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Industrial and Organizational Psychology Commons™

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Organizational behavior

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Articles 31 - 60 of 61

Full-Text Articles in Industrial and Organizational Psychology

Teamwork Knowledge, Skills, And Abilities, Preference For Teamwork, And The Interaction Of Task Interdependence As Predictors Of Team Performance, Rhiannon Jane Kirchner Jan 2013

Teamwork Knowledge, Skills, And Abilities, Preference For Teamwork, And The Interaction Of Task Interdependence As Predictors Of Team Performance, Rhiannon Jane Kirchner

Theses Digitization Project

This purpose of this study is to provide both researchers and organizations with relevant information to define predictors of team performance and ultimately, make more accurate hiring decisions regarding the selection of positions that require teamwork. Research shows that about half of U.S. organizations utilize teams, because of this use of teamwork, a significant amount of research in the field of industrial and organizational psychology has focused on uncovering those variables that best predict team performance.

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The Role Of Ethics In Employee Behavior, Jacqueline Karen Kott May 2012

The Role Of Ethics In Employee Behavior, Jacqueline Karen Kott

Masters Theses and Doctoral Dissertations

Past research has related the perceived ethical norms of the work environment to certain employee behaviors. The present study focuses on two general types of employee behaviors: organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). It was hypothesized that ethical relativism moderates these two relationships. Self-report data was collected among 108 employees of a southeastern manufacturing company through a series of surveys. Correlational and moderated regression analyses were used to test the hypotheses. Results did not support that ethical norms affect employee behavior. Future research directions and implications for organizational settings are addressed.

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The Mediating Effects Of Perceived Person Organizational Support And Perceived Person Supervisor Support On The Relationships Among Person-Organization Fit, Person-Supervisor Fit, And Organizational Commitment, Steven Mark Crocker Jan 2012

The Mediating Effects Of Perceived Person Organizational Support And Perceived Person Supervisor Support On The Relationships Among Person-Organization Fit, Person-Supervisor Fit, And Organizational Commitment, Steven Mark Crocker

Theses Digitization Project

For the present study we are primarily interested in the match between individuals' characteristics and their work environments. This match between individuals' characteristics and their work environment is known as person-environment (PE) fit. The current study's aim was to integrate and build upon the PE fit literature by investigating the relationship between various forms of PE fit and two forms of organizational commitment with a proposed mediation of perceived organizational support (POS) for PO fit and perceived supervisor support (PSS) for PS fit. Two hundred and twenty-four participants who had been employed by their organization for at least six months, …

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Evaluating Commensurability And Validity Of Work-Family Conflict, Enrichment, And Culture Measures In Low Income Populations, Kimberly Anne French Jan 2012

Evaluating Commensurability And Validity Of Work-Family Conflict, Enrichment, And Culture Measures In Low Income Populations, Kimberly Anne French

Theses Digitization Project

The purpose of this research is to examine the adequacy of our current work-family constructs and measures for studying under-represented populations by evaluating the commensurability and construct validity of three major work and family measures, conflict, enrichment, and cultre, when applied to the unique population of low income families.

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Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab Jan 2012

Dispositional Predictors Of Psychological Contract Perceptions, Karen Louise Grab

Theses Digitization Project

This study seeks to look at the impact of dispositional factors, specifically the Big 5 personality traits, on psychological contracts. Using a series of multiple regressions and moderated linear regressions, this study analyzed the predictive value of personality traits on psychological contract type, breach and violation, and whether exchange or creditor ideologies moderate these relationships. This study consisted of 223 adult, full-time employees who worked at least 30 hours per week and had been with their current organization for at least 6 months. The sample observed and analyzed were recruited through online requests via social networking websites and via email.

