Motivational Drivers Of Heavy Work Investment: Intercultural Comparison Between Usa And Middle East,
2021
East Carolina University
Motivational Drivers Of Heavy Work Investment: Intercultural Comparison Between Usa And Middle East, Lydia Garas, Shahnaz Aziz
River Cities Industrial and Organizational Psychology Conference
Heavy work investment (HWI) is the framework developed by Snir and Harpaz (2009, 2012, 2015) to differentiate between two overlapping concepts—workaholism and work engagement. While both entail spending considerable time and effort at work, workaholism involves an underlying internal compulsion and is the negative subtype of HWI, while work engagement includes passion and work enjoyment, and thus is the positive subtype of HWI (Clark et al., 2016; Snir & Harpaz, 2009). More focus has been given to outcomes of HWI types rather than their underlying motives (Taris et al., 2014; van Beek et al., 2012). Also, the scarcity of random …
Utc Industrial-Organizational Psychology Alumni Mentoring Program: Fostering Connections Across I-O Generations,
2021
University of Tennessee at Chattanooga
Utc Industrial-Organizational Psychology Alumni Mentoring Program: Fostering Connections Across I-O Generations, Ashton Adams, Celeste Bremmer, Ali Corominas, Christopher J. L. Cunningham
River Cities Industrial and Organizational Psychology Conference
The UTC I-O Psychology Graduate Program developed an alumni mentoring program to foster connections between current graduate students and alumni. The program, led by a student coordinator, alumni coordinator, and graduate program director, creates a mutually beneficial opportunity for students and alumni. Alumni (mentors) gain skills in coaching and mentoring, expand their network, and gain insights on current trends and research. Students (mentees) gain skills in networking and taking charge of their own development, and gain insights on how to apply evidence-based practices in the field. Successes of the program include building students’ confidence in their ability to translate class …
‘Should I Stay Or Should I Go?’ Investigating Recruitment And Retention At Sustainable Organizations,
2021
University of Tennessee at Chattanooga
‘Should I Stay Or Should I Go?’ Investigating Recruitment And Retention At Sustainable Organizations, Mackenzie Law, Madison Sexton, Erik Mediros, Amanda Lillie, Luke Vavricka, Kelly Mccarthy, Arman Shahi, Teague Vreeland, Braxton Lee, Andrew Webb
River Cities Industrial and Organizational Psychology Conference
As the private sector continues to come under scrutiny from stakeholders for sustainability behaviors, it has become increasingly important to effectively assess the cost-benefit of sustainable corporate social responsibility (Stahl et al., 2020). The increasing value for sustainability has led to a reassessment of the bottom line that includes people, planet, and traditional notions of profit. The widespread adoption of environmental, social, and governance (ESG) metrics and ratings (Howard-Grenville, 2021) demonstrates that organizations need to strive to perform to maintain competitive relevance. However, the question remains, how do industry professionals assess the value of implementing sustainability in organizations? HR professionals, …
The Role Of Race On The Prevalence Of And Perceived Response To Workplace Sexual Harassment,
2021
Appalachian State University
The Role Of Race On The Prevalence Of And Perceived Response To Workplace Sexual Harassment, Alexa Sterling, Jacqueline Bergman, Kristl Davison, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Utilizing an intersectional approach to understand the convergence of sexual harassment (SH) and race in the workplace, this study will explore the following research questions: Do people of color experience greater rates of workplace SH, specifically when committed by non-minority perpetrators? Do people of color report and perceive that SH complaints are taken seriously by their organization? Based on the notion of double jeopardy, that various factors of identity have a multiplicative effect on experienced discrimination, it is expected that minority members are more likely to experience SH and less likely to report, and if they report, they will perceive …
Engagement, Perceived Leadership Effectiveness, And Performance As Predictors Of Voluntary And Involuntary Turnover Among Nurses,
2021
Middle Tennessee State University
Engagement, Perceived Leadership Effectiveness, And Performance As Predictors Of Voluntary And Involuntary Turnover Among Nurses, Anna White, Glenn Littlepage
River Cities Industrial and Organizational Psychology Conference
Turnover is costly to organizations due to lost productivity and employee replacement expenses. Nurses have particularly high voluntary turnover rates and are in high demand. The purpose of the research project is to examine predictors of voluntary and involuntary turnover among nurses. Hypotheses are that engagement and positive perceptions of leadership will be negatively related to voluntary turnover and stronger predictors of voluntary than involuntary turnover. Additionally, performance rating will be negatively related to involuntary turnover and a stronger predictor of involuntary than voluntary turnover. Data will be collected from several thousand nurses at geographically dispersed hospitals owned by a …
