Industrial and Organizational Psychology Commons^™

Remote Or In-Person Work: How Does Personality And Qualifications Relate To Performance, Aspen Wood, Madison Culver, Mary Elizabeth Covington, Yalcin Acikgoz

River Cities Industrial and Organizational Psychology Conference

After the COVID 19 pandemic forced many office workers to work remotely, many employers are now trying to bring their employees back to the office. However, many employees are resisting these calls, with claims that they can be equally, if not more productive while working remotely. Anecdotal evidence suggests that work performance can fluctuate in remote or in-person environments and from person to person. However, which environment generates better performance on average has not been well understood. In addition, whether there are differences in predictors of performance in remote vs. in-person settings is another under-researched area. Accordingly, acknowledging that this …

Through The Looking Glass: Investigating Incivility And Depletion Through A Cognitive Process Lens, Melissa Sorensen, Katrina Burch

River Cities Industrial and Organizational Psychology Conference

Background Experiencing incivility at work is a common phenomenon that has increased in recent years (Porath & Pearson, 2014). In addition, the effects of experiencing incivility are not bound to the workplace and can continue to negatively impact individuals after they leave work (e.g., Fritz et al., 2019). However, little is known about the mechanisms which transmit the experience of incivility at work to one’s non-work domain. One such mechanism that may be associated with detrimental outcomes of incivility at work in the non-work domain is depletion (Christian & Ellis, 2011), which represents a reduced state of cognitive capacity. However, …

Predicting Vocational Interests Through An Ai-Based Chatbot, Jingyi Li, Jinyan Fan

River Cities Industrial and Organizational Psychology Conference

Vocational interests did not receive much attention in I/O research though recent research has shown that they are strong predictors for both life and job-related outcomes. Measures of vocational interests still rely heavily on traditional self-report method which is subject to several weaknesses. The present research explores the plausibility of measuring vocational interests through an Artificial Intelligence (AI) chatbot. We intend to examine the psychometric properties of the AI chatbot in measuring vocational interests, namely its (1) internal consistency, (2) split-half reliability, (3) generalizability across samples, (4) factorial validity, (5) convergent validity and discriminant validity, (6) generalizability of convergent and …

Validating A Picture-Based Values Measure Across Three Studies, Jingyi Li, Lauren E. Postier, Kendall M. Mcgoey, Peter D. Cook

River Cities Industrial and Organizational Psychology Conference

While the importance of congruence between personal and organizational values to employees and organizations has been well established in the academic literature, existing values measures have shortcomings in applied settings. We have developed the Picture-Based Values Measure (PBVM) to measure Schwartz’s 19 refined basic individual values, resist faking, avoid construct contamination, and show cross-cultural relevance. In this research proposal, we intend to establish the psychometric properties of the PBVM across three studies. In Study 1, to examine convergent validity, 300 working adults will take both the PBVM and Revised Portrait Value Questionnaire (PVQ-RR) via Prolific. To examine discriminant validity, participants …

Exploring The Role Of Emotional Stability And Remote Work As Resources In Detaching From Work, Brittany N. Ikner, Kristen Jennings Black

River Cities Industrial and Organizational Psychology Conference

The sizable increase in remote jobs within the last two years has led researchers to question how remote and in-person workers recover differently and what organizations can do to best facilitate their recovery from work. Yet, few empirical studies identify which individual and situational characteristics assist or inhibit recovery from work. Using Sonnentag and Fritz’s (2015) stressor-detachment model as theoretical framework, the proposed study investigates attentional resources (i.e., work location) and personal resources (i.e., emotional stability) that moderate the relationship of job stressors and well-being which is mediated by psychological detachment from work during non-work hours. Specifically, one’s levels of …

Are You On The Menu: Sexual Harassment Experiences Of Front-Of-House Restaurant Workers, Kelly Lane, Raiza Barahona, Brian O'Leary

River Cities Industrial and Organizational Psychology Conference

Still managing in the wake of the COVID pandemic and the”Great Resignation” restaurants and the hospitality industry have seen particularly high rates of turnover and increased difficulty maintaining sufficient staffing numbers. This industry sees the highest rates of sexual harassment claims at work in the U.S.. The reliance on tipping facilitates this form of harassment, leaving organizations responsible for protecting their workers from mistreatment. Experiences of sexual harassment relate to decreased job satisfaction and increased intentions to turnover. This study aims to establish the relationship between sexual harassment experiences at work, existence and enforcement of a sexual harassment policy to …

