Industrial and Organizational Psychology Commons^™

Burnout Among Elementary And Secondary Special Education Teachers In Self-Contained And Resource Classrooms, Pamela Knox Jones

Psychology Theses & Dissertations

The goals of the present study were threefold: (1) to determine if there is a difference in the degree of reported burnout between elementary and secondary special education teachers, (2) to determine if there is a difference in the degree of reported burnout between self-contained and resource special education teachers, and (3) to identify the characteristics inherent in the role of special education teachers that best predict the presence of burnout. Ninety-three subjects from three school systems responded to a 16-item Likert scale describing potential correlates of

burnout, the Maslach Burnout Inventory, and a demographic data sheet. Type of class, …

An Attributional Analysis Of The Expectancy Component Of Motivation Theory, John Edward Mathieu

Psychology Theses & Dissertations

Many modern work motivation theories are based at least in part on individuals’ subjective expectancies regarding successful job performance. However, the antecedent conditions and developmental process inherent in these formulations have yet to be specifies clearly. The present study utilizes the components of Social Learning Theory and Attribution Theory to examine these conditions in a laboratory setting. Experimental and correlational techniques were used to explore the relative contributions of both state and trait variables on causal attributions. Differences among causal attributions rated on relevance versus quantity were illustrated. Additionally, the underlying processes relating causal attributions, affective responses and future expectancy …

The Effects Of Rater-Ratee Discrepancies And Interview Processes On Appraisal Effectiveness, Scott I. Tannenbaum

Psychology Theses & Dissertations

Forty-two performance appraisal interviews, at two urban hospitals, were examined to assess the relative effects of rater-ratee discrepancies and interview processes on appraisal effectiveness. This study attempted to improve on the methodology of previous research by: using multi-item scales, incorporating hierarchical regression analyses, and requesting completion of post-interview questionnaires within 24 hours of the interview. Discrepancy between self-ratings and supervisor's initial evaluations were collected prior to the interview. In addition, nurses' perceptions of the interview processes and appraisal effectiveness were measured via a post-interview questionnaire. It was found that discrepancies affected subsequent interview processes, which in turn were related to …

The Effects Of Task Experience, Goal Setting, And Knowledge Of Results On Performance And Task-Goal Attributes, Edward Scott Wright

Psychology Theses & Dissertations

Two laboratory studies were conducted to determine the relationships between task-goal attributes and the necessary and sufficient conditions for goal setting and knowledge of results (KR) to influence task performance. The first study tested the effects of task experience and goal setting on performance of an arithmetic computation task. Perceived goal difficulty, effort, expectancy of goal attainment, and goal acceptance were assessed with a questionnaire. The results demonstrated that only goals influenced effort and perceived goal difficulty, while task experience and goals influenced expectancy of goal attainment and goal acceptance. The relationships between these variables indicated that as effort and …

The Relationship Between Job Characteristics And Job Satisfaction For Engineers And Engineering Students, Sherry L. Hoy

Psychology Theses & Dissertations

A modified version of Hackman Lawler's job characteristics model was used to investigate the relationships between pre-employment perceptions of job characteristics and expectations tor job satisfaction in a sample of 111 engineering students. In lieu of a longitudinal designs a sample of 86 professional engineers were accessed as a comparison group. The independent variables included in the study were: (a) the six job characteristics in the Job Characteristics Inventory (variety autonomy task identity, feedback dealing with others and friendship opportunities) (b) three measures of job satisfaction from the short-form of the Minnesota Satisfaction Questionnaire (general, intrinsic and extrinsic) and (c) …

A Study Of The Construct Differential Validity Of A Performance Appraisal System, Hughette I. Crumpler

Retrospective Theses and Dissertations

No abstract provided.

Role Conflict, Role Ambiguity And Job Tenure And Their Relationship To Absenteeism, Rita G. Huff

Retrospective Theses and Dissertations

No abstract provided.

A Comparative Analysis Of Factors Influencing Registered Nurse Retention And Turnover Below The Head Nurse Level In Acute Care Hospitals, Jean M. Snyder

Ellmer School of Nursing Theses & Dissertations

In a comparative survey, two groups of registered nurses (stayers and leavers) below the head nurse level were measured in the areas of human need satisfaction perception, role perception, and equity perception. The two registered nurse groups were further subdivided by educational preparation into diploma, associate, and baccalaureate degree stayers and leavers for comparative analysis. Literature reviews revealed considerable research in the area of retention and turnover, but few studies used a theoretical framework and a multivariate basis for observation. One hundred nine registered nurses from the ten area acute care hospitals were surveyed using an independently developed Nursing Perceptions …

Relationships In Organizations Between Leaders' Personality Characteristics And Their Hierarchical Levels And Role Foci, Loretta Church

Dissertations

The purpose of this study was to determine whether leaders' personality characteristics were related to the hierarchical level and the focus of their roles in organizations. Leaders from two industrial plants of two Fortune 500 corporations were selected for the investigation. They comprised a total population of persons responsible for making decisions concerning the use of data, people, or things within the organizations.

