The True Danger Of Colors: Injury Probability During Turnaround Phases In A Refinery,
2025
Appalachian State University
The True Danger Of Colors: Injury Probability During Turnaround Phases In A Refinery, Nicholas Rupert, Taylor Brynds, Firzana Syazania, Drew Sipe, Mariana Solanilla, Shawn Bergman, Timothy Ludwig, Madalyn Stephens
River Cities Industrial and Organizational Psychology Conference
Introduction Safety incidents during turnaround phases represent 50% of overall incidents occurring at a refinery. This study aims to understand the different phases, the incident occurrence during such phases, and determine where to have more observations happen during such phases (Ludwig & Laske, 2022). Methods Our team took data from the turnaround phases of an oil refinery in between the years of 2022 to 2023. This involved taking data from the plant and each individual subdivision and pulling only the ones that went through a turnaround phase in the timeframe provided. Out of the fifty-four departments that we gathered information …
Safety Reporting, Production Rates, And Their Effects On The Severity Of Occupational Injuries,
2025
Appalachian State University
Safety Reporting, Production Rates, And Their Effects On The Severity Of Occupational Injuries, Ivan Salinas Raya, Devaughn Burnett-Garrett, Ailyn Sanchez Corral, Drew Sipe, Madalyn Stephens, Shawn Bergman, Timothy Ludwig
River Cities Industrial and Organizational Psychology Conference
Introduction Despite significant advancements in occupational safety and health, there will likely always be individuals who sustain injuries (Hassan & Khalifa, 2025). Prior work has examined observation and feedback as potential means to reduce injury rates over time (Ludwig & Laske, 2023). However, there is limited research on how to reduce the severity of injuries. If we can understand factors that relate to injury severity, we can reduce injury severity, which would lead to a safer work environment. In this study, we examine how production rates and safety variables influence the severity of injuries in the workplace. Methods This research …
Does Messenger Matter? Trainer Differences In Sexual Harassment Training For Young Workers,
2025
Appalachian State University
Does Messenger Matter? Trainer Differences In Sexual Harassment Training For Young Workers, Brenna Mcnamara, Vipanchi Mishra, Kemp Ellington, Jacqueline Bergman
River Cities Industrial and Organizational Psychology Conference
Abstract Background In 2016, the EEOC called for the need to spread awareness to young workers about sexual harassment. Previous research has been conducted on this issue by implementing a training specifically designed for younger workers (Stewart & Davison, 2021). The proposed study is an extension of this project. Previous research has examined messenger gender in sexual harassment training or legal policy awareness and suggests that female-led messening may incite stereotyped responses, particularly when coupled with a stereotype-incongruent occupation (Tinkler et al., 2015; Rawski et al., 2024), while diversity training led by white males (non-diverse population) is rated less favorably …
Hiding Or Thriving? Psychological Safety, Identity Management, And Well-Being Among Employees With Invisible Disabilities,
2025
Appalachian State University
Hiding Or Thriving? Psychological Safety, Identity Management, And Well-Being Among Employees With Invisible Disabilities, Claire Parson, Brooke Burrows, Jacqui Bergman, Rose Mary Webb
River Cities Industrial and Organizational Psychology Conference
Abstract Background Individuals with invisible disabilities face unique challenges because, unlike those with visible disabilities, they may not know how others will respond if their identity is revealed (Quinn & Chaudoir, 2009). As a result, employees must navigate identity management strategies such as concealing, downplaying, or disclosing their disability (Markou & Papakonstantinou, 2025). While these strategies can be protective, they may undermine authenticity and increase emotional exhaustion. Organization and supervisor support are theorized to foster psychological safety (Frazier et al., 2017)—the belief one can take interpersonal risks without fear of negative consequences (Edmondson, 1999)—which may shape healthier identity management choices. …
Reducing Barriers To Workplace Accommodation For Neurodiverse Employees,
2025
Appalachian State University
Reducing Barriers To Workplace Accommodation For Neurodiverse Employees, Drew Sipe, Jessica Doll
River Cities Industrial and Organizational Psychology Conference
Reducing Barriers to Workplace Accommodation for Neurodiverse Employees The Americans with Disabilities Act (ADA) established legal protections for employees with disabilities requiring workplace accommodations (American with Disabilities Act, 1990), however research demonstrates that neurodiverse employees continue to face barriers to disclosure and support (Doyle, 2020; Rollnik-Sadowska & Grabińska, 2024). Despite the implementation of formal accommodation request processes, a gap often remains between the accommodations employees receive and those they perceive as necessary (McDowall et al., 2023). This study aims to answer: How can organizations reduce barriers to satisfactory workplace accommodations for neurodiverse employees? Methods Guided by organizational support theory (OST), …
