Industrial and Organizational Psychology Commons^™

The Emotional Intelligence And Conflict Management Relationship In Black Women Leaders, Tina Raylyn Jackson

Electronic Theses and Dissertations

This study examined the relationship between emotional intelligence and conflict management styles in Black women leaders in the United States. The lack of literature surrounding Black women leaders' emotional intelligence or conflict management styles presented an opportunity to offer quantitative data connected to these constructs. A cross-sectional survey design was used to administer three surveys the Situational Test of Emotional Management- B, the Kraybill Conflict Style Inventory, and a modified version the Multidimensional Inventory of Black of Identity, that focused on Black female identity. Data from 124 participants were analyzed to learn if identity mediated the relationship between emotional intelligence …

The Impact Of Interdepartmental Psychological Safety On Interdepartmental Conflict Management Styles, Ryan Limpus

Masters Theses and Doctoral Dissertations

Conflict is an inevitable part of life, and organizations spend a sizable amount of time addressing it. Literature has shown a connection between conflict management styles and psychological safety, but little research has been afforded to these interactions applied across departments. Data were collected from various companies across the United States using an anonymous survey to quantify respondents’ perceived level of general psychological safety, interdepartmental psychological safety, and preferred styles of conflict management. The results of this study indicated that a significant difference between interdepartmental and general psychological safety exists and is positively correlated with each other. Furthermore, certain styles …

The Effects Of Innovative Work Culture And Training Quality On Counterproductive Work Behaviors, Emily Anne Garreton

Electronic Theses, Projects, and Dissertations

In the present study, I examined how innovative work climate influenced job training quality and behavioral intentions and perceptions of employees. Employee reactions to job training foreshadow workplace intentions and behaviors that employees might engage in. The intentions that were investigated were Counterproductive Work Behaviors (CWBs) and the reduction of Organizational Citizenship Behaviors (OCBs). The sample consisted of 338 participants who have been employed recently. In a self-report questionnaire, participants recalled their perceptions of the job training at a current or recent job and indicated how likely or interested they were in committing certain work behaviors. Survey items were gathered …

A Pandemic’S Potential To Haunt: A Longitudinal Look At The Professional Wellbeing Of Tn’S Infant And Early Childhood Mental Health (Iecmh) Workforce, Robyn A. Dolson

Electronic Theses and Dissertations

Infant and Early Childhood Mental Health (IECMH) providers engage in uniquely relational work with high-risk families that expose them to the full advantages (i.e., compassion satisfaction [CS]) and disadvantages (e.g., burn-out [BO]) of a helper role. Though the pandemic seemed poised to escalate disadvantage, most early pandemic studies found high CS alongside elevated BO. Unfortunately, as COVID-19 has continued, CS has declined while BO has increased. Given the delayed COVID-19 impact on children, these changes may be particularly acute for IECMH providers. Using a longitudinal cohort of 27 IECMH providers, this study aimed to describe and quantify changes in professional …

Development And Validation Of The Employee-Supervisor Attachment Scale, Johnny Doherty

Electronic Theses, Projects, and Dissertations

Attachment theory and its connection to the workplace, as well as leader-member exchange (LMX) research, is reviewed before discussing strategies used for developing and validating the Employee-Supervisor Attachment (E-SA) scale. Analyses focused on an internal and external validation strategy. Study 1 consisted of item revisions from the Experiences in Close Relationships-Short scale (ECR-S) and SME ratings to develop the E-SA scale as well as a preliminary Exploratory Factorial Analysis to verify factor structure. Likewise, Study 2 tested the retained items to confirm factor structure, within a new sample, before assessing regressions between E-SA and relevant outcome variables. Furthermore, this project …

Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath

Research Collection Lee Kong Chian School Of Business

The current work seeks to identify factors that support action initiation from the theoretical lens of self-regulation. Specifically, we focus on factors that reduce procrastination, the delay of the initiation or completion of activities. We draw from action control theory and propose that positive affect operates as a personal and time pressure as a situational factor that unblock routes to action. High positive affect makes people less prone to procrastination because positive affect reduces behavioral inhibition and facilitates the enactment of intentions. By contrast, when positive affect is low, people depend on time pressure as an action facilitating stimulus. We …

“If I Was That Cop…”: Improving Attitudes Toward Police Through An Educational Intervention For Use-Of-Force Knowledge And Empathy, Randle Aaron Molina Villanueva

All Dissertations

While public outrage in response to excessive force is appropriate and understandable (e.g., Rodney King), there are also use-of-force instances which may be misconstrued as excessive by civilians due to a lack of understanding of the law, policies, and procedures for police use of force (UOF). This can lead to negative perceptions of police officers. This poses a threat to healthy police-community relations, as positive perceptions of the police are reliable predictors of compliance and voluntary cooperation with them (Choi, 2021). To balance overly negative perceptions of police who are following protocol and potentially increase the positivity of perceptions, this …

