Industrial and Organizational Psychology Commons^™

Secondary Traumatic Stress Among Child Welfare Workers, Quality Improvement Center For Workforce Development

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There is growing evidence to suggest that child welfare workers are experiencing high levels of secondary traumatic stress (STS) as a result of exposure to traumatized clients in crisis (e.g., Barbee, et al, 2018). The Quality Improvement Center on Workforce Development (QIC-WD) surveyed 1,113 front line child welfare workers in 13 jurisdictions between November, 2017 and March, 2018 using the Bride (2007) Secondary Traumatic Stress Scale as part of a comprehensive workforce needs assessment. An average of 54% of participants reported clinical levels of STS. When these elevated numbers are compared to the original Bride research of social workers, they …

Are You Ready For Change Part 1, Pivot Nw Research

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No abstract provided.

Context And Regulation Of Homeschooling: Issues, Evidence, And Assessment Practices, Janet F. Carlson

Buros Center: Professional Staff Publications

The article discusses salient factors that influence the current context within which homeschooling occurs. Individual states have applied various approaches to establish regulations that both preserve the rights of homeschooling parents and fulfill the state’s obligation to ensure that its residents receive the education to which they are constitutionally entitled. Case and ethnographic studies or research involving small and selected samples often appear in outlets associated with homeschool advocacy groups or in outlets that are not mainstream. The paucity of empirical evidence derived from methodologically strong research paradigms has led to little certainty about many aspects of homeschooling including its …

How Tempered Radicals Pursue Ideological Change Within Their Organization, Saleh M. Bajaba

Doctoral Dissertations

Organizations that are adaptive, diverse, and socially responsible are often built by employees who are able to implement change “under the radar” of those in the organization who would ordinarily fight significant change. These “tempered radicals” are insider activists who serve as the catalyst for incremental constructive changes which, over time, build better organizations. Unfortunately, little is known about what motivates tempered radicals to enact changes within their organizations. In order to better understand the motives of these internal change agents, I develop a measure of tempered radical motives (TRM). In Study 1, I develop a measure of TRM by …

The Replication Of The Globe Study In Turkey: Understanding The Effects Of Social, Economical, And Political Changes On Cultural Dimensions And Leadership Ideals: A Mixed Methods Study, Zeki Pagda

Dissertations

Starting in 1995, the GLOBE (Global Leadership and Organizational Behavior Effectiveness) project has conducted a comprehensive study of cultural values and leadership ideals of 62 countries. GLOBE has identified nine cultural and six leadership dimensions, examined the relationship between cultural values and leadership ideals, grouped countries into clusters, and presented culturally derived leadership ideals. According to the 1995 GLOBE findings, Turkey fits in the Middle Eastern cluster with its corresponding expectations regarding leadership ideals. However, in the past thirty years, Turkey has undergone dramatic social, economic and political changes that may have affected ideals of leadership. The goal of this …

Effectively Using & Sharing Data, Quality Improvement Center For Workforce Development (Qic-Wd)

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The QIC-WD recently had the opportunity to talk with a group of human services training evaluators in Baltimore about how to effectively use and share data. The QIC-WD has a dissemination plan and data visualization experts (learn more here) to help our team and our sites use and share data for a variety of purposes. We shared the following tips to help evaluators determine what to share, when, and why.

• Plan for dissemination – that is, identify who needs the information and how best to get it to them.
• Consider who is in your target audience and how they …

Organizational Cognition As Intervened By Organizational Support And Engagement On Medical Coders’ Exhibition Of Organizational Citizenship Behaviors, David W. Conley

Human Resource Development Theses and Dissertations

Informed by the social cognitive theory and social exchange theory, this study examined medical coders’ evaluation of organizational cognition in the presence or perception of organizational support and organization engagement and their resultant behavior. The reciprocal exchanges present in the employee and organization relationship are identified, as positive valuations facilitate mutually beneficial outcomes. Specifically, the examination of cognitions, implicit employee judgments, and behaviors provide a framework to examine the state of engagement and its related outcomes. The use of perceived organizational support and organization engagement as intervening variables provided insight into the complex relationships between medical coding employees’ evaluation of …