Exploring The Effects Of Financial Strain On Organizational Commitment And Occupational Commitment, Paris Jade Wright, Kristen J. Black

River Cities Industrial and Organizational Psychology Conference

Financial strain is defined as an individual’s perception of economic stress and/or lack of resources (Adams et al., 2016). Although it has been linked to a multitude of negative well-being outcomes (Son & Wilson, 2015), there is little research regarding its impact on work-related attitudes, including organizational and occupational commitment. Several studies have found that financially-related variables, such as income, pay satisfaction, and extrinsic organizational rewards are positively related to organizational commitment (Cohen and Lowenberg, 1990; Mathieu and Zajac, 1990; Malhotra et al., 2007). Though occupational commitment and organizational commitment tend to be positively related (Lee et al., 2000), less …

Investigating The Public Service Loan Forgiveness Program's Impact On Public Service Employees, Karli Guice, Skylar Oney, Malissa Clark

River Cities Industrial and Organizational Psychology Conference

The Public Service Loan Forgiveness (PSLF) program has garnered attention in the media in recent months, primarily in reaction to recent program reforms. Public service employees have struggled to navigate the PSLF program since its formation in 2007, which is complex, tedious, and time consuming. While some relief has been granted, many more face uncertainty as to whether or when their loans will be forgiven. Coupled with the fact that many individuals feel shame and stigma for having loans in the first place and for seeking loan forgiveness, the PSLF process can take a negative toll on individuals and in …

Perceived Engagement In Flexible Work Arrangements, Emma Vosika

River Cities Industrial and Organizational Psychology Conference

Early in the pandemic, employees transitioned to remote work to prevent the spread of COVID-19. Though social distancing and other coronavirus related mandates have begun to subside, some employers are continuing to allow their employees flexibility in their work arrangements. This continued flexibility appears to be the “new normal” of how we work (Weideman & Hofmeyr, 2020). As a result, the question arises as to whether flexible workers feel engaged and connected to their organizations. To illustrate perceived engagement in flexible work arrangements, a sample of 258 participants was recruited through social media and student participation system SONA. Examples of …

Does Safety Make A Difference? The Impact Of Safety Observations On Injury Likelihoods, Rylie Sant, Shawn Bergman, Timothy Ludwig, Yalcin Acikgoz, Tanner Landolt, Sunny Barboj, Jacob Leslie, Nick Granowsky

River Cities Industrial and Organizational Psychology Conference

According to Liberty Mutual’s 2021 Workplace Safety Index, it was estimated that employers paid more than $1 billion per week in direct workers’ compensation costs for disabling, non-fatal workplace injuries in 2018 (2021 workplace, 2021). Accordingly, organizations frequently engage in safety practices in the hopes of reducing these financial and human costs. The aim of this study was to examine whether performing safety observations reduced the likelihood of adverse outcomes. A safety observation refers to a checklist of behaviors deemed “safe” that should be conducted to help decrease or completely eliminate a safety incident. A safety incident is an event …

Promoting Workplace Well-Being, Emma Vosika

River Cities Industrial and Organizational Psychology Conference

Hire Ventures, Inc. is an HR consulting firm founded in Atlanta, GA. Their mission is to “enable clients to find and keep talent by implementing streamlined processes, leveraging the right technology, and delivering on-demand, scalable hourly HR consulting and hourly recruiting consulting services” (Hire Ventures, 2022). My internship at Hire Ventures, Inc. followed a short 8-week timeline that focused on the development of a workplace wellness campaign series. Role responsibilities included conducting an internal needs analysis to create the base framework for the wellness series, developing topics for a 10-week wellness blog series that targets the employees and employers of …

Creating Competency Based Behaviorally Anchored Rating Scales Using An Online Sample, Isabelle Couvillion, Lilah Donnelly, Jonah Richardson, Faith A. Shannon, Kyle Benbow

