The Effect Of Gender Beliefs On Self-Determined Motivation As Measured By Organizational Citizenship Behaviors And Workplace Deviant Behaviors,
2024
California State University, San Bernardino
The Effect Of Gender Beliefs On Self-Determined Motivation As Measured By Organizational Citizenship Behaviors And Workplace Deviant Behaviors, Ryan Jaramillo
Electronic Theses, Projects, and Dissertations
Employees are gauged by their motivation to complete their required job responsibilities, as losses in motivation can result in losses to organizations. Understanding motivation is necessary to achieving beneficial organizational outcomes such as organizational citizenship behaviors (OCBs) while reducing detrimental employee outcomes such as workplace deviant behaviors (WDBs). To this end, the present study analyzes motivation not through a dichotomy of intrinsic and extrinsic motivation, but through a spectrum of self-determination for its relationship to employee behaviors. Gender is a potential moderator that can have important moderating effects between motivation and subsequent outcomes in the workplace. The purpose of this …
The Impact Of Benevolent Sexism On Evaluations Of Female Leaders,
2024
California State University, San Bernardino
The Impact Of Benevolent Sexism On Evaluations Of Female Leaders, Daniella A. Lockhart
Electronic Theses, Projects, and Dissertations
This study investigated the impact of benevolent sexism beliefs on evaluations of female leadership candidates in hiring decisions, as well as the moderating effects of occupational gender composition and the gender of the comparison candidate. While seemingly positive, benevolent sexism subtly reinforces traditional gender roles by portraying women as warm but less competent, particularly in leadership roles where competence is crucial. The data in this study was collected from 146 participants via an online questionnaire using MTurk and snowball sampling. Aligning with previous research on gender bias, results indicated that benevolent sexism negatively impacts perceptions of competence and warmth, especially …
A Systematic Exploration Of Theoretical, Conceptual, And Methodological Alignment Of Social Network Analysis In Organizational Behavior,
2024
DePaul University
A Systematic Exploration Of Theoretical, Conceptual, And Methodological Alignment Of Social Network Analysis In Organizational Behavior, Morgan Gleason Miller
College of Science and Health Theses and Dissertations
This systematic review examines how Social Network Analysis (SNA) is used in the study of Organizational Behavior (OB). Industrial-Organizational Psychology Literature suggests SNA tends to be applied using either a structural or relational approach (Erikson, 2013). Some researchers claim that this methodology is applied inconsistently due to the intermingling of two distinct underlying frameworks and the exclusion of individual differences and interpersonal factors limits the relevance of SNA (Erikson, 2013; Kilduff & Lee, 2020). Results indicate the structural perspective is slightly dominant across the use of SNA, but the use of both frameworks is increasing. Directionally, study methods aligned with …
Pro-Environmental Organizational Climates: Implications For Employees, Organizations, And The Environment,
2024
DePaul University
Pro-Environmental Organizational Climates: Implications For Employees, Organizations, And The Environment, Nicholas Carruth
College of Science and Health Theses and Dissertations
Psychological research on climate change often focuses on driving adaptive individual behaviors in nonspecific contexts. Focusing on contexts where group-level behavior emerges (e.g., workplaces) is likely to yield insights that affect more significant numbers of people, in turn, having a greater impact on the natural environment. This study, therefore, explored the implications of a new operationalization of pro-environmental work climate, Organizational Climate for Environmental Action (OCEA). Participants (N = 393) responded to an online survey. Pro-environmental climate was positively associated with employee pro-environmental behaviors at work and organizational commitment over and above several work characteristics. Pro-environmental climate also fully …
Attachment Styles As Moderators Of Loneliness In Remote Work,
2024
Louisiana Tech University
Attachment Styles As Moderators Of Loneliness In Remote Work, Brody Tj Loughlin
Doctoral Dissertations
This dissertation investigates the role of attachment styles in moderating the relationship between remote work and loneliness. Drawing on attachment theory, which posits that early life experiences shape attachment styles and influence social interactions, the study examines whether attachment styles (anxious, avoidant, and secure) moderate the association between remote work and feelings of loneliness. The research targets 394 remote workers, using a quantitative, cross-sectional survey design with proportional stratified sampling to reflect the distribution of hybrid and fully remote work arrangements in the U.S. workforce. The Extent of RemoteWork measure, the Three-Item Loneliness Scale, and the Adult Attachment Scale assess …
