17-18 Research Results,
2018
Seattle Pacific University
Cooperative And Competitive Priming Impacts Participatory Environmental Action,
2018
Seton Hall University
Cooperative And Competitive Priming Impacts Participatory Environmental Action, Daniel Curtin
Seton Hall University Dissertations and Theses (ETDs)
Environmental issues are becoming increasingly prominent in today’s psychological research. Some researchers identify cooperation as a possible underlying facilitator of proenvironmental values, or proenvironmentalism. However, previous studies had not directly addressed how manipulating cooperation and competition could influence environmentalism. This study addressed this gap in previous literature by cooperatively, competitively, or neutrally priming participants and comparing their respective environmental attitudes, environmental actions, and environmental identities. 155 participants were recruited from introductory psychology classes at Seton Hall University. Participants were randomly placed into one of three conditions and primed by writing a short passage regarding a significant personal experience acting either …
Readiness For Change And Why It Matters,
2018
University of Nebraska - Lincoln
Readiness For Change And Why It Matters, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Organizations seeking to implement and evaluate a workforce intervention must be prepared for change. Change management experts suggest that when readiness in an organization is high, the organization is better able to initiate and sustain a major change. Staff in organizations that are ready for change are more likely to exert greater effort, persist in the face of obstacles, and display cooperative behavior. In organizations where staff are not ready for change, implementation and evaluation of a new intervention can be very difficult. Staff may not be ready for change if they don’t see the need for an intervention, are …
Understanding The Relationship Between Organizational
Culture And Turnover,
2018
University of Nebraska - Lincoln
Understanding The Relationship Between Organizational Culture And Turnover, Quality Improvement Center For Workforce Development
Other QIC-WD Products
“Organizational culture” is a term used to describe the norms and expectations in a work environment. Research has found that there are three aspects of a human services organization’s culture that predict better outcomes related to the implementation of evidence-based practices, staff turnover, and the serviced provided: 1. Proficiency includes staff skills, competence, responsiveness, and a focus on client well-being. 2. Rigidity reflects issues related to decision making, transparency, micromanagement, and trust. 3. Resistance considers if staff are resistant to change or new ways of doing things. Healthy organizations are highly proficient and not too rigid or resistant. For example …
Virginia Selects And Begins Implementation Of A
Workforce Intervention: Transcription Services,
2018
University of Nebraska - Lincoln
Virginia Selects And Begins Implementation Of A Workforce Intervention: Transcription Services, Quality Improvement Center For Workforce Development
Other QIC-WD Products
The Virginia Department of Social Services (VDSS) was the first QIC-WD site to select a workforce intervention. VDSS learned from the field that many workers leave the agency because they feel overloaded with paperwork. In Virginia, 2,400 Family Services Specialists (FSS) representing 120 local departments of social services (LDSS) perform child welfare and adult protective services. These FSS must document case notes for all interactions with clients, families, and service providers. FSS often manage several high-priority cases and need tools to complete their required documentation in a timely and high-quality manner. VDSS decided to implement three technology solutions to ease …
Stress And The Child Welfare Workforce: Recognizing
Signs Of Secondary Traumatic Stress,
2018
University of Nebraska - Lincoln
Stress And The Child Welfare Workforce: Recognizing Signs Of Secondary Traumatic Stress, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Child welfare workers are exposed to a variety of stressors in their everyday work. These stressors can come from: 1. Direct traumatic events – Murder, threats on the lives of workers or their family members, name calling, cursing, shouting, assaults, dog attacks, and property damage. 2. Secondary traumatic events – Exposure to the perpetrators or the victims and survivors of trauma (e.g., children who are abused, neglected, abandoned, and killed, battered women, victims of crime, survivors of natural disasters). 3. Organizational environments – Bureaucratic rules, paperwork, work overload, role confusion, high demands with low resources, high levels of office politics, …
A Model Of The Relationship Between Performance Feedback And Goal Setting: A Consideration Of, Affective Cognitive, And Psychological State Effects,
2018
Louisiana Tech University
A Model Of The Relationship Between Performance Feedback And Goal Setting: A Consideration Of, Affective Cognitive, And Psychological State Effects, Ann-Marie R. Castille
Doctoral Dissertations
Performance feedback meetings are often dreaded, perceived to be worthless, and de-motivating for employees (Culbertson, Henning, & Payne, 2013; Rock, 2008). Although they are intended to enhance motivation and performance (Erez, 1977; Kim & Hamner, 1976), over a third of feedback interventions backfire, resulting in lower rather than higher performance (Kluger & DeNisi, 1996). Motivational theories (i.e., behavioral motivation theory, organizational justice theory, reversal theory, goal setting theory, and theory of planned behavior) provide complementary explanations for the impact of feedback on performance. However, these explanations have not been subjected to comprehensive empirical scrutiny. The purpose of this dissertation was …
Building A Culture Of Workplace Wellness: Perspectives From Philippine Organizations,
2018
Ateneo de Manila University
Building A Culture Of Workplace Wellness: Perspectives From Philippine Organizations, Ma. Regina Hechanova, Jaimee Felice Caringal-Go
Psychology Department Faculty Publications
