Industrial and Organizational Psychology Commons^™

Gender Differences In Personality: An Item-Level Analysis, Casey C. Smith

Dissertations, Theses, and Capstone Projects

Personality is a social and organizational construct with a substantial history and discourse. One particular area in personality that is of interest is gender differences in personality. Gender differences have been found on scales measuring various aspects of personality, such as narcissism (Grijalva et al., 2014). While there are differences present in personality data, there hasn’t been a consistent explanation for why this occurs. This research looked specifically at the construction of personality items to begin to understand the differences in personality by gender. While social roles and social context are mostly referenced to inform the response patterns of men …

#Fired: Survivor Reactions To Facebook Firing In Organizations, Rachel Omansky

Dissertations, Theses, and Capstone Projects

Facebook firing (i.e. employee termination due to social media activity) is a novel type of termination that has developed in recent decades. Though Facebook firing is becoming increasingly common, almost no research has been conducted on this practice. Using a multi-step, multi-method approach, this dissertation attempted to better define the construct and examine its implications for inciting negative reactions from surviving employees, or those employed with the terminated employee at the time of termination, who knew or knew of the employee but were uninvolved in the incident. Study 1 details an effort to identify Facebook firing’s characteristics through a case …

The Squeaky Wheel Gets The Oil? On The Interpersonal Effects Of Boredom Expression, Manuel F. Gonzalez

Dissertations, Theses, and Capstone Projects

I explored how people react to employees who express boredom at work. I consider boredom expression as a social signal that the current situation does not adequately stimulate the expresser. The expression may then propel others to help stimulate the expresser, depending partly on others’ initial appraisals and reactions to the expression, and on the surrounding context. In Study 1, using qualitative surveys, I uncovered various affective, cognitive, and behavioral reactions to employees who expressed boredom. In Study 2, using experimental vignettes, I manipulated the emotion expressed by a “subordinate” (boredom, enthusiasm, or no emotion) and the manager’s beliefs about …

How Can Our Mission Be Fully Accomplished By Staff That Are Experiencing Secondary Trauma And Burnout?, Stephanie Reau

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My name is Stephanie Reau and I am a training supervisor at Summit County Children Services. We are an agency of 350 employees with a focus on recruiting and maintaining diverse staff committed to serving all children and families. Summit County strives to attract and retain wellqualified staff, but like many child welfare agencies in Ohio, this has been a difficult task to accomplish. The overwhelming pressures of the job cause secondary trauma, burnout and ultimately staff turnover. Staff turnover impacts the morale of the agency, is costly, and, most importantly, it negatively impacts the families we serve. Our mission …

Mindfulness: A Promising Practice To Reduce Accountant Stress, Abigail Anderson

Marriott Student Review

This article considers the practice of mindfulness as an approach to reduce stress within the lives of accountants. Mindfulness has existed for centuries as a Buddhist tradition and has only recently become popular in the Western world as a stress-reduction technique that can lead to improved mental and emotional well-being. This article also examines the prevalence of mindfulness within the Top 10 accounting firms in the United States and some results regarding employee performance. As more and more firms begin to utilize mindfulness as a low-cost method to better employee performance and well-being, university accounting programs should consider incorporating the …

Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development (Qic-Wd)

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People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations.

There is evidence that organizations are not using the people and …

Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development

Other QIC-WD Products

People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations. There is evidence that organizations are not using the people and …

Sneak Peek- Eastern Band Of Cherokee Indians' (Ebci) Onboarding Manuals For Employees And Supervisors, Quality Improvement Center For Workforce Development

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The Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) developed a new 5-week onboarding process for new social workers. Drawing upon available research and best practice, the QIC-WD worked with FSP to create the multipronged onboarding program that includes written materials, videos, supervisor supports, tours, and shadowing. Weeks 1 and 2 orient new workers to the organizational structure, mission, purpose, philosophy, and practice of FSP and provide an introduction to Cherokee culture through various activities. Weeks 3 through 5 involve learning about each of the team units within FSP by reading and answering questions about relevant sections of …

Introduction To Workforce Analytics, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development created the Child Welfare Workforce Analytics Institute (the Institute). The goals of the Institute are to: 1. inspire and motivate child welfare leaders and human resources (HR) staff to work together to use data analytics to address child welfare workforce challenges, 2. provide opportunities for initiating and strengthening connections between child welfare and HR leaders, 3. build awareness, knowledge, and/or understanding around data analytics, and 4. support agencies to initiate plans to use HR data to address child welfare workforce challenges. This blog post provides an overview of workforce analytics as presented to …

Learning From Workforce Studies That Cut Across Social Services, Quality Improvement Center For Workforce Development

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Sometimes researchers, administrators and practitioners miss studies that cut across social service fields but that include child welfare workers in their samples. For example, a Canadian study by Graham, Shier, & Nicholas (2016), Workplace Congruence and Occupational Outcomes Among Social Services Workers, has relevant implications for the child welfare field. This study found that when a job setting matches an employee’s expectations regarding workload, autonomy, the working environment, and the values of the organization, there is likely to be a lower intention to leave the job and greater life satisfaction. This finding implies it is important to help new child …

Accountability In A Virtual Work Environment, Quality Improvement Center For Workforce Development

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With the advent of the COVID-19 pandemic, many child welfare supervisors suddenly were managing a virtual team with little or no preparation. Maintaining accountability when staff telework (i.e., work from home) poses challenges in defining and measuring productivity. These challenges can feel different from managing performance in an office environment. Supervisors needed to navigate between emphasizing process (how the work is done) and the achievement of specific outcomes (what gets done). Some agencies may require daily activity logs to help supervisors manage their team, which emphasizes process. An over emphasis on process can lead to workers feeling micro-managed. Keeping track …

Special Issue - Call For Papers: Rethinking The Future Police Department: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich

Personnel Assessment and Decisions

No abstract provided.