Integrating An Ai Chatbot To Improve The Eugene Career Exploration Platform,
2025
Appalachian State University
Integrating An Ai Chatbot To Improve The Eugene Career Exploration Platform, Ethan Fountain, Lilly Basler, Tony Grebentsov, Jamie Da Costa, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Abstract Background Many psychology students face underemployment, despite having employable skills; however, this underemployment can be reduced by teaching undergraduate students the job-ready skills they earn in their bachelor's degree (Burning Glass Institute, 2024). The research team implemented a website named Eugene, a tool that shows career options for psychology majors tailored by knowledge, skills, and abilities (KSAs) they earn in their courses. The 2025 student assessment of Eugene indicated that 63% of respondents would use Eugene when considering post-graduation plans; however, when asked about the limitations of Eugene, over 40% responded that both the structure and instructions could be …
Take Your Time: Using Natural Language Processing On Safety Reports To Reduce Incident Likelihood,
2025
Appalachian State University
Take Your Time: Using Natural Language Processing On Safety Reports To Reduce Incident Likelihood, Sophia Lewis, Ethan Fountain, Nick Rupert, Drew Sipe, Madalyn Stephens, Timothy Ludwig, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Abstract Workplace injuries carry significant social and financial consequences for both employees and employers. Through Behavior-Based Safety (BBS), workplaces both identify at-risk behaviors to reduce injuries and their consequences while also encouraging individuals to recognize and reinforce safe behaviors that promote safer practices (Ludwig & Laske, 2022). Most companies already use this process; however, there are often problems with the quality of these reports, aka ‘pencil whipping’ (marking reports blank or lacking any meaningful information). We aim to determine if there is a connection between the quality of safety reporting and incident likelihood, and what dimensions of ‘quality’ have the …
Ai-Enhanced Resume Development,
2025
Appalachian State University
Ai-Enhanced Resume Development, Manny N. Golfe Jr, Abby Crane, Leah Hughes, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Abstract Background Resumes are often the first impression employers have of students, yet a plethora of graduates face underemployment, potentially due to poorly advocating for unrecognized skills. Almost half of recent graduates are underemployed one year after graduation (Vedder et al., 2013). Surveys show students constantly feel unprepared for the workforce and tend to fail to present their knowledge and skills effectively on resumes (Suleman, 2018). This study supports psychology students of Appalachian State University by improving Eugene, a tool used by students to input their courses and receive an output of knowledge, skills, and abilities (KSAs) and jobs they …
Automating Insight: Ai-Driven Ksa Extraction For Career Clarity,
2025
Appalachian State University
Automating Insight: Ai-Driven Ksa Extraction For Career Clarity, Lilly M. Basler, Jamie Da Costa, Lauryn Womble, Claire Parson, Brenna Mcnamara, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Abstract Background Underemployment is a battle that many psychology undergraduates face (Burning Glass Institute, 2024). This can be discouraging, and students are often unaware of alternative postgraduate options to graduate school (Halonen, 2013). To combat this, the research team has created Eugene, an online tool that can be used for career exploration. Students select from a list of psychology courses, and Eugene produces the knowledge, skills, and abilities (KSAs) they have gained in those courses alongside a list of potential jobs they may be qualified for. Currently, the team has a methodology in place that involves having multiple faculty members …
Pathways To Second Chances: A Multidisciplinary Integrative Review Of 25 Years Of Research On The Employment Of Formerly Incarcerated Individuals,
2025
University Of Alabama At Birmingham
Pathways To Second Chances: A Multidisciplinary Integrative Review Of 25 Years Of Research On The Employment Of Formerly Incarcerated Individuals, Tamanna K. Patel, C. Allen Gorman, Sarah C. Tucker, Joseph R. Himmler, Tanya F. Contreras
River Cities Industrial and Organizational Psychology Conference
In this paper, we present an integrative review of the research literature on the challenges and opportunities surrounding the employment of formerly incarcerated individuals (FIIs). Our primary aim is to integrate 25 years of multidisciplinary evidence into vocational behavior scholarship, offering an employment life-cycle framework that identifies research gaps and practical implications for employers. Grounded in a multidisciplinary approach, we synthesize research across various domains, including criminal justice, psychology, sociology, law, economics, and management, to provide a holistic understanding of the systemic barriers that hinder FIIs' reintegration into the workforce. We introduce an integrative framework that examines the employment life …