This study explored approaches to building a culture of wellness in the workplace from a developing country perspective. Focus group discussions with HR practitioners and health professionals in the Philippines were conducted. Deductive thematic analysis was used to organize the data. Results showed that organizations use a variety of strategies in building workplace wellness, which could be classified using the CREATE framework – Communicate, Role model, Engage employees, Align systems, structures and policies, Train, Evaluate and reinforce. The identified strategies and CREATE framework can be utilized as a guide for organizations planning to implement workplace wellness initiatives in a holistic …
Unexpected Effects: The Dual Effects Of Prevalent Work Characteristics On Goal Accomplishment And The Moderating Role Of Proactivity,
2018
Florida Institute of Technology
Unexpected Effects: The Dual Effects Of Prevalent Work Characteristics On Goal Accomplishment And The Moderating Role Of Proactivity, Anna Saelinger
Theses and Dissertations
The present study addressed the issue of the inability of current job design models to account for some of the complexities associated with prominent job characteristics (e.g., autonomy, task variety, and interdependence) by examining the effects of these work characteristics on employee goal accomplishment from the perspective of a new conceptual model: the opposing processes model. Specifically, this research proposed intrinsic motivation and interruptions as opposing mechanisms in the work characteristic-work performance relationship, where the positive effect of one (i.e., intrinsic motivation increasing effort and/or desire to reach one’s goal) would be counteracted by the negative effect of the other …
Word Counts In Response To Cognitively Demanding Essay Prompts As Reflections Of General Cognitive Ability And Broad Cognitive Abilities,
2018
Old Dominion University
Word Counts In Response To Cognitively Demanding Essay Prompts As Reflections Of General Cognitive Ability And Broad Cognitive Abilities, Michael Beaumont Armstrong
Psychology Theses & Dissertations
Natural language processing techniques can be used to analyze text and speech data. These techniques have been applied within many domains to date but have only recently been examined in the domain of personnel assessment. By linking workplace-relevant constructs such as general cognitive ability (GCA) to natural language processing outcomes such as word counts, a foundation for language-based psychological assessment of those abilities can be laid. Over 400 participants were recruited through Amazon Mechanical Turk to write cognitively demanding essays and complete a battery of cognitive tests. Essays were analyzed using Linguistic Inquiry and Word Count (LIWC). Structural equation modeling …
Detecting Deceptive Impression Management Behaviors In Interviews Using Natural Language Processing,
2018
Old Dominion University
Detecting Deceptive Impression Management Behaviors In Interviews Using Natural Language Processing, Elena Margaret Lawrence Auer
Psychology Theses & Dissertations
Deceptive impression management (IM) is often used by applicants in employment interviews to improve their chances of receiving a job offer. Self-report measures of deceptive IM are typically used to evaluate interview faking in a lab setting but are limited when used in practice due to social desirability concerns. Given this limitation, natural language processing (NLP) has potential as a tool to unobtrusively assess raw interview content and measure deceptive IM. This study examined the use of open and closed-vocabulary NLP approaches for the detection of deceptive IM in mock employment interviews. In general, neither of these approaches successfully predicted …
The Effects Of Rating Source, Rating Target, And Job Position On Ratings Of Perceived Training Needs,
2018
Old Dominion University
The Effects Of Rating Source, Rating Target, And Job Position On Ratings Of Perceived Training Needs, Phillip Joseph Dillulio
Psychology Theses & Dissertations
Organizational investments in employee training and development have steadily increased over the past decade, with a recent estimate of $160 billion dollars annually. An important component of any training program is the subsequent training needs assessment (TNA), which provides critical information regarding who and what needs trained. Unfortunately, TNA research is severely limited compared to other aspects of the training process. The primary aim of the current study was to examine two important variables that can potentially influence TNA ratings beyond an actual need for training, the source and target of TNA ratings. Based on the assumptions of attribution theory, …
Job Search: From Setting The Goal To Obtaining The Job,
2018
Florida Institute of Technology
Job Search: From Setting The Goal To Obtaining The Job, Nicholas Aaron Moon
Theses and Dissertations
Job searching is a nearly universal experience with important consequences. Although research on the job search process is extensive, few studies have examined the goals that individuals have during their job search (i.e., employment and job search goals) and the factors that influence these goals over time. However, these goal-related processes are likely to be key in this area given that job searching fundamentally involves goal pursuit and how these processes unfold may have important implications for job seekers. This research begins to fill this gap by examining self-efficacy as an antecedent of job search and employment goals; perceived progress …
Illegitimate Tasks And Employee Silence: A Moderated Mediation Model,
2018
Florida Institute of Technology
Illegitimate Tasks And Employee Silence: A Moderated Mediation Model, Timothy A. Davis
Theses and Dissertations
This study investigated the relationship between illegitimate tasks and employee silence and examined the mediating role of job engagement and the moderating effect of agreeableness and conscientiousness. Grounded in justice theory, stress research, and the engagement literature, this study found illegitimate tasks to positively predict employee silence and negatively predict job engagement. Significant results were not found for the moderation and mediation analysis of personality traits and job engagement, respectively.
