Creating The Context For Effective Culture Work,
2017
The Clorox Company
Creating The Context For Effective Culture Work, Matthew Berberich
River Cities Industrial and Organizational Psychology Conference
A culture that embraces change, responds quickly to changing needs and connects everyone at every level as business owners is an exciting future for companies and employees. In this culture leaders learn to unleash the unique potential in each individual to solve problems never solved before. The opportunity for positive impact goes far beyond our daily work. It spills into every area of our lives and in tangible ways impacts the world. Performance metrics and engagement only put you in line for this door to the future. The door can get locked when organizations become lulled into thinking “good-enough” by …
Rape Culture And The Workplace: How Do We Change It?,
2017
University of Tennessee at Chattanooga
Rape Culture And The Workplace: How Do We Change It?, Alexandra Zelin
River Cities Industrial and Organizational Psychology Conference
A recent focal article submitted by Cortina et al. (2017) to the Industrial and Organizational Psychology: Perspectives on Science and Practice journal discusses the need for workplace literature to move away from victim precipitation. Essentially, we as I-O Psychologists need to follow the path of researchers in areas such as criminology and stop placing blame on the victims for being recipients of certain behaviors. The problem with this sentiment is that if we do not measure others’ perceptions of victim behavior in our research we are effectively ignoring the realities of workplace culture, especially when it comes to sexual harassment …
Time After Time: Creating A Culture Of Development By Assessing At Multiple Times,
2017
Middle Tennessee State University
Time After Time: Creating A Culture Of Development By Assessing At Multiple Times, Emilie Seyfang, Sydney L. Reichin, Kali Thompson, Jessie Mcclure, Mark Frame
River Cities Industrial and Organizational Psychology Conference
Organizations that promote a culture of learning and development among their employees are more likely to adapt and remain afloat in the turbulent environment in which most business are facing today. This symposium will discuss how assessing employee performance using varied methods and at different times can help to create culture change over time. The symposium will address the implementation of these methods as well as help practitioners to better understand the implications of changing assessment scores form time-one to time-two. The symposium will address the processes and the obstacles involved with using individual assessments to create long term change …
Making It Stick: The Secret To Developing A Data-Driven Culture,
2017
Appalachian State University
Making It Stick: The Secret To Developing A Data-Driven Culture, Cheryl Nickel, Lorin Farr, Aimee Wood, Shawn Bergman, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
Big data and analytics has been recognized as fundamental to an organization’s success has consistently identified as one of top 10 Workforce Trends in recent years. One of the final steps in an analytics or applied research project is deployment where a solution is integrated into business practices. Without cultural acceptance, however, organizations risk missing out on the full impact that data and evidence-based practices can deliver. Even with data and analytics solutions deployed in business procedures, employees may still make decisions based on hunches and instinct. In order to harness the full potential of data analytics, organizations need to …
Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance,
2017
University of Tennessee at Chattanooga
Are You Really At The Center Of Our Success?: The Effect Of Core Roles On The Relationship Between Individual Performance And Team Performance, Olrica Turnquest
River Cities Industrial and Organizational Psychology Conference
With this increase in team usage among organizations, the ability to establish teams that are able to achieve team goals is becoming increasingly important (Cohen & Bailey, 1997). Despite the myriad of factors that could potentially impact the team’s success, there is one factor of interest that will be examined with this study. More specifically, this study will seek to investigate the relationship between individual performance and overall team effectiveness with the “coreness” of the role as a mediator. A research study conducted by Humphrey, Morgeson, & Mannor (2009) is an example of support for the idea that some roles …
Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce,
2017
Middle Tennessee State University
Effects Of Communication And Negotiation Training On Women’S Entrance Into The Workforce, Macie E. Mussleman, Alexander T. Jackson, Aneeqa Thiele
River Cities Industrial and Organizational Psychology Conference
The purpose of the project is to determine if administering a communication training program to women, with an emphasis on negotiation skills, will influence their starting salaries. More specifically, this project proposes to develop and deliver a communication and negotiation skills training workshop to all of the women in a sorority at a South-Eastern university. The project involves conducting a needs analysis to determine the participant’s current level of communication knowledge and negotiation skills. Once the results of the needs analysis are analyzed, the training program will be formally developed and administered. This study proposes that once women have higher …
