Industrial and Organizational Psychology Commons^™

Retesting In A Promotional Process: Amount Of Time Between Tests Accounting For Magnitude Of Score Increases, Sydney L. Reichin, Mark C. Frame, Alexander T. Jackson, Michael Hein

River Cities Industrial and Organizational Psychology Conference

There are many reasons why an applicant may retake a selection test, whether it’s due to reasons outside of their control or perhaps their first test administration was unsuccessful. Research has shown that scores generally increase when applicants retake a test. However, research on situational judgment tests and in-basket simulations have been overshadowed by research on admissions tests, cognitive ability tests, and personality tests. Further, much research has focused on retesting effects during the initial selection process, but the current research aims to shed light on retesting effects during the promotional process. The literature shows conflicting findings regarding time between …

Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker

River Cities Industrial and Organizational Psychology Conference

Individuals engage in impression management behaviors in most social situations. However, one of the most prone settings to impression management is the work context. Even though the extent to which an individual performs impression management behaviors is influenced by situational factors, it is also plausible that there is a dispositional component involved, as some people are more likely to engage in impression management behaviors than others. Therefore, it is important to be able to measure the extent to which individuals are likely to engage in impression management. In this study, an innovative approach to the measurement of impression management is …

Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

The individual differences hypothesis suggests that individuals with varying characteristics are attracted to different recruitment sources, which leads to differences in relative effectiveness of recruitment sources. In our study, we will examine the recruitment sources participants use and their decision-making styles to investigate whether there is a relationship between decision-making styles and the sources used when job searching. Though research has been conducted on employees’ performance differences and recruitment sources, these studies generally use the source which employees were hired through, and assume employees prefer that source. Due to the possibility of multiple sources being used, this could be inaccurate. …

Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

This study investigates weight stereotypes on promotion decisions. Previous research has focused on obesity stereotypes in the workplace regarding weight discrimination, when comparing average weight individuals to overweight and/or obese individuals. However, research has not investigated weight discrimination in the workplace setting for very thin individuals as compared to overweight individuals. Additionally, very little research has been conducted regarding weight discrimination on promotion decision-making. Based on previous research, this study hypothesizes: (1) Overweight promotional candidates will be discriminated against at a higher rate than thin promotional candidates; (2) Based on the similarity-attraction theory, thin individuals will be more likely to …

Self-Assessments Of Decision Making Under Stress In A Flight Operations Center Simulation, Jessi Pope, Dr. Michael Hein

River Cities Industrial and Organizational Psychology Conference

Past research has demonstrated individuals’ lack the ability to accurately self-assess their competencies in comparison to external assessments (Davis et al., 2006). Other research has explored various factors that contribute to individuals being able to adequately predict their performance on a task, such as self-concept, prior task experience, and actual task performance (Davis, Fedor, Parsons, & Herold, 2000). The aim of this research is to examine the impact of participation in a flight operations center simulation on individuals’ self-perceptions of their ability to make decisions under stress. Prior to and after participating in three simulations, where teams of senior aerospace …

Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D.

River Cities Industrial and Organizational Psychology Conference

Discipline and, how it is perceived, is of great consequence to organizations. Importantly, how disciplinary decisions are determined and carried out can influence the attitudes, behavior, and emotions of organizational members both positively and negatively (Ball, Trevino, & Sims, 1992). Although there is a dearth of research investigating the perceptions of those receiving punishment, it is equally important to understand the perceptions of those observing the disciplinary process. The purpose of this study was to investigate perceptions of justice involving disciplinary decisions in an intercollegiate team sport setting. Male and female intercollegiate athletes (N = 204) provided open ended responses …

An Examination Of Common Strategies To Improve Intergroup Relations And Minority Group Members’ Perceptions Of Group Social Standing And Individual Power, Marie Carroll

River Cities Industrial and Organizational Psychology Conference

With few exceptions, the research examining perspective taking and empathy as intergroup relation strategies has focused on the benefits of each strategy on members of the majority group (Vorauer & Quesnel, 2016). However, when researchers have included measures to examine the effects of these intergroup relation strategies on minority group members, they have only focused on how enjoyable the experience was for the target and if they experienced happiness as a result of the experience (e.g., Vorauer, Martens, & Sasaki, 2009) For instance, Todd, Bodenhausen, Richeson, and Galinsky (2011) found that Black participants experienced increased intergroup positivity with White participants …

