Understanding Boreout: A New Measure Of Employee Well-Being,
2024
Meredith College
Understanding Boreout: A New Measure Of Employee Well-Being, Madissen Keys, Alec Hardman, Alexandra Schadle, Jenna Mcchesney
River Cities Industrial and Organizational Psychology Conference
Boreout, the opposite of burnout, arises when employees feel disengaged, lack meaning in their work, or face underutilization. This can harm both employee well-being and organizational outcomes, such as performance and retention. To better assess boreout, we developed a new scale based on existing measures, focusing on two factors: Workplace Boredom and Underutilization. Data from 150 participants showed high reliability for both factors, contributing to the understanding of boreout and offering a validated tool for future research.
Examining The Impact Of Job Demands And Resources On Attorney Burnout,
2024
University of Tennessee at Chattanooga
Examining The Impact Of Job Demands And Resources On Attorney Burnout, Alexis Ormes, Kristen Black
River Cities Industrial and Organizational Psychology Conference
Attorneys deal with demanding hours, high stakes, and constant pressure to perform which can create an unsustainable work environment, resulting in emotional exhaustion and low job satisfaction. (Chalp & Brown, 2022) This not only affects the well-being of attorneys but also impacts their firms and clients, there is an urgent need for strategies to address and prevent burnout in the legal profession. (Salmons, 2017) The job demands resource model says that demands can correlate with more burnout while resources correlate with engagement and less burnout. Research with attorneys has documented that some demands correlate with burnout such as workload, but …
Barriers To Evidence-Based Problem-Solving In The Workplace,
2024
Appalachian State University
Barriers To Evidence-Based Problem-Solving In The Workplace, Penelope Williams, Shawn Bergman, Ella Chancey
River Cities Industrial and Organizational Psychology Conference
This study investigates the willingness of Psychology and Management students to utilize various knowledge sources in the context of workplace problem-solving. Participants will be asked to self-report on their reliance on sources of knowledge like personal expertise, organizational data, empirical research, and stakeholder involvement. Specifically, the study aims to reveal the impact of academic frameworks on a student's problem-solving ability, such as that of the APA for Psychology majors. The research aims to provide insights into problem-solving, and the obstacles which can hinder the effective use of knowledge sources in the workplace.
“We’Re All A Family”: Investigating How Diversity Interacts With Feelings Of Mattering, Belonging, Job Satisfaction, And Well-Being,
2024
Appalachian State University
“We’Re All A Family”: Investigating How Diversity Interacts With Feelings Of Mattering, Belonging, Job Satisfaction, And Well-Being, Natalee Jamerson, Clara Lobsiger, Hannah Wallace, Levering White, Camila Yamaleyeva, Allison Renegar, Tim Huelsman, Jess Doll, Kristl Davison
River Cities Industrial and Organizational Psychology Conference
In the workforce, belonging is the degree to which employees feel valued, appreciated, and fit in with the organization's integrated system (Thissen et al., 2023). Mattering, a person's perception of their worth to others and belief that they make a difference (Deas et al., 2023; Jung, 2015), is just as relevant to the workforce despite receiving little attention in career studies. Feelings of mattering allow workers to experience fulfilled well-being, increased motivation, and lowered job-related stress (Bucher et al., 2019). Though research recently began investigating the effect of belonging and mattering on employee outcomes, there's a larger absence of studies …
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State,
2024
Appalachian State University
Enhancing Career Outcomes: Evaluating The Impact Of The Psychology Career Advisor At Appalachian State, Madhu Sukumar, Ethan Fountain, Rachel Weaver, Cassidy Zekas, Oliver Sullivan, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Introduction Psychology degree holders possess many skills that employers value (Appleby et al., 2019). Despite this, research shows 53% of psychology graduates are underemployed, compared to 45% for all four-year graduates (Burning Glass Institute, 2024). In order to address this discrepancy, the 2024 Appalachian State psychology graduating class was surveyed to determine their utilization of on-campus career resources, career plans, and confidence in those plans. Findings suggested that while students were highly aware of resources, they remained underutilized (Briggs et al., 2024). Based on these findings, a dedicated psychology career advisor was established in the Psychology Department as a pipeline …
Ai Attitudes At Work: The Influence Of Retraining Opportunities And Leadership Status,
2024
Auburn University
Ai Attitudes At Work: The Influence Of Retraining Opportunities And Leadership Status, Phillip Nguyen M.S., Mandy Foshee, Gwendolyn Paige Watson Phd, Amy M. Schuster Phd, Shubham Agrawal Phd, Shelia R. Cotten Phd
