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Articles 2191 - 2220 of 4144

Full-Text Articles in Industrial and Organizational Psychology

What Do Work Value Differentiation And Profile Elevation Predict?, Jinhao Chi Dec 2017

What Do Work Value Differentiation And Profile Elevation Predict?, Jinhao Chi

Master's Theses

Using a sample of 251 college students, it was found that 1) when differentiation (D) of work values was calculated using three indices, high-low D, Iachan D, and variance D, only Iachan D positively related to indecision but high-low D and variance D did not, 2) none of the three indices of D related to career maturity, 3) work values profile elevation (PE) positively related to extraversion, openness, and negatively related to depressive symptoms and career indecision but was unrelated to career certainty and neuroticism and 4) work values PE moderated the relationship between Iachan D and career indecision. The …

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Effects Of Pedagogical Agent Design On Training Evaluation Measures: A Meta-Analysis, Timothy J. Quesnell Nov 2017

Effects Of Pedagogical Agent Design On Training Evaluation Measures: A Meta-Analysis, Timothy J. Quesnell

College of Science and Health Theses and Dissertations

Pedagogical agents are, "conversational virtual characters employed in electronic learning environments to serve various instructional functions" (Veletsianos & Miller, 2008). They can take a variety of forms, and have been designed to serve various instructional roles, such as mentors, experts, motivators, and others. Given the increased availability and sophistication of technology in recent decades, these agents have become increasingly common as facilitators to training in educational settings, private institutions, and the military. Software to aid in the creation of pedagogical agents is widely available. Additionally, software use and agent creation often requires little formal training, affording nearly anyone the opportunity …

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Individual And Contextual Factors And The Efficacy Of An Experiential Sexism Intervention, Samantha M. Smith Nov 2017

Individual And Contextual Factors And The Efficacy Of An Experiential Sexism Intervention, Samantha M. Smith

College of Science and Health Theses and Dissertations

The purpose of this study was to investigate the efficacy of a sexism-focused diversity training program. More specifically, this study examined the direct and indirect relationships between individual characteristics (i.e., gender, self-efficacy, and reactance), contextual factors (i.e., organizational diversity climate) and diversity training outcomes and training transfer. To test hypotheses, graduate and undergraduate students participated in a two-stage study (baseline and intervention stages), with the intervention consisting of a 90-minute sexism-focused diversity training workshop. Data from one hundred and forty participants were retained for regression analyses. Results suggest the workshop was generally effective at reducing endorsement of sexist attitudes, improving …

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Technology, Power, And Leadership: Recommendations For Preserving Faculty Autonomy In The 21st Century, Leslie Pourreau Nov 2017

Technology, Power, And Leadership: Recommendations For Preserving Faculty Autonomy In The 21st Century, Leslie Pourreau

The Siegel Institute Journal of Applied Ethics

Today’s institutions of higher education dedicate significant time and effort to outfitting facilities with the latest technology equipment and packages and to providing faculty with training and support. Conversely, literature on technology implementation in higher educational settings typically focuses on procedures and timelines and makes little mention of how faculty perceive technology as a challenge or threat to their autonomy and professional identity. This literature review uses the terms “power”, “empowerment” and “technology” according to Foucault, Kanter, Rowlands, and others as the lens to examine connections between technology and faculty’s real or perceived loss of identity and autonomy. Instructional technology …

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Unfriend Me! Applicant Reactions To The Use Of Social Networking Information During The Hiring Process, Byron Shane Lowery Nov 2017

Unfriend Me! Applicant Reactions To The Use Of Social Networking Information During The Hiring Process, Byron Shane Lowery

LSU Doctoral Dissertations

In today’s world, it seems everyone has a profile on at least one social networking website. Sites like Facebook, Twitter, and LinkedIn have millions of users. As such, it should come to no surprise that information contained on these sites is being used in various ways. One of the more controversial uses of this information is to screen potential job applicants during the hiring process. Indeed, a growing trend among organizations has been to gather data on applicants in order to identify better employees. However, there is a growing concern about how applicants will react to this practice. Unfavorable reactions …

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I’M Afraid To Tell You What I Really Think: An Investigation Into The Feedback Withholding Bias Mechanism And Outcomes Within Stem Settings, Deborah Lee Nov 2017

I’M Afraid To Tell You What I Really Think: An Investigation Into The Feedback Withholding Bias Mechanism And Outcomes Within Stem Settings, Deborah Lee

