Industrial and Organizational Psychology Commons^™

Third-Party Employer Branding, Mukta G. Saini, Filip Lievens

Research Collection Lee Kong Chian School Of Business

There has been a growing interest in third-party employment branding (TPEB) because prospective and current employees perceive it more credible than the company-controlled employer branding. The academic research on TPEB has also been rapidly growing. This chapter reviews the TPEB research using a bibliometric analysis of 734 articles published between 1996 and 2021. The analysis shows that 'employer branding,' 'recruitment,' 'Glassdoor,' and 'word-of-mouth' are the major keywords in this domain. TPEB research can be grouped into three themes – (i) ‘best employer status and its outcomes’, (ii) ‘antecedents and consequences of third-party employment branding’, and (iii) ‘word-of-mouth and recruitment’. We …

Third-Party Reactions To Performance Feedback, Daroon Mohammed Jalil

Psychology Theses & Dissertations

Although the provision of feedback has traditionally been treated as a dyadic event, I argue for the existence of a neglected third-party - the witness. Drawing from the dual process model of vicarious mistreatment and feedback intervention theory, I hypothesize that 1) third parties experience negative [positive] affect when witnessing an unjust [just] feedback event, 2) negative [positive] affect is stronger when feedback cues are self-referenced [task-referenced], and 3) negative [positive] affect is related to a subsequent decrease [increase] in feedback seeking intentions. Results from a 2x2 between-subjects experiment with 470 participants provide partial support for the hypotheses. Third-parties experienced …

Turnover, Megan Paul, Sarah Stepanek

Umbrella Summaries

What is turnover?

The definition of turnover tends to somewhat vary in practice and research. The most common element is an employee leaving their job. Beyond that, turnover can be further defined as internal vs. external, voluntary vs. involuntary, functional vs. dysfunctional, and avoidable vs. unavoidable.

• Internal vs. external: Internal turnover means that the employee moves to a different job within the organization, whereas external means that the employee leaves the organization altogether. In child welfare, however, the “organization” may be defined as all of state or county government, which means that a lot of movement is considered internal.
• Voluntary …

Key Findings From The Qic-Wd At Various Stages Of The Employee Lifecycle, Quality Improvement Center For Workforce Development (Qic-Wd)

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Employee_Lifecycle_Additional_Resources.pdf

The Quality Improvement Center For Workforce Development: Bridging The Research–Practice Gap In Child Welfare, Sarah Layman, Jen Harvel, Apryl Brodersen, Michelle Graef, Megan Paul, Robert Blagg

Other QIC-WD Products

The QIC-WD used research and best practices from Industrial-Organizational Psychology (I-O) to improve workforce outcomes across our partner child welfare agencies. This article shares our insights on how we were able to bridge the research-practice gap through the team’s work to develop and test workforce interventions, use organizational data to improve workforce outcomes, and share knowledge and resources from I-O to advance practice in child welfare organizations.

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Secondary Traumatic Stress: Definitions, Measures, Predictors, And Interventions, Anita Barbee, Lisa Purdy, Michael Cunningham

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Child welfare professionals are exposed to a lot of traumatic events. They may experience trauma first-hand witnessing the negative experiences of children and families on their caseload or it may be experienced second-hand through the stories shared by clients or co-workers, or information being read in a file. The research has a variety of terms for this phenomenon (as described in this brief) but the evidence is clear: child welfare workers experience trauma as an occupational hazard and that exposure can manifest itself in ways similar to post-traumatic stress disorder (e.g., disrupted sleep, difficulty concentrating). In fact, a survey of …

With A Little Help At Home: The Impact Of Romantic Partner Support On Daily Burnout And Workplace Incivility, Matthew Aplin-Houtz

Dissertations

With rude and discourteous encounters in the workplace becoming more common, Workplace incivility (WI) is at an all-time high. As such, workers experience levels of burnout from these negative social interactions. The literature concedes that the results of these interactions lead to mounting burnout, causing negative physical and emotional outcomes at the individual and organizational levels. Considering that the literature also supports that employees have the potential to recover from burnout symptoms through rest, obtaining the perception of control of their circumstances, and cognitive reframing, the time and activities a worker spends at home carry the potential for minimizing burnout …

Findings From Seven Years Of Child Welfare Workforce Interventions, Quality Improvement Center For Workforce Development (Qic-Wd)

Other QIC-WD Products

The Quality Improvement Center for WorkforceDevelopment (QIC-WD) operated for seven years and worked with 57 distinct public and tribal child welfare jurisdictions to address workforce issues. We used agency data, an evidence-based management approach, and were supported by site teams that included human resources (HR) and child welfare professionals.

