Industrial and Organizational Psychology Commons^™

Motivation Purity Bias: Expression Of Extrinsic Motivation Undermines Perceived Intrinsic Motivation And Engenders Bias In Selection Decisions, Rellie Derfler-Rozin, Marko Pitesa

Research Collection Lee Kong Chian School Of Business

Organizational selection decisions often involve an exchange of information between candidates and decision makers as to why candidates are motivated to work in the given position. Drawing on popular management myths as our overarching framework, we theorize that candidates’ expressions of extrinsic motivation lead decision makers to infer that the candidate is less intrinsically motivated, leading to bias against such candidates. We term this effect motivation purity bias, and argue that it emerges despite ample evidence, which we review, showing that penalizing expressed extrinsic motivation is not only unfair to candidates but also counterproductive from the standpoint of maximizing future …

Where Is My Mind? The Who, What, And Where Of Mind Wandering At Work, Anthony Belluccia

Theses and Dissertations

Mind wandering is a phenomenon often tackled by cognitive psychologists and overlooked by organizational psychologists, despite numbers suggesting that disengaged employees cost organizations $550 billion a year. Mind wandering is a demonstrated disruptor to cognitive processes like reading and working memory capacity that impair performance but may also be helpful for creative problem solving and autobiographical planning. Despite this, extant research has yet to develop a framework for the antecedents of mind wandering, there are still gaps in our understanding of workplace implications of mind wandering, and it is typically treated as a monolithic construct, ignoring dimensionality. The current research …

The Negative Effects Of Interruptions On Job Performance And Affective Well-Being, Christopher James Juszczyk

Theses and Dissertations

Workplace interruptions are an increasingly prominent and potentially consequential issue. Most studies have found that interruptions can have serious negative consequences for both job performance and affective well-being. However, very little research has examined the specific effects of internal and external interruptions. In addition, there has been limited research on factors that may mitigate the effects of interruptions. This study examined these issues, focusing on (a) the effects of internal and external interruptions on both job performance and affective well-being as well as (b) polychronicity, contingent planning, and task-switching ability as moderators of these relationships. The study involved two major …

1, 2, Or 3 In A Hat? How A Human-Agent Team’S Composition Affects Trust And Cooperation, Dan Manh Nguyen

Theses and Dissertations

Modern advances in technology have enabled a collaborative relationship between man and machine. Many industries have adopted these human-agent teams, yet human perceptions about technology may prevent them from adopting a teammate mentality when interacting with agents. Although many studies have researched the issue, few have studied how the human to agent ratio within a team influences how the person intends to interact with their agent team members. Grounded in the theory of planned behavior (Azjen, 1985), this study elucidates how a team’s composition affects the trust of human team members in human-agent teams and their subsequent intentions to work …

Communion, Agency, And Authenticity: How Gendered Expectations Influence Trust In Leaders, Allyson Day Pagan

Theses and Dissertations

While there are a great many benefits to increasing female numbers in leadership positions, organizations still struggle to find a place for women leaders. More research is required to examine leader skills and mechanisms through which they operate in order to facilitate women’s empowerment. The purpose of the current study was to examine leadership skills (political skill), behaviors (impression management and emotion management) and their outcomes (authentic leadership and trust in leader) in the context of gender. This study examined interpersonal emotion management as an increasingly important construct for leadership and social influence, incorporating it as an outcome of political …

Disparity And Applicant Faking Behaviors: How Comparison With The Ideal Applicant Affects Faking?, Yadi Yang

Theses and Dissertations

Applicant faking behavior (AFB) on personality measures remains a major concern in selection context. This study introduces a new construct of “disparity” which captures the difference between individuals’ self-evaluation personality score and the perceived ideal applicants’ personality score. Based on the Perceptual Control Theory (PTC), applicant will generate intention to fake in order to close the perceptional gap between an ideal applicant and themselves to increase their chances of getting hired. The study distinguishes intention to fake and actual faking behaviors as two separate constructs. Specifically, the study empirically examined the effect of disparity on applicant faking behaviors through intention …

Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia F. Parry, Courtney L. Harrison

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The QIC-WD learned many lessons while conducting utilization-focused workforce research across eight diverse public child welfare agencies. In this brief we detail how we are chronicling natural variation (e.g., stay at home orders, hiring freezes, political will, and leadership changes), synthesizing existing data, conducting process evaluation (e.g., identifying implementation drivers), visualizing data to meet diverse stakeholder information needs, and building systems that are both flexible and sustainable.

Organizational Justice, Tara Myers, Megan Paul

Umbrella Summaries

What is organizational justice?