Dissertations

This study builds on previous research findings that White individuals who desire to not appear racist is associated with Black students failing to receive constructive feedback, compared to White students (Croft & Schmader, 2012). This Feedback Withholding Bias (FWB) may inhibit the ability for Black students to learn from constructive feedback which is important for student learning and future performance. Black male students and White male evaluators with a STEM major were the focus of this study because of the underrepresentation of Black STEM students and workers and previous research focusing on racism stereotypes impact on the FWB. The results …

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The Search For Meaning Amid Tasks Galore And Race To Be First, David Chan Nov 2017

The Search For Meaning Amid Tasks Galore And Race To Be First, David Chan

Research Collection School of Social Sciences

For most, life is a busy pursuit.But it is good every now and then to take the time to reflect on why you dowhat you do.

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Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge Oct 2017

Understanding An Organization’S Culture Through Its Stories, Chris Cummings, Alex Lavidge

River Cities Industrial and Organizational Psychology Conference

Stories shared either publicly or privately within work environments influence schemata that in turn can affect employee performance. These myriad stories may include how a problem was solved, how productivity was increased on a particular task, or in less positive instances whom is to blame for an unmet expectation. Such stories may also serve to illustrate how and why employees find meaning in their work and/or the broader organization and its mission. This presentation will begin by exploring academic research regarding how the culmination of these stories about the past, present, and future predictions can shape both positive and negative …

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Creating The Context For Effective Culture Work, Matthew Berberich Oct 2017

Creating The Context For Effective Culture Work, Matthew Berberich

River Cities Industrial and Organizational Psychology Conference

A culture that embraces change, responds quickly to changing needs and connects everyone at every level as business owners is an exciting future for companies and employees. In this culture leaders learn to unleash the unique potential in each individual to solve problems never solved before. The opportunity for positive impact goes far beyond our daily work. It spills into every area of our lives and in tangible ways impacts the world. Performance metrics and engagement only put you in line for this door to the future. The door can get locked when organizations become lulled into thinking “good-enough” by …

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Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin Oct 2017

Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin

River Cities Industrial and Organizational Psychology Conference

A recent focal article submitted by Cortina et al. (2017) to the Industrial and Organizational Psychology: Perspectives on Science and Practice journal discusses the need for workplace literature to move away from victim precipitation. Essentially, we as I-O Psychologists need to follow the path of researchers in areas such as criminology and stop placing blame on the victims for being recipients of certain behaviors. The problem with this sentiment is that if we do not measure others’ perceptions of victim behavior in our research we are effectively ignoring the realities of workplace culture, especially when it comes to sexual harassment …

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Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame Oct 2017

Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame

River Cities Industrial and Organizational Psychology Conference

Organizations that promote a culture of learning and development among their employees are more likely to adapt and remain afloat in the turbulent environment in which most business are facing today. This symposium will discuss how assessing employee performance using varied methods and at different times can help to create culture change over time. The symposium will address the implementation of these methods as well as help practitioners to better understand the implications of changing assessment scores form time-one to time-two. The symposium will address the processes and the obstacles involved with using individual assessments to create long term change …

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Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham Oct 2017

Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham

River Cities Industrial and Organizational Psychology Conference

Big data and analytics has been recognized as fundamental to an organization’s success has consistently identified as one of top 10 Workforce Trends in recent years. One of the final steps in an analytics or applied research project is deployment where a solution is integrated into business practices. Without cultural acceptance, however, organizations risk missing out on the full impact that data and evidence-based practices can deliver. Even with data and analytics solutions deployed in business procedures, employees may still make decisions based on hunches and instinct. In order to harness the full potential of data analytics, organizations need to …

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Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest Oct 2017

Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest

River Cities Industrial and Organizational Psychology Conference

With this increase in team usage among organizations, the ability to establish teams that are able to achieve team goals is becoming increasingly important (Cohen & Bailey, 1997). Despite the myriad of factors that could potentially impact the team’s success, there is one factor of interest that will be examined with this study. More specifically, this study will seek to investigate the relationship between individual performance and overall team effectiveness with the “coreness” of the role as a mediator. A research study conducted by Humphrey, Morgeson, & Mannor (2009) is an example of support for the idea that some roles …

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Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele Oct 2017

Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele

River Cities Industrial and Organizational Psychology Conference

The purpose of the project is to determine if administering a communication training program to women, with an emphasis on negotiation skills, will influence their starting salaries. More specifically, this project proposes to develop and deliver a communication and negotiation skills training workshop to all of the women in a sorority at a South-Eastern university. The project involves conducting a needs analysis to determine the participant’s current level of communication knowledge and negotiation skills. Once the results of the needs analysis are analyzed, the training program will be formally developed and administered. This study proposes that once women have higher …

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Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame Oct 2017

Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This study will explore the relationship between self-efficacy and resilience as they affect stress-related outcomes in the workplace. The study will first measure all participant’s self-efficacy and resilience. The experimental group will then receive feedback mirroring that of a negative performance appraisal. The feedback will suggest the participant performed below average on a trivia test. Participants in the control group will receive neutral feedback on the same trivia test. Lastly, all participant’s resilience will be measured a second time. This study will seek to recruit students from a local South-Eastern university. The results of this study will further clarify the …

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Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D Oct 2017

Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D

River Cities Industrial and Organizational Psychology Conference

This proposal introduces a multi-level model of job insecurity that includes moderating factors as well as important organizational outcomes. The multi-level model of job insecurity contends that job insecurity is a precursor to emotional exhaustion, which affects organizational citizenship behavior and innovation. The model also suggest that economic uncertainty increases the likelihood of feelings of job insecurity and its effects. According to the model, emotional exhaustion that results from job insecurity is worsened when employees are in a life stage in which they are primarily responsible for others and when they increase their use of impression management. Emotional exhaustion, however, …

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The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown Oct 2017

The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown

River Cities Industrial and Organizational Psychology Conference

Performance appraisals are conducted regularly in professional organizations as a means to evaluate employee performance and overall company effectiveness. Employees and employers alike dread appraisal time; appraisals are often time consuming, tedious, and yield minimal positive results. Previous research has shown that employee perceptions of performance appraisals are important to consider when determining their overall effectiveness. In order to build new systems that could be viewed more positively by managers and employees, a deeper examination into the issues of performance appraisals, especially from the manager’s perspective, is needed. Our study looks at data gathered from a survey given to academic …

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Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman Oct 2017

Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman

River Cities Industrial and Organizational Psychology Conference

Despite the fact that Industrial-Organizational (I-O) psychology consultants provide interventions meant to benefit companies, many organizations remain skeptical about the effectiveness of consultants and have concerns about I-O psychologists, their methods, and the results they promise. This skepticism may manifest through resistance towards interventions, resulting in strained client-consultant relationships and a decreased interest in future use of I-O consultant services. Understanding and evading these negative outcomes is highly relevant to the interests of I-O psychology as a whole, but research has yet to quantitatively examine factors contributing to an organization’s decision to pursue I-O consultation. The purpose of the current …

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Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz Oct 2017

Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in …

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The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame Oct 2017

The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This study examined the relationship between generalized self-efficacy, perceptions of ethical misconduct, guilt-proneness, and counterproductive work behaviors. We first hypothesized that self-efficacy would be negatively related to counterproductive work behaviors. Secondly, we hypothesized that perceptions of ethical misconduct and levels of guilt-proneness would mediate the negative relationship between generalized self-efficacy and counterproductive work behaviors. We surveyed 190 undergraduate students. To test our hypotheses, we used serial mediation (self-efficacy perceptions of ethical misconduct Guilt CWBs). Results supported our first hypothesis. However, we did not find support for the mediated relationship proposed in our second hypothesis.

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Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame Oct 2017

Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This research study seeks to gain a better understanding of the effects of the dark triad (narcissism, Machiavellianism, psychopathy) on advice taking. This research examined whether or not the dark triad traits result in working professionals being more or less likely to accept advice when making a decision. Past research has shown that outcomes are generally more favorable when the person who is making the decision takes the advice of another person into consideration. Despite this fact, I hypothesized that people with higher narcissistic or psychopathic traits will not accept advice when making a decision. Additionally, I hypothesized that Machiavellians …

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Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin Oct 2017

Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin

River Cities Industrial and Organizational Psychology Conference

The current study addresses the prevalence of sexual harassment in the workplace and explores the roles of bystanders, or those who witness these encounters, during and after events of workplace sexual harassment. It qualitatively investigates how perceptions of organizational sexual harassment situations influence bystander intervention. It places particular focus on female bystanders’ impressions of female victims. It also considers the role that stigmatization of a victim plays in the intervention of these female bystanders in incidents of workplace sexual harassment. This investigation explores the repercussions of associating with a stigmatized female victim and how the ramifications of females getting involved …

