Industrial and Organizational Psychology Commons^™

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 …

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 …

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. …

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 …

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 …

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 …

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 …

Competency-Based Personnel Selection Oklahoma - Intervention Background, Quality Improvement Center For Workforce Development

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What is competency-based personnel selection and why was this intervention selected?

Competency-based personnel selection refers to a hiring process that is rooted in assessment of the required job-related competencies or knowledge, skills, abilities, or other characteristics (KSAOs). Competencies can be evaluated to make hiring decisions using a variety of different methods, including interviews, paper-and-pencil or computer-administered tests, work samples, or situational judgment tests, to name a few. In Oklahoma, a structured interview, typing test, and writing assessment were implemented and pre-employment tests assessing personality, cognitive skills, and attitudes were administered to staff to inform decisions about future …

Supportive Supervision And Resiliency Ohio - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs The Ohio Department of Job and Family Services (ODJFS) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to conduct a comprehensive needs assessment in nine participating counties, to identify potential issues related to staff retention within the child welfare workforce. A number of data sources were used to inform the process, including: 1) administrative data and metrics provided by the Human Resources representatives in each of the nine agencies, 2) formal surveys of child welfare staff and supervisors in the nine participating counties, and 3) the subjective perceptions and expertise from the QIC-WD and Ohio …

Examining The Buffering Effect Of Mindfulness On The Relationship Between Stress And Ethical Decision Making, Irina Kuzmich

Dissertations, Theses, and Capstone Projects

Poor ethical decision making is an issue in many modern-day organizations. Academic research and the popular press have shown that failures in ethical decision making have resulted in harm to organizations, their employees, and the societies in which they exist. While there is much research into what may impact ethical decision making, this paper examined the effects of two understudied factors, stress and mindfulness, within a self-regulatory framework. A 2x2 experimental design with undergraduate student participants was used in which each participant was randomly assigned to a mindfulness training condition and a stress condition. Trait mindfulness was also measured as …

How Useful Do You Think This Diversity Training Is? The Impact Of Training Type And Individual Differences On Pre-Training Perceived Utility Of Diversity Training, Nicolette A. Rainone

Dissertations, Theses, and Capstone Projects

The effectiveness of diversity training has been debated by researchers, practitioners, and policy makers. This debate illustrates the varied perceptions regarding the utility of diversity training and suggests that many trainees enter these programs with the expectation that they are not useful. Uncovering the drivers of pre-training perceptions of utility will provide a deeper understanding of employee buy-in to such initiatives. It would also allow researchers and practitioners to unpack a key element of the training context to inform the design and delivery of diversity training programs. I examined diversity training type (i.e., whether the training is awareness-based, skills-based, or …

Onboarding Program Eastern Band Of Cherokee Indians - Implementation Overview, Quality Improvement Center For Workforce Development

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The Implementation Team

The Quality Improvement Center for Workforce Development (QIC-WD) worked with EBCI Family Safety Program (FSP) to establish an implementation team to lead the development and implementation of their intervention. The implementation team included the FSP Manager, the individual unit supervisors, and the Site Implementation Manager (SIM)/Data Coordinator (the same person fulfilled the role of SIM and Data Coordinator), leadership from throughout the Public Health and Human Services Division, and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation). The SIM and Data Coordinator positions were partially funded by the QIC-WD and all other …

In The Eye Of The Beholder: A Daily Diary Investigation Of Appraisals Of Illegitimate Tasks, Danielle Robyn Wald

Dissertations, Theses, and Capstone Projects

Traditional research on illegitimate tasks has focused on two dimensions, unreasonable tasks and unnecessary tasks, and has assumed that threat appraisal is the underlying mechanism explaining their effects. This study introduced a revised three-dimensional framework of illegitimate tasks that consists of promoting unreasonable tasks, demoting unreasonable tasks, and unnecessary tasks. Further, it explored the differential relationships of each dimension of illegitimate tasks with three outcomes: emotional exhaustion, organization-based self-esteem (OBSE), and psychological empowerment. Furthermore, it proposed that among the three appraisals, challenge appraisal is the strongest mediator between promoting unreasonable tasks and outcomes, threat appraisal is the strongest mediator between …

Tell Me A Story: Exploring The Use Of Narratives To Reduce Backlash To Organizational Diversity Initiatives, Desmond W. Leung

Dissertations, Theses, and Capstone Projects

Diversity initiatives represent key priorities for many organizations, but research and recent high-profile examples suggest that diversity initiatives can generate significant backlash, particularly among organizational members. The primary aim of this study is to investigate how narrative forms of diversity initiative messaging may attenuate backlash among organizational members compared to more traditional expository forms of diversity initiative messaging. Drawing on research related to narrative communication, persuasion, and diversity, I proposed a first-stage dual moderated mediation model where psychological reactance and perceptions of realistic threat mediate the negative effect of narrative (vs. expository) diversity messaging on backlash. Additionally, I examined whether …