Organizational justice is the extent to which an organization treats people fairly. Organizational justice includes fairness related to outcomes, procedures, and interpersonal interactions. Fair workplace outcomes and decisions (e.g., equitable/favorable pay, raise, promotion) are called distributive justice (Adams, 1965). Procedural justice means that outcomes are determined through procedures that are based on accurate information and standard ethics, represent everyone affected by the procedure, include opportunity for input and appeal, are free from bias, and are used consistently (Leventhal, 1980; Thibaut & Walker, 1975). Interactional justice refers to people feeling they were treated with dignity and respect …

The Relationship Between Authentic Leadership And Resilience, Moderated By Coping Skills, Alice E. Stark

Industrial-Organizational Psychology Dissertations

Organizations with leaders high in authentic leadership behaviors tend to experience more positive outcomes both on an organizational level as well as on an individual level. One potential explanation for the positive outcomes is that authentic leadership enhances leader resilience in a positively linear fashion. However, other literature suggests that authenticity is not always beneficial for the leader and that, at high levels, it can even be detrimental as leaders become more transparent and convicted about their values and goals independent of the situation. One underlying reason for conflicting theories may be the coping skills that leaders use in combination …

Workplace Bullying In Healthcare: A Qualitative Analysis Of Bystander Experiences, Neill James Thompson Mr, Madeline Carter, Paul Crampton, Bryan Burford, Jan Illing, Gill Morrow

The Qualitative Report

Bystander action has been proposed as a promising intervention to tackle workplace bullying, however there is a lack of in-depth qualitative research on the direct experiences of bystanders. In this paper, we developed a more comprehensive definition of bullying bystanders, and examined first person accounts from healthcare professionals who had been bystanders to workplace bullying. These perspectives highlighted factors that influence the type and the extent of support bystanders may offer to targets. Semi-structured telephone interviews were conducted with 43 healthcare professionals who were working in the UK, of which 24 had directly witnessed bullying. The data were transcribed and …

Introduction To Data Dictionaries, Quality Improvement Center For Workforce Development

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Are you interested in exploring how to leverage the data necessary to examine and address child welfare workforce challenges in your agency? If so, you may consider developing and using a human resources data dictionary to help guide your work. A data dictionary is a collection of detailed information about the content and structure of data in one or more databases. This descriptive information is often called metadata (i.e., data about data). Other terms used to describe data dictionaries include data definition matrix, metadata repository, design dictionary, and business glossary. You also might see other variations of these terms, further …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development (Qic-Wd)

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It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention.

In many ways, the concept of workforce metrics is still in its infancy and many things …

Thriving, Megan Paul

Umbrella Summaries

What is thriving?

Thriving is defined as “a positive psychological state in which individuals experience both a sense of vitality and a sense of learning at work” (Spreitzer, Sutcliffe, Dutton, Sonenshein, & Grant, 2005, p. 538). Vitality refers to feeling energized, and learning is about experiencing personal growth and development (Spreitzer et al., 2005). The most popular measure of thriving includes ten items, with instructions to think about the questions in relation to work (Porath, Spreitzer, Gibson, & Garnett, 2012). Examples of vitality items include, “I have energy and spirit” and “I feel alive and vital,” and examples of learning …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development

Other QIC-WD Products

It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention. In many ways, the concept of workforce metrics is still in its infancy and many things …

A Synopsis Of The Seafarers' Wellbeing : Qualitative Research Based On Data Derived From Seafarers And Maritime Stakeholders, Badri David Tetemadze

World Maritime University Dissertations

No abstract provided.

Personnel Selection: A Longstanding Story Of Impact At The Individual, Firm, And Societal Level, Filip Lievens, Paul R. Sackett, Charlene Zhang

Research Collection Lee Kong Chian School Of Business

This paper discusses how and why the field of personnel selection has made a long-lasting mark in work and organizational psychology. We start by outlining the importance and relevance of the well-established analytical framework (criterion-related validity, incremental validity, utility) for examining the impact of selection at the individual (job performance) level. We also document the substantive criterion-related validities of most common selection procedures on the basis of cumulative meta-analytic research. Next, we review more recent research that investigated the impact of selection at the more macro organizational (firm performance) level. We show that the positive relationship between selection and performance …

A Near Miss: The Lived Experiences Of Telecommunication Technicians’ Injurious Accidents And Near Misses, Bridgette M. Hester, Patricia I. Fusch

