Industrial and Organizational Psychology Commons^™

Human-Algorithm Collaboration Works Best If Humans Lead (Because It Is Fair!), David De Cremer, Jack Mcguire

Research Collection Lee Kong Chian School Of Business

Autonomous algorithms are increasingly being used by organizations to reach ever increasing heights of organizational efficiency. The emerging business model of today therefore appears to be one where autonomous algorithms are gradually expanding their occupation into becoming a leading decision-maker, and humans by default become increasingly more subordinate to such decisions. We address the question of whether this business perspective is consistent with the sort of collaboration employees want to have with algorithms at work. We explored this question by investigating in what way humans preferred to collaborate with algorithms when making decisions. Using two experimental studies (Study 1, n …

Reducing Pulmonary Function Testing Procedure Times In Pediatric Patients, Kathleen Richards Rrt, Shontae Hill Rrt, Kaylynn Bernardo-Stagg Rrt, Heather Miller Rrt, Daniel Barker Rrt, Kailee Perkins Rrt, Michael Richards Mba, Mha

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Problem. The Pulmonary Function Test Time Project (PFT Project) is a quality improvement (QI) initiative designed to decrease PFT testing time and PFT total time in pediatric patients and improve the overall process for both providers and patients. Patients scheduled to see a pulmonary provider were also scheduled for a PFT prior to the provider’s visit. Data showed that the length of time to perform a pulmonary function test (PFT) was causing: (1) a delay in the pulmonary provider seeing patients at the intended appointment time, (2) a disruption to clinic workflow, resulting in scheduling difficulties, and (3) a decreased …

Promotion Denied! How Promotion Denial Impacts Turnover For Nonpromoted Employees, Michael Mordechai Hay

LSU Doctoral Dissertations

Research into the effects of promotion decisions has primarily focused on the outcomes for promoted individuals without much concern about employees who were denied a promotion. Additionally, there has been a lack of research about the factors which lead promoted individuals to turnover within the public sector when looking at actual turnover. The present study looked at what effect promotion decisions have on employees regarding their turnover behavior by looking at a longitudinal governmental dataset. In total, 1570 promotion decisions were analyzed, looking at 1570 employees, of which 107 ended up turning over within two years of the initial promotion …

Trainee Reactions, Megan Paul

Umbrella Summaries

What are trainee reactions?

Trainee reactions refer to “subjective evaluations learners make about their training experiences” (Sitzmann et al., 2008, p. 280). Commonly referred to as “level 1” evaluations (e.g., Kirkpatrick, 1998), reactions are the most commonly used type of training evaluation and are measured with post-training surveys. Though measures are occasionally included in published research, there are no universal or even widely used measures. Instead, questions are developed by each organization or trainer based on their particular goals and interests. As a result, there is significant variation in what is measured. Originally, reactions referred only to how well a …

Incorporation Of Surgical Cadaver Lab Training In A Physician Assistant Fellowship Program, Jacqueline Guarino, Jordan Rodriguez, Ming Zhang Phd, Ryan Krasnosky, Kristina Marsack

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Physician Assistants (PAs) are licensed medical professionals who provide health care under the supervision of and in collaboration with physicians. PAs can specialize in any field of medicine or surgery with additional on-the-job training while some PAs participate in a postgraduate training program in order to increase their knowledge in a certain subspecialty area. This paper describes the incorporation of a cadaver lab curriculum into a postgraduate PA surgical training program. The description of the development, implementation, and evaluation of the cadaver lab experience can assist other programs to implement this hands-on educational experience for a variety of medical providers, …

Organizational Change Process Milwaukee - Intervention Overview, Quality Improvement Center For Workforce Development

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This Intervention Overview draws heavily from Building Cultures and Climates for Effective Human Services: Understanding and Improving Organizational Social Contexts with the ARC model, Oxford University Press (2018). This book was written by Drs. Anthony Hemmelgarn and Charles Glisson based on 20+ years of intensive implementation and research experience within child welfare and mental health organizations. Dr. Hemmelgarn consulted with the QIC-WD on this project and served as the ARC specialist in Milwaukee.

ARC is an organizational change process aimed at improving organizational culture and climate and the availability, responsiveness, and continuity of services in human service organizations. It …

Organizational Change Process Milwaukee - Intervention Background, Quality Improvement Center For Workforce Development

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What is ARC and why was it selected?