Parental And Individual Correlates Of Work Ethic In Young People In Albania, Eljona Elmazi

All Dissertations

The purpose of this study was to investigate the work ethic strength, dimensions, and correlates in young people in Albania. The review of the available research concluded that, regardless of the attention that youth-related topics have received in the last decade, there was a considerable gap in the understanding of the state and correlates of the work ethic in this group. Using the Multidimensional Work Ethic Profile – Short Form, the work ethic strength and dimensions were explored in an Albanian sample of (N = 501) 18 to 24 years old, otherwise known as Generation Z. Data were collected via …

Leader Humility And Employee Accountability: Psychological Safety As Mediator And Formalization As Moderator, Deri Natria, Eikla Luwlu Yasmina, Corina Riantoputra

Makara Human Behavior Studies in Asia

Employee accountability is significant for every organization. Even though leaders are regarded as essential to increasing employee accountability, the mechanism by which leaders influence employee accountability has not yet been researched comprehensively. Employing the social information processing theory, this study argues that leader humility influences employee accountability through psychological safety, and moderated by formalization. Data collection was carried out by convenience sampling using the time-lagged data collection method from 279 employees in a state-owned company in Indonesia. Accountability, leader humility, psychological safety, and formalization scales were used to measure the variables in this study.This model predicted 38% of the variance …

The Relationship Between Transformational Leadership And Attachment Theory Among Field Grade Officers In The U.S. Army, Rebecca Ochs

Dissertations

Purpose: The purpose of this quantitative correlational study was to determine what relationship exists between U.S. Army field grade officers’ self-reported scores on the five domains of the Leadership Practices Inventory (LPI) (Kouzes & Posner, 2002) and their self-reported scores on the Experiences in Close Relationships Scale (ECR) (Brennan et al., 1998). Methodology: This study used a correlational approach to collect quantitative data from U.S. Army field grade officers. Using the LPI, a self-report transformational leadership measurement tool developed by Kouzes and Posner (2002), that measures five domains that include: (a) model the way, (b) inspire a shared vision, (c) …

Using Behavior Sequence Analysis To Study Teams During Long- Duration Isolation And Confinement, Andres Käosaar, Dr. Nathan Smith, Dr. David A. Keatley, Pranav Ambhorkar, Dr. Moritz Von Looz, Konstantinos Konstantinidis

Journal of Human Performance in Extreme Environments

With a renewed impetus and appetite for human space exploration, both government-funded agencies and private companies are focusing on longer and farther crewed missions into the solar system. Such space missions rely on highly interdependent teams living and working together in isolated, confined, and extreme (ICE) environments. Understanding the behavioral patterns of teams in ICE environments is, thus, paramount for the future success of such missions. Due to the complexity of studying ICE teams, several researchers have called for methodological innovations to advance knowledge in this area. In the current research, a proof-of-concept methodological approach is introduced that provides a …

A Daily Investigation Of The Recovery Paradox: Examining The Dynamic Interplay Of Workload, Recovery Experiences, And Microbreaks, Morgan Rose Taylor

Dissertations and Theses

Research has highlighted the importance of recovery from work stress during non-work time for employee health and wellbeing. Building on the recovery from work stress literature, this study examines the recovery paradox which suggests that employees may recover from work demands the least when they need it the most. Therefore, the purpose of this study is to shed light on the mechanisms underlying the recovery paradox. Specifically, this study examined whether a common work stressor, workload in the morning, is indirectly related to poorer recovery experiences in the evening through negative states at the end of workday. Furthermore, this study …

Competency-Based Personnel Selection Oklahoma - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD began working with Oklahoma Human Services (OKDHS) in 2017. At that time OKDHS had an average turnover rate of 25% among Child Welfare Specialist (CWS) I and IIs. Agency leaders expressed a desire to better understand turnover rates with an eye toward increasing the retention of more competent performers. A thorough needs assessment led to the decision to design and implement a competency-based personnel selection intervention to address inconsistencies in hiring and better identify candidates with the desired competencies to be hired as a CWS. The evaluation was designed to include an implementation evaluation; a validation …

Addressing Work-Related Traumatic Stress Nebraska - Key Findings, Quality Improvement Center For Workforce Development

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Background

Nebraska’s Department of Child and Family Services (DCFS) started working with the QIC-WD in 2017 to better understand its turnover problem and found that, among workers who left the agency in 2017, it typically happened within the first two years and the turnover rate in 2017 was about 30%. The team examined many contributing factors through a needs assessment and designed CFS Strong to improve employee retention by addressing work-related traumatic stress among the child welfare workforce.

