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Articles 31 - 60 of 344
Full-Text Articles in Industrial and Organizational Psychology
Stress Fasting Under Pressure: The Role Of Demands And Control On Healthy Eating, Gulnur Ashyrnepesova, Alexander T. Jackson
Stress Fasting Under Pressure: The Role Of Demands And Control On Healthy Eating, Gulnur Ashyrnepesova, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Stress fasting under pressure: The role of demands and control on healthy eating Gulnur Ashyrnepesova Dr. Alexander T. Jackson Stress plays an essential role in daily life, influencing physical and mental health. Many people face recurring stress cycles, like exam periods requiring a balance of deadlines and responsibilities. Over time, these cycles can become chronic stress, affecting psychological well-being, eating, sleep, and overall health. Stress often leads to coping behaviors such as overeating, reliance on stimulants, or stress fasting, skipping meals when demands and strain overwhelm. Academic and professional environments with high demands often push individuals to prioritize performance over …
The Silent Strain: Workplace Hazing As A Hidden Organizational Stressor., Madalyn Stephens, Timothy Huelsman
The Silent Strain: Workplace Hazing As A Hidden Organizational Stressor., Madalyn Stephens, Timothy Huelsman
River Cities Industrial and Organizational Psychology Conference
Between 25% and 75% of working Americans report experiencing hazing at some point in their careers (Thomas et al., 2021). This wide range is partly due to underreporting, often driven by fears of retaliation, termination, or stalled career progression (Thomas et al., 2021; Tolfer et al., 2016). Despite its frequency, research has historically focused on non-workplace contexts, leaving a critical gap in understanding its organizational impact.Although definitions of hazing vary across disciplines, four consistent characteristics emerge: it is temporary, unidirectional, coercive, and coalitional (Thomas et al., 2021). These elements form the conceptual foundation for this study. In this study hazing …
The Role Of Fairness, Transparency, And Feedback In Driving Motivation And Performance Among Employees In Incentive-Based Roles, Wesley C. Gibbs
The Role Of Fairness, Transparency, And Feedback In Driving Motivation And Performance Among Employees In Incentive-Based Roles, Wesley C. Gibbs
River Cities Industrial and Organizational Psychology Conference
Organizations are under increasing pressure to design reward systems that are not only competitive but also perceived as fair and transparent by employees. This issue is particularly salient in today’s workforce, where pay transparency legislation and widespread information sharing have heightened employee expectations for openness and equity. Guided by Equity Theory and organizational justice frameworks, the present study is aimed to investigate how pay fairness, reward transparency, and feedback quality interact to shape motivation and job performance, including discretionary effort. A survey of professionals in incentive-driven roles will be conducted, using validated measures of distributive justice, reward transparency, feedback environment, …
Leading Through The Ai Transition: How People Managers Build Ai-Ready Teams, Neil Morelli
Leading Through The Ai Transition: How People Managers Build Ai-Ready Teams, Neil Morelli
River Cities Industrial and Organizational Psychology Conference
Over half of executives believe their businesses won't survive past 2030 without large-scale AI adoption. Yet most organizations struggle with either chaotic tinkering or paralyzed indecision. The key to purposeful adoption? Empowering managers to lead their teams through this transition. This keynote provides managers with a structured approach to AI adoption: collaborate with AI before delegating to it. Through real-world use cases and practical frameworks, attendees will learn how to transform AI from a perceived threat into a team advantage. The session includes a hands-on demonstration of using generative AI for performance review preparation, providing a specific example that managers …
Iop Evolution During The Ai Revolution: How To Level Up Your I-O Psychology Skills To Adapt In The Rise Of Ai, Erin Lally, Jasil Pearson, Shawn Bergman, Christopher J. L. Cunningham
Iop Evolution During The Ai Revolution: How To Level Up Your I-O Psychology Skills To Adapt In The Rise Of Ai, Erin Lally, Jasil Pearson, Shawn Bergman, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
The AI work revolution is here. All information-oriented professionals, whether experienced or novice, must evolve and determine how AI can be effectively integrated into their daily workflow. However, industrial-organizational professionals (IOP) with our already broad and relevant work-ready competencies are well-positioned to adapt to AI in the workplace. In this session, we will explore nine essential AI competencies and introduce an organizing framework that can help IOP to more fully develop the professional competencies to collaborate and lead effectively in an increasingly AI-augmented world. In this session, we will discuss the possibilities, opportunities, and challenges AI presents in the workplace …
Beyond Buzzwords: How Ai Is Transforming Learning & Development, Grace Winder
Beyond Buzzwords: How Ai Is Transforming Learning & Development, Grace Winder
River Cities Industrial and Organizational Psychology Conference
