Industrial and Organizational Psychology Commons^™

Developing A Conditional Reasoning Test For Impression Management, Kirsten Montanari, Devon Hickman, Thomas Skora, Yalcin Acikgoz, Yonca Toker

River Cities Industrial and Organizational Psychology Conference

Individuals engage in impression management behaviors in most social situations. However, one of the most prone settings to impression management is the work context. Even though the extent to which an individual performs impression management behaviors is influenced by situational factors, it is also plausible that there is a dispositional component involved, as some people are more likely to engage in impression management behaviors than others. Therefore, it is important to be able to measure the extent to which individuals are likely to engage in impression management. In this study, an innovative approach to the measurement of impression management is …

Recruitment Source Usage And Decision-Making Styles: An Examination Of The Individual Differences Hypothesis, Danielle Reagan, Liam Nield, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

The individual differences hypothesis suggests that individuals with varying characteristics are attracted to different recruitment sources, which leads to differences in relative effectiveness of recruitment sources. In our study, we will examine the recruitment sources participants use and their decision-making styles to investigate whether there is a relationship between decision-making styles and the sources used when job searching. Though research has been conducted on employees’ performance differences and recruitment sources, these studies generally use the source which employees were hired through, and assume employees prefer that source. Due to the possibility of multiple sources being used, this could be inaccurate. …

Promotion Recommendations Of All Sizes, Jeanette Badar, Judith Van Hein

River Cities Industrial and Organizational Psychology Conference

This study investigates weight stereotypes on promotion decisions. Previous research has focused on obesity stereotypes in the workplace regarding weight discrimination, when comparing average weight individuals to overweight and/or obese individuals. However, research has not investigated weight discrimination in the workplace setting for very thin individuals as compared to overweight individuals. Additionally, very little research has been conducted regarding weight discrimination on promotion decision-making. Based on previous research, this study hypothesizes: (1) Overweight promotional candidates will be discriminated against at a higher rate than thin promotional candidates; (2) Based on the similarity-attraction theory, thin individuals will be more likely to …

Self-Assessments Of Decision Making Under Stress In A Flight Operations Center Simulation, Jessi Pope, Dr. Michael Hein

River Cities Industrial and Organizational Psychology Conference

Past research has demonstrated individuals’ lack the ability to accurately self-assess their competencies in comparison to external assessments (Davis et al., 2006). Other research has explored various factors that contribute to individuals being able to adequately predict their performance on a task, such as self-concept, prior task experience, and actual task performance (Davis, Fedor, Parsons, & Herold, 2000). The aim of this research is to examine the impact of participation in a flight operations center simulation on individuals’ self-perceptions of their ability to make decisions under stress. Prior to and after participating in three simulations, where teams of senior aerospace …

Consistency Is Key: Intercollegiate Athlete Perceptions Of The Justice Of Team Disciplinary Decisions, Justin M. Jones M.S. Candidate, Elizabeth L. Shoenfelt Ph.D.

River Cities Industrial and Organizational Psychology Conference

Discipline and, how it is perceived, is of great consequence to organizations. Importantly, how disciplinary decisions are determined and carried out can influence the attitudes, behavior, and emotions of organizational members both positively and negatively (Ball, Trevino, & Sims, 1992). Although there is a dearth of research investigating the perceptions of those receiving punishment, it is equally important to understand the perceptions of those observing the disciplinary process. The purpose of this study was to investigate perceptions of justice involving disciplinary decisions in an intercollegiate team sport setting. Male and female intercollegiate athletes (N = 204) provided open ended responses …

An Examination Of Common Strategies To Improve Intergroup Relations And Minority Group Members’ Perceptions Of Group Social Standing And Individual Power, Marie Carroll

River Cities Industrial and Organizational Psychology Conference

With few exceptions, the research examining perspective taking and empathy as intergroup relation strategies has focused on the benefits of each strategy on members of the majority group (Vorauer & Quesnel, 2016). However, when researchers have included measures to examine the effects of these intergroup relation strategies on minority group members, they have only focused on how enjoyable the experience was for the target and if they experienced happiness as a result of the experience (e.g., Vorauer, Martens, & Sasaki, 2009) For instance, Todd, Bodenhausen, Richeson, and Galinsky (2011) found that Black participants experienced increased intergroup positivity with White participants …

