored rating scales (BARS). Typically, BARS are used when conducting structured interviews to ensure high predictive validity and reliability while minimizing biases. The traditional method of constructing BARS requires time and resources which may deter organizations from adopting such scales. Our proposed methodology will assuage these deterrents. We have designed a survey to collect critical incidents from subject matter experts (SMEs) online using ProLific, a crowdsourcing software. For the purpose of this study, participants will be filtered based on their age, …

The Relationship Between Business Students' Valor And Psychological Capital, Kyle Luthans, Brett C. Luthans, T. Daniel Chaffin

Mountain Plains Business Conference

No abstract provided.

Work-Family Conflict, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family conflict?

Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …

Work-Family Enrichment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family enrichment?

Work-family enrichment is used to describe the positive benefits derived from spillover between work and family. Specifically, work-family enrichment is formally defined as “the extent to which experiences in one role improve the quality of life in the other role” (Greenhaus & Powell, 2006, p. 73). This is often contrasted with the concept of work-family conflict, which represents the negative spillover between the work and family domains. Work-family enrichment is often distinguished by the direction of its effect; benefits from work that are applied to the family domain are termed work-to-family enrichment (WFE), and benefits from …

Like Attracts Like? The Effects Of Anxiety, Implicit Bias, And Perception Of Diversity Culture On Team Attraction, Donna Yao, Melody M. Chao, Elizabeth George, Pritviraj Chattopadhyay

Makara Human Behavior Studies in Asia

Past relational demography research has demonstrated the influence of demographic dissimilarity among employees on their work engagement and attrition. Little is known about how demographic dissimilarity affects individuals’ attraction to a team in the first place. The present research focused on the attraction component of the attraction-selection-attrition model to investigate factors that contribute to team attraction and their associated underlying processes. Specifically, we identified anxiety towards potential teammates as an affective response to cultural dissimilarity, which in turn influenced performance expectations and team attraction. We also examined implicit and explicit cognitions that might shape the impact of anxiety. To this …

An Examination Of Emotional Resilience Among Athletic Trainers Working In The Secondary School Setting, Shaine Henert, William Pitney, Bethany Wood, Nicholas E. Grahovec, Tyler A. Wood

Internet Journal of Allied Health Sciences and Practice

Purpose: Athletic training is a demanding profession that is a stressor for many practitioners. Emotional resilience allows Athletic Trainers (ATs) to persist in their roles and benefit from long and successful careers. The purpose of this study was to explore the level of emotional resilience of ATs working in secondary school settings and identify factors perceived to contribute to or mitigate one's emotional resilience. Method: A sequential explanatory mixed-method design using a cross-sectional online survey followed by in-depth interviews was used to gather information from 160 (16% response rate) secondary school NATA members - 97 (60.6%) female; 63 (39.4%) male …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

Three Lenses Of Contrapower Sexual Harassment, Michael L. Ekema

Dissertations, Theses, and Capstone Projects

Contrapower sexual harassment refers to sexual harassment incidents where the perpetrator has less formal power within the organization than the person being victimized. Although the potential for inverse power dynamics were already identified in the early stages of sexual harassment research, the prevalence and antecedents of contrapower sexual harassment have rarely been examined. In addition, prior sexual harassment research has overwhelmingly prioritized gender as the focal variable of interest. This dissertation seeks to contribute to the literature on workplace incivility, organizational deviance, and counterproductive work behaviors by looking at contrapower harassment through three different lenses: The perspective of harassment targets, …

Intelligence Testing In The New (Langu)Age: Effects Of Item-Type And Assessment Medium Features On Fluid Intelligence Test Linguistic Group Score Differences, Paige R. Alenick

Dissertations, Theses, and Capstone Projects

As fluid intelligence tests are an integral part of modern employee selection protocols, assessment designers are tasked to ensure the construct is measured accurately for all test-takers regardless of their demographic traits. Disparities in bilingual and monolingual working memory capabilities, which are critical for successful fluid intelligence test performance, might make it challenging for test designers to accomplish this goal. Best design practice in such cases is to identify assessment conditions that allow for equitable expression of the test construct. Thus, the purpose of this study was to examine whether the content of items present on a fluid intelligence test …

Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc

Research Collection Lee Kong Chian School Of Business

Although Schneider and Pulakos (2022, p. 2) call for scholars to adopt an “organizational mindset,” which includes “an increased organizational frame of reference on variables of interest,” the authors have overlooked the importance of contextualizing such a mindset. Contextualizing “entails linking observations to a set of relevant facts, events, or points of view that make possible research and theory that form part of a larger whole” (Rousseau & Fried, 2001, p. 1). Contextualizing is essential because it provides a common vernacular that facilitates the valid and reliable extension of the industrial-organizational (I-O) mindset to the study of organizational differences and …

The Bright And Dark Sides Of Upward Social Comparison: Knowledge Sharing And Knowledge Hiding Directed At High Performers, Soohyun (Ashley) Lee

Dissertations, Theses, and Capstone Projects

The present research investigated when and why employees might share or hide their work information from coworkers who perform better than themselves. Drawing from social comparison theory (Festinger, 1954) and social exchange theory (Blau, 1964), I predicted that upward social comparison would lead to both pleasant reactions (inspiration, perceived gain of work resources) and unpleasant reactions (envy, perceived loss of work resources), which in turn would differentially affect knowledge sharing/hiding behaviors targeting high-performing coworkers. I further predicted that individual differences in directing behaviors toward goals (goal orientation) and task structures requiring reliance on coworkers (task interdependence) would moderate the relationships …

Avatar: The New Employee? Creating Online Employment Personas May Benefit Stigmatized Employees, Esenaman Batirov, Larry R. Martinez

Psychology Faculty Publications and Presentations

Although we appreciate and agree with the conclusions that (Wilcox et al., 2022) come to in their review of the literature related to cybervetting, our intention in this response is to discuss the potential utility of cybervetting in a post-COVID world in which fully remote employment is much more prevalent. Specifically, we draw parallels to other contexts in which individuals interact completely remotely successfully and highlight how such arrangements can actually be beneficial —rather than detrimental—to employees with stigmatized identities or characteristics.

Employee Fit, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is employee fit?

Broadly defined, fit is said to be the “compatibility between individuals and organizations” (Kristof, 1996, p. 3). Early theories of fit proposed that alignment between individuals’ personalities and their environment would lead to greater personal success and happiness; for example, those with social personalities would find the greatest fulfillment in work roles involving helping people, such as a social worker or nurse (Holland, 1985). Since then, the idea of fit has been expanded to include not just alignment of personality, but also attitudes, values, preferences, needs, goals, knowledge, skills, and abilities (Kristof-Brown et al., 2005). Fit …

Relationship Building In E-Negotiation: Dyadic Effects On Subjective Negotiation Outcomes, Mounica Reddy

College of Science and Health Theses and Dissertations

E-negotiation is a critical activity that is becoming a new reality (Sokolova et al., 2006), however, the e-negotiation environment lends itself to fewer informative cues than the face-to-face environment. The ability to maintain relationships with parties and negotiate with them in the future increases the negotiator’s bargaining power and could be important beyond economic outcomes (Curhan & Brown, 2011). This study investigates the link between relationship-building and subjective values in negotiation, and how the negotiation medium may change this relationship. Subjective values of rapport, trustworthiness, and interest in future interaction were predicted to both differ by e-negotiation and face-to-face negotiation …

How Relevant Is The Apa Ethics Code To Industrial-Organizational Psychology? Applicability, Deficiencies, And Recommendations, Logan L. Watts, Joel Lefkowitz, Manuel F. Gonzalez, Sampoorna Nandi

Cambridge University Press Open Access Agreement Publications-Archive

Opinions have been divided regarding the relevance of the APA Ethics Code to non-mental health specialties and even whether the code should attempt to encompass all psychology specializations. However, these opinions have crystallized without the benefit of any appreciable empirical data, until now. This study investigates the applicability of the ethical principles and standards of the code to 398 first-person narratives of ethical incidents reported by industrial-organizational (I-O) psychologists. On average, 2.8 (of the 5) principles enumerated in the code were deemed applicable to each incident, and each principle was applicable to more than half the incidents provided. Of the …

Applying Visual Methods To Document The History Of Psychological Testing: A Qualitative Approach, Analay Perez, Janet F. Carlson, Buros Center For Testing At The University Of Nebraska-Lincoln

Buros Center: Professional Staff Publications

The history of psychological testing is critical to many areas of applied psychology. Assessment forms a mainstay of clinical practice, second only to psychotherapy (Meyer et al., 2001). In industrial/organizational psychological practice, employee selection depends on testing to assess applicant qualifications. In educational contexts, testing is central to the evaluation of academic performance and college readiness, in addition to determining eligibility for various types of special educational services.