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The Roles Of Self-Efficacy And Self-Deception In Cheating On Unproctored Internet Testing, Christopher Adam Wedge Jan 2012

The Roles Of Self-Efficacy And Self-Deception In Cheating On Unproctored Internet Testing, Christopher Adam Wedge

All Graduate Theses, Dissertations, and Other Capstone Projects

The proliferation of online employee selection testing is causing a growing concern for the possibility of cheating. This study examines the interrelationships between personality factors and cheating behavior on unproctored selection testing. Past research has indicated that individuals with high specific self-efficacy are less likely to cheat. It was hypothesized that high levels of both general self-efficacy (GSE) and specific self-efficacy (SSE) predict lower rates of cheating overall. Additionally, Chance et al.'s (2001) study on self-deception demonstrated that students who cheat experience inflated confidence for future performance; this study extends this research by examining the effect cheating has on an …

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Identifying Organizational Factors That Moderate The Engagement-Turnover Relationship In A Healthcare Setting, Stevie Ann Collini Jan 2012

Identifying Organizational Factors That Moderate The Engagement-Turnover Relationship In A Healthcare Setting, Stevie Ann Collini

All Graduate Theses, Dissertations, and Other Capstone Projects

It is essential for organizations to understand how turnover functions within their business and the potential other organizational factors have on affecting turnover, in order to know how to leverage these factors to effectively reduce turnover and the costs associated with it. The present study examined the relationship between employee engagement and turnover in clinical departments within a healthcare setting and the effects other organizational factors, such as respect, diversity, diversity climate and mission fulfillment have on that relationship. The results of the study demonstrate that although the relationship between engagement and turnover is significant, that none of the variables …

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Gender Differences In Perceived Costs And Benefits Of Workplace Mistreatment, Lindsey Greco May 2011

Gender Differences In Perceived Costs And Benefits Of Workplace Mistreatment, Lindsey Greco

Masters Theses & Specialist Projects

Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits of engaging in incivility. The hypothesis that individuals with a …

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Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick Jan 2011

Time And Proximity As Factors Of Quality Mentorship, Brandon Keith Patrick

Theses Digitization Project

This study examined the impact of time and proximity on the quality of formal mentor program in organizations. The study proposed that a quality formal mentor program will be one where the mentor and protégé are close in proximity and that the time the mentor spends with the protégé will lead to higher career-related and psychosocial outcomes.

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The Association Between Person-Environment Fit And Organizational Commitment With The Moderator Of Personality., Too Meng Yong Dec 2010

The Association Between Person-Environment Fit And Organizational Commitment With The Moderator Of Personality., Too Meng Yong

Student Works (2010-2019)

This study seeks to investigate the association between Person – Environment (PE) Fit and the organizational commitment with the moderator of personality (Big Five). The study shows the personality of individual has influence towards organizational commitment. The participants of study were collected from various co-operatives located; the samples are not only consisting Malaysian who is working in Malaysia. It includes Malaysian who currently works abroad, and also foreigner who is presently worked in Malaysia (Indian, Vietnamese and Japanese). With sample size 183 participants (83 Male, 100 Female). The subjects completed the questionnaire that included 3 variables of PE fit, ‘Big …

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The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane Jan 2010

The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane

Theses Digitization Project

The purpose of this project will explain how core self-evaluation is related to job satisfaction both directly and indirectly via the following mechanisms: emotional generalization, perception, and motivation.

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The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens Jan 2008

The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens

Theses Digitization Project

The purpose of this study was to examine how cultural values and conflict resolution influence the perceptions employees form about their managers. The sample for this study included 118 participants representing various organizations from the United States.

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Organizational Policies, Organizational Social Support, And Work-Family Conflict: The Mediating Role Of Motivation Orientation, Christie Lynn Crimaldi Jan 2007

Organizational Policies, Organizational Social Support, And Work-Family Conflict: The Mediating Role Of Motivation Orientation, Christie Lynn Crimaldi

Theses Digitization Project

The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.

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Transformational Leadership And Group Outcomes: The Mediating Effects Of Social Identification And Empowerment, Kevin Michael Karlak Jan 2007

Transformational Leadership And Group Outcomes: The Mediating Effects Of Social Identification And Empowerment, Kevin Michael Karlak

Theses Digitization Project

Collective efficacy, group helping behaviors, and group cohesion are group outcomes that have demonstrated pervasive effects on group performance. These group outcomes are important because of the strong relationships that have been established among these variables. Transformational leadership has shown to greatly foster these outcomes. The purpose of this thesis was to investigate the relationship between transformational leadership styles and organizational group outcomes in the workplace.

