Industrial and Organizational Psychology Commons^™

Emotion Regulation In Workgroups: The Roles Of Demographic Diversity And Relational Work Context, Eugene Kim, Devasheesh P. Bhave, Theresa M. Glomb

Research Collection Lee Kong Chian School Of Business

Drawing on the social identity perspective, we investigate the cross-level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography-related in-group/out-group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age …

The Roles Of Flourishing And Spirituality In Millenials’ Leadership Development Activity, Allison L. O'Malley, Denise E, Williams

Scholarship and Professional Work - LAS

Confronted by today’s epidemic of corporate meltdowns, broken institutional paradigms, unethical decision-making, and demand for innovative competencies in order to remain competitive, educators and researchers are challenged to examine how today’s future leaders develop the skill and will to be effective. Whether labeled GenY, Generation Next, Generation Tech or Millennials (i.e. individuals born between 1982 and 2003), this group of change agents differs in attitudes, behaviors, and intrinsic and extrinsic motivations from older generations (e.g. Taylor & Keeter, 2010; Twenge, Campbell & Freeman, 2012). The scholarly debate on the role of meaning making (Park, 2005) describes the Millennial on a …

Understanding The Effects Of Diversity In Mission From A Social Science Perspective, David R. Dunaetz

CGU Faculty Publications and Research

This study presents an overview of the results of empirical studies concerning diversity in work teams. Although these studies have most often been carried out in secular contexts, they support perspectives of human nature that are consistent with the biblical themes found associated with the Tower of Babel (the Similarity/Attraction Perspective) and Paul's metaphor of the Body of Christ and spiritual gifts (the Information/Decision Making Perspective). Key concepts are explained, including the measurement of diversity and team performance, task and relationship diversity, faultlines, cultural versus non-cultural diversity, and status. When the results of the various diversity studies are combined, it …

How Openness To Experience And Prejudicial Attitudes Shape Diversity Training Outcomes, Suzanne L. Dean

Browse all Theses and Dissertations

This study investigated the effectiveness of diversity training on a diversity training outcome measure when considering participant levels of Openness to Experience, sexism, and racism. Because past literature has demonstrated a positive relationship between Openness to Experience and training outcomes and a negative relationship between prejudicial attitudes and diversity training outcomes, these variables were treated as main effects in Multiple Regression equations. This study demonstrated that diversity awareness training increases participant understanding of legal issues related to workplace diversity. However, diversity training outcomes were not greatly affected by implicit or explicit prejudicial attitudes or Openness to Experience.

An Identity Approach To Understanding Diversity, Inclusion And The Work-Family Interface, Rebekah A. Cardenas

Psychology Theses & Dissertations

The salience of one's ethnic identity, the subjective importance of that identity in one's life, was hypothesized to impact the extent to which inclusion predicts work-related outcomes (i.e., strain-based work-family conflict, work-family enrichment, job satisfaction and job stress) among 225 working women. Women who felt included at work (i.e., those who can participate, have influence and can "be themselves") were predicted to experience positive work-related outcomes. Further, belongingness at work was predicted to interact with ethnic identity salience to impact work-related outcomes for working women. Hierarchical linear regression analyses indicated that inclusion was significantly associated with positive work-related outcomes; yet, …

Education And Training In I-O Psychology: Leaving The Psychology Tower: Nontraditional Programs In I/O Psychology, Brigitte Steinheider, David P. Costanza, Jennifer L. Kisamore, Roni Reiter-Palmon

Psychology Faculty Publications

The need for programs that accommodate diverse types of students and adopt an interdisciplinary approach to the study of organizations has led universities with traditional I-O programs to also offer nontraditional programs. Nontraditional programs tend to attract highly heterogeneous sets of students in terms of age and academic and professional backgrounds or may be tailored for special types of students. Due to the mixed student population and high percentage of working adults, nontraditional programs tend to be more application and applied-research oriented than their traditional program counterparts.

Faculty, students, and administrators of nontraditional programs face a variety of challenges. In …

Measuring Organizational Climate For Diversity, Amy L. Vick

Psychology Theses & Dissertations

The Climate for Diversity Index measures three dimensions associated with the ability of organizations or units to create an environment that allows members of all sociocultural backgrounds to participate and fully develop. The climate for diversity impacts individual outcomes such as general job satisfaction, affective commitment, identification with a psychological group/department, organizational citizenship behavior, and the intent to turnover. Several structural models depicting the relationship between the climate for diversity and the individual outcome variables were examined. Significant differences in perceptions of the climate for diversity are predicted by ethnicity, disability, and position. Data were provided by 319 members of …