Industrial and Organizational Psychology Commons^™

The Impact Of The Covid-19 Pandemic On The Well-Being Of People Incarcerated In United States Prisons, Kimberly Rivera

Department of Sociology: Dissertations, Theses, and Student Research

The COVID-19 pandemic has negatively impacted the population as a whole. However, the incarcerated population (which also experiences a variety of health disparities) has been disproportionately affected by the pandemic. Due to overcrowding, poor ventilation, and lack of resources, the incarcerated population already is at a heightened risk for negative health outcomes, made worse by the recent pandemic. To adapt to the rapidly changing conditions during the pandemic in 2020 and into 2022, new safety measures were implemented, but the unintended consequences associated with the implementation of these procedures have yet to be examined empirically. I conducted a qualitative content …

Toxic Leadership And Its Effect On Employees' Subjective Well-Being, Vaishnavi Waldiya

Electronic Theses, Projects, and Dissertations

Toxic leadership is an area of growing interest. The goal of my study was to investigate toxic leadership and how toxic leader behaviors relate to employee outcomes. Part of my goal was to examine the role of toxic leadership (taking other factors such as burnout, and workplace incivility) and how toxic leadership and other variables contribute to an employee's subjective well-being. Hence, the goal of this study was to examine the following effects: Toxic leadership behaviors and their effects on subjective well-being of the employee; and b) mediating roles of incivility and burnout on toxic leader behavior and the employee’s …

“Fit Check”: Testing A Model Of Perceptions Of Team Level Person-Group Fit, Alexandria Wentworth

All Theses

Teams are become a mainstay in nearly every sector of business. Teams are complex and evolve to meet the demands of their unique environments. One team structure growing in popularity is a multiteam system (MTS), a system comprised of multiple teams working interdependently to achieve goals. Understanding the mechanisms by which a MTS is successful is challenging; however, the concept of fit may offer further explanation. Person-group fit has been shown to improve coworker satisfaction, job attitudes, and task performance. Most research has only explored individual-level outcomes of person-group fit, yet there are numerous calls for further exploration into team-level …

An Empirical Examination Of Consequential Factors Of Negative Program Culture As Determinants Of Affective Well-Being In Graduate Students, Morgan Chandler

All Theses

There is evidence of a crisis of low affective well-being troubling graduate students nationwide. Recent studies have shown that graduate students exhibit indicators of low affective well-being, such as levels of anxiety and depression six times greater than the general population (Galleo et al., 2021; Glover, 2019), high levels of being overwhelmed (Kaler & Stebleton, 2019), and overall increased psychological distress (Hacker, 2021). The prevalence and severity of these issues indicate that their causes may exceed personal factors (Bekkouche et al., 2022). Previous research has identified the quality of culture and culture-related factors within graduate schools and programs to be …

Be A Leader In Your Practice: What’S Your Style?, William Chase Dds, Maom

The Journal of the Michigan Dental Association

In this Leadership Development feature, the author draws from a wealth of leadership experience in Rotary to explore the importance of leadership in dentistry. Emphasizing the need for self-evaluation through emotional intelligence, the article delves into five key aspects: self-awareness, self-regulation, motivation, empathy, and social skills. The author introduces three leadership styles — Transformational Leadership, Situational Leadership, and Servant Leadership — highlighting their characteristics and benefits. Encouraging readers to adopt diverse leadership styles, the piece underlines the significance of effective leadership in dental practice, community engagement, and organized dentistry.

Charter For Smarter Hats: How Team Charters Dynamically Improve Trust And Emotions In Human-Agent Teams, Dan Manh Nguyen

Theses and Dissertations

Although human-agent teams have received significant attention from both practitioners and researchers in recent years, human attitudes and emotions towards agents present collaborative barriers that reduce effective teaming. Borrowing from literature on traditional human team interventions, this study examines how team charters may be leveraged to set up better trust relationships and emotional states over time, and how these key emergent states influence both objective performance scores and subjective performance ratings. Using data from 43 individuals who participated in a search-and-rescue simulation with four agent teammates, discontinuous growth modeling was used to examine differences in trust and upsetness over time …

Beyond Labels: Understanding The Complexities Of Lgb Employee Team Networks, Mohammed S. Akib

Theses and Dissertations

This study aimed to investigate the team network of lesbian, gay, and bisexual (LGB) employees, as well as the factors influencing those team networks. The findings were based on responses from 13 participants who identified as either lesbian, gay, or bisexual. Participants completed a 60-minute interview, which was audio recorded and transcribed for analysis. The data was analyzed using MaxQDA qualitative analysis software, employing a phenomenological approach. Two research questions were addressed: (1) How, if at all, does the form and nature of the team network differ between the subgroups of LGB employees? and (2) How do various contextual factors …

Nurses - Tab Down Your Stress Level: A Pilot Study On The Use Of Aromatherapy To Decrease Stress Levels, Judith E. Bowling, Ashley N. Garbutt, Theresa Worden, Julie Erickson, Nicole Rowney

Nursing & Health Sciences Research Journal

Introduction: The average day-to-day nursing profession is a stressful one. The job often requires dealing with patients enduring some of the worst times of their lives, as well as contending with patients' emotional family members. This stressful environment is heightened even more for nurses employed in critical access hospitals (CAHs) due to the limited resources usually associated with these smaller facilities. Methods: Research and Evidence-Based Practice Council members at one CAH explored how to help nurses deal with the elevated work stress level. Aromatherapy tabs were used as an intervention to reduce nurses' stress. The nurses who participated in this …