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An Evaluation Of How Organizational Culture Can Perpetuate A Formal Mentoring Relationship, Daniel J. Rieker Mar 2006

An Evaluation Of How Organizational Culture Can Perpetuate A Formal Mentoring Relationship, Daniel J. Rieker

Theses and Dissertations

The purpose of this research was to investigate how an organization's culture can have an effect on formal mentoring. Specifically, this thesis sought to determine if perceptions among gender, ethnicity, and organizational position differ for mentoring and organizational culture. Additionally, this thesis sought to determine if any correlations may exist between organizational culture and formal mentoring overall.

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Influence Of Organizational Culture On The Relationship Between Psychological Contracts And Organizational Citizenship Behavior, Jennifer M. Carbajal Mar 2006

Influence Of Organizational Culture On The Relationship Between Psychological Contracts And Organizational Citizenship Behavior, Jennifer M. Carbajal

Theses and Dissertations

The issue of what antecedents of organizational citizenship behavior (OCB) and psychological contracts (PC) employees form with their organization has also been of interest as they have many implications on an employee's extra-role behavior, specifically OCBs. This research investigates the relationship between types of PCs (a) relational and (b) transactional and the propensity to perform (a) altruism and (b) compliance OCB. Furthermore, the influence of organizational culture (OC) dimensions (a) internal orientation and (b) external orientation on this relationship was explored. The results show that transactional PCs were negatively related to both dimensions of OCB. Relational PCs were positively related …

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Development Of An In-Basket Exercise Designed To Measure Potential Leadership Skills By Coleen Beth Dennison., Colleen Beth Dennison, Bernard M. Bass Jan 2004

Development Of An In-Basket Exercise Designed To Measure Potential Leadership Skills By Coleen Beth Dennison., Colleen Beth Dennison, Bernard M. Bass

Theses Digitization Project

This research is to develop in-basket work samples to measure an individual's willingness and ability to display behaviors that are often associated with successful leadership in organizations as described by Bass.

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The Relationship Between Person-Organization Fit, Attribution Theory, And Psychological Contract Violations Within Organizational Settings, Sarah Elizabeth Phillips Jan 2003

The Relationship Between Person-Organization Fit, Attribution Theory, And Psychological Contract Violations Within Organizational Settings, Sarah Elizabeth Phillips

Theses Digitization Project

This study makes an attempt at bridging the theory between the constructs of person-organization (P-O) fit and psychological contract violations, through attribution theory.

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Effects Of Goal Congruence On Withdrawal Behavior, As Mediated By Organizational Commitment, Amy Ines Quinones Jan 2002

Effects Of Goal Congruence On Withdrawal Behavior, As Mediated By Organizational Commitment, Amy Ines Quinones

Theses Digitization Project

No abstract provided.

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Effects Of Ethical Congruence On Person-Organization Fit And Employee Attitudes, Ryan Lee Curry Jan 2001

Effects Of Ethical Congruence On Person-Organization Fit And Employee Attitudes, Ryan Lee Curry

Theses Digitization Project

By differentiating between the definitions of values and ethics, as well as contrasting value congruence with ethical congruence, this research aims to gain a greater understanding of person-organization fit.

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The Impact Of Affirmative Action Programs On Perceptions Of Organizations, Christine Ann Barrett Jan 2000

The Impact Of Affirmative Action Programs On Perceptions Of Organizations, Christine Ann Barrett

Theses Digitization Project

No abstract provided.

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Components Of Organizational Justice As Predictors Of Ethical Behavior, Kimberly Holley Jan 2000

Components Of Organizational Justice As Predictors Of Ethical Behavior, Kimberly Holley

Theses Digitization Project

Previous theoretical and empirical research has categorized organizational justice into two primary components, distributive and procedural justice, with procedural justice further broken down into formal and interactional justice. This research used vignettes to manipulate the presentation of these three components of organizational justice. Social desirability appeared to have an influence on the reporting of ethical decision-making.

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Law Enforcement Organizational Culture: A Comprehensive Study Of Sworn Vs. Non-Sworn Personnel In Relation To Attrition Caused By Non-Sworn Personnel Career Ceilings, Geraldine Anne Gour Jan 1999

Law Enforcement Organizational Culture: A Comprehensive Study Of Sworn Vs. Non-Sworn Personnel In Relation To Attrition Caused By Non-Sworn Personnel Career Ceilings, Geraldine Anne Gour

Theses Digitization Project

No abstract provided.