River Cities Industrial and Organizational Psychology Conference
Understanding factors that shape employee attitudes towards Artificial Intelligence (AI) in the workplace is critical, as these attitudes influence the successful adoption of AI technologies. This study examined the relationship between employees expected retraining opportunities to work alongside AI and their attitudes toward AI at work. Drawing on Conservation of Resources (COR) theory (Hobfoll, 1989), retraining opportunities can be conceptualized as an avenue for acquiring and fostering valuable resources (e.g., work tools, job security, self-efficacy, job skills). Thus, employees who expect retraining may be more likely to view AI positively as training provides the opportunity to obtain these resources, with …
You’Re Doing It Wrong! Safety Reporting Between Employees And Independent Contractors,
2024
Appalachian State University
You’Re Doing It Wrong! Safety Reporting Between Employees And Independent Contractors, Drew Sipe, Jacob Leslie, Firzana Syazania, Mariana Solanilla, Nick Rupert, Shawn Bergman, Tim Ludwig
River Cities Industrial and Organizational Psychology Conference
Introduction In today's competitive job market, organizations must differentiate themselves to attract and retain high performers (Dassler et. al, 2022). A strong safety culture can be a key component of an organization's employee value proposition (EVP), demonstrating a commitment to employee well-being and fostering a positive work environment. The current study seeks to demonstrate the effectiveness of a strong employee-led behavioral observation reporting program, by comparing employee observations and independent contractor observations. Behavioral observations are safe or unsafe behaviors observed in a workplace by peers, and recorded to increase safety engagement (Ludwig & Laske, 2022). The current study hypothesized that …
Behavioral Observations Reduce The Probability Of Injury For A Week,
2024
Appalachian State University
Behavioral Observations Reduce The Probability Of Injury For A Week, Nicholas Rupert, Madalyn Stephens, Amy Hu, Taylor Brynds, Firzana Syazania, Drew Sipe, Mariana Solanilla, Shawn Bergman, Timothy Ludwig
River Cities Industrial and Organizational Psychology Conference
Introduction Industrial businesses spend approximately 1 billion dollars per week on non-fatal workplace injury expenses (2024 Workplace Safety Index, 2024). The current research hypothesized that behavioral observations will lead to a reduction of an injury probability. A behavioral observation is a peer-observation conducted to identify at-risk behaviors in the workplace by completing a behavioral checklist. Behavioral programs involving observations and feedback have been found to reduce injury rates year-over-year (Ludwig & Laske, 2023). While behavioral observation programs have been shown to reduce injuries in the aggregate, we investigated the impact of individual observations on the reduction in the probability of …
Unscheduled Overtime: The Hidden Hazard? Unveiling Its Impact On Incident Probability In The Safety Sector,
2024
Appalachian State University
Unscheduled Overtime: The Hidden Hazard? Unveiling Its Impact On Incident Probability In The Safety Sector, Mariana Solanilla, Jacob Leslie, Firzana Syazania, Drew Sipe, Nick Rupert, Shawn Bergman, Timothy Ludwig
River Cities Industrial and Organizational Psychology Conference
Unscheduled overtime increases injury probabilities due to worker fatigue, reduced performance, and understaffing (Wong, Chan, & Ngan, 2019). With businesses incurring around $1 billion per week in non-fatal workplace injury costs (Liberty Mutual, 2024), this study explored the relationship between unscheduled overtime and incident probability to provide data-driven insights for reducing workplace injuries and improving operational efficiency. Specifically, the research investigated whether increased unscheduled overtime contributed to higher incident probabilities. This research utilized two years of safety data from an oil refinery in the Southwest region of the United States from 2022 and 2023. The data included variables such as …
Beyond The Gig: Exploring Economic Viability, Underemployment, And Burnout In Gig Workers,
2024
Auburn University
Beyond The Gig: Exploring Economic Viability, Underemployment, And Burnout In Gig Workers, Tatiana Guevara, Annie Lucas, Gwendolyn Paige Watson
River Cities Industrial and Organizational Psychology Conference
Gig workers are susceptible to economic viability challenges, defined as the struggles faced by gig workers in maintaining financial stability, managing irregular income patterns, and securing consistent earnings (Ashford et al., 2018; Caza et al., 2022). There is limited literature examining the consequences of gig work viability challenges (Caza et al., 2021). The Conservation of Resources (COR) theory (Hobfoll, 1989) suggests that stress arises when resources such as finances and job security are threatened, lost, or fail to be gained (Hobfoll, 2011). Viability challenges represent a lack of these resources and the unpredictability of resource attainment. The ongoing pressure to …