Artificial Intelligence is rapidly revolutionizing Learning and Development (L&D), offering benefits such as personalized training, streamlined content creation, and enhanced accessibility. This session delves into the transformative power of AI in the design and delivery of training programs. By addressing common training hurdles, like outdated manuals and rigid materials, the presentation showcases how AI can significantly enhance both effectiveness and learner experience. It will also explore key theoretical frameworks, including Cognitive Load, Social Learning, Constructivist, and Self-Determination Theories, and how they underpin AI applications like immersive Virtual Reality training, adaptive learning platforms, and intelligent tutoring systems. This session will provide …
Ethical Practices Of Ai In Performance Management & Employee Development, Mark Kammerdiener
Ethical Practices Of Ai In Performance Management & Employee Development, Mark Kammerdiener
River Cities Industrial and Organizational Psychology Conference
As artificial intelligence reshapes the landscape of workplace systems, industrial-organizational (I/O) professionals face a pivotal challenge: integrating AI into performance management and employee development without compromising the human values that foster trust, growth, and psychological safety. This session offers a strategic and ethical roadmap for navigating that challenge, emphasizing the irreplaceable role of human judgment, empathy, and dialogue in coaching and leadership. Participants will explore a modular framework for ethical AI use, designed to clarify where automation can enhance decision-making and where human expertise must remain central. Through real-world scenarios, interactive exercises, and cross-disciplinary dialogue, the session equips I/O professionals …
Effectively Bridging Computer Science And I-O Psychology To Solve Practical Problems, Richard Landers
Effectively Bridging Computer Science And I-O Psychology To Solve Practical Problems, Richard Landers
River Cities Industrial and Organizational Psychology Conference
One of the most pressing challenges facing I-O psychology today is the need to bridge the disciplinary barrier between our field and computer science. This barrier runs deep, creating challenges in both research and practice resulting from differences in our core philosophies of science. Yet if we fail to engage across this boundary, it will be the technical values and priorities of computer science, and not the human-centered values of psychology, that will define the future of work. In this talk, we will explore the philosophical and practice tensions that shape the IO-technologist interface and propose strategies for effective interdisciplinary …
Building A Culture For Total Organizational Health In A Higher Education Environment, Christopher J. L. Cunningham
Building A Culture For Total Organizational Health In A Higher Education Environment, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
Since January 2023, a large scale (i.e., full institution) effort has been underway to transform the culture of The University of Tennessee at Chattanooga to one of Total Organizational Health. This TOH@UTC initiative is dedicated to cultivating a healthier and more engaged campus environment within this university. We are using data-driven and evidence-based practices to help protect and promote healthy and safe work experiences for all employees at UTC. Additional objectives are to enhance employee engagement, build a more supportive workplace culture, and become an "employer of choice" regionally and within the broader university system. In this session, an overview …
Grinning To Bare It: A Look Into Delta Dental’S Total Rewards Transformation In A Time Of Transparency & Changing Expectations, Cait Carney
River Cities Industrial and Organizational Psychology Conference
Today's complex working landscape demands transparency, the ability to quickly adapt to a dynamic and rapidly changing market, and a careful balancing of evolving employee expectations with business realities. In this presentation we explore Delta Dental’s multi-year strategic initiative to drastically overhaul its approach to the Employee Value Proposition and Total Rewards. Utilizing a comprehensive, employee-focused approach, the Delta Dental People Organization set out to create the foundation for a long-lasting, agile Total Rewards program that meets the ultimate goals of empowering employees, fostering a positive culture, and strengthening Delta Dental’s bottom line. Included is a discussion of each phase …
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience, Lane Perkinson, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience, Lane Perkinson, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Technology, particularly AI, is becoming more prevalent in how work is accomplished. Businesses who understand this reality and invest in leveraging technology to enable employees to do their best work and achieve their highest potential. Proper integration of technology and AI can provide professional development and growth opportunities for employees and help businesses compete in the war for talent by becoming an employer of choice. This session will educate participants on technology workplace integration and explain the steps organizations can take for employees to benefit from this integration. The session will primarily focus on three benefits of technology integration to …
Perspectives On Powering Peak Performance, Phil C. Bryant
Perspectives On Powering Peak Performance, Phil C. Bryant
River Cities Industrial and Organizational Psychology Conference
Performance has been described, defined and formulated many ways over several decades. This presentation explores the construct of performance, and its relation to motivation. The presenter provides several examples and key concepts as well as introducing a research question for further exploration.