Who Becomes “One Of Us”? Leaders’ Core Self-Evaluation And Prototypicality,
2025
Middle Tennessee State University
Who Becomes “One Of Us”? Leaders’ Core Self-Evaluation And Prototypicality, Mobina Mohammadi, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Social Identity Theory of Leadership emphasizes the importance of prototype-based depersonalization and followers’ behavior roles by suggesting that they grant leaders power, charisma, and higher status (Hogg, 2001). Core self-evaluation (CSE) encompasses individuals’ core appraisals about their self-worth and competencies (Chang et al., 2012). Judge et al. (1997) highlighted four traits in their model: self-esteem, generalized self-efficacy, emotional stability, and locus of control. leaders’ self-construct guides how subsequent experiences are interpreted to describe who the leader is and who they can become, which suggests the importance of determining how the self-construct is composed and altered to positively accelerate leader development …
Impact Of Artificial Intelligence On Employee Job Performance, Communication, And Job Security,
2025
Austin Peay State University
Impact Of Artificial Intelligence On Employee Job Performance, Communication, And Job Security, Andrew S. Duck, David Earnest
River Cities Industrial and Organizational Psychology Conference
The recent mass influx of Artificial Intelligence (AI) over the last 10 years has impacted how many professions operate (Olan et al., 2023). These operational changes include a decrease in clerical positions as AI tools, such as language automation software, have been implemented to replace routine tasks like data entry and shift scheduling (World Economic Forum, 2023). Changes can also be seen in healthcare, where AI diagnostic tools assist doctors in interpreting medical images, such as tears or fractures (Gitto et al., 2024). Research supports AI integration benefits, including reduced employee burnout and lower turnover rates in jobs such as …
Understanding The Effect Of Perceived Supervisor Unavailability On Job Satisfaction, Counterproductive Work Behaviors, And Intent To Quit,
2025
University of Tennessee at Chattanooga
Understanding The Effect Of Perceived Supervisor Unavailability On Job Satisfaction, Counterproductive Work Behaviors, And Intent To Quit, Paul-Augustin Wasner, Christopher J. Cunningham, Brian J. O'Leary, Kristen Black
River Cities Industrial and Organizational Psychology Conference
This study aims to examine the influence of supervisor unavailability on employee job satisfaction, counterproductive work behaviors, and intent to quit. It introduces the construct of Perceived Supervisor Unavailability (PSU), defined as the employee's perception that their supervisor is not present, reachable, or responsive during times when support or input is expected or needed. Grounded in Job Demands-Resources and Social Exchange Theory, this study will look at personal and organizational resources as mediators of the PSU-work outcomes relationship. Role clarity acting as personal resource and perceived supervisor and organizational support, acting as organizational resources are expected to reduce the influence …
Anxiously Engaged: General Anxiety As A Moderator Of Techno-Insecurity And Work Engagement,
2025
Auburn University Main Campus
Anxiously Engaged: General Anxiety As A Moderator Of Techno-Insecurity And Work Engagement, Amy H. Kim, Ava D. Paull, Michelle Nguyen, Paige Watson
River Cities Industrial and Organizational Psychology Conference
As technology advances in the workplace, employees are feeling left behind and increasingly subjected to new stressors, such as techno-insecurity. Techno-insecurity is defined as employees feeling threatened about their job security due to the increasing integration of technologies (Ragu-Nathan et al., 2008). According to the Conservation of Resources (COR) theory (Hobfoll, 1989), techno-insecurity represents an anticipated loss of resources (e.g., job, income) due to technology. Consistent with the broader job insecurity research (Jiang & Lavaysse, 2018), this resource threat may undermine employee motivation, such as work engagement (WE; i.e., a positive state characterized by persistent work-related focus, commitment, and energy, …
The Role Of Personality And Feedback Acceptance,
2025
Austin Peay State University
The Role Of Personality And Feedback Acceptance, Olivia Funderburg Glassell, David Earnest
River Cities Industrial and Organizational Psychology Conference
Previous research has identified links between the Big Five traits of openness to experience, conscientiousness, and agreeableness, and employees' receptivity and feedback acceptance. Most studies examined these traits independently, which offers only a partial view of how personality influences feedback acceptance. The unexplored relationship of how these traits interact with psychological resilience may explain why some employees constructively engage with feedback and others disengage. The current study proposes to investigate the combined influence of personality traits and psychological resilience on feedback acceptance in the workplace. Employing a correlation design, researchers will recruit full-time employees from various industries in the United …
