Industrial and Organizational Psychology Commons^™

The Icarus Paradox: Examining The Gender Bias In Leader Transgression, Pratibha Deepak

Theses and Dissertations

Despite the growing interest in leader transgressions due to their profound impact on organizations and their members, the boundary conditions influencing them remain unexplored. Consequently, this dissertation investigates the differential evaluation of leader transgressions based on such boundary conditions, focusing on the interaction between transgression type (integrity vs. competence), leader gender (female vs. male), and hierarchical status (supervisor vs. senior leader). Utilizing theoretical foundations from causal attribution theory, shifting standards, expectancy violation theory, and social identity theory, it is hypothesized that the impact of transgressions on organizational outcomes at multiple levels—including individual (perceived leader effectiveness), organizational (employee turnover intention), and …

The Dark Side Of Engagement: An Organizational Fairness Perspective, Katherine Naomi Rau

Theses and Dissertations

Employee engagement has long been regarded as a positive phenomenon for organizations and individuals. However, recent investigations into unintended, negative consequences of engagement have illuminated the potential “dark side” of engagement. This research applied an organizational fairness lens by investigating the relationship between engagement and psychological contract fulfillment to explain why engaged employees may experience emotional exhaustion and turnover intentions. Additionally, autotelic personality and job crafting were explored as potential mitigating factors in weakening the relationships between psychological contract breach and emotional exhaustion and turnover intention. While findings across two studies did not support the assertion that engagement was related …

A Conceptual Model Of Organizational Compassion In Healthcare, Rachel Thienprayoon, Eli Awtrey, Teresa Pestian, Beth A. Lown, Naomi Winick, Jason Kanov

Journal of Wellness

Introduction: In healthcare, while the suffering of patients is often evident, the suffering of clinicians receives less focus. Some sources of clinician distress are directly related to constant exposure to patient suffering, but others are caused by the health care system, and thus potentially preventable. Looking at clinician suffering through the lens of compassion fosters a new paradigm of individual, team, and organizational capabilities, and moves the responsibility to alleviate this suffering from the individual onto the organization and team. Yet research into the impact of organizational compassion in healthcare has been extremely limited.

Approach: Our conceptual model of organizational …

Impact Of Emotional Intelligence On Client Satisfaction In Project Management, Mousami Berawala

Harrisburg University Dissertations and Theses

This study investigates the correlation between emotional intelligence (EI) and client satisfaction in project management. It is guided by the central research question: Is emotional intelligence linked to client satisfaction? To explore this, the research is structured around Practice of EI on Leadership and Junior level and impact on client satisfaction, the impact of varying work environments, including remote, hybrid, office-based, and site-based settings, on project outcomes post-pandemic; differences in EI practices across countries and the effect of diverse work cultures; the comparison of EI application across different fields, with a focus on work-life balance and industry-specific practices in banking, …

Who Knows What? An Agent-Based Simulation Of Indirect Learning In Teams, Taylor Mccrossan, Sabina Samipour-Biel

Psychology Student Work

While the term is unknown to most people, Transactive Memory Systems (TMS) are a mechanism through which teams of experts (e.g., surgical teams, military teams, etc.) are able to combine their unique areas of expertise to accomplish their shared goals. To develop a TMS, team members must first learn who on the team has what expertise (Peltokorpi, 2008), and together develop a “shared knowledge directory”(SKD). Meanwhile, modern technology has changed the ways that team members can work together and communicate with each other. This research examined how the process of SKD development is impacted by team members’ability to “overhear” each …

Is It More State Than Trait? Within-Person Variability And Inter-Rater Agreement Of Feedback Orientation, Timothy J. Bartkoski

Dissertations

Feedback is a critical component of almost all performance management systems (Aguinis, 2009), and is often positively associated with individual and organizational effectiveness (e.g., Kluger & DeNisi, 1996; Kim et al., 2016). Given this, researchers and practitioners have long sought to understand how and when feedback is likely to be most effective. Some promising new work has explored feedback orientation (FO), which describes a person’s overall receptivity to performance feedback (Linderbaum & Levy, 2010; London & Smither, 2002). Initial research has shown that FO is positively associated with feedback seeking (Dahling et al., 2012; Whitaker et al., 2012) and feedback …

The Chemistry Between Us: Illuminating Complementarity Patterns In Interpersonal Role Play Assessment Via Moment-To-Moment Analyses, Christoph N. Herde, Filip Lievens