The Ultimate Culture Change Learning Session, Tim Kuppler

River Cities Industrial and Organizational Psychology Conference

Awareness of the importance of culture is growing at a fast rate but there is no consistent understanding about how to effectively evolve culture with a direct and sustainable impact on performance. This awareness-understanding gap helps to explain why most organizations report they don’t understand their culture and believe change is needed. Culture crises (Uber, etc.) gain widespread exposure and superficial tips and keys dominate the popular press. Leaders and change agents often feel lost in the wilderness as they try to piece together improvements that will impact culture. This will likely be the most performance-focused culture educational session you …

Power Distance And International Aerospace Endeavors, Alex Marbut

Von Braun Symposium Student Posters

No abstract provided.

Readiness For Inter-Institutional Collaboration: A Path Forward For Online Learning, Robert Arthur Paulson Phd, Shirley Ann Freed

Adventist Online Learning Conference / Conferencia de Aprendizaje en Línea

An environment conducive to inter-institutional collaboration greater utilizes intellectual and structural assets for the good of all in a growing learning community. As small colleges and universities struggle to maintain financial viability many have recognized the positive impact a collaborative environment has for all aspects of the institution. The leaders in this transition from autonomous to collaborative have been librarians and their use of technology to share databases and other assets. Organizations like the Concordia University System and The Great Plains Interactive Distance Education Alliance have been sharing structural and intellectual assets to reduce costs and risks in offering online …

Testing, Retesting And Selecting The Right Job Applicant, Singapore Management University

Perspectives@SMU

Allowing applicants to retake a test can help increase the likelihood of hiring the best person for the job

Creativity And Innovation Through The Job Demands-Resources Model, Nathan Haugejorde Bjornberg

Psychology Theses & Dissertations

Organizational innovation is key to organizations’ financial performance and long-term success (Anderson, Potočnik, & Zhou, 2014; Bowen, Rostami, & Steel, 2010). Employees drive organizational innovation through their creativity and innovation, making the understanding of how to influence these behaviors especially important. Previous research has stressed the importance of the work environment and individual differences in supporting creativity and innovation (Byron & Khazanchi, 2011; Hammond, Neff, Farr, Schwall, & Zhao, 2011; Hülsheger, Anderson, & Salgado, 2009; Hunter, Bedell, & Mumford, 2007), but results have been unclear about how this occurs (Hennessey & Amabile, 2010). This study used the job-demands resources model …

Work Ethic, Turnover, And Performance: An Examination Of Predictive Validity For Entry-Level Employees, Christina Banister

Dissertations

Work ethic is continually cited as a top factor in hiring new employees (Flynn, 1994; Shimko, 1990; VanNess, Melinsky, Buff, & Seifert, 2010). Research on the relationship between work ethic and job performance has typically shown positive results in a variety of contexts (Meriac & Gorman, 2017; Miller et al., 2002). The purpose of this study was to examine dimensions of work ethic and its relationship with turnover and contextual performance in an often-neglected segment of the workforce: entry-level employees. Data were collected from a large fast food franchise, including work ethic, turnover data, and supervisor-rated job performance. In Study …

Perceptions Of Asian American And Female Leadership Candidates: The Impact Of Descriptive And Prescriptive Stereotyping, Jane I. Lim

Dissertations, Theses, and Capstone Projects

Although Asian Americans and women tend to be relatively well represented in professional roles, they continue to be underrepresented in executive-level leadership positions. This paper examined a combination of factors believed to contribute to the shortage of Asian American and female leaders in organizations – in particular, descriptive and prescriptive stereotyping. Thus, the current study examined how participants responded to an Asian American or White, male or female applicant being considered for a leadership role. All targets were qualified, but varied on levels of warmth and/or dominance. Overall, it was hypothesized that the Asian American and female candidates behaving counterstereotypically …

The Effects Of Social Power Bases Within Varying Organizational Cultures, Ayanna Cummings