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention, Chris Coughlin
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention, Chris Coughlin
River Cities Industrial and Organizational Psychology Conference
In today's competitive job market, organizations are increasingly recognizing the importance of a well-crafted Employee Value Proposition (EVP) in attracting and retaining top talent. Recent studies show that companies with strong EVPs experience lower turnover rates and higher levels of employee engagement. However, the true power of an EVP lies in its ability to align with both organizational goals and individual employee needs, which can be tapped through the use of psychometrically validated assessments within EVPs. This presentation explores the critical role of assessments in developing and refining EVPs that resonate with potential and current employees. By leveraging data-driven insights …
Building A Dynamic Employee Value Proposition, Susan Bailey
Building A Dynamic Employee Value Proposition, Susan Bailey
River Cities Industrial and Organizational Psychology Conference
Talent survey data indicates 75% of active job seekers are likely to apply for a job if the employer activity manages its employer brand and their company’s Employee Value Proposition (EVP). Additional data confirms, organizations with a strong EVP have lower turnover and increased new hire commitments – addressing two of the most frustrating challenges facing employers today. A dynamic Employee Value Proposition is intentional and comprehensive in nature…capitalizing on the strengths of the organization and its purpose while providing benefits and resources that resonate with employees, enabling them to be productive and thrive. The stakes are high and so …
The Dark Triad And Counterproductive Work Behaviors: Power Moderator, Madison Culver, Jacqui Bergman, Jack Carson, Christopher Holden
The Dark Triad And Counterproductive Work Behaviors: Power Moderator, Madison Culver, Jacqui Bergman, Jack Carson, Christopher Holden
River Cities Industrial and Organizational Psychology Conference
The Dark Triad personality traits—Machiavellianism, psychopathy, and narcissism—are widely recognized for their association with negative workplace outcomes (Paulhus & Williams, 2002). While previous research has explored the direct relationship between these traits and counterproductive work behaviors (CWBs), meaning deliberate actions that directly harm an organization and its members, the potential moderating role of organizational power remains largely unexplored (e.g., Cohen, 2016; Preston et al., 2021; Ellen III et al., 2021; Baka, 2019). This study aims to investigate how an individual's level of power within an organization may influence this relationship, hypothesizing that increased organizational power will strengthen the positive correlation …
Applicant Reactions To Automated Assessments: Moderation By Applicant Quality, Caleb Pollard, Yalcin Acikgoz
Applicant Reactions To Automated Assessments: Moderation By Applicant Quality, Caleb Pollard, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
Applicant Reactions to Automated Assessments: Moderation by Applicant Quality Caleb Pollard, Dr. Yalcin Acikgoz Organizations are beginning to implement technologies such as artificial intelligence with the intent to quickly identify qualified candidates (Wesche & Sonderegger, 2021). Artificial intelligence has recently been employed to automate the selection decision-making process within screening and job interviews (Jaser et al., 2022). Utilizing these automated selection processes allows employers to distill the applicant pool to include only qualified candidates at significantly quicker times (Noble et al., 2021). Since the use of automation is prevalent, it is important to consider how applicants may react. Links between …
Investigating The Impact Of Flexible Work Schedules On Employed College Students, Sierra Skidis, David R. Earnest
Investigating The Impact Of Flexible Work Schedules On Employed College Students, Sierra Skidis, David R. Earnest
River Cities Industrial and Organizational Psychology Conference
As flexible work schedules become the norm in modern workplaces, increased flexibility in work schedules allows employees more latitude in adjusting their work schedules to fit their personal and professional needs. Across a variety of traditional and non-traditional workplaces, flexible work schedules have been linked to decreased stress and burnout, increased job satisfaction, as well as greater workplace focus and productivity. From a business perspective, the popularity of flexible work schedules has increased as businesses seek to leverage the value of diversity and work-life balance across populations with multiple demands on their time. Once such population, employed college students, can …
