Industrial and Organizational Psychology Commons^™

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 …

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 …

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 …

Chapter 1: Organizational Climate Change: Diversity, Equity, Inclusion, And Belonging, Abeni El-Amin Ph.D.

Management Faculty Publications

Increasing knowledge and understanding of diversity and inclusion is a continuous process. Appropriately, the organizational chief diversity officer (CDO) provides leadership by implementing strategic business and planning process solutions. The CDO’s role presents a unique opportunity for organizations to support the CDO with an onboarding and mentoring framework. Additionally, the role of the chief diversity officer is to mitigate workplace stress. Further, the impact of industrial and organizational psychology on cultural assimilation practices in the workforce improves the understanding of behavioral factors of group dynamics. As a result, group dynamics impact diversity and inclusion initiatives. Provided are recommendations to support …

The Effect Of Fractal Dimensionality On Behavioral Judgments Of Built Environments, William Andrew Stalker

Browse all Theses and Dissertations

This research examines the effects of fractal dimensionality on ratings of beauty, relaxation, and interest, when these patterns are incorporated in a built space. Previous findings suggest that fractal patterns can be used to mimic the beneficial psychological and physiological effects that arise from viewing nature. This research focuses on studying the impact of fractal patterns when presented within urban environments. The findings here are primarily consistent with previous research. Medium D patterns are preferred over the other pattern complexities. Low D patterns are consistently rated as more relaxing. High D patterns are rated as being more interesting over low …

Addressing Work-Related Traumatic Stress Nebraska - Theory Of Change, Quality Improvement Center For Workforce Development

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Several workforce challenges were discussed as opportunities for intervention during the needs assessment process conducted partnership with the Nebraska Department of Children and Family Services’ (DCFS) to address child welfare workforce turnover. Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. Ultimately, two theories of change were developed to step through the “if, then” logic:

1. building resiliency skills within child welfare workers and supervisors; and
2. implementing a debriefing protocol focused …

Organizational Change Process Milwaukee - Theory Of Change, Quality Improvement Center For Workforce Development

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Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. In Milwaukee, the theory of change was driven by the results of the Organizational Social Context (OSC) Measure administered during the needs assessment process. More specifically, the OSC showed that there were several aspects of both culture and climate that were in need of improvement, including 1) a hierarchical and rigid decision-making structure, 2) high role conflict and change resistance within …

A Re-Evaluation Of Stuart's Police Officer Stigma Scale, Zachery D. Burzee

Honors Undergraduate Theses

Stigma about mental illness is often identified as one of the most prominent obstacles to seeking mental health services. This seems to be particularly true among first responders. Unfortunately, the research regarding stigma in first responders is lacking. This may be due, in part, to the absence of appropriate measurement tools to allow such research. Stuart’s Police Officer Stigma Scale (POSS) has recently been developed to address this issue, but its psychometric properties have gone largely untested. Therefore, this study sought to identify the underlying factor structure and internal consistency of the POSS. This paper used a sample of one …

Where Virtual Well-Being Becomes Reality, Colleen M. Reilly

Electronic Theses and Dissertations

Strategies to mitigate the spread of COVID-19, specifically quarantine and social distancing protocols, have exposed a troubling paradox: mandated isolation meant to save lives has inadvertently contributed to a decline in America’s well-being. Prolonged isolation due to more remote work and decentralized workplaces has been associated with widespread loneliness and diminished physical and mental health, with effects compounded by limited face-to-face access to social support systems. While remote communication technologies (e.g., video chat) can connect individuals with colleagues and social networks, remote technologies might have limited effectiveness in business and social contexts. This study uses Roger’s Diffusion of Innovation Theory …

Think Outside And Inside The Box:The Role Of Dual-Pathway Divergent Thinking In Creative Idea Generation, David Peterson, Marshall Pattie

Department of Business Management - Faculty Scholarship

The Dual Pathway to Creativity Model theorizes that creative performance arises from cognitive flexibility, persistence, or a combination of the two. Existing research has only examined these pathways independently, limiting our understanding of the model and of how people generate ideas. We extend the DPCM model by predicting that creative output arises from the generation of response sets containing both highly related (persistence pathway) and unrelated (flexibility) ideas, an idea generation strategy we call Dual Pathway Divergent Thinking (DPDT). In a study of 147 subjects, we propose a serial mediation model: people higher in Openness to Ideas use DPDT as …