Navigating The Landscape: Perceptions, Motivations, And The Journey Of Data Professionals In Implementing Data Processes And Procedures,
2024
University of Missouri-St. Louis
Navigating The Landscape: Perceptions, Motivations, And The Journey Of Data Professionals In Implementing Data Processes And Procedures, Willie Rivers
Dissertations
This explanatory study investigates the motivations behind data professionals' willingness or resistance to implementing data policies and procedures, utilizing the Theory of Planned Behavior and Psychological Ownership as frameworks. Through interviews with 21 data professionals, the research explains how factors such as perceived control, ownership, and attitudes towards data processes influence their motivation. The study tests key propositions, including the impact of perceived time burdens, bureaucratic procedures, and organizational expectations on data governance engagement. The findings underscore the critical role of control and access to information in motivating the adoption of data policies, providing insights for organizations aiming to enhance …
Building A Culture For Total Organizational Health In A Higher Education Environment,
2024
The University of Tennessee at Chattanooga
Building A Culture For Total Organizational Health In A Higher Education Environment, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
Since January 2023, a large scale (i.e., full institution) effort has been underway to transform the culture of The University of Tennessee at Chattanooga to one of Total Organizational Health. This TOH@UTC initiative is dedicated to cultivating a healthier and more engaged campus environment within this university. We are using data-driven and evidence-based practices to help protect and promote healthy and safe work experiences for all employees at UTC. Additional objectives are to enhance employee engagement, build a more supportive workplace culture, and become an "employer of choice" regionally and within the broader university system. In this session, an overview …
Grinning To Bare It: A Look Into Delta Dental’S Total Rewards Transformation In A Time Of Transparency & Changing Expectations,
2024
University of Tennessee at Chattanooga
Grinning To Bare It: A Look Into Delta Dental’S Total Rewards Transformation In A Time Of Transparency & Changing Expectations, Cait Carney
River Cities Industrial and Organizational Psychology Conference
Today's complex working landscape demands transparency, the ability to quickly adapt to a dynamic and rapidly changing market, and a careful balancing of evolving employee expectations with business realities. In this presentation we explore Delta Dental’s multi-year strategic initiative to drastically overhaul its approach to the Employee Value Proposition and Total Rewards. Utilizing a comprehensive, employee-focused approach, the Delta Dental People Organization set out to create the foundation for a long-lasting, agile Total Rewards program that meets the ultimate goals of empowering employees, fostering a positive culture, and strengthening Delta Dental’s bottom line. Included is a discussion of each phase …
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience,
2024
Appalachian State University
Harnessing Technology And Ai To Unleash Workplace Potential, Enhance Performance, And Elevate Employee Workplace Experience, Lane Perkinson, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Technology, particularly AI, is becoming more prevalent in how work is accomplished. Businesses who understand this reality and invest in leveraging technology to enable employees to do their best work and achieve their highest potential. Proper integration of technology and AI can provide professional development and growth opportunities for employees and help businesses compete in the war for talent by becoming an employer of choice. This session will educate participants on technology workplace integration and explain the steps organizations can take for employees to benefit from this integration. The session will primarily focus on three benefits of technology integration to …
Perspectives On Powering Peak Performance,
2024
Columbus State University
Perspectives On Powering Peak Performance, Phil C. Bryant
River Cities Industrial and Organizational Psychology Conference
Performance has been described, defined and formulated many ways over several decades. This presentation explores the construct of performance, and its relation to motivation. The presenter provides several examples and key concepts as well as introducing a research question for further exploration.