Weathering The Workplace: Temperature Extremes And Their Effects On Job Insecurity And Perceived Income Adequacy, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Alexa Hackmann, Olivia Wilson, Taylor Pace, Caroline Mcjunkin
Weathering The Workplace: Temperature Extremes And Their Effects On Job Insecurity And Perceived Income Adequacy, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Alexa Hackmann, Olivia Wilson, Taylor Pace, Caroline Mcjunkin
River Cities Industrial and Organizational Psychology Conference
Seasonal shifts, particularly in winter, have been linked to increased job insecurity (JI) and perceived income adequacy (PIA). Rizqita and Mulamukti (2024) found that during the winter months, temperatures drop and business activity and investment significantly decline, increasing job insecurity and turnover intentions. This increased insecurity causes stress that negatively impacts these individuals’ work attitudes and behaviors.Wealth-induced resources play an important role in managing eco-stress, causing individuals with lower incomes to suffer psychosocially, leading to lower levels of perceived income adequacy in these extreme temperatures. (Vliert & Joshanloo 2024). Based on prior research highlighting the effects of temperature extremes on …
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions, Clara Lobsiger, Hunter Bass, Natalee Jamerson, Cassidy Zekas, Tanner Landolt, Paige Couturier, Luke Millen, Jess Doll, Kristl Davison, Tim Huelsman
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions, Clara Lobsiger, Hunter Bass, Natalee Jamerson, Cassidy Zekas, Tanner Landolt, Paige Couturier, Luke Millen, Jess Doll, Kristl Davison, Tim Huelsman
River Cities Industrial and Organizational Psychology Conference
Organizations are driven to persuade qualified candidates to apply for open positions to discover and recruit higher-quality individuals (Phillips & Gully, 2015). They also recognize the importance of a diverse workforce and seek to implement hiring strategies to attract underrepresented individuals (Greenberg, 2015). Avery and McKay's studies in 2003 and 2006 found that targeted recruitment commercials highlighting non-White employees as recognized and included in an organization enhanced non-White job seekers' interest in that organization. It has not yet been determined if this effect applies to White members of other marginalized groups, notably White and non-White LGBTQ+ individuals (Avery & McKay, …
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective, Joseph R. Himmler, Jordan A. Everett, Gwendolyn Paige Watson, Shubham Agrawal, Amy M. Schuster, Shelia R. Cotten
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective, Joseph R. Himmler, Jordan A. Everett, Gwendolyn Paige Watson, Shubham Agrawal, Amy M. Schuster, Shelia R. Cotten
River Cities Industrial and Organizational Psychology Conference
This research integrates the Unified Theory of Acceptance and Use of Technology (UTAUT) with Job Demands-Resources (JD-R) theory to explore the factors influencing the intention to use artificial intelligence (AI) in the workplace. UTAUT (Venkatesh et al., 2003) lays the foundation that performance expectancy (i.e., the belief that using AI will improve their job performance) and facilitating conditions (i.e., organizational and technical infrastructure to support AI use) influence intentions to use AI. Applying JD-R theory (Bakker & Demerouti, 2017) further contextualizes these constructs in the work setting, positioning AI as a potential job resource that enhances performance by alleviating job …
Assessing The Utility Of A Career Exploration Platform For Psychology Students, Lauryn Womble, Penelope Williams, Alana Olson, Brenna Mcnamara, Abigail Branco, Shawn Bergman
Assessing The Utility Of A Career Exploration Platform For Psychology Students, Lauryn Womble, Penelope Williams, Alana Olson, Brenna Mcnamara, Abigail Branco, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Background Psychology students are often told that obtaining a graduate degree is necessary for meaningful employment, due to the field’s history of prioritizing graduate school (Appleby, 2018). Underemployment is a battle that many psychology undergraduates face (Burning Glass Institute, 2024). This can be discouraging, and students are often unaware of postgraduate options alternative to grad school (Halonen, 2013). Eugene is an online tool created to show undergraduate psychology majors their career options. Students select from a psychology list on the Eugene website, which produces the knowledge, skills, and abilities (KSAs) they have gained in those courses alongside a list of …
Exploring The Influence Of Organizational Culture, Benefits, And Diversity Statements On Talent Attraction In Startups, Jimena Lopez Flores, Trinity Vuu, Dianhan Zheng
Exploring The Influence Of Organizational Culture, Benefits, And Diversity Statements On Talent Attraction In Startups, Jimena Lopez Flores, Trinity Vuu, Dianhan Zheng
River Cities Industrial and Organizational Psychology Conference
