Industrial and Organizational Psychology Commons^™

Transformational Leadership, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is transformational leadership?

Transformational leadership refers to leadership behaviors that transcend the basic employment contract and help motivate followers to achieve beyond expectations (Antonakis et al., 2003; Bass, 1999). Transformational leaders seek to “uplift the morale, motivation, and morals of their followers” (Bass, 1999, p. 9). Through the four facets of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration), transformational leaders help followers create meaning, selfactualize, feel part of a collective, find greater self-worth, and achieve great things (Bass, 1999). The dimensions of transformational leadership are further detailed below.

► Idealized influence: This dimension of transformational …

Subtle Leadership: When Referent Power Is Subtly Powerful, Luz E. Quiñones-González

The Journal of Values-Based Leadership

The following research presents the construct of “subtle leadership” in a conceptual discussion as a new way of perceiving and studying leaders of the twenty-first century. Its core objective points toward the conceptualization of “subtle leadership,” sharing a basic definition to provoke discussion and emerging theoretical framework in order to better understand the current organizational reality. Some leadership styles such as servant leadership, shared leadership, and authentic leadership are discussed to compare and contrast them with “subtle leadership,” emphasizing that leadership is viewed as a process and not only as styles or personal traits. Subtle leadership is primarily based on …

Risk-Taking And Career Achievement: The Moderating Role Of "Getting Along" Personality Traits, John-Luke Mccord

LSU Doctoral Dissertations

The current dissertation examined the moderating effects of personality traits on the relationship between risk propensity and career advancement. It was hypothesized that certain personalities that facilitate dependability and building support can impact the probability of successful risk-taking at work, resulting in greater career advancement. A nationally representative panel study of British households (n = 13,743) was used to examine the extent to which Big Five personality traits interact with risk propensity to predict career achievement. Results showed a strong, positive association between risk propensity and income growth over time. The “getting along” personality traits were not shown to have …

Onboarding Program Eastern Band Of Cherokee Indians - Theory Of Change, Quality Improvement Center For Workforce Development

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During the needs assessment process facilitated by the Quality Improvement Center for Workforce Development (QIC-WD) three areas of need were discussed for possible intervention at Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP): 1) team cohesion across the various agency units, 2) unhealthy levels of employee stress and work overload, and 3) inconsistent onboarding practices. For each area, a problem statement was developed, and in-depth root cause analysis and theory of change discussions were conducted. Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of an onboarding program to improve worker …

The When, Why, And How: Antecedents Of Illegitimate Task Perceptions, Patricia Jewel Emily Morrison

Theses and Dissertations

Driven, satisfied, and motivated employees are crucial to an organization’s long-term success. The purpose of this research study was to examine factors that may be affecting employee perceptions of tasks as illegitimate. Utilizing a purposive, convenience sampling approach, 14 employees were recruited to participate in this study. Participants completed an interview with the researcher that lasted approximately 30 minutes and was audio recorded and later transcribed. All data was analyzed in NVivo qualitative analysis software utilizing the grounded theory method and thematic analysis approach. The following three themes emerged from the data analysis: (1) Lack of Resources, Lack of Support, …

Diving Deeper: Employee’S Perceptions Of Diversity, Leader Behaviors, And Inclusion, Phylicia Fanetta Davlyn Richardson

Theses and Dissertations

Understanding an employee’s perspectives of their organization, team and leader has been researched extensively in the field. The same can be said for diversity, equity, and inclusion. However there have been gaps in the literature when it comes to an employee’s perception and how they can dictate their approach to their work environment. Grounded in the theory of the effect leadership has on employees (Jung & Welch, 2022; Randolph-Seng et al., 2016), this study examines vary leader behaviors (inclusion, antiracism, allyship) and how they interact with perceptions of inclusion and diversity. Using a survey, 211 participants answered measures assessing their …

Revealing The Dark Core Behind The Dark Triad, Cody Eric Harrell

Theses and Dissertations

Dark or malevolent personality traits (e.g., The Dark Triad) have gained increasing attention in recent years which has led researchers to explore the existence of a common factor of dark personality traits (Vize et al., 2020; Moshagen et al., 2018). A Dark Core was extracted from existing Dark Triad measures using principal component analysis and was subsequently analyzed in relation to other personality traits that are commonly studied in conjunction with common cores of maladaptive personality traits (e.g., agreeableness and honesty-humility; Vize et al., 2020; Moshagen et al., 2020b). A General Factor of Personality (GFP) was also extracted for statistical …

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

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Exploration of Need

The QIC-WD and the Louisiana Department of Child and Family Services (DCFS) Child Welfare Division (CWD) worked together to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including: 1) recruitment, hiring, and retention metrics and processes; 2) organizational culture and climate; and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition.

More specifically, five major types of information were considered: 1) objective administrative data; 2) subjective perceptions of staff and supervisors, gathered through QIC-WD …

Frontline Job Redesign Louisiana - Intervention Background, Quality Improvement Center For Workforce Development

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What is job redesign and why was it selected?