My Summer In L&D : Internship At Rxbenefits,
2024
The University of Alabama in Huntsville
My Summer In L&D : Internship At Rxbenefits, Lindsey May
River Cities Industrial and Organizational Psychology Conference
I currently hold an internship through RxBenefits as a Learning and Development intern within their Human Resources department. I obtained this role through an online interview process with members of the team before securing my role. RxBenefits is a pharmacy benefits optimizer - the only company of its kind. RxBenefits works to provide clients with the best deal for their pharmacy benefit plan through unique plan offerings, brokerage deals, and clinical expertise. In my role at RxBenefits, I worked to create new virtual training content, career development resources, and aid in the new-hire onboarding and orientation process. I was able …
Neurodiversity In Hiring: Language That Resonates,
2024
Appalachian State University
Neurodiversity In Hiring: Language That Resonates, Drew Sipe, Cassidy Zekas, April Spivack, Kristl Davison, Jessica Doll
River Cities Industrial and Organizational Psychology Conference
Introduction Neurodiversity (ND) refers to the variation in how 15-20% of individuals experience, think, and work in the world (National Institute of Health, 2022). It includes conditions like autism spectrum disorder (ASD), ADHD, dyslexia, dysgraphia, tourette syndrome, and sensory processing disorders (CDC, 2022; Hess, 2021). This study examines how neurodiverse individuals, people with disabilities, and neurotypical individuals value inclusive and neurodiverse language in job advertisements. We hypothesized that neurodiverse individuals and individuals with disabilities would place greater importance on inclusive and neurodiverse language in job ads compared to neurotypical individuals. This research seeks to identify ways to create more accessible …
Perceived Control And Mistake Management: A Study On Behavioral Responses,
2024
Middle Tennessee State University
Perceived Control And Mistake Management: A Study On Behavioral Responses, Kaitlyn Kilburn, Alexander T. Jackson
River Cities Industrial and Organizational Psychology Conference
Mistakes at work can be quite costly for organizations. Mistakes can vary from minor to extreme, and mistakes cost organizations millions of dollars each year (Macciola, 2021). Perhaps what is just as crucial as mistakes is how people respond to mistakes and the factors influencing how people respond to mistakes, such as one’s perceptions of control, who identifies the mistake, and the type of mistake. Perceived control refers to an individual’s perception of the amount of power they have over their surroundings and the challenges they may encounter (Thompson, 1981). Perceived control promotes a sense of responsibility for outcomes (Skinner, …
Job Demands, Resources, And Recovery Practices Among Public Service Employees,
2024
University of Tennessee at Chattanooga
Job Demands, Resources, And Recovery Practices Among Public Service Employees, Olivia Whitson, Kristen Black
River Cities Industrial and Organizational Psychology Conference
Public service employees, particularly those in early childhood education and non-profit sectors, face significant job demands that often outweigh available resources, leading to an increased risk of burnout and turnover (Bakker & Demerouti, 2007). Early childhood educators face unique challenges, including low compensation and high expectations, contributing to turnover rates as high as 26-40% annually (Herman et al., 2023). Similarly, non-profit employees often experience resource constraints and high emotional demands (Navajas-Romero et al., 2020). This study examines the relationship between job demands, resources, and recovery practices among these populations to provide actionable recommendations to improve wellbeing and reduce turnover. Through …
Impact Of Microaggressions And Stereotypes On Black Women In A Traditional Vs. Virtual Workplace,
2024
Austin Peay State University
Impact Of Microaggressions And Stereotypes On Black Women In A Traditional Vs. Virtual Workplace, Kendall L. Lesure, David R. Earnest
River Cities Industrial and Organizational Psychology Conference
This proposed project aims to examine the impact of microaggressions and stereotypes on Black women in both traditional and virtual workplaces, specifically focusing on how experiences microaggression, and stereotypes affect job satisfaction and organizational contribution. Black women face unique microaggressions, rooted in both racial and gender biases, which hinder their career progression and access to leadership roles. These microaggressions often manifest as being underestimated or unfairly scrutinized, leading to negative consequences such as emotional stress, decreased job satisfaction, and reduced organizational engagement. Microaggressions and stereotypes are prevalent challenges faced by Black women, and they significantly contribute to negative workplace experiences. …