The Qualitative Report

Due to a dearth in the literature, this study was conducted to explore the lived experiences of telecommunication field technicians who have experienced near miss and injurious accidents. Using protection motivation theory (PMT), we sought to explore if, after an accident, a technician would alter behaviors and insights regarding safety practices while executing their job duties. Participants for this qualitative phenomenological study included six telecommunication technicians with an average of 19 years’ experience and who had experienced an injurious or near miss accident at work. Findings suggested that after experiencing such an event, technicians demonstrated PMT characteristics including a heightened …

Creative Destruction In Science, Warren Tierney, Jay H. Iii Hardy, Charles R. Ebersole, Keith Leavitt, D. Viganola, Andree Hartanto, Christilene Du Plessis, Nilotpal Jha, Theodore C. Masters-Waage, Michael Schaerer

Research Collection School of Social Sciences

Drawing on the concept of a gale of creative destruction in a capitalistic economy, we argue that initiatives to assess the robustness of findings in the organizational literature should aim to simultaneously test competing ideas operating in the same theoretical space. In other words, replication efforts should seek not just to support or question the original findings, but also to replace them with revised, stronger theories with greater explanatory power. Achieving this will typically require adding new measures, conditions, and subject populations to research designs, in order to carry out conceptual tests of multiple theories in addition to directly replicating …

Assessment Centers, Tara Myers, Megan Paul

Umbrella Summaries

What are assessment centers?

Assessment centers measure knowledge, skills, abilities, and other characteristics by assessing participants’ responses to job-related simulations. Assessment centers can be used for hiring, placement, and career and skill development (Gaugler, Rosenthal, Thornton, and Bentson, 1987). Typically, participants complete a combination of in-basket, leaderless group discussion, role play, case analysis, and oral presentation exercises (Hoffman, Kennedy, LoPilato, Monahan, and Lance, 2015). Within each exercise, participants review job-relevant information and complete tasks. For the in-basket, participants are presented with documents (e.g., emails, memos, reports, requests—things that might be in an inbox) to which they provide responses and about …

Milwaukee Progress Update- Identifying Barriers & Working Through Solutions, Quality Improvement Center For Workforce Development

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Staff voice is an important element of organizational culture, or the behavioral norms and expectations that characterize a work environment. According to the developers of the Availability Responsiveness Continuity (ARC) model, these norms and expectations direct the way employees in a particular work environment approach their work, specify priorities, and shape the way work is done. The Division of Milwaukee Child Protective Services (DMCPS) is a child welfare agency that experienced significant leadership change in recent years and, like other agencies nationwide, has struggled with a decade of staff turnover. In partnership with the Quality Improvement Center for Workforce Development …

Understanding Shame As A Barrier To Psychological Safety, Sabrina Moon

River Cities Industrial and Organizational Psychology Conference

This session investigates a commonly avoided barrier to psychological safety that is often not discussed, especially in professional settings - that barrier is called shame. We will explore and outline the importance of understanding shame, how it shows up in our organizations and the skills of developing shame resilience. Participants will take part in an interactive presentation and will be introduced to concepts and methods through storytelling and behavioral analysis. They will also walk away with awareness of why shame shows up in our lives, strategies to develop shame resilience and self awareness, the difference between the 4 self conscious …

The Role Of Organizational Climate In Creating A Safe And Healthy Work Environment, Robert R. Sinclair

River Cities Industrial and Organizational Psychology Conference

A now large body of research has investigated the role of organizational climate in creating a safer and healthier workplace. In this presentation, I will introduce the general idea of organizational climate, differentiate climate from related concepts, and describe applications of organizational climate research specifically with regard to safety and health concerns. I then will provide several evidence-based recommendations from the organizational psychology literature about how to create an organizational climate that supports employees' safety, health, and well-being.

Your Email Didn't Find Me Well: Employee Perceptions Of Work And Feeling Safe During Covid-19, J. Drake Terry, Konstantin P. Cigularov, Phillip Dillulio, Miranda Maverick, Kate Warnock

River Cities Industrial and Organizational Psychology Conference

The coronavirus disease 2019 (COVID-19) pandemic has caused massive disruptions to work and threats to employee well-being. A recent study found that 69% of U.S. workers claimed that this pandemic has been the most stressful time of their entire professional career, including major events like the September 11 terror attacks and the 2008 Great Recession (Ginger, 2020). In this session, we will present preliminary findings from our current studies identifying the most critical job demands related to the pandemic among employees from four occupational groups: university employees, public sector employees, gym employees, and clergy. We will also review the growing …

Creating A Climate Of Safety For Black Workers In America, Enrica N. Ruggs

River Cities Industrial and Organizational Psychology Conference

2020 has seen a racial reckoning unlike one we have seen since the Civil Rights Movement of the 1960s. The killing of George Floyd and others, along with other societal issues have spurred racial unrest in the US. In this talk I will discuss the ways that societal racial unrest that leads to racial trauma can spillover and negatively affect people, particularly Black people at work. Then I will discuss ways that coworkers and organizations can start to create safe spaces for Black people to process trauma when coping with racism from outside and within organizations.

