Industrial and Organizational Psychology Commons^™

Organizational Stressors As Predictors Of Burnout, Kristen Albritton

Dissertations

The purpose of this study is to determine if organizational stress, measured by role conflict and role ambiguity, predicts burnout among employees. A review of the related literature identified variables that demonstrate a relationship with burnout, supported by the Maslach (1998) theory of burnout and Katz and Kahn’s (1966) organizational role theory. The researcher also examined whether organizational level and demographic variables (gender, education level, and job tenure) moderate the relationships between role conflict, role ambiguity, and burnout.

The study follows a non-experimental, cross-sectional design using data collected from a survey. Results of linear regression analyses reveal role conflict and …

Stay Mindful And Carry On: Mindfulness Neutralizes Covid-19 Stressors On Work Engagement Via Sleep Duration, Michelle Xue Zheng, Theodore Charles Masters-Waage, Jingxian Yao, Yichen Lu, Noriko Tan, Jayanth Narayanan

Research Collection Lee Kong Chian School Of Business

We examine whether mindfulness can neutralize the negative impact of COVID-19 stressors on employees' sleep duration and work engagement. In Study 1, we conducted a field experiment in Wuhan, China during the lockdown between February 20, 2020, and March 2, 2020, in which we induced state mindfulness by randomly assigning participants to either a daily mindfulness practice or a daily mind-wandering practice. Results showed that the sleep duration of participants in the mindfulness condition, compared with the control condition, was less impacted by COVID-19 stressors (i.e., the increase of infections in the community). In Study 2, in a 10-day daily …

Predicting Counterproductive Work Behavior: Do Implicit Motives Have Incremental Validity Beyond Explicit Traits?, J. Malte Runge, Jonas W. B. Lang, Ingo Zettler, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.

Coachmotivation: Developing Transformational Leadership By Increasing Effective Communication Skills In The Workplace, Megan L. Schuller

Industrial-Organizational Psychology Dissertations

Communication is an intrinsic part of the human experience and has been widely studied empirically and practically within organizations. It is the bedrock for many workplace behaviors and outcomes such as employee trust, engagement, job satisfaction, and transformational leadership. Nonetheless, effective communication continues to be a challenge for organizations across a variety of sectors. The current study examined whether a communications training, CoachMotivation (CM), increased perceived effective communication. CM is derived from clinical psychology skills for behavior change, namely, the Motivational Interviewing concepts of open-ended questions, affirmations, reflections, and summary statements. This study also considered the Big Five personality traits …

Exploring The Impact Of Self-Compassion On Lessons Learned From A Past Failure Experience, Emily Minaker

Industrial-Organizational Psychology Dissertations

Although failure can be rich sources of learning, research has shown that experiences of failure also tend to coincide with strong psychological reactions. The negative emotions and isolation one feels may cause one to discount or dismiss one’s failures. In doing so, individuals may be unable to properly appraise their shortcomings and fail to identify what they might learn. Previous research suggests that self-compassion (self-kindness, a sense of common humanity, and mindfulness) may impact experiences of failure in important ways. However, research has yet to empirically examine the impact of self-compassion on lessons learned from a past failure experience. The …

Motivation Purity Bias: Expression Of Extrinsic Motivation Undermines Perceived Intrinsic Motivation And Engenders Bias In Selection Decisions, Rellie Derfler-Rozin, Marko Pitesa

Research Collection Lee Kong Chian School Of Business

Organizational selection decisions often involve an exchange of information between candidates and decision makers as to why candidates are motivated to work in the given position. Drawing on popular management myths as our overarching framework, we theorize that candidates’ expressions of extrinsic motivation lead decision makers to infer that the candidate is less intrinsically motivated, leading to bias against such candidates. We term this effect motivation purity bias, and argue that it emerges despite ample evidence, which we review, showing that penalizing expressed extrinsic motivation is not only unfair to candidates but also counterproductive from the standpoint of maximizing future …

The Impact Of Negative Affect On Psychological Well-Being Through Affective Commitment, Organizational Citizenship Behaviors, And Employee Burnout, Michelle Balesh