Data were collected employing the Myers-Briggs Type Indicator (MBTI) and the Functional Job Analysis Self-Report (FJASR). The MBTI instrument identified personality characteristics in terms of two paired and opposite preferences for (1) sensing or intuition, and (2) …

A Factor Analytic Comparison Of The Work Values Of Divergent Groups, Janette A. Hankins

Retrospective Theses and Dissertations

A new concept in motivation has recently been devised: that of work values. The Work Values Inventory (WVI) developed by Donald E. Super (1970) was used to test five hypotheses:

(1) The underlying work value structures of persons will not vary according to age;

(2) The underlying work value structures of persons will not vary according to sex;

(3) The underlying work value structures of persons will vary according to level (undergraduate, master's degree students, or post-master's degree);

(4) The underlying work value structures of college students will vary according to whether they are a psychology major or not;

(5) …

Effects Of Informational Data Upon Attendance In An Industrial Setting, Karen T. Suarez

Masters Theses

The purpose of this study was to determine the effects of informational data on employee attendance in an industrial setting. It was believed that knowledge of attendance rates would encourage employees to improve their attendance. An average of 50 male employees ranging from 22 to 55 years of age were included in the study. The procedure involved the implementation of publicly posted graphs which displayed attendance rates for the total department and each shift according to an ABA reversal design. Attendance rates were calculated and graphs updated each week by the department's superintendent. In addition, a brief questionnaire was distributed …

Effect Of Informational Posting And Employee Inspection On Safety Hazard Reduction In A Retail Drug Store, Craig A. Berger

Masters Theses

Undesired safety conditions were operationally defined for a large retail drug store. The recording of unsafe conditions were conducted for two different employee shifts for ten weeks. A multiple baseline design (ABC-ACB) was used in which three conditions were introduced: (a) baseline, (b) public posting of a safety performance chart, and (c) individual employee inspections. Results indicated that the frequency of safety hazards declined 23% from baseline for the public post-condition and declined 44% for the employee inspection condition (averaged across both shifts). An advanced analysis of variance indicated significant mean differences (p < .01) between baseline and employee inspection for both shifts. An additional measure was taken correlating photograph ratings by employees on a safety dimension and an attractiveness dimension. The coefficient of correlation was statistically significant (r = .76; p <.05). The results indicate that a training program involving employee inspections may be an effective way of reducing undesirable safety conditions.

The Effects Of Music On The Duration Of Time Spent In A Store By A Customer, Danita J. Mussatto

Masters Theses

The present study was compared the effects of employing music and withholding music in a retail setting. Over a three week experimental period, the duration of time customers spent in a store was recorded. The music system was first employed (Phase I), next the customers were subject to an environment void of music (Phase II), and then the music system was reimplemented (Phase III). During Phase II customers spent significantly less time in the store than in Phase I or Phase III. Another store, employing music continually, was used to control extraneous sources of variability. The results provide empirical verification …

Prompts And Feedback As A Means Of Increasing A Customer Service Behavior In A Family Restaurant, David B. Lennox

Masters Theses

Although waiters and waitresses traditionally receive a gratuity based upon quality of service from customers, it may be difficult for them to interpret the amount of the gratuity as an indicator of good service or bad service. This ambiguity could be a result of different amounts of customer checks or faulty comparisons of total dollar amounts (total for the working shift) without taking into consideration the total dollar amount of the customer checks or the number of customers served. This study was conducted to provide accurate information for waitresses regarding gratuity percentage received from customers while monitoring its effects on …

An Evaluation Of A Visual Training Technique For Female Volleyball Players, Diane G. Burbank

Retrospective Theses and Dissertations

No abstract provided.

Fear Of Success And The Performance Of Males And Females In A Managerial Position, Joan A. Helms

Retrospective Theses and Dissertations

No abstract provided.

A Comparison Of The Relative Success Of Two Pay Incentive Plans Under Controlled Conditions, Richard J. Poole

Retrospective Theses and Dissertations

No abstract provided.

The Effect Of Machine Pacing Of Simulated Inspection Tasks On Physiological And Psychological Stress Reactions, Norma Roll

Retrospective Theses and Dissertations

The purpose of this study was to obtain data on the impact of machine-paced industrial inspection tasks upon workers. Psychological and physiological stress reaction measures were gathered from subjects under simulated work conditions. Typical stress indicators such as heart rate, electromyograph readings, temperature, and psychological stress scales comprised the raw data. After being subjected to statistical analysis, results and conclusions will be discussed in order to gain knowledge and insight as to the stress reactions of the machine-paced inspection worker, and to provide implications for further research.