We engaged in in-depth, multi-year projects in eight of the sites, and highlights from those experiences are featured in this short video. A consistent approach to implementation was applied and rigorous evaluation methods were used in those workforce intervention sites, with the goals of improving worker performance, well-being, and retention. Interventions …

Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back

Research Collection Lee Kong Chian School Of Business

Although the behaviors displayed by assessees are the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees' behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who …

Revisiting The Design Of Selection Systems In Light Of New Findings Regarding The Validity Of Widely Used Predictors, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Sackett et al. (2022) identified previously unnoticed flaws in the way range restriction corrections have been applied in prior meta-analyses of personnel selection tools. They offered revised estimates of operational validity, which are often quite different from the prior estimates. The present paper attempts to draw out the applied implications of that work. We aim to a) present a conceptual overview of the critique of prior approaches to correction, b) outline the implications of this new perspective for the relative validity of different predictors and for the tradeoff between validity and diversity in selection system design, c) highlight the need …

Equity Among Equity Workers: Public Service Motivation In An Educational Nonprofit Organization, Russell C. West Jr

Theses and Dissertations

What opportunities and challenges arise when an equity-focused educational organization aims to support employee’s individual equity practices while simultaneously developing the organization’s equity practice? In this study, employees of a non-profit educational organization were asked what rationales and expectations played a role in their decision to volunteer in an equity working group. Their responses were used to understand whether Perry’s (2000) process theory of Public Service Motivation helped describe their decision. In a second round of interviews, employees were asked what outcomes they perceived came from their participation. These responses were used to understand whether the outcomes aligned with those …

Experiences Of Professionals Of Color In The Child Welfare Workforce, Nina Williams-Mbengue, Anita Barbee

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“Entrenched disparities in our laws and public policies, and in our public and private institutions, have often denied that equal opportunity to individuals and communities. Our country faces converging economic, health, and climate crises that have exposed and exacerbated inequities, while a historic movement for justice has highlighted the unbearable human costs of systemic racism.”

- Executive Order on Advancing Racial Equity and Support for Underserved Communities through the Federal Government, January 20, 2021

Many Americans are currently engaged in a painful examination of the nation’s history of individual, interpersonal, institutional, and structural racism. Leaders within the child welfare system …

Evaluating The Chief Of Staff Of The Air Force 2016 Initiative To Revitalize The Squadron: A Thematic Content Analysis Of Appreciative Inquiry Mechanisms, John M. Huntz

Theses and Dissertations

A thorough thematic analysis and literature review were undertaken to understand better the integration of AI mechanisms within the Revitalize the Squadron initiative. To facilitate the initiative's implementation, the aim is to provide commanders with practical instances, dimensions, findings, and results. Throughout the coding process, instances of AI’s mechanisms were discovered in the literature. The link between PE and HQR boosted the overall vitality within the squadron, where vitality was determined to be the goal. AI, as a whole, was not found in the literature, but the analysis determined that the Revitalize the Squadron initiative was “Appreciative” in nature.

