Industrial and Organizational Psychology Commons^™

Workforce Metrics, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Calculating and tracking workforce metrics is a valuable way to assess workforce needs and examine workforcerelated processes, interventions, and outcomes. This resource includes over 90 metrics related to recruitment and selection, education, work hours, work arrangements, caseload capacity, supervision, career development, performance, turnover and tenure, and costs. Note that these metrics are not universal, and many other variations exist elsewhere. These have been selected or developed based on their applicability to the child welfare workforce.

Creating A Workforce Analytics Team (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

When conducting workforce analytics, it can be helpful to adopt a team approach and involve various experts and stakeholders, each of which can make a valuable contribution.

The Big Picture

• Ensure that you have the commitment and buy-in from leaders who control the agency’s budget and policies.
• Team membership may vary depending on the analytics goals and the stage of the work, but potential participants include representatives from agency leadership, Human Resources (HR), child welfare, Information Technology (IT), and training.
• It’s likely that no one person is going to possess all the skills needed; building a strengths-based, interdisciplinary team can …

The Development And Validation Of Implicit Measures Of Job Satisfaction For Students, Xin Wei Ong

Graduate Theses/Dissertations

Job satisfaction is one of the most researched topics in industrial-organizational psychology and explicit (self-report) measures are the most common assessment method. However, self-report measures are contaminated by inaccurate self-knowledge and impression management artifacts, which may weaken the predictive validity of the measures. The Implicit Association Test (IAT) might address these limitations because the procedure is based on reaction times in classification tasks. This research developed personalized implicit measures of job satisfaction using IATs and investigated their construct validity in a college sample. The construct validity of the measures was investigated with a multitrait-multimethod design. Results indicated problems with some …

Data Quality (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Data-driven decisions cannot be effective if they are based on poor-quality data. Thus, it is important to ensure that any data that will be used for workforce analytics are accurate and can be trusted.

Data Quality Criteria

There are many potential data quality criteria to consider. Below are 9 selected criteria that are relevant for workforce data. If there are others that are also important to you, they should be included as well. These questions should be asked of every variable for which data are collected.

1. Relevance: Are the data useful and relevant for business needs?
2. Granularity: Are the data …

Creating A Workforce Analytics Action Plan (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

An action plan can be a useful tool for implementing workforce analytics, especially if there are multiple people involved in the process. This resource provides some general advice on action planning, with specific examples for advancing the use of workforce analytics.

What is an Action Plan?

An action plan outlines the actions, resources, and people needed to achieve goals. It is vital to strategic planning. Action plans include the following components:

• A well-defined goal
• Tasks/steps needed to reach the goal
• Individuals or teams responsible for each task
• Task milestones and timeframes
• Resources and data needed to complete tasks
• Evidence or …

Laughter As A Priming Agent For Change, Linnea M. Heintz

Graduate Theses and Dissertations

The purpose of this study was to analyze the importance of laughter as a factor in influencing employee job satisfaction ratings. The Job Satisfaction Survey (Spector, 1985, 1997) and pulses of laughter were used in this study. To explore the relationship between laughter and job satisfaction, results of the Job Satisfaction Survey (Spector, 1994) were collected quarterly (four times a year) for three consecutive years, beginning six months prior to the start of the two-year study and six months post. The study sample was composed of 545 employees (34% male, 66% female) operating out of 10 employee-owned retail chain locations …

Black Men Wanted: An Instrumental Case Study Exploring The Situational Factors Related To The Retention Of African American Male High School Teachers., Christopher Kevin Flores

Electronic Theses and Dissertations

As the nation’s high school student population becomes increasingly diverse, the declining number of minority teachers, particularly African American male teachers is becoming an area of concern. This instrumental case study of African American male high school teachers in the Fayette County Public School system in Lexington, Kentucky sought to identify the motivations for teaching, the barriers prior to and during teaching, as well as the roles these individuals are asked to fulfill in their schools. Using purposeful sampling, 10 individuals participated in semi-structured interviews aimed at providing insight to the three research questions related to motivations, barriers, and roles. …

Influence Of Cultural Similarities And Differences On Coworker Relationships And Perceived Levels Of Workplace Psychological Stress, Natalie Hidaka