What Are Best Practices For Conducting Hiring Interviews?, Quality Improvement Center For Workforce Development

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When it comes to conducting hiring interviews, many managers rely more on their gut instincts regarding what questions to ask and how to evaluate candidates’ responses in order to decide who to hire. Given the importance of hiring for achieving agency outcomes, it makes sense to invest time and attention into planning how to conduct your interviews. The QIC-WD reviewed the research on hiring interviews and found evidence of a number of factors that can improve the effectiveness of your interview practice. • Plan ahead. As with many things in life, advance preparation will yield the best results when you …

Non-Religious Employee's Perceptions Of Microaggressions And Their Relationship With Job Satisfaction As Moderated By Calling, Jessica Schultz

Master's Theses

The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the …

Break Interrupted: The Role Of Interruptions To Work Breaks In Momentary Recovery Outcomes, Alyssa Michels

Theses and Dissertations

Taking breaks at work can provide beneficial well-being and workplace outcomes through on-the-job recovery experiences, yet research suggests there may be specific break characteristics or individual differences influencing break effectiveness. In order to further elucidate the mechanisms contributing to the effectiveness of breaks during work hours, the present study examined the role interruptions to work breaks play in the relationship between work breaks and both recovery experiences and outcomes. Using an experience-sampling methodology, participants recorded three break experiences while at work. Results show work breaks predict a reduction in negative affect and that interruptions to these work breaks weaken this …

Who Emerges As A Leader? A Study On Cultural Values, Citizenship, And Trust, Jacklyn Marie Scymcyk

Theses and Dissertations

In this study peer and supervisor perceptions of emergent leaders were assessed in order to better understand and predict leader emergence. Using two moderated mediation models, organizational citizenship behaviors (OCB-I and OCB-O) of emergent leaders were hypothesized to predict leader emergence via peer and supervisor trust, respectively. It was hypothesized that these perceptions and the subsequent leader emergence will be moderated by peers and supervisors’ cultural values. Namely, Benevolence and Achievement Values from the Schwartz Basic Values Theory were proposed moderators on the relationship between OCBs and trust, due to the impact cultural values have on varied perceptions of different …

Effects Of Situation Descriptions On The Construct-Related Validity Of Construct-Driven Situational Judgment Tests, Philipp Christopher Schaepers, Jan-Philipp Freudenstein, Patrick Mussel, Filip Lievens, Stefan Krumm

Research Collection Lee Kong Chian School Of Business

Despite the common belief that situation descriptions in SJTs are central to the measurement of targeted constructs, recent studies demonstrated that omitting situation descriptions had only minor effects on SJT performance and validity. However, these results might be due to the fact that traditional SJTs often fail to assess well-defined constructs. So, we aimed to examine the relationships between construct-driven SJT scores with and without situations and self- and peer-rated personality dimensions (N = 158). Results revealed almost no difference in construct-related validity between both versions. The conscientiousness facet emerged as the only exception, for which the SJT scores without …

The Role Of Situations In Situational Judgment Tests: Effects On Construct Saturation, Predictive Validity, And Applicant Perceptions, Philipp Schäpers, Patrick Mussel, Filip Lievens, Cornelius J. König, Jan-Philipp Freudenstein, Stefan Krumm

Research Collection Lee Kong Chian School Of Business

Recent theorizing and empirical evidence suggesting thatsituational judgment tests (SJTs) are more context-independent than previouslythought has sparked a debate about the role of situation descriptions in SJTs.To contribute to this debate and add to our understanding of how SJTs work,this paper conceptually embeds SJT performance in a situation construal modeland examines the effects of situation descriptions on the construct saturationand predictive validity of SJT scores, as well as on applicant perceptions.Across two studies (N = 1,092 and 578) and different SJTs, personality andcognitive ability were equally important determinants of SJT performance regardlessof whether situation descriptions were presented or omitted. The …

Performance Management Training Evaluation In An Autism Treatment Facility, James D. Morrison

Dissertations

The demand for Board Certified Behavior Analysts (BCBA) has increased dramatically since 2010 (Burning Glass Technologies, 2019). A core component of a BCBA’s role is to provide supervision to Board Certified Assistant Behavior Analysts (BCaBA) and other paraprofessionals. Currently there is a lack of research on effective supervision training in the ABA literature. This study evaluated a supervision training program based on the Operant Model of Effective Supervision developed by Komaki (1986). The training developed for this study incorporated basic OBM concepts such as behavioral pinpointing, feedback, and goal setting as well as concepts such as work sampling, which the …

Resume Ratings: The Influence Of Rater Individual Differences, Emily Ann Frye

Theses and Dissertations

Resumes remain a popular selection tool in practice but are rarely researched. Moreover, little is known about how much variability is present across resume ratings and how much of that variability may be attributed to the resume rater’s own individual differences. Therefore, the present study aims to address these issues by investigating the influence of resume raters’ characteristics on resume hirability and personality ratings. More specifically, drawing from the lens model and related research, the present study examines the association between resume rater personality, dispositional intelligence, gender, experience, and cognitive ability and hirability and personality ratings. Using a cross-sectional survey …