Research Collection Lee Kong Chian School Of Business

In assessment and selection, organizations often include interpersonal interactions because they provide insights into candidates’ interpersonal skills. These skills are then typically assessed via one-shot, retrospective assessor ratings. Unfortunately, the assessment of interpersonal skills at such a trait-like level fails to capture the richness of how the interaction unfolds at the behavioral exchange level within a role-play assessment. This study uses the lens of interpersonal complementarity theory to advance our understanding of interpersonal dynamics in role-play assessment and their effects on assessor ratings. Ninety-six MBA students participated in four different flash role-plays as part of diagnosing their strengths and weaknesses. …

Building Trust Through Allyship: Moderating Roles Of Motivation And Perspective, John Michael Savage

Psychology Theses & Dissertations

Previous research has indicated demographic differences between employees may influence relational development. To address this concern the current study examined the interpersonal influence that racial allyship has on trustworthiness. The first hypothesis was formed using social exchange theory to predict that allyship behaviors would increase perceptions of trustworthiness. Additionally, relational signaling theory was integrated to inform the second hypothesis, which predicted that self-interest motivations would attenuate the relationship between allyship and trustworthiness. To account for differences in perspective the third hypothesis predicted that race would moderate the conditional effect of self-interest motivation. Employees were recruited online to complete a questionnaire …

Harnessing The Power Of Cliftonstrengths®: How Multinational Corporations Can Use Deep-Level Diversity To Enhance Organizational Inclusion, Trapper Kay Pace

Electronic Theses and Dissertations

This research explicitly investigated how multinational corporations can enhance workplace inclusion through the novel use of the CliftonStrengths® assessment as a dimension of deep-level diversity. The study gleaned insights from employees’ perspectives, employing a constructivist grounded theory approach to explicate their experiences in rich qualitative narratives. Through open-ended surveys and intensive interviews, participants were selected using purposeful sampling to ensure meaningful data collection from the study organizations’ three global regions. The researcher conducted the analysis systematically through the constant comparison of data utilizing the NVivo14 software to assist in constructing codes, themes, and a theoretical schema. Results highlighted the significance …

The Blurry Line Between Corporation And Cult: A Retrospective Autoethnographic Study, Ernst Graamans

The Qualitative Report

In popular management literature corporations are sometimes loosely compared to cults. The comparison is a severe allegation as it implies the transgression of subordinate employees’ integrity. This paper explores to what extent such comparisons with cults are warranted as well as the implications this has for the practice of corporate culture management. On grounds of the author’s unique, first-hand experience in both corporate and cultic environments a retrospective autoethnographic (RAE) approach was chosen to further explore the supposed resemblance. The comparison is structured along Lifton’s eight criteria of thought reform and reveals that although akin to cults in all aspects …

Wellness As A Predictor Of Turnover Intention In The Active Duty Military, Thomas Clifford Seguin

Counseling & Human Services Theses & Dissertations

Due to the unique nature of military service compared to civilian professions, military attrition is difficult to predict using methods derived from career development theories, so turnover remains an ongoing concern for the active duty military. For this reason, military attrition, through turnover intention, should be investigated through a novel lens with the intention of capturing an essence of military service which previous methods may have overlooked, namely the holistic construct of perceived wellness. Previous studies have shown how wellness-related factors affect turnover intention, but none has studied the relationship between perceived wellness and turnover intention. The main hypothesis of …

The Effects Of Covid-19 Stressors And Supervisor Support On Emotional Exhaustion And Work Engagement, Meiqiao Gu

Psychology Theses & Dissertations

Since the onset of the COVID-19 pandemic, working conditions have worsened, subjecting employees to numerous stressors. Analyzing the impact of COVID-19 stressors on employees‘ well-being and work motivation is crucial. The job demands-resources model (JD-R; Demerouti et al., 2001a) provides a framework for evaluating how COVID-19 stressors affect employees‘ well-being and motivation in the workplace. Given the complexity of job characteristics during the COVID-19 pandemic, coupled with challenges in obtaining adequate support from supervisors who are also facing considerable work pressure, this study examines the continued relevance of the JD-R model in this evolving work environment. Specifically, four hypotheses were …

Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) …

Autism At Work Across The Career Span: A Scoping Review, Kate Noel Warnock

Psychology Theses & Dissertations

This scoping review takes a career-span approach to the experiences of autistic people at work. Using Super’s (1994) life-span, life-space theory as a framework, I divided the literature into five career phases: Growth, Exploration, Establishment, Maintenance, and Disengagement. In each phase, I reviewed the challenges and facilitators that autistic people face, highlighting themes that have strong support in the literature, and areas that need further examination in future research. Additionally, I argue that Super’s career framework is not the most parsimonious way to describe the career trajectories of autistic individuals and propose modifications to the framework to better represent their …