Dissertations, Theses, and Capstone Projects

This study focuses on social power in the context of organizational culture and how this relationship impacts outcomes of follower compliance and trust. Power is the ability to direct or influence the behavior of others or a course of events (Handgraaf, et al., 2008). There are six different types of social power, including informational, referent, legitimate, coercive, rewarding, and expert (Fontaine & Beerman, 1977). Each type of social power may lead to varying psychological outcomes, such as compliance, satisfaction, and agreement. To date, the empirical literature has not fully addressed the issue of whether one type of power is more …

Does The Career Adaptation Process Change As A Function Of An Employee's Age Or Employment Gaps? An Investigation Of Relationships Among Personal Resources, Contextual Factors, Coping Behaviors, And Career Success, Hilal Erkovan

Dissertations, Theses, and Capstone Projects

The goal of the current research was to enhance understanding of the career adaption process by developing and testing a new psychological framework by integrating three contemporary career theories (i.e., Protean, Boundaryless, and Social Cognitive Career (SCCT) theories). All of these career theories emphasize adaptability and agency as central constructs and stress career self-management as part of having a contemporary mindset because taking control of your career is important. To understand the adaptation process, antecedents and consequences of job-related coping behaviors, which are defined as cognitive and behavioral efforts to manage specific external and/or internal demands, were investigated. The model …

An Experimental Investigation Of Emotional Labor Display Rules And Performance In A Human Resources Sexual Harassment Interview Simulation, Jolie M.B. Terrazas

Dissertations, Theses, and Capstone Projects

Human Resource (HR) professionals are expected to engage in emotional labor (EL), or, management and control of their own emotions and emotional expression, during sexual harassment (SH) investigations. This EL expectation, or display rule (DR), is dynamic and complex requiring suppression of emotions and expressions of neutral empathy and is thus termed a dynamic neutral-empathic DR. Prior research shows that DRs in other occupations function as job demands that can deplete employees’ personal resources and negatively affect performance. The current study investigates the impact of the dynamic neutral-empathic DR by testing a process model that was developed via an …

Proactive Workplace Bullying In Teams: Test Of A Rational And Moral Model Of Aggression, Anthony S. Colaneri

College of Science and Health Theses and Dissertations

This study tested part of a recently developed theoretical model of proactive workplace aggression put forth by Dixon, Chang, and Johnson (2015). The model postulates distinct motives underlying why perpetrators will morally justify their aggressive behavior, dependent upon the relative in/out-group status and relative hierarchical status of the target. Participants from Amazon’s MTurk community were shown one of four vignettes that described a team workplace scenario where the participant was presented with the choice to act aggressively toward a coworker in order to help facilitate the team’s goal. All four of the model’s dyadic perpetrator-target relationships were represented, but the …

The Evidence-Based Approach To Learning, Jon Lars Syversen

National Training Aircraft Symposium (NTAS)

The aviation industry has focused on assessment of non-technical skills and human factors for decades. The ICAO Doc 9995, the IATA EBT implementation guide, authorities and operators are moving towards an evidence-based approach to training and assessment. This presentation will address practical and methodological challenges the FTO’s and instructors are facing when also aiming for evidence-based learning.

A core issue is that performance in the simulator should be addressed by integrating assessment of technical and non-technical skills. Secondly, this assessment regime should be compatible to instructor’s working conditions; usually running the simulator while having observation as a main task. Thirdly, …

Why Is Workplace Bullying So Widespread And Rising?, Singapore Management University

Perspectives@SMU

Pressure, disorganisation and regulatory failure are red flags

Investigation Of The Predictive Validity Of Implicit And Explicit Measures Of Integrity, Andrew C. Schneider

Graduate Theses/Dissertations

The present study examined the incremental predictive validity of two overt-based Implicit Association Tests (IATs) and three personality-based IATs for behavior related to integrity and character. The overt-based IATs assess attributes related to self and honesty. The personality-based IATs assess attributes related to the “dark triad” of personality – Machiavellianism, subclinical narcissism, and subclinical psychopathy. A temptation manipulation provided opportunities for subjects to lie, cheat, and steal on a number finding task, to receive a greater financial reward. In addition to the five IATs, subjects also completed five explicit (self-report) overt and personality-based integrity measures. Findings did not support the …