Dart: Data Analytics Readiness Tool,
2021
Appalachian State University
Dart: Data Analytics Readiness Tool, Nicholas Granowsky, Daphne Slusher, Ava Young, Yalcin Acikgoz, Shawn Bergman, Timothy Ludwig, Taylor Berry
River Cities Industrial and Organizational Psychology Conference
Various obstacles such as a lack of analytics readiness (e.g. disparate databases, missing data, low validity) or competencies (e.g. personnel capable of cleaning data and running analyses) are causing underutilization of analytics in organizations. A safety-analytics maturity assessment such as the Data Analytics Readiness Tool (DART) can assist organizations with understanding their current capabilities. Organizations can then advance their analytics capabilities to eventually predict safety incidents and identify preventative measures for specific risk variables. The proposed safety-analytics assessment evaluates: (a) quality of the data currently available, (b) organizational norms around data collection, scaling, and nomenclature, (c) foundational infrastructure for technological …
Retaining Employees Through And Beyond Pregnancy: The Importance Of Career Encouragement And Career Engagement,
2021
The University of Tennessee at Chattanooga
Retaining Employees Through And Beyond Pregnancy: The Importance Of Career Encouragement And Career Engagement, Sarah Iverstine, Alexandra Zelin
River Cities Industrial and Organizational Psychology Conference
With the influx of women into the workplace over the past few decades, researchers have often focused on how women struggle at work due to pregnancy and the physical changes their body goes through (Draper, 2006). Working women who become pregnant are often perceived as not dedicated, distracted from their work, and more likely to not return to work. Furthermore, they are often overlooked for promotions, bonuses, and awards because they are perceived as uncommitted (Wiese & Ritter, 2012). However, researchers have often overlooked the extent to which career encouragement and career engagement can impact a women’s career, especially for …
Nissan Motor Corporation: Talent Acquisition From A New Perspective,
2021
Middle Tennessee State University
Nissan Motor Corporation: Talent Acquisition From A New Perspective, Kaitlyn Berry
River Cities Industrial and Organizational Psychology Conference
Nissan Motor Corporation is a large, international organization that continues to be a major employer in the Middle Tennessee area, supporting over 11,500 jobs. I secured an internship with the Talent Acquisition team supporting the operations of the team at Nissan's Americas headquarters in Franklin, Tennessee. Although most Nissan internships are filled no later than February, I found and applied to a posting in mid-March. I completed a brief phone screen with the internship recruiter before a larger interview with the Senior Manager of Talent Acquisition and another Recruiting Manager. The original placement was from May 10th through August 13th …
Ardent Health Services Organizational Development Team Internship Experience,
2021
University of Tennessee at Chattanooga
Ardent Health Services Organizational Development Team Internship Experience, Anna White
River Cities Industrial and Organizational Psychology Conference
Ardent Health Services is a healthcare investment company. It includes 30 geographically dispersed hospitals and a corporate office, totaling approximately 26,000 employees. I worked on the corporate organizational development team, which is responsible for performance management, employee surveys, and training. I found the position through a master’s program alumni connection and underwent an interview process. The two major projects I contributed to are an employee experience pulse survey and a voluntary turnover project using exit survey data. For the survey, I created a communications plan targeting various groups in the organization and including multiple communications methods. These were intentionally spread …
The Effect Of Cross-Cultural Engagement On Intercultural Sensitivity Levels In Monolingual And Multilingual Individuals,
2021
University of Tennessee at Chattanooga
The Effect Of Cross-Cultural Engagement On Intercultural Sensitivity Levels In Monolingual And Multilingual Individuals, Nicole Yoo, David Earnest
River Cities Industrial and Organizational Psychology Conference
Interculturally sensitive individuals are more confident when it comes to intercultural interaction (Chen et al, 2000). For today’s globalized work force, intercultural interaction is common, making interculturally sensitive employees necessary. The purpose of this study is to evaluate the effect of cross-cultural engagement on intercultural sensitivity, and to determine if monolingual and multilingual individuals have a greater increase in intercultural sensitivity. While many organizations understand the importance of having interculturally sensitive employees, there is not much information on how intercultural sensitivity is increased. Cross-cultural engagement can facilitate a positive view of an unknown culture (Marginean et al, 2019). Studies show …