Fostering Belonging In The Workplace: What Does Commitment Look Like At Interpersonal, Team, And Organizational Levels?, Jody Condit Fagan

Libraries

Researchers describe belonging as “an essential human need” that supports people’s abilities to share, create meaning, participate, and learn with others at work (Filstad et al., 2019, p117). Sense of belonging varies by culture (Cortina et al., 2017) and belonging-related stressors have been shown to be more intense for those who identify with outgroups (Walton & Brady, 2017). Given this context and the impossibility of directly creating belonging, how can people at all levels support an inclusive commitment to fostering belonging as an organizational value? This presentation will define belonging, outline relevant actions and behaviors, and illuminate potential pitfalls.

Exploring The Effects Of Autotelic Personality, Proactive Personality, And Positive Affectivity On Dispositional Employee Engagement, Stormy Soldonia

Industrial-Organizational Psychology Dissertations

The increasing focus on employee well-being and its organizational implications has shifted scholarly attention towards the dynamics of employee engagement. Prevailing research largely concentrates on the influence of the work environment in fostering engagement. However, the role of individual predispositions remains insufficiently explored. This study seeks to address this gap by evaluating the predictive capacity of specific individual traits – autotelic personality, proactive personality, and positive affectivity – on the innate tendency towards employee engagement. It also examines the extent to which an organization’s climate for engagement can enhance these individual characteristics’ impact. A survey was conducted with 403 adult …

The Experience Of Knowledge Workers In Remote Environments During The Covid-19 Pandemic, Dale F. Knapp

Doctor of Education Program Dissertations

When regional quarantine restrictions were rapidly implemented in March 2020 due to the COVID-19 pandemic, knowledge workers were forced to vacate their traditional shared office spaces and transition to remote work environments. This unprecedented mass exodus from traditional in-person physical workplaces was facilitated by existing and new software and technology that allowed workers to remain connected and working. This phenomenological study explored the lived experiences and perceptions of knowledge workers who experienced this transition to a full-time remote work environment. The study also examined how knowledge workers perceived work performance relative to their experience during the COVID-19 pandemic. Data were …

The Great Resignation: Narratives Of Mid-Career Teacher Burnout And Attrition, Nicole Burton

Dissertations and Doctoral Documents, University of Nebraska-Lincoln, 2023–

The COVID-19 pandemic has increased the issues of teacher attrition. According to the U.S. Bureau of Labor and Statistics, from January to November 2021, there was a 40% increase in the quit levels of teachers within the state and local education agencies (John, 2022). While prior research has examined early-career teachers leaving the profession, mid-career teachers have largely been left out of the conversation. This narrative inquiry investigates the reasons that mid-career teachers are leaving the profession. Semi-structured interviews were conducted with four mid-career teachers hailing from the Midwest region. Interviews focused on understanding how teachers have experienced stress and …

Empowering Voices: Exploring The Career Trajectories Of Women Of Color Hr Professionals Amid Disruptive Change, Brandi R. Muñoz

Electronic Theses and Dissertations

This study investigated strategies to enhance diversity, equity, inclusion, and belonging initiatives in organizational leadership, focusing on supporting women of color in the workplace. The specific problem addressed was the underrepresentation and barriers faced by women of color in leadership positions despite their potential contributions to organizational success. The study employed a qualitative approach, combining qualitative interviews with socioeconomic data analysis. Data collection methods included semistructured interviews with women of color and a survey to gather demographic and employment information. The sample consisted of 16 women of color human resource professionals working in various industries and organizational settings across the …

The Interpersonal Effects Of Emotional Expressions With Both And Single Valences On Work-Related Satisfaction: An Examination Of Emotions And Perceived Openness As Mediators, Ming-Hong Tsai

Research Collection School of Social Sciences

Work-related satisfaction has critical benefits. To predict work-related satisfaction, we investigated how a counterpart’s expressions of emotional complexity (both positive and negative emotions), positive emotions, and negative emotions influenced a perceiver’s work-related satisfaction during discussions over different work-relevant ideas. We conducted a three-wave coworker survey (N = 529) and an experiment with a confederate as a task partner (N = 378). The results consistently showed significant positive impacts of a counterpart’s emotional complexity and positive emotion expressions on a perceiver’s work-related satisfaction by enhancing the perceiver’s positive emotions and evaluation of the counterpart’s openness. Conversely, a counterpart’s negative emotion expression …