Response Distortion On Personality Tests In Applicants: Comparing High-Stakes To Low-Stakes Medical Settings,
2018
Deakin University
Response Distortion On Personality Tests In Applicants: Comparing High-Stakes To Low-Stakes Medical Settings, Jeromy Anglim, Stefan Bozic, Jonathon Little, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The current study examined the degree to which applicants applying for medical internships distort their responses to personality tests and assessed whether this response distortion led to reduced predictive validity. The applicant sample (n = 530) completed the NEO Personality Inventory whilst applying for one of 60 positions as first-year post-graduate medical interns. Predictive validity was assessed using university grades, averaged over the entire medical degree. Applicant responses for the Big Five (i.e., neuroticism, extraversion, openness, conscientiousness, and agreeableness) and 30 facets of personality were compared to a range of normative samples where personality was measured in standard research settings …
Effects Of Group-Discussion Integrative Complexity On Intergroup Relations In A Social Dilemma,
2018
Singapore Management University
Effects Of Group-Discussion Integrative Complexity On Intergroup Relations In A Social Dilemma, Guihyun Park, Richard P. Deshon
Research Collection School of Social Sciences
Organizations increasingly rely on team-based work systems-yet intergroup behavior is predisposed toward competition, which can render conflict management in organizations especially difficult. Based on the integrative complexity model of group decision-making and the literature on intergroup social dilemmas, we argue that a lack of quality group discussion (i.e., low integrative complexity) can heighten group members' sense of greed toward and fear of other groups-and, by doing so, increase the likelihood that a group will decide to compete. Accordingly, we propose and evaluate two interventions that target group-discussion dynamics to promote the integrative complexity of group discussion and intergroup cooperation: structured …
Broad Skill Focused Job Seeking: A Study Of Intervention And Employment Outcomes,
2018
CUNY Graduate Center
Broad Skill Focused Job Seeking: A Study Of Intervention And Employment Outcomes, Eric A. Knudsen
Dissertations, Theses, and Capstone Projects
The job search has been the subject of research across many disciplines adopting varied perspectives. However, the industrial-organizational psychology literature on the job search has failed to properly consider the role of individual differences in thought about the utility of job skills independent of context. This dissertation is an attempt to establish and study the construct of broad skill focus- the extent to which individuals adopt a perspective and understanding of the broader generalizability of their work skills, versus their context-specific applications (i.e., the settings in which they were learned). As no measurement tool exists for studying this construct, Study …
Leadership Ineffectiveness: The Interactive Effects Of Leader Personality, Job Demands, And Job Resources On Ethical Climate And Employee Turnover Intentions,
2018
CUNY Graduate Center
Leadership Ineffectiveness: The Interactive Effects Of Leader Personality, Job Demands, And Job Resources On Ethical Climate And Employee Turnover Intentions, Michelle D. Corman
Dissertations, Theses, and Capstone Projects
Goals of the present research were to demonstrate that: (a) leadership personality is related to employee perceptions of the organization’s ethical climate; (b) leader job stress moderates this relationship for certain personality attributes; and (c) such leader-associated ethical climate, in turn, is related to employee turnover intentions and ultimate turnover (see Figure 1). Specifically, I investigated how individual differences in certain leadership “dark side” traits interact with leader job stress to influence the perceived ethical climate of their employees, to ultimately impact employee turnover intentions and turnover. Another goal of this research was to make unique predictions for the leadership …
Creativity And Performance: The Effects Of Working In Groups Versus Working Individually,
2018
College of Saint Benedict/Saint John's University
Creativity And Performance: The Effects Of Working In Groups Versus Working Individually, John Beckius
Celebrating Scholarship and Creativity Day (2018-)
I-O Psychologists are interested in factors that can affect work productivity and performance among an organization’s employees. Some professionals argue that two heads are better than one when it comes to being innovative and coming up with creative solutions, however, others state the opposite given that group settings tend to result in many hindering factors such as conformity and production blocking. In the present study, we attempted to determine whether or not there is a differential impact of working groups and working individuals on creativity and performance. This was measured through a divergent thinking task based on Guilford’s Alternative Uses …
Positive Organizational Leadership: Some Recent Findings In Positive Organizational Scholarship,
2018
University of San Diego
Positive Organizational Leadership: Some Recent Findings In Positive Organizational Scholarship, Lawrence Chan
M.A. in Leadership Studies: Capstone Project Papers
The study of positivity is multifaceted, with roots across psychology, philosophy, and more recently organizational behavior (Csikszentmihalyi, 1997; 2014). This review article highlights the framework from which the study of positivity originates, and then explores positive behaviors in the workplace that have correlated to increases in fulfillment, productivity, engagement, and leadership capacity (Cameron & Dutton, 2003). This essay reveals core components of positive organizational scholarship (POS), notably the interaction of positivity within job demands and job resources, positive employee engagement, and positive deviance, and uncovers some recent findings of these POS components in empirical research and application within human resource …
Mindfulness As A Vigilance Intervention: Examining Its Impact On Stress And Mental Demand,
2018
University of Missouri, St. Louis
Mindfulness As A Vigilance Intervention: Examining Its Impact On Stress And Mental Demand, Kelli Huber
Dissertations
Occupations involving vigilance performance (i.e., sustained attention in monitoring for rare environmental threats) are known to experience vigilance decrement, a decline in performance over time. These occupations are known to be cognitively and emotionally challenging, giving rise to harmful effects for employees in them and presenting safety implications for the welfare of others. The current study investigated mindfulness as a potentially viable intervention to alleviate outcomes of vigilance demands: stress and mental demand. A mindfulness induction was compared to an unfocused control condition in which both were administered during a break from a vigilance task, specifically, a baggage screening task. …
Book Review - Drive: The Truth About What Motivates Us,
2018
Brigham Young University
Book Review - Drive: The Truth About What Motivates Us, Wyatt Pagano
Marriott Student Review
This is a book review of Drive: The Truth About What Motivates Us by Daniel Pink.