Employee Characteristics: Resilience And Self-Efficacy As Protective Factors,
2017
Middle Tennessee State University
Employee Characteristics: Resilience And Self-Efficacy As Protective Factors, Stacey M. Stremic, Macie E. Mussleman, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This study will explore the relationship between self-efficacy and resilience as they affect stress-related outcomes in the workplace. The study will first measure all participant’s self-efficacy and resilience. The experimental group will then receive feedback mirroring that of a negative performance appraisal. The feedback will suggest the participant performed below average on a trivia test. Participants in the control group will receive neutral feedback on the same trivia test. Lastly, all participant’s resilience will be measured a second time. This study will seek to recruit students from a local South-Eastern university. The results of this study will further clarify the …
Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity.,
2017
Middle Tennessee State University
Why Worried Workers Won’T Withdraw: A Proposal To Expand Our Understanding Of The Antecedents And Consequences Of Job Insecurity., Courtney Allen, Matthew Mazzei Ph.D
River Cities Industrial and Organizational Psychology Conference
This proposal introduces a multi-level model of job insecurity that includes moderating factors as well as important organizational outcomes. The multi-level model of job insecurity contends that job insecurity is a precursor to emotional exhaustion, which affects organizational citizenship behavior and innovation. The model also suggest that economic uncertainty increases the likelihood of feelings of job insecurity and its effects. According to the model, emotional exhaustion that results from job insecurity is worsened when employees are in a life stage in which they are primarily responsible for others and when they increase their use of impression management. Emotional exhaustion, however, …
The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S.,
2017
Appalachian State University
The Dark Side Of Performance Appraisals: A Study Of University Librarians Across The U.S., Alexis Hellman, Samantha K. Everett, Cameron L. Brown
River Cities Industrial and Organizational Psychology Conference
Performance appraisals are conducted regularly in professional organizations as a means to evaluate employee performance and overall company effectiveness. Employees and employers alike dread appraisal time; appraisals are often time consuming, tedious, and yield minimal positive results. Previous research has shown that employee perceptions of performance appraisals are important to consider when determining their overall effectiveness. In order to build new systems that could be viewed more positively by managers and employees, a deeper examination into the issues of performance appraisals, especially from the manager’s perspective, is needed. Our study looks at data gathered from a survey given to academic …
Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure,
2017
Auburn University
Organizational Perceptions Of I-O Interventions: Construction Of A Diagnostic Measure, Adam Smith, Sarah Slife, Elizabeth Ritterbush, Rachel Whitman
River Cities Industrial and Organizational Psychology Conference
Despite the fact that Industrial-Organizational (I-O) psychology consultants provide interventions meant to benefit companies, many organizations remain skeptical about the effectiveness of consultants and have concerns about I-O psychologists, their methods, and the results they promise. This skepticism may manifest through resistance towards interventions, resulting in strained client-consultant relationships and a decreased interest in future use of I-O consultant services. Understanding and evading these negative outcomes is highly relevant to the interests of I-O psychology as a whole, but research has yet to quantitatively examine factors contributing to an organization’s decision to pursue I-O consultation. The purpose of the current …
Applicant Reactions To Artificial Intelligence In The Selection Process,
2017
Appalachian State University
Applicant Reactions To Artificial Intelligence In The Selection Process, Hannah Booth, Katie Maness, Logan Ellis, Thorpe Daley, Yasmin Ayala-Johnson, William Hodes, Nile Latowsky, Nkem Obi-Melekwe, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in …
The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs,
2017
Middle Tennessee State University
The Effects Of Self-Efficacy, Perceptions Of Ethical Misconduct, And Guilt-Proneness On Cwbs, Stacey M. Stremic, Sydney L. Reichin, Aneeqa Thiele, Alexander T. Jackson, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This study examined the relationship between generalized self-efficacy, perceptions of ethical misconduct, guilt-proneness, and counterproductive work behaviors. We first hypothesized that self-efficacy would be negatively related to counterproductive work behaviors. Secondly, we hypothesized that perceptions of ethical misconduct and levels of guilt-proneness would mediate the negative relationship between generalized self-efficacy and counterproductive work behaviors. We surveyed 190 undergraduate students. To test our hypotheses, we used serial mediation (self-efficacy perceptions of ethical misconduct Guilt CWBs). Results supported our first hypothesis. However, we did not find support for the mediated relationship proposed in our second hypothesis.