Lgbtq+ Leadership: Benefits Of Breaking Boundaries In The Workplace,
2021
Hofstra University
Lgbtq+ Leadership: Benefits Of Breaking Boundaries In The Workplace, Aarti Polavarapu, Jamie Forman, Nicholas P. Salter
River Cities Industrial and Organizational Psychology Conference
With the increasing emphasis on diversity, equity, and inclusion (DEI) at work, it is imperative to learn about the experiences of LGBTQ+ leaders, about which there is still a dearth of research. Most of the existing literature has focused on the challenges members of the LGBTQ+ community face at work. In this study, we wanted to identify both the positive aspects of being an LGBTQ+ leader and the benefits brought to the workplace by individuals that hold both leadership positions and an LGBTQ+ identity. This study was a part of a larger project examining the experiences of LGBTQ+ leaders. We …
Being Annoyingly High In Psychological Safety: An Internship,
2021
University of Tennessee at Chattanooga
Being Annoyingly High In Psychological Safety: An Internship, Alex Lewis
River Cities Industrial and Organizational Psychology Conference
I began my internship with Talent Metrics after seeing the posting on LinkedIn for a remote Summer consulting research internship. I was immediately intrigued because after submitting my resume I was asked to complete a general I-O knowledge test along with providing a work sample of my writing. While I had samples available from class, they asked for me to generate one related to information they provided, which I thought was a cool way of evening the playing field if an applicant did not have a suitable work sample. After interviewing, I was extended an offer after a conversation of …
Hazard Closing Actions In Predicting Safety Incidents,
2021
Appalachian State University
Hazard Closing Actions In Predicting Safety Incidents, Isabella Lopez, Haley Henderson, Jacob Ledford, Shawn Bergman, Timothy Ludwig, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
Predictive analytics is a tool to be used in a number of areas including organizational health and safety. This proposal will explain how predictive analytics will be applied to an organization's health and safety data to understand the circumstances that lead to a construction injury. Specifically, this proposal examines time lags between when a hazard is reported by a front-line worker/foreman and the time it takes to mitigate the hazard and administratively “close out” the hazard report. We hypothesize that construction sites that take a longer time between opening and closing a hazard will have had more incidents of injury …
Linking Psychology Curriculum With Career Skills,
2021
Appalachian State University
Linking Psychology Curriculum With Career Skills, Aidan Todd, Paige Farmer, Taylor Bott, Megan Hineline, Jenna Hochstetler, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
A psychology degree remains a popular option for undergraduate students. This demonstrates the appeal of a degree that pertains to an understanding of social constructs, individual motivation, statistical analysis, research design, and problem-solving. Notwithstanding the numerous skills undergraduate psychology students gain in their studies, they remain chronically underemployed in the workforce. A possible explanation for the underemployment of undergraduate students involves a closer look at the transferable skills acquired by undergraduate psychology core courses. It is the intent of this study to grasp a better understanding of what knowledge, skills, and abilities, and other characteristics (KSAOs) students gain from undergraduate …
Do Psychology Students Know The Job Skills They Are Gaining?,
2021
Appalachian State University
Do Psychology Students Know The Job Skills They Are Gaining?, Mark Allen, Jordan Woodward, Cori Ferguson, Alexa Sterling, Shawn Bergman
River Cities Industrial and Organizational Psychology Conference
Psychology graduates experience high levels of underemployment (50%), despite obtaining a range of competencies during their undergraduate studies that are highly applicable to their professional development and future endeavors in the workforce (Federal Reserve Bank of New York, 2021; Landrum et al., 2017). Throughout psychology courses, undergraduate students gain a number of knowledge, skills, abilities, and other characteristics (KSAOs) that are sought after by employers. This study seeks to determine whether these underemployment rates are, in part, due to a lack of guidance from universities on how their curriculum and KSAOs taught connect to the workforce (Halonen & Dunn, 2018). …
Looking For A More Effective Online Learning Experience: Personality And Attention Ability As Moderators,