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Communication As A Context Of Organizational Behavior, Cynthia Charlwood Pringle Jan 1998

Communication As A Context Of Organizational Behavior, Cynthia Charlwood Pringle

Theses Digitization Project

No abstract provided.

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Person-Job Fit In The Changing Work Environment : Models For Office Workers And Teleworkers, Sharon C. Elsley Jan 1998

Person-Job Fit In The Changing Work Environment : Models For Office Workers And Teleworkers, Sharon C. Elsley

Theses : Honours

This thesis empirically examined the theoretical domain of Person-Job Fit proposed by Edwards (1991). Two models were tested with data collected from a sample of 101 Office Workers and 101 Teleworkers categorised as professional, managerial, clerical, technical and sales. The adequacy of the two models was tested using Partial Least Squares (PLS) analysis. The Person-Job Fit model found that measures of Abilities, Desires, Supplies and Demands were equally predictive of Personal and Organisational Outcomes for both groups. Commensurate measures were employed for Desires and Supplies. The h1ended Person-Job Fit model included the meaning of home (Groves, 1996b), which was hypothesised …

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Degree Of Organizational Change And Job Insecurity, Heidi Anne Schmitz Jan 1997

Degree Of Organizational Change And Job Insecurity, Heidi Anne Schmitz

Theses Digitization Project

No abstract provided.

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A Test Of The Theory Of Reasoned Action At The Group Level Of Analysis, Thomas A. Fitch, Edward A. Mccarty Sep 1993

A Test Of The Theory Of Reasoned Action At The Group Level Of Analysis, Thomas A. Fitch, Edward A. Mccarty

Theses and Dissertations

A vast array of studies exist which have sought to explore the relationships between behavioral intentions, job satisfaction, turnover and performance at the individual level of analysis. Recent efforts to move to the group level of analysis have shown some promise, but few exist. The crux of the issue under consideration here was whether or not there was utility in treating attitude-intention-behavior linkages as group level phenomena. Both Schneider (1987) and George (1990' contend that, while individual analysis cannot be discounted as a means of understanding behavior, there is also value in examining group-level phenomena. The purpose of this study …

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The Impact Of Leadership Style And Subordinate Charisma On Organizational Outcomes, Amy L. Vick Jul 1993

The Impact Of Leadership Style And Subordinate Charisma On Organizational Outcomes, Amy L. Vick

Psychology Theses & Dissertations

Three hundred and forty members of the administration and finance departments in a loc~l university participated in a study designed to examine the relationships between leadership style (transformational, transactional, laissez-faire) and job satisfaction, rated leader effectiveness, effort, group cohesiveness, performance, group effectiveness, organizational involvement, role clarity, role conflict, intent to turnover, and absenteeism. Correlation and regression analyses indicated that transformational leadership often is associated with improved levels of important work outcomes. In addition, regardless of leadership style, followers high in charisma are more satisfied when their leader demonstrates a lower level of charisma. Lastly, the "falling dominoes" effect of transformational …

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Multidimensionality Of Power Use In Organizations And Its Correlates, Weizhong Dong Jan 1992

Multidimensionality Of Power Use In Organizations And Its Correlates, Weizhong Dong

Dissertations and Theses

The present study was conducted to examine power use patterns and general power use strategies in organizations multidimensionally (i.e., downward, upward, and lateral directions of power use), to extend and explain previous findings by Kipnis et al. (1980), with reference to situational effects on multidimensional power use. The samples in this study consist of 230 full-time managers who were from eight local businesses, and a second sample of 140 college students who worked over 15 hours a week at the time of the study. Two exploratory factor analyses resulted in five commonly used power patterns and two general power use …

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Dysfunctional Effects Of Commitment: How Much Commitment Is Enough?, Kristina Skoog Froelich Jan 1990

Dysfunctional Effects Of Commitment: How Much Commitment Is Enough?, Kristina Skoog Froelich

Theses Digitization Project

No abstract provided.

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