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention,
2024
University of Tennessee at Chattanooga
Enhancing Evps Through Assessment: A Data-Driven Approach To Talent Attraction And Retention, Chris Coughlin
River Cities Industrial and Organizational Psychology Conference
In today's competitive job market, organizations are increasingly recognizing the importance of a well-crafted Employee Value Proposition (EVP) in attracting and retaining top talent. Recent studies show that companies with strong EVPs experience lower turnover rates and higher levels of employee engagement. However, the true power of an EVP lies in its ability to align with both organizational goals and individual employee needs, which can be tapped through the use of psychometrically validated assessments within EVPs. This presentation explores the critical role of assessments in developing and refining EVPs that resonate with potential and current employees. By leveraging data-driven insights …
Building A Dynamic Employee Value Proposition,
2024
University of Tennessee at Chattanooga
Building A Dynamic Employee Value Proposition, Susan Bailey
River Cities Industrial and Organizational Psychology Conference
Talent survey data indicates 75% of active job seekers are likely to apply for a job if the employer activity manages its employer brand and their company’s Employee Value Proposition (EVP). Additional data confirms, organizations with a strong EVP have lower turnover and increased new hire commitments – addressing two of the most frustrating challenges facing employers today. A dynamic Employee Value Proposition is intentional and comprehensive in nature…capitalizing on the strengths of the organization and its purpose while providing benefits and resources that resonate with employees, enabling them to be productive and thrive. The stakes are high and so …
The Dark Triad And Counterproductive Work Behaviors: Power Moderator,
2024
Appalachian State University
The Dark Triad And Counterproductive Work Behaviors: Power Moderator, Madison Culver, Jacqui Bergman, Jack Carson, Christopher Holden
River Cities Industrial and Organizational Psychology Conference
The Dark Triad personality traits—Machiavellianism, psychopathy, and narcissism—are widely recognized for their association with negative workplace outcomes (Paulhus & Williams, 2002). While previous research has explored the direct relationship between these traits and counterproductive work behaviors (CWBs), meaning deliberate actions that directly harm an organization and its members, the potential moderating role of organizational power remains largely unexplored (e.g., Cohen, 2016; Preston et al., 2021; Ellen III et al., 2021; Baka, 2019). This study aims to investigate how an individual's level of power within an organization may influence this relationship, hypothesizing that increased organizational power will strengthen the positive correlation …
Applicant Reactions To Automated Assessments: Moderation By Applicant Quality,
2024
Appalachian State University
Applicant Reactions To Automated Assessments: Moderation By Applicant Quality, Caleb Pollard, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
Applicant Reactions to Automated Assessments: Moderation by Applicant Quality Caleb Pollard, Dr. Yalcin Acikgoz Organizations are beginning to implement technologies such as artificial intelligence with the intent to quickly identify qualified candidates (Wesche & Sonderegger, 2021). Artificial intelligence has recently been employed to automate the selection decision-making process within screening and job interviews (Jaser et al., 2022). Utilizing these automated selection processes allows employers to distill the applicant pool to include only qualified candidates at significantly quicker times (Noble et al., 2021). Since the use of automation is prevalent, it is important to consider how applicants may react. Links between …
Investigating The Impact Of Flexible Work Schedules On Employed College Students,
2024
Austin Peay State University
Investigating The Impact Of Flexible Work Schedules On Employed College Students, Sierra Skidis, David R. Earnest
River Cities Industrial and Organizational Psychology Conference
As flexible work schedules become the norm in modern workplaces, increased flexibility in work schedules allows employees more latitude in adjusting their work schedules to fit their personal and professional needs. Across a variety of traditional and non-traditional workplaces, flexible work schedules have been linked to decreased stress and burnout, increased job satisfaction, as well as greater workplace focus and productivity. From a business perspective, the popularity of flexible work schedules has increased as businesses seek to leverage the value of diversity and work-life balance across populations with multiple demands on their time. Once such population, employed college students, can …
Weathering The Workplace: Temperature Extremes And Their Effects On Job Insecurity And Perceived Income Adequacy,
2024
Clemson University
Weathering The Workplace: Temperature Extremes And Their Effects On Job Insecurity And Perceived Income Adequacy, Meredith J. Pool, Gwyneth Lloyd, Robert Sinclair, Alexa Hackmann, Olivia Wilson, Taylor Pace, Caroline Mcjunkin