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Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer Oct 2017

Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer

River Cities Industrial and Organizational Psychology Conference

With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant …

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The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim Oct 2017

The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim

River Cities Industrial and Organizational Psychology Conference

In order for a company to be successful and profitable, its managers must display good leadership skills to ensure organizational performance. One well-researched type of leadership is transformational leadership, which includes an emotional attachment between leaders and followers that shapes followers’ goals, values, and beliefs in line with a more motivating vision (Castro, Periñan, & Bueno, 2008; Humphrey; 2014). Transformational leadership has been found to have a significant positive relationship with follower motivation, job satisfaction and job performance (Castro, et al., 2008). We hypothesize that if a manager receives transformational leadership training, there will be a lower turnover rate and …

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A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black Oct 2017

A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black

River Cities Industrial and Organizational Psychology Conference

In many ways, clergy and religious leaders are an ignored yet high-risk population. In their efforts to ensure the spiritual well-being of their congregations, clergy frequently neglect their own well-being, resulting in stress and burnout, which then can lead to impaired health. This neglect often extends to clergy’s family and congregation. Church members typically seek help from clergy to cope with the loss of loved ones, life crises, and other general life stressors. A clergy member unable to cope with these same challenges in his or her own life may be ineffective at helping church members to cope with their …

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Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D. Oct 2017

Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D.

River Cities Industrial and Organizational Psychology Conference

One of the most important decisions to make when performing an exploratory factor analysis regards the number of factors to retain. Parallel analysis is considered to be the best course of action in these circumstances as it consistently outperforms other factor extraction methods (Zwick & Velicer, 1986). Even so, parallel analysis requires further research and refinement to improve its accuracy. Characteristics such as factor loadings, correlations between factors, and number of variables per factor all have been shown to adversely impact the effectiveness of parallel analysis as a means of identifying the number of factors. Critically, even the choice of …

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Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein Oct 2017

Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein

River Cities Industrial and Organizational Psychology Conference

While learning-by-teaching has been shown to be effective, research in the area lacks a standardization of measurement and manipulations. Meta-analytic evidence has shown that peer tutoring is an effective learning tool for tutors (Cohen, Kulik, & Kulik, 1982); however, these studies do not provide a way of differentiating the effects of explaining versus interacting with the tutees and answering their questions, thus forcing the tutors to identify their own knowledge gaps. Studies that have experimented with the learning-by-teaching method have found that simply preparing to teach can be more effective than other learning techniques, such as only reading or preparing …

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Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii Oct 2017

Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii

River Cities Industrial and Organizational Psychology Conference

The purpose of the proposed study aims to investigate the potential biases that individuals may experience when reentering the workforce after taking time off to raise children. The Ambiguity Aversion Theory (AAT) and the Role Congruity Theory (RCT) are possible theories to suggest reasons why individuals may engage in certain biases when selecting an applicant with or without a gap in the resume. Participants will be asked to either hire or not hire an applicant for a job based on the applicant’s qualifications described in a narrative. Gender of the applicant will vary across conditions. The narrative will include information …

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The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson Oct 2017

The Impact Of Supervisor Gender On Employee's Job Satisfaction, Cody Brumbelow, Janeli Bercerra, Erin Cook, Caroline Wilson

River Cities Industrial and Organizational Psychology Conference

It is a commonly held notion that there is gender inequality throughout the workforce. There is factual evidence such as salary differences between men and women that supports this claim. In the past, a misconception had developed that men are better suited for executive, leading roles, which also offers an explanation to the differences in wages. In modern times, we understand these differences in gender do not hold up to scientific scrutiny. Our purpose in this research is to continue to dispel the myth that men are better suited for power positions in the workforce and push for further progress …

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Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein Oct 2017

Does Lack Of Communication Regarding Pay Negatively Affect Perceived Justice In The Workplace, Kyera Fletcher, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

The purpose of the current study was designed to investigate the role communication plays on perceived justice within an organization. This study specifically looks at communication regarding pay, while also comparing two pay policies: pay secrecy and open communication. This study will utilize an experimental 3x2 between-subjects factorial design to examine the effects of informational content received at work on perceived justice regarding pay. The independent variables will be the level of information provided (full explanation for pay difference, some explanation for pay difference, no explanation for pay difference), and the organization’s communication policy (pay secrecy system, open communication system). …

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