ARC stands for availability, responsiveness, and continuity and is an organizational change process. It is aimed at improving the organizational culture and climate and the availability, responsiveness, and continuity of services provision in human service organizations. ARC involves three primary strategies:

1. embedding five core principles of effective organizations into all aspects of organizational functioning;
2. installing most (but not necessarily all) of 12 key organizational component tools and processes to improve services in accordance with the five principles; and
3. building mental models and shared beliefs that support the successful application of ARC principles …

Is Less More? Examining The Effects Of Predictor Method Factors On Mobile Sjt Scores And Test-Taker Reactions, Anne E. Kato

Dissertations, Theses, and Capstone Projects

In recent years, job applicants have increasingly taken internet-based pre-employment tests on mobile devices (e.g., smartphones) in addition to nonmobile devices (e.g., computers). This mobile assessment phenomenon introduces new issues into the test design process, such as ensuring consistent assessment outcomes across different device types. Mobile assessment research has focused on device attributes and predictor constructs as explanations for potential differences across device types but has given little attention to predictor methods. Examining the role of predictor methods is important for understanding how to design assessments that perform comparably across device types, particularly for highly modular methods like situational judgment …

Virtual Teams During Covid-19: A Study On Group Perceptions, Emergent States, And Outcomes, Thomas Montagna

Master's Theses

Due to the COVID‐19 pandemic, university students were forced to transition to emergency remote learning that, for many, required an abrupt shift from traditional face-to face instruction. The current study leveraged the unique opportunity provided by the change in communication modalities to compare pre and post pandemic perceptions of teamwork. Using the input-mediator-output-input (IMOI) framework, this study sought to discover how group processes, emergent states, and outcomes differed for face-to-face and virtual group work. As part of a retrospective pretest design, a convenience sample of fifty-two graduate students from the University of New Haven completed a single survey that asked …

Addressing Work-Related Traumatic Stress Nebraska - Intervention Background, Quality Improvement Center For Workforce Development

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What is Secondary Traumatic Stress (STS) and why was an intervention designed to address it?

The Quality Improvement Center for Workforce Development (QIC-WD), in partnership with the Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS), conducted several surveys with a sample (40%) of child welfare workers and supervisors in December 2017, as a part of the needs assessment process. One of those surveys assessed the presence of secondary traumatic stress (STS) symptoms. Of the child welfare workers and supervisors that responded, 53% indicated that they had recently experienced elevated levels of STS symptoms. This …

Onboarding Program Eastern Band Of Cherokee Indians - Intervention Background, Quality Improvement Center For Workforce Development

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What is onboarding and why was this intervention selected?

Onboarding (also referred to organizational socialization) is “…the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer, et al., 2007, p. 707). The overall goal of onboarding is to facilitate newcomer adjustment (Bauer & Erdogan, 2011), meaning that new employees understand the key tasks of their job (i.e., role clarity), have confidence in their ability to perform the key tasks of their job (i.e., self-efficacy), feel like they are an accepted member of the organization (i.e., social acceptance), and understand the …

The Effects Of Team Surface-Level Diversity On Creativity & Innovation, Roman Mitchell

Faculty Publications

During the last 20 years, the global marketplace has become more competitive due to increased globalization, aggressive market competition, and changing customer demands. This has forced organizations to assemble teams with diverse knowledge, skills, and abilities to remain competitive. However, previous meta-analytic investigations examining the relationship between team surface-level diversity (i.e., race or gender identity), creativity, and innovation have indicated a small negative relationship. Despite the said positive effects of team diversity, theory and empirical evidence suggests that increased surface-level team diversity leads to decreased team collaboration, team cohesion, and diminished creativity and innovation (Bell, 2007).

This study explores the …

Compensation, Megan Paul

Umbrella Summaries

What is compensation?

For the purposes of this review, compensation is defined in two primary ways: a) pay and b) pay satisfaction. Pay refers to “the amount of money an individual receives for their job” (Rubenstein et al., 2017, p. 6). It is sometimes measured as the exact amount or in terms of pay levels (Judge et al., 2010). Pay satisfaction is about an employee’s feelings about their pay, either in general or in terms of more specific aspects. Depending on how it is measured, pay satisfaction often also includes feelings about benefits, which might be more appropriately called compensation …

Modern Law Enforcement Training Based On Four Classic Psychological Experiments, Mkay Bonner, Mark S. Johnson

