Industrial and Organizational Psychology Commons^™

Faking Is As Faking Does: A Rejoinder To Marcus (2021), Robert P. Tett, Daniel Simonet, Neil D. Christiansen

Personnel Assessment and Decisions

Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this “faking-is-bad” (FIB) position, Tett and Simonet (2021) identify Marcus’ (2009) self-presentation theory (SPT) as representative of the contrarian “faking-is-good” camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, …

“Faking” Is Neither Good Nor Bad, It Is A Misleading Concept: A Reply To Tett And Simonet (2021), Bernd Marcus

Personnel Assessment and Decisions

This paper comments on Tett and Simonet’s (2021) outline of two contradictory positions on job applicants’ self-presentation on personality tests labelled “faking is bad” (FIB) versus “faking is good” (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant’s rather than the employer’s perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and …

The Effect Of English Language Proficiency And Glossary Provision On Personality Measurement, Damian Canagasuriam, Sharmili Jong, Wendy Darr

Personnel Assessment and Decisions

Research on English language learners suggests that language proficiency can affect the validity of standardized test scores. This study examined whether the provision of a glossary as a test accommodation during personality test completion influences the measurement of personality. Using an experimental research design, participants recruited from Amazon Mechanical Turk and Prime Panels (n = 206) were first categorized as having limited or high English language proficiency and then randomly assigned to a glossary condition. The results indicate that providing a within-text glossary does not impact the construct validity and reliability of personality measures. The results also suggest that …

Interviews From Scratch: Individual Differences In Writing Interview Questions, Lauren J. Wegmeyer, Andrew P. Tenbrink, Angie Y. Delacruz, Rouan Salim, Andrew B. Speer

Personnel Assessment and Decisions

Against best practice recommendations, interviewers prefer unstructured interviews where they are not beholden to regimentation. In cases where interviews are less structured, the interviewer typically generates his or her own set of interview questions. Even in structured interviews though, the initial interview content must be generated by someone. Thus, it is important to understand the different factors that influence what types of questions individuals generate in interview contexts. The current research aims to understand the types of interview questions individuals generate, factors that affect the quality of those questions, how skill in generating interview questions relates to skill in evaluating …

On The Continued Misinterpretation Of Stereotype Threat As Accounting For Black-White Differences On Cognitive Tests, Dana H. Tomeh, Paul R. Sackett

Personnel Assessment and Decisions

Steele and Aronson (1995) showed that stereotype threat affects the test performance of stereotyped groups. A careful reading shows that threat affects test performance but does not eliminate Black–White mean score gaps. Sackett et al. (2004) reviewed characterization of this research in scholarly articles, textbooks, and popular press, and found that many mistakenly inferred that removing stereotype threats eliminated the Black– White performance gap. We examined whether the rate of mischaracterization of Steele and Aronson had decreased in the 15 years since Sackett et al. highlighted the common misinterpretation. We found that the misinterpretation rate dropped from 90.9% to 62.8% …

Developing And Maintaining Resilience In Charter School Executive Directors, Erika Vanderspek

Dissertations

Purpose: The purpose of this exploratory phenomenological study was to identify and describe the strategies used by charter school executive directors to develop and maintain personal resiliency based on Everly, Strouse, and McCormack’s (2015) five factors of personal resilience (active optimism, decisive action, moral compass, relentless tenacity, and interpersonal support).

Methodology: This exploratory phenomenological study identified and described the lived experiences of exemplary charter school executive directors in San Diego, Riverside, and Orange counties. Based on recommendations from expert entities who worked with the target population, the researcher used purposeful sampling to select eight exemplary charter school executive directors. The …

How Individual Differences And The Use Of Humor Shape Relationships In Teams Over Time, Melissa Vazquez

College of Science and Health Theses and Dissertations

Due to its ability to influence social interactions and relationships, humor can play an important role in team dynamics. The aims of this project are to examine how team member individual differences in humor styles relates to the expression of humor over time, and how humor usage shapes relationships between team members. Hypotheses were tested using data from highly interdependent teams working together over an extended period. Results have implications for the selection of team members, and the training and management of unique teams. In all, this research provides validation evidence for the HSQ measure as a predictor of humor …