The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to develop, implement, and test an intervention to address issues identified in the needs assessment including low employee morale, high staff turnover, and poor outcomes for families and children. A frontline job redesign was selected as the intervention because the agency wished to approach these long-standing challenges in an innovative manner. A job redesign is comprised of activities that alter specific jobs or interdependent systems of jobs in …

Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew

Research Collection Lee Kong Chian School Of Business

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …

Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …

Was This Part Of The Plan? Examining Planning As A Mechanism To Mitigate Workplace Intrusions, Dominic Fedele

Theses and Dissertations

Workplace intrusions are commonplace in every organization. Limited preliminary work (e.g., Moon et al., 2020) is beginning to suggest that certain individuals may be more susceptible to workplace interruptions. Yet, it is unclear why individual differences may predict interruptions and how unexpected interruptions throughout the workday can be mitigated. Thus, this study examined these issues, focusing on dispositional self-control and planning as potential antecedents of intrusions as well as task performance and work-related stress as potential consequences of intrusions. Specifically, this research first adds to the literature by examining dispositional self-control as a predictor of the experience of workplace intrusions. …

Physician Assistant Global Advancement Through The Use Of Medical Relief Organizations, Kara Crafts Pa-C, Sarah Mistrot Pa-C, Mary Henningsgaard Pa-C, Kaley Morris Pa-C, Tamarrah Oliver Pa-C, Kevin Tran Pa-C, Trevor Crafts Md

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Objectives: The physician assistant (PA) model has been adopted by many nations to alleviate health care disparities. The objective of the project is to understand how medical relief organizations are utilizing physician assistants and contributing to the advancement of the career globally.

Methods: A search was conducted to create a list of all U.S. based medical relief organizations. An 18-question online survey was sent to 493 organizations that met inclusion criteria.

Results: Total response rate of the survey was 56.2%. 75.6% of organizations reported using PAs on their medical relief projects, and PAs were used in clinic/hospital/and operative settings.

Conclusions: …

A Quick Guide To Workforce Analytics For Child Welfare Agencies, Quality Improvement Center For Workforce Development

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Child welfare agencies continue to seek resources to help them better understand their workforce data. The Quality Improvement Center for Workforce Development (QICWD) developed several valuable resources for public child welfare agencies working to build partnerships between child welfare and human resources (HR) professionals to address child welfare workforce challenges. These resources were created for jurisdictions participating in the QIC-WD Child Welfare Workforce Analytics Institutes 1.0 and 2.0 but can be used by any jurisdiction. These resources aim to help agencies build their workforce data analytics capacity and improve practice. Planning When conducting workforce analytics, agencies are encouraged to adopt …

Leader-Member Exchange, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is LMX?

Leader-member exchange (LMX) refers to the quality of relationship exchange formed between a leader and their subordinate (Gerstner & Day, 1997). Note that in this context, leaders may include supervisors, not just upper-level leaders such as managers or administrators. LMX theory is based on the idea that leaders develop unique relationships with each follower, and the quality of this relationship then has the power to influence various attitudes and behaviors (Illies et al., 2007). Whereas most leadership theories focus entirely on the role that a leader plays, LMX differs in that it emphasizes the dyadic nature of …

The Child Welfare Workforce Crisis – What We’Re Hearing From The Field, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development (QIC-WD) and the National Child Welfare Workforce Institute (NCWWI) in collaboration with the Capacity Building Centers for States, Tribes, and Courts, recently worked with representatives of the Children’s Bureau to listen to concerns of state child welfare and human resources (HR) leaders about the child welfare workforce. This blog post highlights what leaders (representing 29 states) described as their biggest concerns and what strategies agencies have put in place to reduce turnover and improve the applicant pool. We have also included links to information about evidence-informed efforts that could help jurisdictions address some …

The Impact Of Workplace Protections On Worker Wellbeing During The Covid Pandemic, Brooke Nyberg

College of Science and Health Theses and Dissertations

During the pandemic, workers have been affected in a variety of ways. COVID-19’s impact has permeated through all communities and has more harshly affected minority communities such as Black communities, and those deemed as essential workers. Although, in this study there were no differences between Black and White perceptions of COVID-related risks or job insecurity. The negative effects of these increased risks were expected to be buffered by protective practices such as following the Occupational Safety and Health Administration (OSHA) suggestions and by supervisors practicing family supportive supervisor behaviors (FSSBs), however results showed that these did not act as buffers. …

Social Identity Threat: Implications For Coachability, Lauren Zervos

College of Science and Health Theses and Dissertations

A key predictor of employee performance and effective coaching interactions, coachability is defined as an individual’s willingness and ability to seek, be receptive to, and act on constructive feedback from others (Weiss & Merrigan, 2021). As such, it was predicted that there are certain social-psychological phenomena that impact one’s coachability. One phenomenon, social identity threat, referring to a threat to the self-aspect derived from membership in a particular social group or category (Steele et al., 2002; Tajfel & Turner, 2004), was used to explain the link between certain contextual and individual variables and employee coachability behaviors. Specifically, it was predicted …

Understanding Teamwork Using Dynamic Network Models, Ashlyn Paige Lowe

College of Science and Health Theses and Dissertations

Studying team processes is critical to understanding how teams work to achieve team outcomes. To effectively study team processes, behavioral activities team members enact must be measured with sufficient granularity and intensity. Analyzing the detailed mechanics of team processes requires employing analytical methods sensitive to modeling the series of actions and interactions of team members as they execute taskwork and teamwork over time. Current empirical investigation of team processes lags with respect to intricately measuring and assessing team processes over time. Using dynamic network models, this dissertation sought to understand the behaviors responsible for interaction patterns amongst team members, how …

Adjustment To Remote Work During Covid-19, Nicholas Carruth

College of Science and Health Theses and Dissertations

In this study, several candidate antecedents to job satisfaction and subjective well-being were tested in a sample of remote workers during the COVID-19 pandemic. Participants (N = 126) responded to an online survey. Drawing from boundary and person-environment fit theories, the effect of segmentation preferences on these outcomes was tested. Psychological detachment, work-family conflict, and family-work conflict were proposed as distinct candidate mediators in these relationships. Additionally, organizational segmentation culture, trait mindfulness, job demand, and household size were evaluated as potential moderators of these indirect effects. Results largely do not support these moderated-mediation hypotheses. However, segmentation preferences were found to …