Understanding Organizational Drivers Of Employee Ratings Of Startups,
2025
Kennesaw State University
Understanding Organizational Drivers Of Employee Ratings Of Startups, Trinity Vuu, Jimena Lopez Flores, Dianhan Zheng, Tianxi Dong
River Cities Industrial and Organizational Psychology Conference
Attracting new talent can be a major hurdle for startup companies, particularly in competitive sectors like Artificial Intelligence (AI) and Financial Technology (FinTech). These organizations frequently face stigmatic challenges related to limited reputation, lower compensation, and perceptions of poor work-life balance (WLB), which can deter potential job candidates. Therefore, job seekers often rely on online platforms such as Glassdoor to gain insights regarding how current or former employees rated these startups in specific aspects, such as compensation, organizational culture, and WLB. However, it is unclear which aspects of the organizational environment are related to overall employee ratings of startups and …
Stress Fasting Under Pressure: The Role Of Demands And Control On Healthy Eating,
2025
Middle Tennessee State University
Stress Fasting Under Pressure: The Role Of Demands And Control On Healthy Eating, Gulnur Ashyrnepesova, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Stress fasting under pressure: The role of demands and control on healthy eating Gulnur Ashyrnepesova Dr. Alexander T. Jackson Stress plays an essential role in daily life, influencing physical and mental health. Many people face recurring stress cycles, like exam periods requiring a balance of deadlines and responsibilities. Over time, these cycles can become chronic stress, affecting psychological well-being, eating, sleep, and overall health. Stress often leads to coping behaviors such as overeating, reliance on stimulants, or stress fasting, skipping meals when demands and strain overwhelm. Academic and professional environments with high demands often push individuals to prioritize performance over …
The Silent Strain: Workplace Hazing As A Hidden Organizational Stressor.,
2025
Appalachian State University
The Silent Strain: Workplace Hazing As A Hidden Organizational Stressor., Madalyn Stephens, Timothy Huelsman
River Cities Industrial and Organizational Psychology Conference
Between 25% and 75% of working Americans report experiencing hazing at some point in their careers (Thomas et al., 2021). This wide range is partly due to underreporting, often driven by fears of retaliation, termination, or stalled career progression (Thomas et al., 2021; Tolfer et al., 2016). Despite its frequency, research has historically focused on non-workplace contexts, leaving a critical gap in understanding its organizational impact.Although definitions of hazing vary across disciplines, four consistent characteristics emerge: it is temporary, unidirectional, coercive, and coalitional (Thomas et al., 2021). These elements form the conceptual foundation for this study. In this study hazing …
The Role Of Fairness, Transparency, And Feedback In Driving Motivation And Performance Among Employees In Incentive-Based Roles,
2025
University of Tennessee at Chattanooga
The Role Of Fairness, Transparency, And Feedback In Driving Motivation And Performance Among Employees In Incentive-Based Roles, Wesley C. Gibbs
River Cities Industrial and Organizational Psychology Conference
Organizations are under increasing pressure to design reward systems that are not only competitive but also perceived as fair and transparent by employees. This issue is particularly salient in today’s workforce, where pay transparency legislation and widespread information sharing have heightened employee expectations for openness and equity. Guided by Equity Theory and organizational justice frameworks, the present study is aimed to investigate how pay fairness, reward transparency, and feedback quality interact to shape motivation and job performance, including discretionary effort. A survey of professionals in incentive-driven roles will be conducted, using validated measures of distributive justice, reward transparency, feedback environment, …
Leading Through The Ai Transition: How People Managers Build Ai-Ready Teams,
2025
Workplace Labs
Leading Through The Ai Transition: How People Managers Build Ai-Ready Teams, Neil Morelli
River Cities Industrial and Organizational Psychology Conference
Over half of executives believe their businesses won't survive past 2030 without large-scale AI adoption. Yet most organizations struggle with either chaotic tinkering or paralyzed indecision. The key to purposeful adoption? Empowering managers to lead their teams through this transition. This keynote provides managers with a structured approach to AI adoption: collaborate with AI before delegating to it. Through real-world use cases and practical frameworks, attendees will learn how to transform AI from a perceived threat into a team advantage. The session includes a hands-on demonstration of using generative AI for performance review preparation, providing a specific example that managers …