Special Issue - Call For Papers: Applications Of Judgment And Decision Making To Problems In Personnel Assessment,
2018
P. Universidad Católica de Chile
Special Issue - Call For Papers: Applications Of Judgment And Decision Making To Problems In Personnel Assessment, Edgar E. Kausel, Alexander T. Jackson
Personnel Assessment and Decisions
No abstract provided.
Content Of Qualitative Feedback Provided During Structured, Confidential Reference Checks,
2018
SkillSurvey, Inc.
Content Of Qualitative Feedback Provided During Structured, Confidential Reference Checks, Cynthia A. Hedricks, Disha Rupayana, Leigh Puchalski, Chet Robie
Personnel Assessment and Decisions
The present study used text analytics software to examine the unstructured (or qualitative) data provided by job references during confidential, multi-rater reference checks. With respect to both work-related strengths and areas of improvement, job references more frequently provided words or short phrases relating to “soft skills” such as working with others and communication as opposed to “hard skills” such as computer programming or mathematics. While some commonalities across jobs were found to exist, the frequency of identified categories for both work-related strengths and areas of improvement did differ across jobs.
Investigating Three Approaches Of Using Personality To Predict Competency-Based Performance,
2018
Hogan Assessment Systems
Investigating Three Approaches Of Using Personality To Predict Competency-Based Performance, Blaine Gaddis, Brandon Ferrell
Personnel Assessment and Decisions
Organizations often use competencies to drive human capital initiatives such as recruitment, selection, training, and promotion. To serve such organizations, practitioners now offer various competency-based research solutions incorporating personality assessments to predict these competencies. Each approach begins by mapping competencies from an organization’s model to scientific models backed by synthetic and content validity evidence to align personality dimensions with each competency. This helps determine which personality dimensions drive performance for each competency. In this paper, we compare scale-based profiles, subscale-based algorithms, and scale-based algorithms to investigate the consistency of scores across methods and how effective each method is in predicting …
Critical Analytic Thinking Skills: Do They Predict Job-Related Task Performance Above And Beyond General Intelligence?,
2018
MITRE Corporation
Critical Analytic Thinking Skills: Do They Predict Job-Related Task Performance Above And Beyond General Intelligence?, Sara Beth Elson, Robert Hartman, Adam Beatty, Matthew Trippe, Kerry Buckley, John Bornmann, Elaine Bochniewicz, Mark Lehner, Liliya Korenovska, Jessica Lee, Les Servi, Alison Dingwall, Paul E. Lehner, Maurita Soltis, Mark Brown, Brandon Beltz, Amber Sprenger
Personnel Assessment and Decisions
Employers and government leaders have called attention to the need for critical thinking skills in the workforce, while business trends toward evidence-based decision making also highlight the increasing importance of the critical thinking skill set. Although studies have examined the relationship of critical thinking to behaviors or job performance, many have missed a key component: incremental predictive validity of critical thinking beyond cognitive ability. The current study defines critical thinking, presents results from a test development effort in which the conceptual definition was operationalized as a measure of critical analytical thinking skills for government analysts, and presents results of a …
Creating Test Score Bands For Assessments Involving Ratings Using A Generalizability Theory Approach To Reliability Estimation,
2018
Baruch College, City University of New York
Creating Test Score Bands For Assessments Involving Ratings Using A Generalizability Theory Approach To Reliability Estimation, Charles Scherbaum, Marcus Dickson, Elliott Larson, Brian Bellenger, Kenneth Yusko, Harold Goldstein
Personnel Assessment and Decisions
The selection of a method for estimating the reliability of ratings has considerable implications for the use of assessments in personnel selection. In particular, the accuracy of corrections to validity coefficients for unreliability and test score bands are completely dependent on the correct estimation of the reliability. In this paper, we discuss how generalizability theory can be used to estimate reliability for test score bands with assessments involving ratings. Using selection data from a municipal entity, we demonstrate the use of generalizability theory-based compare the implications of its use in test score banding compared to the traditional approach.
