Industrial and Organizational Psychology Commons^™

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

Other QIC-WD Products

four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Calibration Of The Severity Of Rule Violations And Punishments In Team Disciplinary Decisions, Grant Boyd Mowrer

Masters Theses & Specialist Projects

In this study I investigated perceptions of the severity of rule violations and punishments to calibrate these events for use in research on sport team disciplinary decisions. Data were collected from 62 athletes and 12 coaches who rated the severity of violations and punishments. Comparisons were made between the athlete and coach ratings for both violations and punishments. The results showed that there is a high degree of agreement between the coaches and athletes in their rating the severity of violations and punishments. Ratings in this study were compared with the results of a previous study conducted almost two decades …

Communication Is Key To Success, Quality Improvement Center For Workforce Development

QIC-Tips

Research on organizational communication describes a connection between poor communication, negative attitudes towards the workplace, and decreased worker satisfaction. Conversely, in an environment where communication is valued by management, staff can be encouraged to participate in practice and policy change. Too often new initiatives are announced and then fade away. Clear lines of communication, involving varying levels of staff and using a variety of methods, are key to gaining staff buy-in and keeping workers informed of initiative progress.

The Quality Improvement Center for Workforce Development (QIC-WD) is working with eight jurisdictions to develop and test promising workforce interventions. Effective communication …

Frontline Job Redesign Louisiana - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

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

Other QIC-WD Products

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

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

Other QIC-WD Products

The QIC-WD coordinated with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to create an onboarding program for child welfare social workers. The intervention was designed to address role clarity, social integration, and understanding of Cherokee history and culture for new hires. (For more information see the Site Overview.) The 5-week onboarding program included activities completed by the new employee, his/her supervisor, and other FSP team members. Onboarding program elements included:

• A structured, interactive review of FSP’s policies and procedures;
• A mock family case to illustrate the full case process;
• Content related to Cherokee culture, historical …

Supportive Supervision And Resiliency Ohio - Logic Model, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Supportive Supervision And Resiliency Ohio - Intervention Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Coach Ohio, a multi-level supportive supervision intervention, was designed as part of the QIC-WD project to help child welfare staff within the six Ohio implementation counties prevent and mitigate the effects of burnout, secondary trauma, employee dissatisfaction, and disengagement from families and children served by the agencies (for more information see the Site Overview). Coach Ohio initially included two components: Resilience Alliance (RA) was developed by the New York City Administration of Children’s Services-New York University Children’s Trauma Institute to mitigate the effects of secondary trauma, create a healthier work environment for child welfare staff, and to help staff develop …

Sales Call Anxiety, Employee Burnout, And The Moderating Effect Of Supervisor Support, Charles Blomstrom-Johnson

Theses and Dissertations

Sales industries have traditionally experienced extreme levels of turnover, with certain sales industries’ turnover rate exceeding 80%. Sales Call Anxiety and burnout syndrome, specifically, emotional exhaustion, are two major conditions experienced by salespeople that can lead to not only increased turnover, but reduced job performance and job satisfaction as well. Despite a wealth of research on both conditions in isolation, the relationship between these constructs had not been previously examined. Based on the findings of prior literature, this study hypothesized that a direct relationship exists between the constructs. It also hypothesized that supervisor support received by salespeople will have a …

Incivility Of Coworker Behaviors And Minority Firefighters’ Belongingness In The Workplace, Alyssa Reiter

Counseling & Human Services Theses & Dissertations

Research with firefighters continues to indicate that this population is particularly vulnerable to development of mental health conditions as a result of their professional roles (International Association of Firefighters [IAFF], 2019; Stanley et al., 2017; Substance Abuse and Mental Health Services Administration [SAMHSA], 2018) and minority firefighters may be at heightened risk as a result of their experiences within the fire service. An answer to this concern may lie in the exploration of belonging and uncivil behaviors, as research has demonstrated that belonging in the workplace serves to reduce mental health symptoms and enhance an individual’s ability to cope with …

Understanding The Importance Of Ambition In The Workplace, Jeff Bean

Graduate Theses and Dissertations

Though a common term, ambition is a multifaceted concept that is vastly under researched despite it being labeled necessary for success in the workplace. Of even greater irony is that several sources indicate a significant majority of the reason that employees leave organizations is due to a perceived lack of career development or opportunity, a problem that speaks directly to talent management practices. In light the costly nature of this problem and the presence of sophisticated talent management professionals in large and medium-sized organizations which comprise half or more of the workforce, it causes one to question the assumptions that …

The Order Of Faking, Brett Lawson Wallace

Theses and Dissertations

Prior research has yet to look at the impact of cognitive ability assessment’s position on applicant faking behavior. To fill in this gap in research, this study looked to examine the effect of placing cognitive ability assessments before and after personality and job-related questions. Interspersed among these questions, were items that assist in predicting faking behavior. One-hundred-seventy-two participants were recruited through Amazon Turk to fill out a pseudo-job application for a customer support manager position. The results of this study showed that applicants that received the cognitive assessment prior to the personality and job-related questions overall engaged in less faking …