Are Consensus Ratings Of Functional Job Analysis Scales More Reliable Than Ratings Made By Independent Raters?, Greg A. Chung-Yan, Aaron C. H. Schat, Steven F. Cronshaw

Personnel Assessment and Decisions

This study addresses an open research question in regard to a well-established and widely-used job analysis system, Functional Job Analysis (FJA): Are consensus ratings of the FJA scales more reliable than the independent scale ratings that are the norm in job analysis application and the related research literature? In our experimental study, we found that this is not the case: no significant difference is found between consensus and independent ratings of the FJA scales. The reasons for this finding are explored as well as its relevance to the validity of the FJA system. Implications for other work and job analysis …

A New Scoring Procedure In Assessment Centers: Insights From Interaction Analysis, Janneke K. Oostrom, Nale Lehmann-Willenbrock, Ute-Christine Klehe

Personnel Assessment and Decisions

This paper proposes interaction analysis as an alternative scoring procedure in assessment centers (ACs). Interaction analysis allows for a more fine-grained scoring approach by which candidate behaviors are captured as they actually happen, thus avoiding judgment errors typically associated with traditional scoring procedures. We describe interaction analysis and explain how this procedure can improve the validity of ACs. In a short research example, we showcase how interaction analysis can be implemented in AC settings. Finally, we integrate our arguments in terms of three key propositions which we hope will inspire future research on more dynamic scoring procedures.

Selection Tool Use: A Focus On Personality Testing In Canada, The United States, And Germany, Stephen D. Risavy, Peter A. Fisher, Chet Robie, Cornelius J. König

Personnel Assessment and Decisions

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly …

Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider

Personnel Assessment and Decisions

This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian Item Response Theory (TIRT) and Classical Test Theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of the correlations (k = 11 and N = 613) found a higher average corrected correlation for CTT (mean ρ = .38) than for TIRT (mean ρ = .00). Implications and directions for future research are discussed.

Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate

Personnel Assessment and Decisions

The employment interview remains a unique paradox. One the one hand, decades of research demonstrates that using more structured components (e.g., question consistency, evaluation standardization) can largely improve the psychometric properties of interviews. On the other hand, although interviews are almost universally used, many interviewers still resist using structured formats. We examined the use of seven structure components by 131 professional interviewers, and their association with three types of antecedents: interviewers’ background (e.g., experience, training), the focus of the interview (selection vs. recruitment), and interviewers’ personality (based on the HEXACO model). Interviewers’ background (i.e., training) and the focus of the …

Examining Factors Influencing Use Of A Decision Aid In Personnel Selection, Alexander T. Jackson, Michael E. Young, Satoris S. Howes, Patrick A. Knight, Sydney L. Reichin

Personnel Assessment and Decisions

In this research, two studies were conducted to examine factors influencing reliance on a decision aid in personnel selection. Specifically, this study examined the effect of feedback, validity of selection predictors, and presence of a decision aid on the use of the aid in personnel selection. The results demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to the predictions made by the aid than people who were not provided with the aid. This suggests that when people are provided with an aid, they will use it to some degree. This research also …

Using A Logic Model To Guide Workforce Interventions, Quality Improvement Center For Workforce Development

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The QIC-WD uses logic models—visual representations that depict the resources that go into and expected results that will come out of the implementation of a program—to guide the implementation and evaluation of the selected interventions. A logic model is developed after the intervention is selected and must fit within the overall theory of change, as part of the exploration phase of the project. Read this summary (originally developed on behalf of the Center for States) by Dr. Megan Paul, the QIC-WD Workforce Team Lead, to learn more about why a jurisdiction should create a logic model and see what a …

Who Am I Now? Teachers’ Development Of Leadership Identity A Phenomenologically-Informed Qualitative Research Study, Kimberly Alicia Richardson