According to the Secondary Traumatic Stress (STS) scale administered in December 2017, the overall presence of STS symptoms in DCFS staff was …

Frontline Job Redesign Louisiana - Key Findings, Quality Improvement Center For Workforce Development

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Background

In 2017, the QIC-WD began working with the Louisiana Department of Children and Family Services (DCFS). At that time DCFS had an average turnover rate of 24% across the state with one region having a rate of 51% and another with a low of 8%. A thorough needs assessment identified that high caseloads and a large number of administrative tasks were barriers to caseworkers’ ability to effectively engage in the clinical aspects of their work and led to the decision to redesign the frontline caseworker job.

The intervention created a new job, the Child Welfare Team Specialist (CWTS), …

Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

Today’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated …

Examining The Psychological Outcomes Of Decent Work: An Extension Of The Psychology Of Working Theory, Zachary Hesson

Theses and Dissertations

Decent work (DW) has important implications for several aspects of people's lives. There is significant research on the societal implications of DW, but there is scant research on th e individual outcomes that are associated with DW. Using the psychology of working theory (PWT) as a theoretical framework, I explore d how access to DW can impact meaningful work ( and life satisfaction through satisfaction of different work needs as well as whether work orientation moderates the relationship s between work needs and these two outcome variables. More specifically, this thesis contribute s to our understanding of the implications of …

Actions Speak Louder Than Words: The Role Of Organization Segmentation Norms On Work-Family Enrichment, Engagement & Burnout, Sarah Jensen

Theses and Dissertations

Increased frequency of virtual work environments has changed the dynamics of boundary management decisions for employees and underscored the importance of organizations being aware and purposeful of how their norms will impact their employees. The goal of this study was to a) understand how organizations norms towards segmentation impact employee burnout, engagement, and enrichment, and b) how segmentation preferences, job demands, and job crafting strengthen these relationships. Two samples of participants were recruited from a mental health organization (N = 73) and mTurk (N = 80) to complete surveys on the variables for the study. Organizations with a norm for …

Affiliative And Challenging Prosocial Behavior: Exploring Why And When Through The Lens Of Self-Construal, Vanessa Melendez

Theses and Dissertations

Prosocial behavior yields important benefits for both employees and organizations. This research was designed to extend our understanding of the antecedents of prosocial behavior by focusing on self-construal. Specifically, this study investigates (a) the distinction between affiliative and challenging forms of prosocial behavior and how these relate to self-concept orientations (SCOs), (b) workplace affective commitment variables (workgroup commitment and organizational commitment) and motives (prosocial values and organizational concern) as potential mediators, and (c) independent self-construal as a potential moderator of the link between interdependent SCOs and affective and motivational mediators. The study involved 205 full-time workers completing two Qualtrics surveys …

Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center For Workforce Development

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Background The Ohio Department of Job and Family Services (ODJFS) started working with the QIC-WD in October 2017 to better understand its turnover problem. Eight counties volunteered to be part of the entire study. They participated in a thorough needs assessment process which led to creation of Coach Ohio, a multi-level blend of two interventions that addressed key needs across the counties regarding work-related traumatic stress and supportive supervision. Four counties and half of the largest county participated in the intervention while three counties and the other half of the largest county participated as comparison counties. Among these counties the …

Organizational Change Process Milwaukee - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD team engaged with the Department of Milwaukee Child Protective Services (DMCPS) in 2017 to conduct a thorough needs assessment to understand the root causes underlying a high turnover rate among Initial Assessment Specialists. In 2016, the overall turnover rate, including both external turnover and internal movement, was just under 49%, with a little over 11% due to internal movement and 37% due external turnover. The Organizational Social Context (OSC) baseline survey showed that there were several aspects of both culture and climate that were in need of improvement, including: 1) a hierarchical decision-making structure, 2) high …

Onboarding Program Eastern Band Of Cherokee Indians - Key Findings, Quality Improvement Center For Workforce Development

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Background

The QIC-WD worked with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to address workforce challenges. FSP is a relatively new agency, established in 2015, and when they began working with the QIC-WD in 2017, FSP employed approximately 20 social workers, who provided direct service to children and families. Persistent vacancies were of greater concern than turnover. The QIC-WD partnered with FSP to conduct a needs assessment and identify areas of need that could be addressed through a workforce intervention. Three areas of need were identified as offering the strongest opportunities for intervention through the QIC-WD …

Fake It Till You Make It: Emotional Labor, Burnout And The Mediating Role Of Perceived Organizational Support Among School Teachers In Coastal Karnataka, Oishika Sarkar Ms., Reshma N.S., Bs Mahesh