Startups can face significant challenges when attracting new talent due to their less established reputation and job seekers’ perceived uncertainty regarding their career prospects. Recruitment webpages are a key tool for startups to project an appealing organizational image to potential candidates, typically by showcasing the company’s culture, values, employee benefits, and commitment to diversity and inclusion. However, there is limited research about the effectiveness of such information in attracting talent to startups. For example, although there exists evidence that diversity cues presented during the recruitment process may attract applicants, most studies focused on surface-level diversity (e.g., gender, race, sexual orientation) …
Like A Good Neighbor, State Farm's Od Insights Are There, Emma Vosika
Like A Good Neighbor, State Farm's Od Insights Are There, Emma Vosika
River Cities Industrial and Organizational Psychology Conference
This abstract details my internship experience at State Farm where I contributed to organizational development initiatives while gaining hands-on experience in applying research to corporate challenges. State Farm is one of the largest insurance and financial services companies in the United States and is recognized for its strong customer focus and comprehensive range of products, including auto, home, life, and health insurance. I secured my internship position with State Farm after initially applying through LinkedIn for an Industrial-Organizational Psychology internship. Shortly after, I was contacted by a recruiter regarding a separate, but equally exciting, internship opportunity with the Organizational Development …
Aiming For Success With Dart: Determining Data Analytics Readiness For Targeted Results, Erin Lally, Dacey Ramroth, Elizabeth Arnold, Firzana Syazania, Drew Sipe, Mariana Solanilla, Nicholas Rupert, Taylor Brynds, Madison Culver, Shawn Bergman, Tim Ludwig
Aiming For Success With Dart: Determining Data Analytics Readiness For Targeted Results, Erin Lally, Dacey Ramroth, Elizabeth Arnold, Firzana Syazania, Drew Sipe, Mariana Solanilla, Nicholas Rupert, Taylor Brynds, Madison Culver, Shawn Bergman, Tim Ludwig
River Cities Industrial and Organizational Psychology Conference
Introduction Organizations are interested in finding ways to cut down on lost productivity while simultaneously minimizing injuries to employees. The private sector of the workforce accounts for over 2.8 million illnesses and injuries in the U.S. (BLS, 2018, 2019, 2020). The Data Analytics Readiness Tool (DART), was created to ascertain an organization’s advanced analytical capabilities on whether their data can be used to perform descriptive, diagnostic, predictive, and prescriptive analytics. For organizations to take further proactive steps for employee safety and avoid injuries before they occur, the DART's feedback is essential for improving their safety measurement systems to use additional …
When The Forecast Predicts Burnout: The Impact Of Sunshine And Rainfall On Engagement, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Caroline Strinsky, Kaitlyn Martin, Caroline Judelson, Kelsey Ransom
When The Forecast Predicts Burnout: The Impact Of Sunshine And Rainfall On Engagement, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Caroline Strinsky, Kaitlyn Martin, Caroline Judelson, Kelsey Ransom
River Cities Industrial and Organizational Psychology Conference
Cultural climate data based on location may impact individual work attitudes. For example, Alimoglu et al. (2009) found that nurses exposed to sunlight for at least three hours a day experienced less work stress and higher satisfaction at work, calling researchers to pay attention to climate characteristics that may affect individual well-being at work. Furthermore, weather conditions are an important yet understudied antecedent of individual well-being at work (Venz et al., 2021). Weather was reliably found to relate to positive well-being states, suggesting that measuring average days of sunshine and days of rain in each zip code area may have …
Understanding Boreout: A New Measure Of Employee Well-Being, Madissen Keys, Alec Hardman, Alexandra Schadle, Jenna Mcchesney
Understanding Boreout: A New Measure Of Employee Well-Being, Madissen Keys, Alec Hardman, Alexandra Schadle, Jenna Mcchesney
River Cities Industrial and Organizational Psychology Conference
Boreout, the opposite of burnout, arises when employees feel disengaged, lack meaning in their work, or face underutilization. This can harm both employee well-being and organizational outcomes, such as performance and retention. To better assess boreout, we developed a new scale based on existing measures, focusing on two factors: Workplace Boredom and Underutilization. Data from 150 participants showed high reliability for both factors, contributing to the understanding of boreout and offering a validated tool for future research.