Psychology | Senior Theses

In growing diversity, social interactions between cultures can build psychological strain. Although, people value familiarity in situations such as in the workplace. The more we seek identity economy in the workplace, the more cross-cultural collaboration becomes essential, yet challenging. To evaluate how cultural similarities and differences influence relationships at work, a voluntary survey was conducted including three sets of measurements; Coworker Relationship Scale, Perceived Stress Scale, and Self-Construal Scale. From 126 self-report, quantitative data showed that relationships between coworkers of different cultural backgrounds (DCB) had greater difficulties than those who share similar cultural backgrounds (SCB). Regardless of one’s psychological stress …

Applicant Justice Perceptions Of Machine Learning Algorithms In Personnel Selection, Megan Warrenbrand

Masters Theses and Doctoral Dissertations

Machine-learning artificial intelligence algorithms provide organizations with the opportunity to quickly and efficiently process information about potential employees while reducing costs associated with selection and turnover. However, any bias or error present in the programming of such algorithms as a result of information drawn from historically biased data is evident in the resulting output (Illingworth, 2015). Recently, applicants have expressed growing fairness and equity concerns about the risks associated with the use of algorithms in selection processes. The present quasi-experiment analyzed applicant reactions to selection processes to understand whether machine learning algorithms or human hiring decision-makers influence perceptions of fairness …

Easing The Return To Normalcy: Reintegrating Victims Of Domestic Violence Into The Workplace, Corrine Wolfe

Masters Theses and Doctoral Dissertations

The present study aimed to provide actionable solutions to organizations regarding how they can best help reintegrate victims of domestic violence into the workplace following a domestic-related incident. Study one surveyed 59 domestic violence survivors using open-ended questions regarding what their organizations did well and/or could have done better to help reintegrate them. Through directed and conventional content analysis, five key themes emerged for how organizations can demonstrate support: safety, emotional support, resources, work modifications, and general perspectives/additional information. Study two turned the key themes from study one into potential recommendations and then interviewed five Human Resources professionals to assess …

Using The Job Demands-Resources Model To Understand Burnout In Police Officers In The Uk And The Us, Jackie Keaton

Masters Theses and Doctoral Dissertations

Rates of burnout among police officers vary between countries and types of officers, which necessitates further exploration of the workplace conditions that impact how and why officers experience burnout. I examined data from two samples of police officers from the United Kingdom (N=356) and the United States (N=118). I found support for the general JD-R model of burnout, where high demands and few resources correlate with more burnout. I also looked at the patterns of demands and resources that significantly predicted burnout for each sample separately, and found that there are nuanced differences in which work conditions are salient in …

"Hey, Are You Busy Right Now?" Stressor Appraisals Of Interruptions To Workflow, Camille Wheatley

Masters Theses and Doctoral Dissertations

The present study explored attributes of work interruptions (duration, domain, and urgency) and their impact on appraisals of threat and changes in perceived energy. Participants (N = 290 Amazon Mechanical Turk workers) read and responded to a series of interruption vignettes, appraising each scenario as a threat to personal resources, and evaluating an anticipated impact on their personal energy. Results from a repeated measures ANOVA indicated main effects of each interruption attribute and interactions on appraisals of threat and changes to personal energy. Interruptions characterized by high urgency or long duration were more likely to deplete personal energy, whereas low …

How The Level Of Job Complexity Impacts The Gender Wage Gap Across Occupations, Zytlaly Magaña Corona

Electronic Theses, Projects, and Dissertations

The present study focused on unpacking the social and structural aspects of job complexity to better understand its effects on the gender wage gap. Previous research on the job complexity-compensation dynamic has primarily focused on cognitive complexity. Job complexity across occupations were examined using work activity data from O*NET and merging it with the Current Population Survey data sponsored by the U.S. Bureau of Labor Statistics (N=67,003). Results revealed that higher complexity jobs in this study yielded greater wage disparities across different occupations as predicted. Furthermore, physical activities and gaining knowledge from the Generalized Work Activities were the two most …

What Impact Can Conflict Resolution Skills Have On Conflict Experienced Within Culturally Heterogenous Virtual Teams?, Kellen Dohrman

Electronic Theses, Projects, and Dissertations

Even though there has been an increase in the use of virtual teams in organizations, there have been mixed findings on how effective they are in achieving organizational and personal success. In this study I sought to examine if conflict resolution skills could decrease the amount of conflict that culturally heterogenous virtual teams face. Specifically, this study examined the moderating role of conflict resolution skills on task and relational conflict within virtual teams. A total of 137 participants completed an electronic survey with items on task conflict, relational conflict, conflict resolution skills, cultural heterogeneity, interdependence, and team effectiveness.