Survey Analysis Of Overall Job Satisfaction Of Physician Assistants, Clare Lookian Pa-C, Claire Keaton Pa-C, Kasey Keane Pa-C, Erin Schulte Pa-C, Abby Atchley Pa-C, Edwin Welsh Pa-C, Devon Gersh Pa-C, Jack Carter Pa-C, Ryan Krasnosky Mpas, Pa-C, Dfaapa, Drph

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Background: Over the last three decades, the physician assistant (PA) profession has seen an increase in the number of women in the profession, a decline in the age of new PA graduates, a movement toward specialty practice, and an exponential growth in the workforce as a whole. Historically, surveys reveal the majority of PAs are satisfied with their career choice and current job. Although a majority of PAs report high job satisfaction, career burnout is still significant within the profession. Career burnout among health care providers continues to rise due to the strains of the US healthcare system, growing patient …

Utilization And Workforce Integration Of Physician Assistants, Tara Harkins Pa-C, Jason Thomas Pa-C, Brian Fontenot Pa-C, Joseph Day Pa-C, Marielle Faraone Pa-C, Alexandra Borden Pa-C, Megan Lomax Pa-C, Darius Dranginis Pa-C, Ryan Krasnosky Mpas, Pa-C, Dfaapa, Drph, Angelo P. Giardino Md, Phd

Journal of Nursing & Interprofessional Leadership in Quality & Safety

Background: The healthcare field is experiencing rapid growth in the number of advanced practice providers (APPs) with projections that demonstrate that this trend will only continue. Even though the number of APPs is growing, the development of facility-specific APP management infrastructure often grows at a slower pace. Specific policies and procedures on APP utilization and clinical efficiency metrics are lacking. This can lead to deficiencies in the understanding of the education and practice boundaries of APPs.

Objective: Our study aimed to analyze the growth and utilization of physician assistants (PAs) in several hospitals located within Texas Medical Center (TMC) …

The Development Of The Police Department Wellness Survey (Pdws), Tia White

Social Work Doctoral Dissertations

Police officers dedicate their careers to serving and protecting the communities they work in. Research is finding that the intensity of demands put on their mental health has turned suicide rates amongst police officers is at critical levels and has been declared by experts to be a ‘pandemic’ in the population (Wylie, 2020). There are very few researchers who broach police officers’ mental health. Social workers’ education and values make them uniquely qualified to engage in this study. The literature in policing supports that there are no assessments designed specifically for police and there are no known measures that provide …

The Hero In You: The Impact Of Psychological Capital Training And Perceived Leadership On Follower Psychological Capital Development And Burnout, Alifiya Khericha

Industrial-Organizational Psychology Dissertations

Psychological capital has become a popular construct in the workplace, relating to important organizational outcomes such as job performance and organizational commitment. It is a higher-order construct comprised of hope, efficacy, resilience, and optimism. A key characteristic of PsyCap is “state-like” and open to development. Studies show that interventions and leadership play a key role in individuals' ability to develop their PsyCap. In the study, I examined whether an online, self-study training could help increase individual PsyCap and decrease burnout. Results indicated that the 40 minute training led to increases in psychological capital (N = 128; t[127] = …

Engaging Experts: Overcoming Trust In Risky Environments, Cynthia Goodwin-Sak

Dissertations

In business-to-business sales environments, sellers may choose to bring their go-to expert to a customer meeting, even when there is an expert available who may be more skilled in the product being discussed. The purpose of this study is to identify if an intervention of data, trust transference, ingroup identity, or a combination, influence the choice of expert a salesperson engages for a customer meeting. We tested this question through a series of vignettes and hierarchical linear modeling. The sample came from a US-based technology company, and salespeople in the United States.

We found that trust transference influenced both choice …

Learning Styles, Megan Paul

Umbrella Summaries

What are learning styles?

The concept of learning styles is the idea that people differ in the way that they learn best, and instructors should determine each trainee’s optimal style and then use training methods that match the trainee’s style (Pashler, 2009). There are dozens of different learning style classifications, including such styles or dimensions as visual, auditory, kinesthetic, and tactile modality preferences (Dunn & Greggs, 2003, cited in Coffield et al., 2004); concrete vs. abstract and sequential vs. random (Gregorc, 1982a, cited in Coffield et al., 2004); holistic vs. analytic and verbalizer vs. imager (Riding & Raynor, 1998, cited …

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

Other QIC-WD Products

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

Other QIC-WD Products

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 …