Justice Perceptions Of Team Disciplinary Actions In The Workplace,
2018
Western Kentucky University
Justice Perceptions Of Team Disciplinary Actions In The Workplace, Austin Lee Rettke
Masters Theses & Specialist Projects
This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment severity (moderate and severe), two types of punishment distribution (consistent and conditional), and …
The Influence Of A Proposed Margin Criterion On The Accuracy Of Parallel Analysis In Conditions Engendering Underextraction,
2018
Western Kentucky University
The Influence Of A Proposed Margin Criterion On The Accuracy Of Parallel Analysis In Conditions Engendering Underextraction, Justin M. Jones
Masters Theses & Specialist Projects
One of the most important decisions to make when performing an exploratory factor or principal component 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 could benefit from 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 …
A Review Of Supreme Court Cases Involving Workplace Retaliation: 2006-2018,
2018
Western Kentucky University
A Review Of Supreme Court Cases Involving Workplace Retaliation: 2006-2018, Rachel Quinn Pearson
Masters Theses & Specialist Projects
Employers want to reduce or eliminate claims of employee retaliation whenever possible because of associated negative organizational consequences such as legal liability, various financial costs for the organization, and negative effect on employee morale. As such, it is important to identify the factors that impact the court’s decision to rule in favor of the plaintiff or the defendant. The purpose of the present study is to identify factors driving the court’s decision, as well as to review the implications of recent Supreme Court holdings for retaliation issues. Supreme Court cases involving a claim of employee retaliation from BNSF v. White …
Mixing Matching And Sabermetrics: Combining Advanced Analytics And The Generalized Matching Law In Nfl Football Play-Calling,
2018
Western Michigan University
Mixing Matching And Sabermetrics: Combining Advanced Analytics And The Generalized Matching Law In Nfl Football Play-Calling, Jacob Bradley
Dissertations
The fields of advanced analytics in sports and quantitative analysis of behavior as it applies to sports have developed independently over the last several decades. Both fields share the common goal of using a quantitative approach to describe and predict behavior within sports beyond the common traditional verbal accounts. To date, the two fields have not directly intersected. The current study provides an overview of advanced analytics and quantitative analysis of behavior in sports, demonstrates how the two fields can be combined to better account for the behavioral processes involved in decision-making in sports, and identifies several possible ways the …
Perceptions Of Uncivil And Sexual Harassment Perceptions By Gender, Employment Status, And Likelihood To Sexually Harass,
2018
Western Kentucky University
Perceptions Of Uncivil And Sexual Harassment Perceptions By Gender, Employment Status, And Likelihood To Sexually Harass, John Schroader
Masters Theses & Specialist Projects
This research examined gender and employment status (full-time worker or student) differences in perceptions of workplace sexual harassment and incivility. Previous and recent meta-analyses suggested small effects by gender. The current research introduced a method of measuring perceptions by forcing a choice of identifying a behavior as sexual harassment, incivility, or neither. The instrument was designed in this way to determine if small effects existed because males tended to have overlapping definitions of sexual harassment and incivility. Propensity to sexually harass was also measured. Results suggest no gender or employment status effects on the method, but propensity to sexually harass …
Predicting Score Change: An Empirical Investigation Of Cheating On Unproctored Employment Tests,
2018
Old Dominion University
Predicting Score Change: An Empirical Investigation Of Cheating On Unproctored Employment Tests, Katelyn J. Cavanaugh
Psychology Theses & Dissertations
Unproctored internet testing (UIT) is used widely to administer employment tests (Fallaw, Solomonson, & McClelland, 2009), although cognitively loaded tests delivered by UIT are suspected to offer test takers greater opportunities to cheat and increase the risk of test taker cheating (Chapman & Webster, 2003; Tippins et al., 2006; Tippins, 2009). Despite the wide use and suspected cheating concerns, there is a dearth of research investigating cheating on cognitively loaded UITs (Naglieri et al., 2004; Beaty et al., 2011). Based on the lack of theoretically-grounded empirical studies, the current study had two goals: (1) identify which cheating methods are used …
The Effects Of Selection System Characteristics And Privacy Needs On Procedural Justice Perceptions: An Investigation Of Social Networking Data In Employee Selection,
2018
Old Dominion University
The Effects Of Selection System Characteristics And Privacy Needs On Procedural Justice Perceptions: An Investigation Of Social Networking Data In Employee Selection, Rachel C. Callan
Psychology Theses & Dissertations
Privacy violations have been suggested as an important variable in procedural justice perceptions, but the nature of this relationship is not well understood. Privacy has been investigated as a precursor to overall justice perceptions, but to date no published research investigates the role of privacy in the Gilliland procedural justice model (1993), one of the most influential procedural justice models in the literature. This dissertation explored this relationship by applying the Gilliland model to a situation rife with potential privacy issues: the use of social networking site information in employee selection. As in Gilliland’s model, selection system characteristics altered procedural …