It was …

Antecedents And Outcomes Of Employee Organizational Orientation Perception, Kaleb Garcia

Electronic Theses, Projects, and Dissertations

The current study investigated the antecedents and outcomes of organizational orientation (production or employee oriented) through path-way analysis with maximum liklihood estimation procedures. This is a preliminary study to investigate the advantages organization will receive as a result of focusing on either employees (employee orientation) or production (production orientation). Additionally, this study contributes to the larger body of IO research by presenting a foundational model for organization in terms of employee and leadership selection, recruitment, and cultivation along with types of policies to implement to become more employee oriented. The antecedents investigated are healthy workplace policies (HWP), leadership behaviors (directive …

The Weight Of Scope, Pace, And Practices Of Organizational Change During Evaluations Of Acceptance Of Organizational Change, Lewis Schneider

Electronic Theses, Projects, and Dissertations

Understanding organizational change and the factors associated with it has become paramount as organizations face an increased need to adapt to stay competitive. Because of this necessity of organizational change, employee acceptance of this change is even more important to garner than ever before. The negative effects of organizational change, however, make this task difficult to accomplish. Although the literature points to scope of change, pace of change, and organizational practices as factors that can affect acceptance of organizational change, until this study, it was unknown which of these variables held the most weight in affecting attitudes towards change. In …

Building Resilient Teams: Compositional And Compilational Approaches, Regina Agassian

Theses and Dissertations

Recent events surrounding the pandemic that started in 2020 have placed a premium on team resilience in the workplace. This thesis integrates team resilience and team composition research. Collective self-concept, need for closure, propensity to trust, and decision-making style are hypothesized to predict different facets of team resilience: minimizing, managing, and mending strategies (Alliger et al., 2015). These relationships are approached through the lens of team composition and appropriate operationalizations of team-level aggregation are explored to determine which team composition models are appropriate for predicting relationships between specific individual attributes and team resilience. Archival data from an experimental study was …

The Impacts Of Race Implicit Association Test Training On Undergraduate Students, Rachel Norum

Student Scholar Symposium Abstracts and Posters

The implicit association test's (IAT) popularity has increased since it was first developed in 1995, and researchers still debate its usefulness today. It is currently being used in schools, businesses, and other settings, particularly to determine race-based implicit biases. This study examines how different factors can affect one's results on the implicit association test and compare their results on the IAT with an explicit measure of racial bias. Past research indicated a decrease in implicit association test scores if the participants had a greater familiarity with the IAT and if they underwent training for implicit biases. Research also suggests that …

Want More Positive Outcomes? Leader Cultural Intelligence And The Facilitation Of A Quality Feedback Environment, Mara Lou Hesley

Theses and Dissertations

The world continues to change, forcing organizational leaders to adapt (House et al., 2014). Leaders with the ability to adapt to a cultural situation that involves people from diverse cultures, otherwise known as culturally intelligent leaders, are predicted to be the most successful in this ever-changing environment (Earley & Ang, 2003; Ang, et. al., 2007). With diversity increasing, (Olson, Green, & Hill, 2008), feedback can no longer be delivered in a “one size fits all” manner (Earley, 1986; Earley & Stubbledine, 1989). Leaders who prioritize being culturally intelligent should contribute to the creation of feedback environments that are personalized and …

The Moderating Effect Of Proactivity In Role Accumulation And Work-Family Enrichment, Sarah Jensen

Theses and Dissertations

Research exploring the dynamics between work and family has primarily focused on the conflict that can arise between them, and there continues to be a gap in the more positive aspects of this dynamic. Work-family enrichment helps to view these roles as allies, and focus’ on how people can use resources found in one role to benefit another; with a greater number of roles leading to a greater opportunity for resources. The implication of these and similar findings give employees and organizations a necessary perspective towards improving well-being and performance. Trait affectivity, and more specifically, proactive behavior, has been cited …

Living The Deeds Of A Love So Noble, Pivot Nw Research

Blog

No abstract provided.

Influences Of Cultural Similarities And Differences On Coworker Relationships And Perceived Levels Of Workplace Psychological Stress, Natalie Hidaka

Scholarly and Creative Works Conference (2015 - 2021)

One of the most important environments for many adults is the workplace, and we increasingly find co-workers with a wide variety of cultural backgrounds. Different cultural backgrounds must communicate and collaborate for an effective team to meet the common goal for a workplace. However, different cultural values and practices in one place often create misunderstandings and fraught challenges. One of the significant differences in culture is how people interact socially and their primary motivation when interacting with others. When independent and interdependent cultural backgrounds are considered, it is suggested that interdependent cultures tend to focus on relationship-preserving while independent cultures …

Seductive Details In Training, Megan Paul

Umbrella Summaries

What are seductive details?