Electronic Theses, Projects, and Dissertations

Research focusing on organizational citizenship behaviors (OCBs) have highlighted how these behaviors support and aid the psychological and social environment within an organization. However, there is a gap within the literature that has not emphasized the negative consequences of engaging in OCBs. This study aims at examining the baleful consequences toward the individual, specifically, one’s psychological well-being. By examining one’s commitment to the organization, this study is interested if commitment will influence the likelihood of engaging in these discretionary behaviors. The aim of the present study is to understand the inimical effects of OCBs due to the investment of personal …

Retirement Planning Motivation From A Reinforcement Sensitivity Theory (Rst) Perspective, Luke Poulter

Electronic Theses, Projects, and Dissertations

Retirement planning is a complex issue. There are plenty of challenges that individuals and governments confront regarding retirement planning. Understanding what motivates retirement planning is a critical element for individuals and governments to understand. Therefore, the primary goal of the current study was to extend the literature on retirement planning by expanding knowledge of what influences retirement planning by incorporating Reinforcement Sensitivity Theory (RST). RST is a neuroscientific theory of emotion, motivation, and learning, extended to personality psychology. It suggests three systems, the Behavioral Approach System (BAS), Fight–Flight–Freeze system (FFFS), and the Behavioral Inhibition System (BIS). The BAS mediates responses …

The Relationship Between Automation Threat And Employee Related Outcomes Using Support As A Buffer And Moderated By Transformational And Transactional Leadership, Monica Garcia

Electronic Theses, Projects, and Dissertations

The introduction of automation in the workforce has negative effects that go beyond technological job displacement. The process of introducing automated systems creates stress in employees, which may relate to lower performance. The purpose of this study was to examine the relationship between automation threat and employee-related outcomes such as self-efficacy, means efficacy, and employability and how social support, organizational support, and instrumental support can help buffer against this type of threat. Furthermore, transformational and transactional leadership styles of the manager/supervisor were examined, as they related to the various types of support. Two hundred sixty-nine working adults completed the study …

Demographic Differences In The Perceived Invasion Of Privacy When Social Media Is Used In Personnel Selection, Zayna Osborne

Electronic Theses, Projects, and Dissertations

The use of social media in personnel selection is a growing phenomenon amongst many organizations (Roth et al., 2016). However, different social media types, both personal and professional, arise when organizations use personal social media in personnel selection. The information present on personal social media platforms is often not relevant to the applicant's job qualifications. An important issue that arises when personal social media is used is the applicant's perceived invasion of privacy. There is very little literature that examines any demographic differences in the perceived invasion of privacy when social media is used in personnel selection. Understanding if there …

The Relationship Between Subtle Sexism And Women's Careers Explained By Cognitive Processes And Moderated By Attachment Styles, Patricia Carolina Rivera

Electronic Theses, Projects, and Dissertations

The present study investigated how experiences of subtle sexism related to women’s career outcomes. Prior research has focused on attitudes and impacts of subtle sexism, whereas this study focused on personal experiences of subtle sexism. Due to its normative nature, subtle sexism occurs often and can be difficult to classify as sexism. The study found that participants who encountered more subtle sexism reported lower levels of advancement perceptions and work engagement was indirectly impacted by subtle sexism. Interestingly, although it was expected that rumination would cause cognitive overload, participants in this study exhibited resilience which indirectly impacted their advancement perceptions. …

Disparity And Applicant Faking Behaviors: How Comparison With The Ideal Applicant Affects Faking?, Yadi Yang

Theses and Dissertations

Applicant faking behavior (AFB) on personality measures remains a major concern in selection context. This study introduces a new construct of “disparity” which captures the difference between individuals’ self-evaluation personality score and the perceived ideal applicants’ personality score. Based on the Perceptual Control Theory (PTC), applicant will generate intention to fake in order to close the perceptional gap between an ideal applicant and themselves to increase their chances of getting hired. The study distinguishes intention to fake and actual faking behaviors as two separate constructs. Specifically, the study empirically examined the effect of disparity on applicant faking behaviors through intention …

What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan

Research Collection Lee Kong Chian School Of Business

Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multi-study investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers’ Facebook sites (n = 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, religion), as well as …

Communion, Agency, And Authenticity: How Gendered Expectations Influence Trust In Leaders, Allyson Day Pagan