River Cities Industrial and Organizational Psychology Conference
Seasonal shifts, particularly in winter, have been linked to increased job insecurity (JI) and perceived income adequacy (PIA). Rizqita and Mulamukti (2024) found that during the winter months, temperatures drop and business activity and investment significantly decline, increasing job insecurity and turnover intentions. This increased insecurity causes stress that negatively impacts these individuals’ work attitudes and behaviors.Wealth-induced resources play an important role in managing eco-stress, causing individuals with lower incomes to suffer psychosocially, leading to lower levels of perceived income adequacy in these extreme temperatures. (Vliert & Joshanloo 2024). Based on prior research highlighting the effects of temperature extremes on …
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions,
2024
Appalachian State University
A Picture Worth A Thousand Words: How Career Website Images Influence Application Intentions, Clara Lobsiger, Hunter Bass, Natalee Jamerson, Cassidy Zekas, Tanner Landolt, Paige Couturier, Luke Millen, Jess Doll, Kristl Davison, Tim Huelsman
River Cities Industrial and Organizational Psychology Conference
Organizations are driven to persuade qualified candidates to apply for open positions to discover and recruit higher-quality individuals (Phillips & Gully, 2015). They also recognize the importance of a diverse workforce and seek to implement hiring strategies to attract underrepresented individuals (Greenberg, 2015). Avery and McKay's studies in 2003 and 2006 found that targeted recruitment commercials highlighting non-White employees as recognized and included in an organization enhanced non-White job seekers' interest in that organization. It has not yet been determined if this effect applies to White members of other marginalized groups, notably White and non-White LGBTQ+ individuals (Avery & McKay, …
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective,
2024
Auburn University
Understanding Employee Intentions To Use Ai From A Job Demands-Resources Perspective, Joseph R. Himmler, Jordan A. Everett, Gwendolyn Paige Watson, Shubham Agrawal, Amy M. Schuster, Shelia R. Cotten
River Cities Industrial and Organizational Psychology Conference
This research integrates the Unified Theory of Acceptance and Use of Technology (UTAUT) with Job Demands-Resources (JD-R) theory to explore the factors influencing the intention to use artificial intelligence (AI) in the workplace. UTAUT (Venkatesh et al., 2003) lays the foundation that performance expectancy (i.e., the belief that using AI will improve their job performance) and facilitating conditions (i.e., organizational and technical infrastructure to support AI use) influence intentions to use AI. Applying JD-R theory (Bakker & Demerouti, 2017) further contextualizes these constructs in the work setting, positioning AI as a potential job resource that enhances performance by alleviating job …
Assessing The Utility Of A Career Exploration Platform For Psychology Students,
2024
Appalachian State University
Assessing The Utility Of A Career Exploration Platform For Psychology Students, Lauryn Womble, Penelope Williams, Alana Olson, Brenna Mcnamara, Abigail Branco, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Background Psychology students are often told that obtaining a graduate degree is necessary for meaningful employment, due to the field’s history of prioritizing graduate school (Appleby, 2018). Underemployment is a battle that many psychology undergraduates face (Burning Glass Institute, 2024). This can be discouraging, and students are often unaware of postgraduate options alternative to grad school (Halonen, 2013). Eugene is an online tool created to show undergraduate psychology majors their career options. Students select from a psychology list on the Eugene website, which produces the knowledge, skills, and abilities (KSAs) they have gained in those courses alongside a list of …
Exploring The Influence Of Organizational Culture, Benefits, And Diversity Statements On Talent Attraction In Startups,
2024
Kennesaw State University
Exploring The Influence Of Organizational Culture, Benefits, And Diversity Statements On Talent Attraction In Startups, Jimena Lopez Flores, Trinity Vuu, Dianhan Zheng
River Cities Industrial and Organizational Psychology Conference
Startups can face significant challenges when attracting new talent due to their less established reputation and job seekers’ perceived uncertainty regarding their career prospects. Recruitment webpages are a key tool for startups to project an appealing organizational image to potential candidates, typically by showcasing the company’s culture, values, employee benefits, and commitment to diversity and inclusion. However, there is limited research about the effectiveness of such information in attracting talent to startups. For example, although there exists evidence that diversity cues presented during the recruitment process may attract applicants, most studies focused on surface-level diversity (e.g., gender, race, sexual orientation) …