Developing And Validating A Measure Of Team Coordination Using Unobtrusive Data: The Radsm Process, Alexxa Bessey

All Dissertations

Within the domain of team processes, ample research has utilized subjective measures such as surveys and observations. However, subjective measures are often limited and may be prone to bias. Further, advances in technology have provided new data collection methodologies (e.g., wearables) in addition to increased access to data (e.g., email, chat). Despite such advances, there lacks a well-adopted systematic process to develop measures from systems based or unobtrusive data. As a result, the purpose of the current study was to develop a measure of team coordination utilizing a systematic process of unobtrusive measure development, the Rational Approach to Developing Systems-based …

Did That Help? Harnessing Natural Language Processing To Uncover Characteristics Of Peer Feedback And Their Impacts On Teamwork-Skills Learning., Annamaria V. Wolf

All Dissertations

Peer Evaluation Systems (PESs) allow members of student teams to provide one another with computer-mediated feedback in the form of qualitative, open-ended comments. The current research leverages unsupervised Natural Language Processing (NLP), namely Biterm Topic Modeling (BTM) and sentiment analysis, to uncover latent topics and degree of positivity and negativity expressed in peer feedback, respectively. BTM results revealed a 6-topic model that was reliably replicated over 10 Gibbs initializations 80% of the time. Topics were labeled Timely Communication, Idea Generation, Coordination & Adaptation, Work Quality, Team Support & Focusing, and Work Accountability. Qualitative comparison suggests that these topics demonstrate …

Organizational Commitment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is organizational commitment?

Organizational commitment, along with job satisfaction, is one of the most commonly studied job attitudes within the psychological sciences and is often used to gauge how employees feel about their job. Research on organizational commitment has largely been a fragmented endeavor, with no clear consensus on what organizational commitment actually is or how it should be conceptualized. To date, there is not one definition that is regarded as the best, but there are some common themes that can be seen throughout the many definitions in existence. For example, most definitions refer to organizational commitment in terms …

Job Satisfaction, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is job satisfaction?

Job satisfaction is generally thought of as the degree to which an individual likes or dislikes their job (Spector, 1997). Along with organizational commitment, it is one of the most commonly studied job attitudes and is used as a way to gauge how employees feel about their jobs and as a reflection of how well the organization is functioning. Job satisfaction is commonly considered as either “a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job” (Spector, 1997, p. 2). Thus, job satisfaction is …

Implicit Trait Policies And Situational Judgment Tests: How Personality Shapes Judgments Of Effective Behavior, Alexander Edward Johnson

Industrial-Organizational Psychology Dissertations

The Situational Judgment Test (SJT) is a popular selection tool used by employers to

make hiring decisions due to their strong predictive validity. SJTs present job candidates with

hypothetical scenarios, asking them to choose the responses that best fit those situations. SJTs

have been used to measure a range of knowledge, skills, and abilities, but what they measure and

why they predict performance remains unclear. Lievens and Motowidlo (2016) called for a

reframing of the SJT as a measure of general domain knowledge. According to their theory, SJTs

measure procedural knowledge, which is composed of general domain knowledge—

operationalized as …

Onboarding Program Eastern Band Of Cherokee Indians - Final Summary, Quality Improvement Center For Workforce Development

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The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October 2017, …

Frontline Job Redesign Louisiana - Final Summary, Quality Improvement Center For Workforce Development

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The Louisiana Department of Children and Family Services (DCFS) Child Welfare Division (CWD) is a state-operated child welfare system. Louisiana has 64 parishes statewide organized into nine regions. The local parish offices provide child protective service (CPS), family services (FS), foster care (FC), and adoption services. CWD has approximately 1,500 employees including about 640 frontline caseworkers. In 2017, when Louisiana applied to become a QIC-WD site, CWD estimated its turnover rate across the state to be 24%, with one region having a turnover rate of 51%, while another had a turnover rate of only 8%.

This video discusses the challenges …

Frontline Job Redesign Louisiana - Prevention Worker Role Cards, Quality Improvement Center For Workforce Development

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Lists the different tasks given to types of prevention workers. View the download file.

Frontline Job Redesign Louisiana - Permanency Worker Role Cards, Quality Improvement Center For Workforce Development

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View the download file.

Organizational Change Process Milwaukee - Final Summary, Quality Improvement Center For Workforce Development

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Organizational Change in Action

The Division of Milwaukee Child Protective Services (DMCPS) is a state-operated child welfare system and is the only county system in Wisconsin run by the state. The Division is housed under the Department of Children and Families and has just under 200 staff, including: administrative/managerial staff, initial assessment and access (hotline) frontline workers, and fiscal and operations support. In 2016, DMCPS had an external turnover rate of 37% and they applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site, with the goal of strengthening their child welfare workforce.

When DMCPS started working with …

Organizational Change Process Milwaukee - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resource and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Organizational Change Process Milwaukee - Arc Principles Poster, Quality Improvement Center For Workforce Development

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1. All staff and administrative actions and decisions should be guided by a clear focus on the wellbeing of the children and families served.
2. Measure success by how much child and family wellbeing improves and use this data to drive decision-making and improvement.
3. Continually seek to be more effective, to eliminate barriers, and to foster change to improve the wellbeing of children and families.
4. Focus on relationships/networks in your organization, stakeholders, and family networks to affect child and family outcomes.
5. Get those with a stake (front-line staff) involved in key program decisions, solutions, and improvement efforts.