Theses and Dissertations

While there are a great many benefits to increasing female numbers in leadership positions, organizations still struggle to find a place for women leaders. More research is required to examine leader skills and mechanisms through which they operate in order to facilitate women’s empowerment. The purpose of the current study was to examine leadership skills (political skill), behaviors (impression management and emotion management) and their outcomes (authentic leadership and trust in leader) in the context of gender. This study examined interpersonal emotion management as an increasingly important construct for leadership and social influence, incorporating it as an outcome of political …

Where Is My Mind? The Who, What, And Where Of Mind Wandering At Work, Anthony Belluccia

Theses and Dissertations

Mind wandering is a phenomenon often tackled by cognitive psychologists and overlooked by organizational psychologists, despite numbers suggesting that disengaged employees cost organizations $550 billion a year. Mind wandering is a demonstrated disruptor to cognitive processes like reading and working memory capacity that impair performance but may also be helpful for creative problem solving and autobiographical planning. Despite this, extant research has yet to develop a framework for the antecedents of mind wandering, there are still gaps in our understanding of workplace implications of mind wandering, and it is typically treated as a monolithic construct, ignoring dimensionality. The current research …

The Negative Effects Of Interruptions On Job Performance And Affective Well-Being, Christopher James Juszczyk

Theses and Dissertations

Workplace interruptions are an increasingly prominent and potentially consequential issue. Most studies have found that interruptions can have serious negative consequences for both job performance and affective well-being. However, very little research has examined the specific effects of internal and external interruptions. In addition, there has been limited research on factors that may mitigate the effects of interruptions. This study examined these issues, focusing on (a) the effects of internal and external interruptions on both job performance and affective well-being as well as (b) polychronicity, contingent planning, and task-switching ability as moderators of these relationships. The study involved two major …

1, 2, Or 3 In A Hat? How A Human-Agent Team’S Composition Affects Trust And Cooperation, Dan Manh Nguyen

Theses and Dissertations

Modern advances in technology have enabled a collaborative relationship between man and machine. Many industries have adopted these human-agent teams, yet human perceptions about technology may prevent them from adopting a teammate mentality when interacting with agents. Although many studies have researched the issue, few have studied how the human to agent ratio within a team influences how the person intends to interact with their agent team members. Grounded in the theory of planned behavior (Azjen, 1985), this study elucidates how a team’s composition affects the trust of human team members in human-agent teams and their subsequent intentions to work …

Development And Validation Of A Global Competency Framework For Preparing New Graduates For Early Career Professional Roles, Mark Strong, Gary J. Burkholder, Emily Solberg, Amy Stellmack, William Presson, Jean-Bernard Seitz

Higher Learning Research Communications

Objectives: The current objectives include the development of a global competency model applicable across a wide range of jobs, industries, and geographies for university graduates entering the workplace.

Method: The competency model was developed utilizing a global panel of subject matter experts and a validation survey of over 25,000 students, faculty, staff, and employers across more than 30 countries.

Results: The results showed substantial consistency for the importance and criticality ratings of the competencies, with Achieving Objectives, Analyzing and Solving Problems, Adapting to Change, Communicating Orally, Learning and Self-Development, Making Decisions, Planning and Organizing, and Working Well with Others as …

Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia F. Parry, Courtney L. Harrison

Other QIC-WD Products

The QIC-WD learned many lessons while conducting utilization-focused workforce research across eight diverse public child welfare agencies. In this brief we detail how we are chronicling natural variation (e.g., stay at home orders, hiring freezes, political will, and leadership changes), synthesizing existing data, conducting process evaluation (e.g., identifying implementation drivers), visualizing data to meet diverse stakeholder information needs, and building systems that are both flexible and sustainable.

Organizational Justice, Tara Myers, Megan Paul

Umbrella Summaries

What is organizational justice?

Organizational justice is the extent to which an organization treats people fairly. Organizational justice includes fairness related to outcomes, procedures, and interpersonal interactions. Fair workplace outcomes and decisions (e.g., equitable/favorable pay, raise, promotion) are called distributive justice (Adams, 1965). Procedural justice means that outcomes are determined through procedures that are based on accurate information and standard ethics, represent everyone affected by the procedure, include opportunity for input and appeal, are free from bias, and are used consistently (Leventhal, 1980; Thibaut & Walker, 1975). Interactional justice refers to people feeling they were treated with dignity and respect …