An Active Shooter Training Video And The Extended Parallel Process Model: The Role Of Dismissive Contexts, Benjamin D. Schulte

River Cities Industrial and Organizational Psychology Conference

It is not unreasonable for organizations to be interested in preparing their employees for an active shooter event. One mode of doing so is to require that employees view an active shooter training video. Little research, however, has examined the effectiveness of such videos. The current proposal examines the Avoid Deny Defend (ADD) active shooter training video. The effectiveness of the video may be understood in terms of the Extended Parallel Process Model (EPPM). The EPPM explains how fear appeals—or messages that arouse fear in order to persuade one to adopt recommended behaviors—can be successful. The model posits that fear …

Introduction Of The Etsu Ballad Health Strong Brain Institute, Chelsea L. Robertson, Tess A. Simpson

River Cities Industrial and Organizational Psychology Conference

Adverse Childhood Experiences (ACEs) contribute to shorter, less healthy, and less productive lives. ACEs result from growing up in households with addiction, mental illness, abuse, or loss, all of which expose children to chronic toxic stress, and produce measurable structural changes in children’s developing brains that last a lifetime. These changes, which include an overdeveloped stress response system that impairs learning and planning and results in underdeveloped self-regulatory systems, impact performance in the workplace, especially in institutions of higher education. ACEs in East Tennessee and at ETSU are higher than the national average. About 1 in 4 East Tennesseeans have …

Linking Psychology Curriculum With Career Skills: The Faculty Perspective, Andrea Montoya, Jenna Hochstetler, Alexa Sterling, Kelly Gardner, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

The popularity of the psychology degree among undergraduate students demonstrates the widespread appeal of a degree that incorporates an understanding of social constructs, behaviorism, individual motivations, empirical research designs, levels of statistical analysis, and a deeper understanding of problem-solving. Despite the various skills psychology students gain in their training, these students are chronically unemployed in the workforce. One possible reason for their unemployment may be that many psychology students and graduates struggle to identify transferable skills acquired from their core undergraduate psychology courses and relate to potential employers. The proposed study aims to address this gap by developing and administering …

Applicant Perceptions Of Fairness And Equity In Selection, Megan Warrenbrand, Alexandra Zelin, Christopher J. L. Cunningham, Brian J. O'Leary

River Cities Industrial and Organizational Psychology Conference

Machine-learning 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 as a result of information drawn from historically biased data is evident in the algorithm output (Illingworth, 2015). Additionally, human decision-makers rely on deductive reasoning by creating hypotheses, examining several variables, and drawing formal conclusions between the predictor variables and outcomes (Tambe et al., 2019). Recently, there has been growing fairness and equity concerns about the risks associated with the use of algorithms in selection processes from …

Examining The Relationship Between Applicant Reactions And Selection Test Performance: Is The Relationship Curvilinear?, Catherine Meyer, Yalcin Acikgoz, Jacob Leslie

River Cities Industrial and Organizational Psychology Conference

There is evidence in the literature that negative reactions to employee selection procedures such as high anxiety and low motivation are related to poor performance by job applicants on a selection test (McCarthy, Van Iddekinge, Lievens, Kung, Sinar, Campion, 2013). However, to date the studies examining this relationship were correlational, meaning that no causal relationship could be established. This implies that while it is possible that negative reactions predict low test performance, it is also plausible that the reverse is true (i.e., poor performance at the early stages of a selection test leads to high anxiety and low motivation) or …

A New Short Measure Of The Dark Tetrad, Sarah Dean, Dr. Michael Hein, Alexander T. Jackson, Amanda Terry

River Cities Industrial and Organizational Psychology Conference

This paper proposes a research project that aims to develop a new short measure of the Dark Tetrad, which is a term used to describe the combination of the dark personality traits of Machiavellianism, psychopathy, narcissism, and sadism. These dark personality traits are characterized by social offensive traits that are not extreme enough to garner clinical attention. There is a need for a short measure of the Dark Tetrad because 1) there is currently no short measure of the Dark Tetrad, and 2) the current short measures of the Dark Triad (which includes Machiavellianism, psychopathy, and narcissism) are inconsistent with …