Contemporary Southern Psychology

Psychology as a discipline is alive and well. Psychology is so much more than just therapy or research with rats. Psychological science is applied to real life in a myriad of ways every day. One excellent example is the use of four classic psychological experiments as a foundation for the Active Bystandership for Law Enforcement (ABLE) training curriculum. This contemporary police training program seeks to reduce harm and improve the national law enforcement culture. The four classic psychological science experiments that are used in this evidence-informed curriculum include Diffusion of Responsibility from Darley and Latane’, the Seminary Experiment from Darley …

“Part Of Something Larger Than Myself”: Lessons Learned From A Multidisciplinary, Multicultural, And Multilingual International Research Team Of Academic Women, Kristina S. Brown, Tricia M. Farwell, Sara Bender, Alpha A. Martinez-Suarez, Stefani Boutelier, Agata A. Lambrechts, Iwona Leonowicz-Bukała, Pipiet Larasatie

All Faculty Scholarship for the College of the Sciences

Bringing our collective experiences of past collaborations through a virtual connection, we created an international research team of 16 multidiscipline, multicultural, and multilingual academic women called “COVID GAP” (Gendered Academic Productivity) to explore the ongoing challenges and effects of COVID-19. Identifying as insider researchers, we engaged in a two-phase, primarily qualitative research project to better understand the lived experiences of academics during the pandemic. Our past individual experiences with cooperative research informed our roles and responsibilities and how we organized and communicated. This article is a reflection of how COVID GAP has refined our collaborative process in response to an …

Diversity And Inclusion Climates, Megan Paul

Umbrella Summaries

What are diversity and inclusion climates?

Diversity climate and inclusion climate are separate but related concepts, and there are various definitions of each. For the purposes of this review, diversity climate refers to “employees’ shared perceptions that an employer utilizes fair personnel practices and socially integrates underrepresented employees into the work environment” (McKay et al., 2008, p. 350). Inclusion climate goes one step farther to value and leverage diversity, such that “individuals of all backgrounds—not just members of historically powerful identity groups—are fairly treated, valued for who they are, and included in core decision making” (Nishii, 2013, p. 1754). A …

Technology, Case Practice, And Turnover: Early Findings From Virginia, Quality Improvement Center For Workforce Development

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Listening sessions conducted by Virginia Department of Social Services (VDSS) staff with child welfare staff across the state and exit survey results from the 120 local departments of social services (LDSS) found that the biggest complaint among caseworkers, particularly those leaving their jobs, was the lack of technological supports and flexibility to help them complete administrative tasks more quickly. VDSS, in partnership with the Quality Improvement Center for Workforce Development (QICWD), designed a multi-phase case-supportive technology intervention to help child welfare caseworkers complete their case notes and other administrative tasks required as part of their job. The goals of the …

Untapped Potential For Child Welfare Administrative Data, Dana Hollinshead

QIC-Takes

Although a lot of data are captured through child welfare management information systems, there is much we still need to learn about the experiences of children and families involved in child protective services, and especially why some fare better than others. This is especially true with respect to dynamics that may influence caseworkers’ decisions, actions, and case outcomes. For example, are there certain caseworkers or service providers who are more effective in engaging families? Is there something about the type or dosage of services that makes a difference? Which workers or supervisory units are more likely to place a child …

Worker Turnover Is A Persistent Child Welfare Challenge--So Is Measuring It, Megan Paul, Courtney Harrison, Jonathan Litt, Michelle Graef

QIC-Takes

Turnover and other workforce challenges for child welfare professionals have been the subject of attention for many years. Consider this statement from a study published by the Children’s Bureau in 1960, “Turnover of staff in social agencies has been a serious concern of agency administrators for at least the past 10 years. Repeatedly, at conferences and in the professional journals, the complaint has been heard that staff turnover (1) handicaps the agency in its efforts to provide effective social services for clients; (2) is costly and unproductively time consuming; and (3) is responsible for the weary cycle of recruitmentemployment-orientation-production-resignation …” …

Supervision In A Virtual Workplace, Cynthia F. Parry

QIC-Takes

Some agencies have increased their use of telework due to office closures, a desire to decrease their carbon footprint, or because of the pandemic. This can add stress on supervisors as they have to manage staff virtually. Remote supervision requires changes in communication (both styles and tools) which can result in staff feeling micromanaged or neglected. Navigating these and other issues have been difficult for many child welfare agencies. The QIC-WD sites, like other child welfare agencies around the country, pivoted to virtual supervision quickly due to the pandemic. Most supervisors were unprepared for managing a virtual workforce and are …