Effects Of Genes And Gene-Environment Interactions On Work-Family Conflict And Enrichment, Peter Yu

Dissertations, Theses, and Capstone Projects

The COVID-19 pandemic has shown how macro-level issues can influence how we manage work and family responsibilities. Yet, work-family (WF) research at different levels of analysis is relatively scarce. To address this, I take a multilevel lens to study WF conflict and enrichment in the context of micro-level factors (in the form of genes), macro-level factors (in the form of family and community-level demands), and their cross-level interactions (i.e., gene–environment interactions). To study genetic main effects, I drew from the work-home resources model to identify four candidate genes associated with conditions that could impact the ability to accrue WF resources …

Avoiding Success: How Does Fear Of Success Impact Today's Workforce?, Bradley E. Gray

Dissertations, Theses, and Capstone Projects

Fear of success refers to the anxiety experienced by individuals as they come close to accomplishing a goal, ambivalent and even paralyzed over choosing to accept or avoid success. Success fearers are more likely to avoid success, choosing to forego their goal to avoid the assumed negative repercussions that will accompany the success (Canavan, 1989). Though interest in fear of success has waned since its introduction in the 1970’s, evidence of fear of success still exists today. However, original theories of fear of success cannot explain its impact on both men and women, and little is known about how it …

Recentering Psych Stats, Lynette Bikos

Faculty Open Access Books

To center a variable in regression means to set its value at zero and interpret all other values in relation to this reference point. Regarding race and gender, researchers often center male and White at zero. Further, it is typical that research vignettes in statistics textbooks are similarly seated in a White, Western (frequently U.S.), heteronormative, framework. ReCentering Psych Stats seeks to provide statistics training for psychology students (undergraduate, graduate, and post-doctoral) in a socially and culturally responsive way. All lessons use the open-source statistics program, R (and its associated packages). Each chapter includes a screencast lesson, features a workflow …

Meaningful Work, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is meaningful work?

Meaningful work is defined as “work experienced as particularly significant and holding more positive meaning for individuals” (Rosso et al., 2010, p. 95). In general, meaningful work is considered to be work and work accomplishments that are viewed as valuable, worthwhile, and aligning with one’s values (Allan et al., 2018). Current theory suggests that meaningful work tends to result from self-actualization or from working towards a higher purpose (Lepisto & Pratt, 2016). More specifically, meaningful work may come from feeling a sense of unity with other people, serving others, from developing oneself, or from working towards …

Invisible Disability: A Review Of Hearing And Vision Impairment Challenges In The Workplace, Melissa Ann Aguinaldo

College of Science and Health Theses and Dissertations

This thesis explores the factors related to individuals with vision and hearing impairments in organizational contexts within the United States. It overviews the definitions, current state, and U.S. legislation pertaining to individuals with disabilities in the workplace. The thesis reviews disclosure practices, psychological theories, and recommendations for supporting and accommodating individuals with hearing and vision disabilities. In reviewing these factors, this research aims to enhance understanding of the challenges faced by individuals with hearing and vision impairments in organizations and contribute to fostering inclusive and supportive work environments. The thesis also identifies areas for further research in order to advance …

Successful But Exhausted: The Effect Of Tokenism On Black Employees, Sydney Green

LSU Doctoral Dissertations

Despite organizations' efforts to reduce racial inequality in the workplace, White employees continue to outnumber Black employees in many organizations and workgroups. The present research investigates the cognitive performance of Black and White men experiencing different degrees of group racial representation and explores whether keeping their performance private reduces the effect of group racial representation. A sample recruited via Prolific included 491 men, (50.50% White and 49.50% Black), aged 18 to 65 years (M = 39.3, SD = 10.4) working in the U.S. at least 31 hours per week (M = 42.2, SD = 6.7). Using an online …

Tell Me, Do You Feel It Too? A Meta-Analysis Of Dyadic Emotional Contagion In The Workplace, Stefanie Fox

Dissertations and Theses

Emotional contagion influences multiple important individual and organizational outcomes, including burnout, job satisfaction, organizational citizenship behaviors, and task performance. The current meta-analytic review utilizes Barsade and colleagues' model of emotional contagion in organizational life and Van Kleef's emotions as social information model, creating a theoretically and empirically based examination of emotional contagion in organizational dyads covering the past 30 years of research. It offers nuance to traditional positive and negative affect conceptualization by utilizing Van Kleef's four social emotion categories (i.e., affiliation, appeasement, dominance, supplication) along with general positive and negative valanced emotional expressions as antecedents of emotional contagion. Using …