River Cities Industrial and Organizational Psychology Conference

The current project takes action on Kell et al.’s (2017) call for research on non-traditional methods for developing behaviorally anchored rating scales (BARS). Typically, BARS are used when conducting structured interviews to ensure high predictive validity and reliability while minimizing biases. The traditional method of constructing BARS requires time and resources which may deter organizations from adopting such scales. Our proposed methodology will assuage these deterrents. We have designed a survey to collect critical incidents from subject matter experts (SMEs) online using ProLific, a crowdsourcing software. For the purpose of this study, participants will be filtered based on their age, …

The Relationship Between Business Students' Valor And Psychological Capital, Kyle Luthans, Brett C. Luthans, T. Daniel Chaffin

Mountain Plains Business Conference

No abstract provided.

Work-Family Conflict, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family conflict?

Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …

Work-Family Enrichment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family enrichment?

Work-family enrichment is used to describe the positive benefits derived from spillover between work and family. Specifically, work-family enrichment is formally defined as “the extent to which experiences in one role improve the quality of life in the other role” (Greenhaus & Powell, 2006, p. 73). This is often contrasted with the concept of work-family conflict, which represents the negative spillover between the work and family domains. Work-family enrichment is often distinguished by the direction of its effect; benefits from work that are applied to the family domain are termed work-to-family enrichment (WFE), and benefits from …

Like Attracts Like? The Effects Of Anxiety, Implicit Bias, And Perception Of Diversity Culture On Team Attraction, Donna Yao, Melody M. Chao, Elizabeth George, Pritviraj Chattopadhyay

Makara Human Behavior Studies in Asia

Past relational demography research has demonstrated the influence of demographic dissimilarity among employees on their work engagement and attrition. Little is known about how demographic dissimilarity affects individuals’ attraction to a team in the first place. The present research focused on the attraction component of the attraction-selection-attrition model to investigate factors that contribute to team attraction and their associated underlying processes. Specifically, we identified anxiety towards potential teammates as an affective response to cultural dissimilarity, which in turn influenced performance expectations and team attraction. We also examined implicit and explicit cognitions that might shape the impact of anxiety. To this …

An Examination Of Emotional Resilience Among Athletic Trainers Working In The Secondary School Setting, Shaine Henert, William Pitney, Bethany Wood, Nicholas E. Grahovec, Tyler A. Wood

Internet Journal of Allied Health Sciences and Practice

Purpose: Athletic training is a demanding profession that is a stressor for many practitioners. Emotional resilience allows Athletic Trainers (ATs) to persist in their roles and benefit from long and successful careers. The purpose of this study was to explore the level of emotional resilience of ATs working in secondary school settings and identify factors perceived to contribute to or mitigate one's emotional resilience. Method: A sequential explanatory mixed-method design using a cross-sectional online survey followed by in-depth interviews was used to gather information from 160 (16% response rate) secondary school NATA members - 97 (60.6%) female; 63 (39.4%) male …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

Avatar: The New Employee? Creating Online Employment Personas May Benefit Stigmatized Employees, Esenaman Batirov, Larry R. Martinez

Psychology Faculty Publications and Presentations

Although we appreciate and agree with the conclusions that (Wilcox et al., 2022) come to in their review of the literature related to cybervetting, our intention in this response is to discuss the potential utility of cybervetting in a post-COVID world in which fully remote employment is much more prevalent. Specifically, we draw parallels to other contexts in which individuals interact completely remotely successfully and highlight how such arrangements can actually be beneficial —rather than detrimental—to employees with stigmatized identities or characteristics.

The Bright And Dark Sides Of Upward Social Comparison: Knowledge Sharing And Knowledge Hiding Directed At High Performers, Soohyun (Ashley) Lee

Dissertations, Theses, and Capstone Projects

The present research investigated when and why employees might share or hide their work information from coworkers who perform better than themselves. Drawing from social comparison theory (Festinger, 1954) and social exchange theory (Blau, 1964), I predicted that upward social comparison would lead to both pleasant reactions (inspiration, perceived gain of work resources) and unpleasant reactions (envy, perceived loss of work resources), which in turn would differentially affect knowledge sharing/hiding behaviors targeting high-performing coworkers. I further predicted that individual differences in directing behaviors toward goals (goal orientation) and task structures requiring reliance on coworkers (task interdependence) would moderate the relationships …