Examining The Impact Of Job Demands And Resources On Attorney Burnout, Alexis Ormes, Kristen Black
Examining The Impact Of Job Demands And Resources On Attorney Burnout, Alexis Ormes, Kristen Black
River Cities Industrial and Organizational Psychology Conference
Attorneys deal with demanding hours, high stakes, and constant pressure to perform which can create an unsustainable work environment, resulting in emotional exhaustion and low job satisfaction. (Chalp & Brown, 2022) This not only affects the well-being of attorneys but also impacts their firms and clients, there is an urgent need for strategies to address and prevent burnout in the legal profession. (Salmons, 2017) The job demands resource model says that demands can correlate with more burnout while resources correlate with engagement and less burnout. Research with attorneys has documented that some demands correlate with burnout such as workload, but …
Barriers To Evidence-Based Problem-Solving In The Workplace, Penelope Williams, Shawn Bergman, Ella Chancey
Barriers To Evidence-Based Problem-Solving In The Workplace, Penelope Williams, Shawn Bergman, Ella Chancey
River Cities Industrial and Organizational Psychology Conference
This study investigates the willingness of Psychology and Management students to utilize various knowledge sources in the context of workplace problem-solving. Participants will be asked to self-report on their reliance on sources of knowledge like personal expertise, organizational data, empirical research, and stakeholder involvement. Specifically, the study aims to reveal the impact of academic frameworks on a student's problem-solving ability, such as that of the APA for Psychology majors. The research aims to provide insights into problem-solving, and the obstacles which can hinder the effective use of knowledge sources in the workplace.
“We’Re All A Family”: Investigating How Diversity Interacts With Feelings Of Mattering, Belonging, Job Satisfaction, And Well-Being, Natalee Jamerson, Clara Lobsiger, Hannah Wallace, Levering White, Camila Yamaleyeva, Allison Renegar, Tim Huelsman, Jess Doll, Kristl Davison
“We’Re All A Family”: Investigating How Diversity Interacts With Feelings Of Mattering, Belonging, Job Satisfaction, And Well-Being, Natalee Jamerson, Clara Lobsiger, Hannah Wallace, Levering White, Camila Yamaleyeva, Allison Renegar, Tim Huelsman, Jess Doll, Kristl Davison
River Cities Industrial and Organizational Psychology Conference
In the workforce, belonging is the degree to which employees feel valued, appreciated, and fit in with the organization's integrated system (Thissen et al., 2023). Mattering, a person's perception of their worth to others and belief that they make a difference (Deas et al., 2023; Jung, 2015), is just as relevant to the workforce despite receiving little attention in career studies. Feelings of mattering allow workers to experience fulfilled well-being, increased motivation, and lowered job-related stress (Bucher et al., 2019). Though research recently began investigating the effect of belonging and mattering on employee outcomes, there's a larger absence of studies …
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State, Madhu Sukumar, Ethan Fountain, Rachel Weaver, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State, Madhu Sukumar, Ethan Fountain, Rachel Weaver, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Introduction Psychology degree holders possess many skills that employers value (Appleby et al., 2019). Despite this, research shows 53% of psychology graduates are underemployed, compared to 45% for all four-year graduates (Burning Glass Institute, 2024). In order to address this discrepancy, the 2024 Appalachian State psychology graduating class was surveyed to determine their utilization of on-campus career resources, career plans, and confidence in those plans. Findings suggested that while students were highly aware of resources, they remained underutilized (Briggs et al., 2024). Based on these findings, a dedicated psychology career advisor was established in the Psychology Department as a pipeline …