Profiles And Culture: Multi-Level Latent Profiles Based On Personality Traits And Facets And Profile Influences On Performance Outcomes Across Cultures, Weiwei Liu

Theses and Dissertations

Personality research has traditionally adopted a variable-centric approach but recently more studies have adopted a person-centric approach. A person-centric approach can provide additional insights in that it explores for multiple unobserved subgroups within a population and examines the extent to which relationships may differ across subgroups. The current study adds to this growing area in four ways. First, studies have attempted to identify common personality profiles, but results have been inconsistent and very few studies have examined work-relevant samples. The current study addresses this issue based on a large sample that is diverse in terms of industries, occupations, and countries. …

Abusive Supervision, Megan Paul

Umbrella Summaries

What is abusive supervision?

Abusive supervision refers to “subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). Abusive supervision is most commonly measured using 15 items that describe abusive behaviors, and subordinates rate the frequency with which the supervisor engages in each behavior. Examples include “Ridicules me,” “Puts me down in front of others,” “Blames me to save himself/herself embarrassment,” and “Breaks promises he/she makes” (Tepper, 2000). Thus, subordinates do not judge whether they feel abused or consider their supervisors’ behavior abusive; they …

Sustaining Continuous Improvement In Public Sector Services Through Double Loop Learning, Chris Buckell Msc, Mairi Macintyre Assoc. Prof.

International Conference on Lean Six Sigma

Abstract

Purpose: Public Service Organisations (PSOs) are facing continuing funding challenges and increased pressure to maintain and improve service delivery with fewer resources. One response, with the promise of improving efficiency rather than cutting services, has been to implement Continuous Improvement (CI) but success has been sporadic and unpredictable. The well documented and pervasive CI methodologies in PSOs, including Lean and Six Sigma, have general agreement across practitioners and scholars alike, thus the reasons behind their potted success must lie elsewhere, in the culture or the environment perhaps? This work explores the wider contextual issues of CI implementation with the …

The Role Of Cognitive Load And Individual Differences When Interpreting Human-Resource Data Visualizations, Zachary Hesson

University Honors Theses

Data visualizations (e.g., bar graph, dashboard) can be used as decision-support and storytelling tools that aid users’ interpretation of sometimes complex information, including within the human resource management (HRM) context. As HRM evolves towards implementing more data-informed decisions, it is important to understand how users interpret data visualizations. The aims of this thesis are to (a) identify whether cognitive load affects the amount of time users spend arriving forming and interpretation and the accuracy of their interpretations, and (b) to evaluate whether cognitive load moderates the association between individual-difference variables and interpretation time and accuracy. The individual differences that are …

Building A Leader's Identity On Social Media, Morningstar Dickson

University Honors Theses

How can leaders use social media effectively to shape their identity as a leader? Based on previous scholarship, this paper argues that using an authentic leadership approach to social media usage, would balance a leader’s true identity as well as maintaining their relationship with their followers. Which would allow the leaders’ influence to be more effective. This paper consists of a literature review on authentic leadership, and trust, and then builds a conceptual model that will break down how a leader should build and present their identity on online formats. The model shows how identity on social media is a …

Victims In The Dark Shadows: A Model Of Toxic Leadership. Journal Of Organizational Psychology, Daryl Watkins, Steven Walker

Publications

Walker and Watkins (2020) conducted a thematic analysis of the lived experiences of 130 oppressed followers of toxic leaders. The current paper presents a new model of toxic leadership that emerged from the study. Toxic leadership is a phenomenon sanctioned by the organization, perpetuated by the toxic leader, and lived by the oppressed follower. The model situates toxic leadership within an open organizational frame with recommendations for organizational leaders to drive toxic leadership out of their organizations, for leaders to recognize their toxic behaviors, and for followers to cope with toxic leaders.

Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei

Psychology Faculty Publications

In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multi-source data were collected from 56 workgroups including 202 group members and 56 group leaders. We found that the mean, maximum, and minimum operationalizations of group optimism composition were positively related to the three group performance variables and that group cohesion mediated the optimism–performance relationships for the mean and minimum operationalizations of group optimism. We recommend that practitioners generally consider selecting optimistic …

Generations In The Workplace, Stephanie Weddington

Umbrella Summaries

What is a generation?

A generation is defined as “a group of individuals, who are roughly the same age, and who experience and are influenced by the same set of significant historical events during key developmental periods in their lives, typically late childhood, adolescence, and early adulthood. Further, these differences are not attributable solely to an individual’s age but rather to the common influence of shared experiences on the cohort” (Costanza et al., 2012, p. 377). There is general agreement on the labeling of generations (i.e., Silent, Baby Boomer, Generation X, Millennial, Generation Z); however, the date ranges used to …