2021
Bellarmine University
Looking For A More Effective Online Learning Experience: Personality And Attention Ability As Moderators, Caroline Smith, Courtney Keim
River Cities Industrial and Organizational Psychology Conference
Historically, organizations have used in-person training, while sometimes relying on technology (e.g., pre-recorded tapes), to train employees. However, online instruction has become the preferred method of educational and organizational learning experiences, exacerbated by the COVID pandemic (Use, 2020). Sometimes online learning produces greater knowledge gain and similar satisfaction to in-person instruction, and other times the learning is equal (cf. Sitzmann, et al., 2006). Despite the assumption that online training is cheaper and easier to deliver, it should be implemented so that the technology allows for effective learning (Salas et al., 2012, emphasis added) and in ways that accommodate disabilities (Use, …
Increasing Incident Reporting Through Influencing Risk Perception,
2021
Appalachian State University
Increasing Incident Reporting Through Influencing Risk Perception, Catherine Parks, Veda Gopal
River Cities Industrial and Organizational Psychology Conference
Organizations commonly use data to predict future safety injuries through trending data reported by workers in daily interactions with hazards and risks. Trends in these “leading indicators” can then lead to efficacious subsequent intervention. However, this practice is rendered inoperable when no hazards and risks are reported. Many organizations seek to remedy poor reporting practices internally. It is not uncommon for corporate safety compliance teams to identify recurrent incident themes and launch focus initiatives to elicit more awareness and reporting in these areas with the ultimate goal of mitigating additional injuries. However, it is unclear whether such initiatives lead to …
The Relationship Between Occupational Category And Workplace Aggression: Workaholism As A Potential Moderator,
2021
East Carolina University
The Relationship Between Occupational Category And Workplace Aggression: Workaholism As A Potential Moderator, Trevor Skinner, Shahnaz Aziz Phd
River Cities Industrial and Organizational Psychology Conference
Work environments are ever-changing and differ between blue- and white-collar employees. Our goal is to investigate the relationship between occupational category, workplace aggression, and workaholism. The work environment hypothesis emphasizes the role of workplace contextual factors and the work environment on workplace aggression (Salin, 2015). Occupational category, which includes blue- and white-collar positions, is one such work environmental factor. Blue-collar positions are described using manual labor (Finstad et al., 2019), while white-collar positions deal with information rather than things (Anjum & Parvez, 2013). Workplace aggression is the intentional acts by individuals to harm others in an organization or the organization …
Delivering On Diversity: An Analysis Of Diversity Coursework & Faculty In Graduate Programs,
2021
Hofstra University
Delivering On Diversity: An Analysis Of Diversity Coursework & Faculty In Graduate Programs, Sana Lall-Trail, Vivian Woo Dr., Sayeed Islam Dr.
River Cities Industrial and Organizational Psychology Conference
Diversity, equity, and inclusion (DEI) - while always an important topic - has recently gained traction in the industry and in research, notably marked by an increase in DEI research in industrial-organizational (I-O) psychology. There has always been a need for schools to prepare practitioners to foster safe and productive work environments for people of all identities; however, are I-O graduate programs providing enough to meet this need? The goal of this project was to evaluate IO programs’ offerings compared to two other relevant fields, clinical psychology and business administration. We focused on two main criteria: coursework and faculty research, …
Quality Or Quantity: Using Natural Language Processing As To Assess Safety Checklist Quality,
2021
Appalachian State University
Quality Or Quantity: Using Natural Language Processing As To Assess Safety Checklist Quality, Jacob Leslie, Elizabeth Surratt, Charles Matthews, Shawn Bergman, Timothy Ludwig, Yalcin Acikgoz
River Cities Industrial and Organizational Psychology Conference
Occupational injuries extract a large social and economic toll on workers and companies alike. Behavior-based safety (BBS) is a method for reducing workplace accidents by identifying at-risk behaviors and reinforcing safe behaviors. BBS requires the direct observation and collection of specific behaviors (pinpoints) by managers and coworkers to be effective. Observers record their findings on behavioral checklists that contain free- and fixed-response items. Literature shows that behavioral checklists are more effective when done at a measured pace, when responses to the checklists are varied, when greater context is given by free response, and when checklist items are more specific. While …