The history of testing is deeply rooted in myriad psychological specialties (Carlson & Geisinger, 2021). This fact prompted a qualitative examination and integration of three distinct historical threads identified by the proposal …

Disability Inclusion, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

The following resources provide information to help agencies create disability-inclusive workplace policies and practices. The Office of Disability Employment Policy (ODEP) is a non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. The Employer Assistance and Resource Network on Disability Inclusion (EARN) is an ODEP technical assistance center that provides resources to help employers recruit, hire, retain, and advance individuals with disabilities and comply with their responsibilities under the ADA. Inclusion@Work: A Framework for Building a Disability-Inclusive Organization allows organizations to explore strategies for creating disability-inclusive …

Talent Management And The Impact Of Dark Triad Personalities In The Workplace, Joseph A. Rosendale, Eliot Mastrovich, Leann Wilkie

International Journal of Applied Management and Technology

This study examines links between the Dark Triad of personality types (Machiavellianism, psychopathy, and narcissism) and workplace behaviors. The research objective seeks to confirm the relationship between the Dark Triad and several negative behaviors while investigating positive externalities that have not been previously explored. A literature review covers the background of the Dark Triad, instruments that have been used to measure it, and ongoing research streams in the field. The Short Dark Triad (SD3) survey was administered to 142 working professionals and data collected were quantitatively examined using a variety of statistical tools in SPSS. Corresponding results provide additional evidence …

Two Essays On The Effects Of Ceo Social Activism, Habib Islam

Theses and Dissertations in Business Administration

The first essay theorizes and quantifies the effects of CEO activism on firms’ financial performance. We examine this relationship within the framework of screening theory. We find that CEO social activism generally leads to adverse investor reactions. This negative effect is most prominent when there is interdimensional incongruence in CEO social activism messages. In addition, we find that the negative effect of CEO social activism is moderated by organizational characteristics that resolve incongruence caused by disparate signals.

The second essay seeks to understand how a CEO’s social activism influences corporate social performance. We hypothesize that CEO social activism will have …

What Is The Meaning In This? Teachers' Propensity To Search For Meaning In Life During Covid-19 And The Role Of Meaningful Work, Seterra D. Burleson

Psychology Theses & Dissertations

The global COVID-19 pandemic has presented notable challenges in teachers’ career paths. In the present study, Super’s life-span, life-space theory was applied to examine the interplay between K-12 teachers’ propensity to search for meaning in life and meaningfulness attributed to their work role (i.e., meaningful work) in predicting career-relevant outcomes in the face of challenging circumstances over the course of a semester. A model was proposed in which propensity to search for meaning in life led to better work and career outcomes, an effect moderated by meaningful work. Longitudinal data from a sample of 617 teachers over eight outcome measurement …

The Influence Of Motivation, Role Identity, And Perceived Meaningfulness Of Work On The Relationship Between Volunteer Satisfaction And Volunteer Contribution, Tonia Christine Caraveo

Electronic Theses, Projects, and Dissertations

Volunteering, the act of donating time and effort to contribute to society is a unique form of helping that includes deliberate non-obligated services given one time or long-term. Utilizing an integrated approach incorporating the functionalist perspective and role identity theory as framework, the present study re-examined factors that influence volunteer contribution. The sample consisted of 161 participants who have donated time volunteering. Structural equation modeling (SEM) was used to test the model. Results of the structural equation model indicated the hypothesized model was not a good fit. As such, no significance was found among the expected relationships between volunteer satisfaction, …

The Influence Of Work-Life Balance Directionality On Retirement Decisions, Joshua Craig

Electronic Theses, Projects, and Dissertations

The retirement landscape is ever shifting and has become a dual-decision process more so now than ever before. Employees consider retirement through a family lens and particularly so when there is conflict between life and work domains. Researchers have suggested that work-life directionality does influence work-related decisions (Wiktorowicz, 2018). The impact of work-life directionality, however, on retirement choices has not been substantially examined. Further, socioeconomic status (SES) has been found to influence retirement decisions to some degree (Dushi et al., 2017). Therefore, in the present study, data from a total of 17,146 participants were used from the 2018 wave of …

A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO systems achieve higher levels of relative achievement upon cross-validation than FW selection systems?, and (c) …