The Ultimate Culture Change Learning Session, Tim Kuppler

River Cities Industrial and Organizational Psychology Conference

Awareness of the importance of culture is growing at a fast rate but there is no consistent understanding about how to effectively evolve culture with a direct and sustainable impact on performance. This awareness-understanding gap helps to explain why most organizations report they don’t understand their culture and believe change is needed. Culture crises (Uber, etc.) gain widespread exposure and superficial tips and keys dominate the popular press. Leaders and change agents often feel lost in the wilderness as they try to piece together improvements that will impact culture. This will likely be the most performance-focused culture educational session you …

Leader Behavior And Follower Work Behavior: The Influence Of Follower Characteristics, C. Allen Gorman, Jason Gamble

River Cities Industrial and Organizational Psychology Conference

Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the …

Current Leadership Development Practices: A Ge Example, Nicole Wild

River Cities Industrial and Organizational Psychology Conference

In today’s global business environment, it is important – now more than ever - that leaders are equipped with the necessary skills to empower and inspire employees to deliver results to customers in an uncertain world. Leadership development has become critical toward ensuring that leaders have the support and the opportunity to explore their leadership style and learn how to effectively lead others. This session examines leadership development in the modern age and provides examples of what companies like General Electric (GE) are doing to develop leaders who can operate within a global economy, lead employees through times of extreme …

Your Attention Please! Careless Responding As A Threat To Data Quality, Nathan Bowling

River Cities Industrial and Organizational Psychology Conference

When I/O psychologists collect self-report data, they hope that every participant will carefully reflect on every questionnaire item. Unfortunately, this is not always the case: Datasets often include some participants who have responded carelessly to part—or all—of the study questionnaire (Meade & Craig, 2012). In this presentation I will discuss the detection and prevention of careless responding and I will identify the conditions that are most likely to produce careless responding. The following subsections provide an overview of my presentation. Careless responding occurs when research participants provide inaccurate data because they have failed to carefully read or comply with questionnaire …

Dispositional Employability And The Relationship To Career Success: A Meta-Analysis, Alisha M. Jasmer

Electronic Theses, Projects, and Dissertations

This meta-analysis focuses on the willingness to work aspect of the RAW model of employability of Hogan et al. (2009), in relationship to career success. Willingness to work (W) can be defined as favorably disposed to work hard and take initiative at one’s job. The variables I used to structure the W are proactive personality, conscientiousness, work ethic, job involvement, adaptability, and ambition.

I used the Hunter and Schmidt method to analyze the data applying a random effects model. All calculations were conducted in Excel. The overall sample consisted of 100 effect sizes (r) derived from 41 studies. The total …

Suggested Practices For Making I-O Connections: Let’S Build Bridges And Grow I-O!, Joseph A. Allen, Tara S. Behrend, Suzanne T. Bell, Victoria J. Smoak

Psychology Faculty Publications

It may come as no surprise, but there are an awful lot of people who have no idea what I-O pychology is or what I-O psychologists do. Common reactions from new acquaintances include, “Ooo, I could really use some help organizing my home and be a more industrious person” or “Wow, that’s a mouthful” or “No really, what do you do for a living?” Perhaps even more alarming is the number of students across universities who aren’t introduced to I-O—even if they are psychology majors! We are struck by the number of prospective graduate students who tell us that they …

A Critical Review Of Research And Publication Trends In The Field Of Industrial And Organizational Psychology, Filip Lievens, Frederik Anseel

Research Collection Lee Kong Chian School Of Business

The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizational psychology. The focus is on four trends: (1) the extreme importance of theory, (2) the loss of the identity of industrial and organizational psychology, (3) the cumbersome nature of the review process, and (4) the deficient reporting of methodology and results in light of replication research. After each trend recommendations are made to turn the situation around. We also hope that this article might generate the necessary discussion about these four trends.