Dark Leaders Unveiled: How Goal Orientation Shapes Perceived Effectiveness,
2024
Middle Tennessee State University
Dark Leaders Unveiled: How Goal Orientation Shapes Perceived Effectiveness, Haley Hultz, Alexander Jackson
River Cities Industrial and Organizational Psychology Conference
Individuals who possess higher levels of subclinical (i.e., non-pathological level) dark personality traits, specifically psychopathy, Machiavellianism, and narcissism, often fill leadership positions (Harms et al., 2011; Diller et al., 2021). Psychopathy refers to the tendency to desire power/control and lack remorse, Machiavellianism refers to the tendency to break the rules and strategically plan for one’s benefit, and narcissism refers to views of superiority and need for adoration (Cesinger et al., 2022). Sadism, finding pleasure in cruelty, has recently appeared as a pertinent addition to the three original dark traits, establishing the Dark Tetrad (Bonfá-Araujo et al., 2022). Certain situations moderate …
Role Overload And Productivity: The Mediating Role Of Effort And Stress,
2024
Auburn University
Role Overload And Productivity: The Mediating Role Of Effort And Stress, Taylor Flinn, Gargi Sawhney
River Cities Industrial and Organizational Psychology Conference
The goal of this research is to examine whether stress and effort mediate the relationship between role overload (RO) and productivity from a sample of 283 participants recruited from Amazon’s Mechanical Turk. Participants completed the survey items at three time points, with an interval of two weeks between each administration. Participants were employed and worked at least 30 hours per week. On average, participants were 38.36 (SD = 10.72) years old. Approximately 54.06% were male, 45.58% were female, and 0.36% did not specify. Participants were White (79.50%), Asian (12.72%), Black or African American (4.94%), or other (2.84%). We measured stress …
Scaling Dei: Evaluating Change Preparedness In Organizations,
2024
Appalachian State University
Scaling Dei: Evaluating Change Preparedness In Organizations, Cassidy Zekas, Leah Uteg-Winkelman, Michaela Sutherland, Niasia Jones, Hunter Bass, Jessica Doll, H. Kristl Davison, Tim Huelsman
River Cities Industrial and Organizational Psychology Conference
Many organizations implement Diversity, Equity, and Inclusion (DEI) programs to promote a diverse workforce, reduce bias, and improve organizational culture to foster inclusivity and belonging. However, research shows that the mere presence of DEI programs does not necessarily lead to significant change (Kalev & Dobbin, 2016). Despite the increasing adoption of these programs, their effectiveness remains inconsistent. Moreover, recent trends have shown a backlash against DEI efforts, with over 80 anti-DEI bills introduced in the American legislative system (Lamparksi, 2024) and major companies like Ford Motor, Lowe’s, and Meta scaling back their DEI initiatives (Elias, 2023; Yildirim, 2024). These developments …
Performing On The Glass Stage: Examining Role Congruity's Effect On Firm Performance,
2024
Appalachian State University
Performing On The Glass Stage: Examining Role Congruity's Effect On Firm Performance, Steven Vogel, Kristl Davison, Jessica Doll, Tiberiu Ungureanu
River Cities Industrial and Organizational Psychology Conference
Eagly and Karau’s (2002) Role Congruity Theory is one explanation for women’s lack of representation among the highest levels of industry leadership (Schaefer, 2023). It argues that people hold intrinsic associations between women and communality (e.g. Agreeableness) and men and agency (e.g. Ambition), and disassociation with the other. Likewise, it argues job roles carry trait associations (e.g. Leadership: agentic) and that when the traits assigned to the job and gender mismatch, the result is assumed unfitness. This is applied primarily to individual outcomes in internal decision-making processes (Berkery et al., 2013; Garcia-Retamero & Lopez-Zafra, 2006; Powell et al., 2002). The …
Job Crafting Across Ages: The Role Of Intergenerational Climate And Age-Inclusive Hr Practices,
2024
East Carolina University
Job Crafting Across Ages: The Role Of Intergenerational Climate And Age-Inclusive Hr Practices, Kalvaince F. Die, Seth W. Jones, Courtney Baker Phd, Rushika De Bruin
River Cities Industrial and Organizational Psychology Conference
As the workforce is currently comprised of five generations of workers across various life stages (SHRM, 2023) increased attention is needed from organizations to aid their employees throughout their lifespan (Hertel & Zacher, 2018). While HR practices directly related to age have been shown to successfully foster age-inclusive work environments (Fan et al., 2023), how these climates and age-inclusive HR practices impact the way different aged workers address their job tasks, and specifically engage in job crafting, has yet to be considered. Therefore, this study considers how age would impact job crafting behaviors, and this relationship would be moderated by …