In a learning environment, seductive details are interesting but unimportant details that are not necessary to achieve the instructional objective (Garner et al., 1989). The information may be tangentially related to the topic but is not relevant to the main teaching goal. Such details are often included for the purpose of making the topic more interesting and engaging. There are many potential types of seductive details; they can be visual, verbal, or aural—static or dynamic images (e.g., illustrations, photos, animations), written or spoken words (e.g., text, narration), or sounds (e.g., music; Sundararajan & Adesope, 2020).

Why …

The Effects Of Virtual Feedback And Virtual Environment On Productivity, Sadie Martin

Honors Theses

Feedback is a procedure frequently used in organizational behavior management across a variety of settings, and it was the most commonly used independent variable within the first three decades of publication in the Journal of Organizational Behavior Management (1977-2009; Balcazar et al., 1989; Nolan et al., 1999; VanStelle et al., 2012). Despite the popularity of feedback in businesses, there has been little research analyzing the effects of virtual feedback and virtual environment on productivity. With technological advances in today’s society, more companies are opting for remote work, and this trend will likely increase with events such as the COVID-19 pandemic …

Burnout In Occupational Therapy Practice: An Investigation Of Contributing Factors Among Practitioners In Different Practice Settings Within The United States, Zsienne Antonette Isidro, Susan Macdermott, Becki Cohill, Karen Park

Spring 2021 Virtual OTD Capstone Symposium

Burnout is a syndrome that can impact physical, mental, and emotional wellbeing (Cooper & Campbell Quick, 2017). It occurs in job-specific contexts and can materialize in any work setting where stress is unmanaged (Cooper & Campbell Quick, 2017). Burnout stems from an imbalance of work demands and resource availability, and it often results in poor personal and professional outcomes (Donovan et al., 2010; Glicken & Robinson, 2013; Maslach, 1998). Occupational therapists (OTs) are not exempt from experiencing burnout. The work of OTs can be psychologically and emotionally demanding, which places them at a higher risk for depersonalization and burnout (Lopez …

Leader Styles & Employee Satisfaction, Elizabeth Hernandez

Campus Research Month

No abstract provided.

Supporting The Child Welfare Workforce During The Coronavirus Pandemic: Addressing Worker Stress And Trauma, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Studies and our own assessment of secondary trauma in the eight QIC-WD study sites indicate that up to 75% of child welfare caseworkers, especially those with high caseloads and exposure to traumatized families and children, are at risk of experiencing secondary traumatic stress and PTSD. The Coronavirus pandemic exacerbated an already beleaguered workforce. Data from previous pandemics is alarming. Research from the SARS pandemic indicates that survivors often developed PTSD which could last for many years. Those most affected were health care workers who, similar to child welfare workers, were impacted by the social isolation imposed by authorities to contain …

Supporting The Child Welfare Workforce During The Coronavirus Pandemic: Technology, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The child welfare workforce is responsible for ensuring children’s safety and well-being, delivering treatment, and intervention services to families. Workers must document child and family information, service plans, and visit records in secure data systems, that are often only accessible from an office. When the COVID-19 pandemic struck, many states had to rapidly pivot to remote technology to conduct mandatory visits of children in foster care and engage in supervised visitation between children and their families. They also had to determine how to provide oversight of treatment and intervention services required through case plans even though many provider services had …

The Ideal Vacation: How A Good Weekend Can Prevent Burnout, Ian Sayles

Campus Research Month

No abstract provided.

Workforce Scorecards, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

What Is a Child Welfare Workforce Scorecard?

A Workforce Scorecard is a tool that can be used to track key performance indicators (KPIs) related to workforce outcomes of interest. This approach is derived from the balanced scorecard (Kaplan & Norton, 1992) and HR scorecard (Becker, Huselid, & Ulrich, 2001) strategic planning tools. The process involves linking key strategic goals to workforce-related initiatives and KPIs to demonstrate the alignment between the outcomes being measured and overarching child welfare strategic goals. The scorecard allows agency leaders to monitor progress towards key HR and workforce objectives. The scope of the scorecard can be …