Decision Making: Do People With Dark Triad Traits Utilize Advice?,
2017
Middle Tennessee State University
Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame
River Cities Industrial and Organizational Psychology Conference
This research study seeks to gain a better understanding of the effects of the dark triad (narcissism, Machiavellianism, psychopathy) on advice taking. This research examined whether or not the dark triad traits result in working professionals being more or less likely to accept advice when making a decision. Past research has shown that outcomes are generally more favorable when the person who is making the decision takes the advice of another person into consideration. Despite this fact, I hypothesized that people with higher narcissistic or psychopathic traits will not accept advice when making a decision. Additionally, I hypothesized that Machiavellians …
Female Bystander Intervention In Incidents Of Workplace Sexual Harassment,
2017
The University of Tennessee at Chattanooga
Female Bystander Intervention In Incidents Of Workplace Sexual Harassment, Lauren E. Snowdy, Alexandra I. Zelin
River Cities Industrial and Organizational Psychology Conference
The current study addresses the prevalence of sexual harassment in the workplace and explores the roles of bystanders, or those who witness these encounters, during and after events of workplace sexual harassment. It qualitatively investigates how perceptions of organizational sexual harassment situations influence bystander intervention. It places particular focus on female bystanders’ impressions of female victims. It also considers the role that stigmatization of a victim plays in the intervention of these female bystanders in incidents of workplace sexual harassment. This investigation explores the repercussions of associating with a stigmatized female victim and how the ramifications of females getting involved …
Cross Cultural Examination Of Applicant Reactions To Social Media Screening,
2017
Appalachian State University
Cross Cultural Examination Of Applicant Reactions To Social Media Screening, Yasmin Ayala-Johnson, Yalcin Acikgoz, Ezgi Demircioglu, Canan Sumer
River Cities Industrial and Organizational Psychology Conference
With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant …
The Influence Of Transformational Leadership On Leaders And Followers,
2017
Bellarmine University
The Influence Of Transformational Leadership On Leaders And Followers, Katherine Stottmann, Courtney Keim
River Cities Industrial and Organizational Psychology Conference
In order for a company to be successful and profitable, its managers must display good leadership skills to ensure organizational performance. One well-researched type of leadership is transformational leadership, which includes an emotional attachment between leaders and followers that shapes followers’ goals, values, and beliefs in line with a more motivating vision (Castro, Periñan, & Bueno, 2008; Humphrey; 2014). Transformational leadership has been found to have a significant positive relationship with follower motivation, job satisfaction and job performance (Castro, et al., 2008). We hypothesize that if a manager receives transformational leadership training, there will be a lower turnover rate and …
A Noble Task: Testing An Operational Model Of Clergy Occupational Health,
2017
The University of Tennessee at Chattanooga
A Noble Task: Testing An Operational Model Of Clergy Occupational Health, Drake Terry, Christopher J. L. Cunningham, Ralph W. Hood, Kristen J. Black
River Cities Industrial and Organizational Psychology Conference
In many ways, clergy and religious leaders are an ignored yet high-risk population. In their efforts to ensure the spiritual well-being of their congregations, clergy frequently neglect their own well-being, resulting in stress and burnout, which then can lead to impaired health. This neglect often extends to clergy’s family and congregation. Church members typically seek help from clergy to cope with the loss of loved ones, life crises, and other general life stressors. A clergy member unable to cope with these same challenges in his or her own life may be ineffective at helping church members to cope with their …
Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study,
2017
Western Kentucky University
Investigating The Accuracy Of Parallel Analysis In Underextraction Conditions: A Monte Carlo Study, Justin M. Jones M.S. Candidate, Reagan D. Brown Ph.D.
River Cities Industrial and Organizational Psychology Conference
One of the most important decisions to make when performing an exploratory factor 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 requires 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. Critically, even the choice of …
Examining The Learning-By-Teaching Process Through Concept Maps,
2017
Middle Tennessee State University
Examining The Learning-By-Teaching Process Through Concept Maps, Lindsey Murry, Michael Hein
River Cities Industrial and Organizational Psychology Conference
While learning-by-teaching has been shown to be effective, research in the area lacks a standardization of measurement and manipulations. Meta-analytic evidence has shown that peer tutoring is an effective learning tool for tutors (Cohen, Kulik, & Kulik, 1982); however, these studies do not provide a way of differentiating the effects of explaining versus interacting with the tutees and answering their questions, thus forcing the tutors to identify their own knowledge gaps. Studies that have experimented with the learning-by-teaching method have found that simply preparing to teach can be more effective than other learning techniques, such as only reading or preparing …
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles.,
2017
Middle Tennessee State University
Individuals Reentering The Workforce: Biases, Stereotypes, And Gender Roles., Natalia Ramirez Campos, Richard G. Moffett Iii
River Cities Industrial and Organizational Psychology Conference
The purpose of the proposed study aims to investigate the potential biases that individuals may experience when reentering the workforce after taking time off to raise children. The Ambiguity Aversion Theory (AAT) and the Role Congruity Theory (RCT) are possible theories to suggest reasons why individuals may engage in certain biases when selecting an applicant with or without a gap in the resume. Participants will be asked to either hire or not hire an applicant for a job based on the applicant’s qualifications described in a narrative. Gender of the applicant will vary across conditions. The narrative will include information …