A Validity Study Of An Operational Pre-Hire Assessment Process For Professional, Managerial, Technical Personnel, John Galbraith

Masters Theses & Specialist Projects

Research concerning the validity of various procedures for assessing managerial potential is reviewed. It is found that several assessment techniques are valid for identifying and/or predicting potential and that a combination of techniques usually accounts for a significantly greater amount of criterion variance than does a single assessment procedure used alone. The lack of research concerning the use of multiplecomponent assessment techniques for the selection of individual job applicants for lower-level managerial positions is pointed out. The present study concerns itself with an operational individual assessment program designed to identify and select from among experienced job applicants those individuals exhibiting …

The Effects Of Performance Appraisal On Staff Performance, Steven S. Armstrong

Masters Theses

Performance appraisals are increasing in numbers, but their effectiveness has little empirical validation. A major objective of the present study was to examine the effects of performance appraisals on the actual performance of supervisees. In addition, it assessed the effect of qualitative, rather than quantitative statements by supervisors. Five staff members participated in this study while working as teaching assistants. Ten dependent variables were observed and recorded per individual, after which the experimenter reviewed the baseline data and targeted six dependent variables for change, based on their low frequencies. The independent variable consisted of a performance appraisal which was a …

The Effects Of Written Instructions And Videotape Modeling On The Quality Of Performance Feedback Provided For Subordinates, Ileana Habsburg-Snyder

Masters Theses

The present study was designed to investigate the effects of instructions and modeling in training supervisors to provide performance feedback to their subordinates. Four part-time supervisors served as subjects. An across subjects multiple-baseline design was used which employed a baseline phase, an instructions phase and a modeling phase. Data were collected on the percentage of component behaviors performed during roleplay test sessions and actual performance reviews. Modeling and instructions were found to be equally effective in training, however, a sequential presentation of both methods increased performance substantially. The effects of transfer of training were also examined. The results suggest that …

The Effect Of Active-Participation With Feedback In A Videotape, Discrimination-Training Program, Stephen M. Brewer

Masters Theses

With the use of a multiple-baseline design, the present experiment examined the effect of three training conditions on the acquisition of tutoring techniques in four volunteer college students. The three training conditions were: (1) Guidelines, subjects read and were tested over a manuscript; (2) Passive-Participation Without Feedback, subjects viewed 15 vignettes of a model's correct and incorrect use of tutoring techniques without receiving feedback on the model's behavior; and (3) Active-Participation With Feedback, subjects actively scored and received feedback on the same videotaped model's use of tutoring techniques. Subjects participated in one of the training conditions once at the beginning …

An Analysis Of The Behavioral Consequences Of An Attendance Bonus Program, David William Smith

Masters Theses

Absenteeism is one of the most expensive and complex problems faced by management. Previous efforts to ameliorate attendance problems have focused on demographical analysis of absent workers, providing information of little value in designing remedial programs. The current project is an analysis of an Attendance Bonus Program in terms of contingencies of reinforcement. Six hundred union employees of a manufacturing plant served as subjects, with two comparison plants of 100 and 600 employees as comparative populations. Analysis of the prevailing contingencies identified a number of deficiencies. Attendance reinforcement aspects were appropriate, but a response criterion needs to be established. The …

A Validation Study Of The Federal Aviation Administration's Assessment Center For Facility Chiefs, Nancy K. Blagg

Retrospective Theses and Dissertations

No abstract provided.

Job Satisfaction Of Working Black Women And The Relationship Of Social Awareness To Job Satisfaction, Lillian Denise Nunley

Masters Theses

No abstract provided.

Effects Of Supervisory Feedback Skills On Performance And Job Satisfaction, Kenneth Wayne Barnes

Masters Theses

No abstract provided.

Increasing Job Performance By Training Employees How To Request Instructions And Feedback, Laverne Talley Alebiosu

Masters Theses

This study investigated the effectiveness of a procedure to increase the job performance, defined as task completion, of four black adolescents serving as child care aides in a day care center. The trainees were taught to request instructions and feedback from their supervisor. They were also taught to self-record the number of requests for instructions and feedback and the tasks they completed. Training procedures therefore involved a method to increase task performance without any direct intervention on increasing tasks and incorporated these direct instruction techniques: Small group instruction; active responding; the model, lead, and test format; and the use of …

Age And Sex As Factors In Employment Decisions Based On Assessment Center Reports, Constance L. Alden

Retrospective Theses and Dissertations

No abstract provided.

A Comparison Of The Effects Of Race And Work Value Orientation Of White-Collar Employees On Their Levels Of Job Satisfaction, Antonio F. Noble

Retrospective Theses and Dissertations

No abstract provided.

The Evaluation Of An Incentive Program Used To Recruit Health Club Memberships Through Friend Referrals, Michael D. Bowles

Masters Theses

This study evaluated an incentive program used to recruit memberships through friend referrals in a health club. A multiple-baseline design was used to compare the relative number of referrals made per person in the incentive conditions to the number made in the no-incentive conditions. In the first incentive condition for the two groups involved, the changes in the mean number of referrals per person dropped from .317 and .295 to .129 and .029 under the no-incentive conditions and back up to .291 and .297 under the second incentive condition. In looking at the cost and revenues attributable to this incentive …