Manipal Journal of Nursing and Health Sciences

Burnout, which occurs as a prolonged response to chronic interpersonal pressures on the job, is becoming more common in human service professions such as teaching. All of these human service jobs have one thing in common: continuous interpersonal contact. This direct contact with people leads to the performance of emotional labour, which is defined as the regulation of feelings in the workplace in order to conform to organizational regulations, which contributes to employee burnout. Perceived Organizational Support, according to Job Demands and Resources Theory, can be a protective factor for employees by acting as a job resource that buffers the …

Am I Committed Or Conflicted? Examining Implications Of Self-Concept Structure For Self-Regulation, Well-Being, And Performance, Nicholas Aaron Moon

Theses and Dissertations

Although research on self-concept is extensive, few studies have examined the relationship between specific aspects of self-concept structure (e.g., self-concept clarity) and self-regulation constructs (e.g., goal commitment). In addition, research has linked aspects of self-concept structure with well-being outcomes, but less is known about the mechanisms involved in these relationships. This research addresses these two issues by examining self-concept structure (self-concept clarity and self-concept differentiation) as antecedents of key self-regulatory mechanisms (goal commitment and goal conflict) and how these linkages may help explain connections between self-concept structure and well-being and performance. More specifically, two studies examined these relationships, with Study …

The Influence Of Benevolent Sexism In Teams: A Team Composition And Attribute Alignment Approach, Catherine Warren

Theses and Dissertations

Researchers have long struggled with harnessing the benefits accompanying diversity, such as increased knowledge sharing and the diverse expertise of individuals. One barrier that hinders taking advantage of such diversity is discrimination, such as sexism. Indeed, evidence has indicated that subtle sexism, compared to overt sexism, has a similar magnitude in impacting workplace outcomes. Additionally, teams are ubiquitous in organizations with the increase in complex taskwork, requiring a set of individuals to collaborate and produce outcomes greater than each individual effort. Accordingly, teamwork requires close, interdependent relationships for optimal performance. The purpose of this study was to assess a prevalent …

Do Women See Leadership As Risky? The Potential Role Of Stereotypes And The Perception Of Risk In Claiming A Leader Identity, Julia Macgregor-Peralta

Theses and Dissertations

The purpose of this research was to determine if women perceive leadership as riskier than men do, and whether that could be holding women back. Specifically, this study investigated the influence of gender and leadership views on the development of leader identity and the role that perception of risk of leadership plays. Role Congruity Theory of Leadership, Lack of Fit, and Adaptive Leadership Theory were used as theoretical frameworks in this cross-sectional study using 2022 archival data. Participants were undergraduate and graduate students from five different universities in the United States. Leader role alignment (LRA), which is the congruence between …

Employee Engagement Is The Key: Its Mediating Role Between Person–Environment Fit And Organizational Commitment Among Filipino Employees, Ma. Criselda T. Pacquing

Makara Human Behavior Studies in Asia

Employee engagement has been a popular topic in human resources management and development for several years now. However, the majority of the information on this construct came from the perspective of other cultures, and scientific research-based literature conducted on the engaging behavior of Filipinos, most notably on the antecedents and consequences, is limited. Thus, this study aimed to examine P–E fit and organizational commitment as an antecedent and the consequence of employee engagement, respectively. Similarly, the mediating function of employee engagement on the association of P–E fit with organizational commitment was explored. A total of 1252 employees from different Filipino-owned …

Work-Life Balance Is Imperative For How We Spend Our Time At Work And With Family, Terreca M. Defehr, Jillene Seiver

2023 Symposium

Work-life balance is imperative to how we spend our time at work and with family, and it appears to matter whether we have a job or career, which of our roles we value most, and our degree of responsibility for our children.

Fanning The Embers Of Discrimination At Work: Does Reward Structure Fuel Incivility?, Sam Allen

University Honors Theses

In recent years, there has been an uptick in public awareness of systemic and structural inequities within the workplace. Organizational reward structures (i.e., performance-based and seniority-based) act as incentives for employees' contributions toward organizational goals, but could also motivate employees' drive for gaining or maintaining social status by undermining other employees, particularly targeting people with minority status. The proposed research will study the relationship between reward structures and the perpetration of incivility by accounting for perpetrators' social dominance orientation (SDO), their motivations to protect the status quo (MPSQ), and the presence of minority race targets. We draw from SDO, status …

Spotlight On Innovative Recruitment Strategies: Northwest Ohio Fellowship Program, Quality Improvement Center For Workforce Development (Qic-Wd)

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Ohio is a county-administered children services (formerly known as child welfare) system. Like many other states, Ohio is experiencing a shortage of child protective services (CPS) workers. County leaders report that this is due to high rates of turnover compounded by rising wages and competition from outside employers. Traditional recruitment techniques and programs, including traditional partnerships with universities with social work programs, are not adequate to meet the current level of need for new children services workers. Although social work majors come to children service agencies with a training set that allows faster onboarding, social work majors make up less …