Educational Leadership & Workforce Development Theses & Dissertations

Due to the complexity of schools and more challenges to teaching and learning, teacher leadership is an answer to reform that addresses both improving teaching and restructuring of schools (Smylie & Denny, 1990). While empirical research exists that speaks to teacher leadership work, what teacher leaders do and why particular teachers emerge as leaders. An expanding body of research (e.g., Day and Harrison, 2007; Day, Kington, Stobart, & Sammons, 2006; Lord and Hall, 2005) advocates the acceptance of coupling identity and leadership, and the acknowledgment of the influence on leader’s development and behaviors. This phenomenological study examined the leadership identity …

Composition, Conflict Expression, And Psychological Safety In Teams: A Longitudinal Investigation, Ngoc Son Duong

Theses and Dissertations

Research on conflict in organizations has previously been investigated as conflict management style, conflict content, and conflict culture. Weingart and colleagues (2015) proposed a new framework of examining conflict as conflict expression, which can be defined as an individual’s particular verbal or non-verbal behaviors in expressing disagreement. The current study aimed to expand the nomological network surrounding conflict expression in teams. First, the study examined the effect of each conflict expression on team performance. Second, the study examined team composition in terms of personality and political skill as antecedents of conflict expression. Third, the study examined the effect of political …

Examining The Relationship Of Constructive Deviance With Individual Differences, Job Characteristics, And Organizational Climate, Michael Sawdy

Theses and Dissertations

Recent research has demonstrated that deviant behaviors can have both positive intentions and outcomes (Galperin, 2002; Morrison, 2006; Warren, 2001). These behaviors are often referred to as constructive deviance, but little is known about the antecedents of these behaviors within organizations. This study contributes to the growing body of knowledge on constructive deviance by investigating individual characteristics, job characteristics, and organizational climates as predictors of constructive deviance. After investigating each of the predictors independently, a dominance analysis was conducted to determine the strength of each predictor relative to one another. Surprisingly, although role breadth self-efficacy and autonomy have previously been …

Conceptualization Of Faculty Work Motivation: Overcoming The Impasse, Julie Nikolaeva Thompson

Psychology Theses & Dissertations

The work motivation literature is at an impasse. At the same time, changing economic and social conditions necessitate an ongoing transformation for how organizations motivate their workforce. Although changes in the nature of work have captured the attention of researchers, calls for more research to further develop work motivation theory have largely gone unnoticed. The scarcity of new theoretical research contributes to a lack of contextual understanding in work motivation. As such, organizational leaders continue to develop interventions based on the findings of potentially outdated work motivation theories. This may lead to diminished work motivation, productivity, and commitment, particularly for …

Investigating Factors Affecting Venture Growth Intention For Women Entrepreneurs, Beth Johanna Gitlin

Theses and Dissertations

During the past several years the number of women-owned firms increased by 45% from 2007-2016, a rate five times faster than the national average. However, their overall venture growth is far below the national average. The benefits of studying the internal and external context in which this phenomenon has occurred will help us to understand what types of interventions may contribute to enhancing venture growth intention for women entrepreneurs. In light of the scant research linking factors such as self-confidence, access to role models, perceived family support and risk-taking to venture growth intention for women entrepreneurs, this study examines a …

Job Characteristics And Turker Motivation: A Crowdsource Study Of Amazon Mechanical Turk, Michael William Mcferran

Theses and Dissertations

There is substantial opportunity for I-O psychology to study and further understand the growing industry of gig work. The research gap in the limited domain of gig work prompted the exploration of studying what perceived job characteristics matter for crowdsource workers on Amazon’s Mechanical Turk (MTurk) and whether job characteristics predict traditional workplace outcomes in the gig economy. Participants from MTurk allowed the research question to be efficiently assessed within a gig related crowdsourcing sample. This study demonstrated that traditional theories from I-O psychology can apply to crowdsource based work. Specifically, job characteristics were related to job satisfaction and organizational …