Distinguishing Adaptation And Adjustment: Effects On Communication And Safety Performance In Dynamic Work Environments,
2018
Florida Institute of Technology
Distinguishing Adaptation And Adjustment: Effects On Communication And Safety Performance In Dynamic Work Environments, Kayla Lynne Hoelzel
Theses and Dissertations
People are different in their capacities in adapting and adjusting to dynamic workplaces. Previous literature lacks the distinction between the two constructs, which results in a lack of understanding in how adaptation and adjustment influence other organizational variables such as performance. In the current study, I first summarize the current literature on these two constructs from a few different fields in psychology, discuss the theoretical distinctions of these two constructs, and propose that they should be defined as separate constructs. Then, I establish construct validities for both concepts by developing nomological networks for both adaptation and adjustment based on the …
Grateful Beneficiaries And Proud Benefactors: A Moderated Mediation Model Relating Supervisors' Gratitude Expression To Employees' Organizational Citizenship Behavior,
2018
Old Dominion University
Grateful Beneficiaries And Proud Benefactors: A Moderated Mediation Model Relating Supervisors' Gratitude Expression To Employees' Organizational Citizenship Behavior, William Peter Jimenez
Psychology Theses & Dissertations
Few organizational researchers have considered examining gratitude or pride—much less both simultaneously. In the present study, two complementary emotion theories (i.e., affective events theory and broaden-and-build theory) are integrated in an examination of the prosocial consequences of supervisors’ gratitude expression, employees’ authentic and hubristic pride experiences, and employees’ narcissism in a large construction company in China. Results from the analyses of the moderated mediation model pathways indicated that most of the proposed relationships were nonsignificant. Supervisors’ gratitude expression predicted employees’ organizational citizenship behavior (OCB) but did not predict employees’ authentic or hubristic pride. Employees’ hubristic pride—but not authentic pride—predicted employees’ …
Identifying As Lesbian, Gay, Or Bisexual At Work: Implications Of Disclosure Within Work Teams,
2018
Florida Institute of Technology
Identifying As Lesbian, Gay, Or Bisexual At Work: Implications Of Disclosure Within Work Teams, Jesse R. Caylor
Theses and Dissertations
As is the case for members of any stigmatized minority group, lesbian, gay, and bisexual (LGB) individuals face heightened adversity within the workplace (Herek, 2009). However, unlike employees with stigmatized identities that are readily apparent (e.g., race, gender), employees who identify as LGB are afforded a unique opportunity to avoid the adversity associated with their stigma altogether by choosing not to identify themselves (e.g., maintain the appearance of being heterosexual). However, despite the potential negative consequences, many LGB employees choose to disclose their sexual orientation to their coworkers and supervisors. Research on the impact of disclosure behaviors on subsequent job …
Giving To Get Ahead: How To Be Generous Without Being A Doormat,
2018
University of Nebraska-Lincoln
Giving To Get Ahead: How To Be Generous Without Being A Doormat, Kiyomi D. Deards, Leo S. Lo
University of Nebraska-Lincoln Libraries: Presentations
Being a giver will help you succeed. This interactive presentation will focus on the practical application of Adam Grant’s theories about give and take. We will identify the different types of Givers, Matchers and Takers. Grant argues that the most effective organizations and teams have a culture of giving. Interestingly, the best and worst performing people in any organization are both Givers. Why does giving propel some people to the top and drag others down? Don’t be a victim of your own success! Giving strategically can increase your impact and prevent burnout. We will define effective giving and demonstrate how …
Toward Pay Equity: A Motivational Intervention To Reduce Gender Differences In Salary Negotiations,
2018
DePaul University
Toward Pay Equity: A Motivational Intervention To Reduce Gender Differences In Salary Negotiations, Mary Margaret Keegin
College of Science and Health Theses and Dissertations
A persistent wage gap exists between women and men in the United States (Catalyst, 2015; Hegewisch, Ellis, & Hartmann, 2015). Although the reasons behind the wage gap are extremely complex, one of the methods through which pay equity may be reached could involve altering the way people approach their goals at the bargaining table, especially since women tend to underperform relative to men in salary negotiations (Mazei, Hüffmeier, Freund, Stuhlmacher, Bilke, & Hertel, 2015). Salary negotiations represent a critical piece of the pay equity puzzle, particularly when individuals are starting their careers. If equally qualified men and women begin their …
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists,
2018
Old Dominion University
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists, Michael C. Campion, Michael A. Campion, Emily D. Campion
Management Faculty Publications
Big data and its applicability to talent management (TM) as defined by Rotolo et al. (2018) has already been recognized by many outside the field of I-O psychology. The market is beginning to include offerings from vendors for products that use some combination of big data techniques to process vast amounts of data or previously unanalyzable data, which they claim will improve components of TM for organizations. Unfortunately, as noted in the focal article, this “frontier” issue makes it difficult for organizations to separate the wheat from the chaff. Further, with few exceptions, I-O psychology is just beginning …
