Department: Psychology/Industrial-Organizational ![[clear]](close-x.png "Remove this limiter")
58 matches in the database.
These are records: 1 - 30.
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1.
Adams, Jason E.
Development and Validation of the Corporate Distrust Scale.
Degree: MA, Psychology/Industrial-Organizational, 2008, Bowling Green State University
► Previous organizational research on trust and distrust has focused mainly on interpersonalrelationships…
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▼ Previous organizational research on trust and distrust has focused mainly on interpersonalrelationships such as trust of managers or coworkers, however little is known about institutionallevel attitudes, such as corporate trust/distrust. The purpose of the current study was to develop a measure to evaluate attitudes of distrust people have toward corporations. Evidence for the construct validity of the new measure was obtained sampling a broad cross-section of working adults. Psychometric properties of the measure suggested high internal consistency and a unidimensional factor structure. Nomological validity of the construct in relation to other measures provided further support for the construct validity of the measure. Future applications of the measure in behavioral research are discussed.
Advisors/Committee Members: Highhouse, Scott.
Subjects: Psychology
Keywords: attitude measurement; scale development; distrust
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2.
Alexander, Katherine.
ABUSIVE SUPERVISION AS A PREDICTOR OF DEVIANCE AND HEALTH OUTCOMES: THE EXACERBATING ROLE OF NARCISSISM AND SOCIAL SUPPORT.
Degree: PhD, Psychology/Industrial-Organizational, 2011, Bowling Green State University
► This study examined abusive supervision as a predictor of workplace deviance (organizational,…
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▼ This study examined abusive supervision as a predictor of workplace deviance (organizational, interpersonal, and supervisor-directed) and employee health (depression and anxiety). Based on the threatened egotism hypothesis, I examined narcissism as a moderator of the relationship between abusive supervision and deviance. Based on the within-domain stress exacerbation hypothesis, I also examined supervisor support as a moderator of the relationship between abusive supervision and health. Data from 199 employees in HR/Organizational Psychology-related occupations supported the main effect hypotheses between abusive supervision and interpersonal deviance, supervisor-directed deviance, and depression. Narcissism moderated the relationship between abusive supervision and organizational deviance, while supervisor support moderated the relationship between abusive supervision and anxiety. Moreover, I conducted additional analyses in order to more fully investigate the relationships among the main study variables. I discuss the study's implications for future research and practice.
Advisors/Committee Members: Jex, Steve.
Subjects: Occupational Psychology
Keywords: Abusive supervision; deviance; health; social support; narcisssism
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3.
Alexander, Katherine N.
Praise for Proactivity: The Role of Leadership and Supervisor Personality in Rewarding Employee Proactivity.
Degree: MA, Psychology/Industrial-Organizational, 2009, Bowling Green State University
► Previous research has suggested that proactivity in the workplace can be beneficial…
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▼ Previous research has suggested that proactivity in the workplace can be beneficial at both the individual and the organizational level, but little is known about when proactivity is appreciated by supervisors. This study examined when supervisors reward proactivity by providing more positive performance evaluations to their subordinates. I proposed that the supervisor's leadership style, their quality of relationship with their subordinate, and their personality would moderate the relationship between proactivity and performance evaluations. I investigated three types of proactivity: taking charge, voice, and issue selling. I also examined three different leadership styles, namely transformational, transactional, and laissez-faire leadership, as well, as leader-member exchange, and the supervisor's neuroticism, agreeableness, and openness to experience. The sample consisted of 140 employees and their direct supervisors who were employed at various non-profit organizations across the United States. All measures were available online and participants received a $10 gift card for their participation. Results indicated strong relationships between proactive behaviors and performance evaluations, suggesting that supervisors do reward employee proactivity. However, the moderator hypotheses were not supported. The implications of these results for research and practice are discussed.
Advisors/Committee Members: Fritz, Charlotte.
Subjects: Psychology
Keywords: Proactivity; Performance Evaluation; Leadership; Personality
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4.
Anderson, Ryan D.
The Implicit Association Test for Conscientiousness: An indirect method of measuring personality.
Degree: MA, Psychology/Industrial-Organizational, 2009, Bowling Green State University
► The self-report method is commonly cited as a limitation in the personality…
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▼ The self-report method is commonly cited as a limitation in the personality literature. Therefore, this thesis was conducted to determine whether an Implicit Association Test (IAT) might serve as an alternative measure of conscientiousness; thus providing researchers with an additional measure to complement existing measures and to also provide a more intricate understanding of the personality construct. Similarly, this investigation was designed to extend the potential scope of the IAT, from predominantly attitude research, to the domain of personality; and to provide some clarification on conflicting studies that have incorporated the IAT as a measure of conscientiousness. An IAT was created to assess the relative strength of associations related to the self (vs. other) with conscientiousness adjectives (positive vs. negative). The aim of this thesis was to determine whether the IAT would relate to previously validated indicators of conscientiousness (i.e., self-report, academic motivation, a behavioral measure of attention, and several objective indicators of academic success). The results for the IAT were nonsignificant for all hypotheses. Further analysis, revealed several outliers and violations of normality, however, these problems did not contribute to the lack of findings. Therefore, the discussion section suggests several potential problems with the current investigation and offers several suggestions for future research.
Advisors/Committee Members: Zickar, Michael.
Subjects: Personality; Psychological tests; Psychology
Keywords: IAT; Implicit Associtation Test; Personality
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5.
Barger, Patricia B.
TOWARDS EXPLAINING EMOTIONAL LABOR: THE ROLE OF EMOTIONAL DISCREPANCIES.
Degree: MA, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► While previous research has posited that organizational display rules and employee affect…
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▼ While previous research has posited that organizational display rules and employee affect are important predictors of emotional labor, the mechanism underlying these is unclear. The current study offers the concept of emotional discrepancy as a variable that may help explain how display rules and affect give rise to emotional labor. Emotional discrepancies are created when employees’ affect is discrepant from the organizational display rule, thereby motivating them to engage in emotional labor to reduce the discrepancy. A laboratory simulation was conducted whereby participants acted as either a bill collector or campus tour guide. The results revealed that emotional discrepancy significantly predicted emotional labor and dispositional affect and display rules interacted to predict emotional discrepancies. Lastly, the results indicated that emotional discrepancy mediated the relationship between display rules and emotional labor, pointing to the importance of including this construct in future emotional labor models. Implications and future directions are discussed.
Advisors/Committee Members: Gillespie, Jennifer Z.
Subjects: Psychology, Industrial
Keywords: Emotional Labor; Emotional Discrepancy; Display Rules; Positive Affect; Negative Affect
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6.
Barger, Patricia B.
Service Without a Smile?! Exploring the Roles of Customer Injustice, Anger, and Individual Differences in Emotional Deviance.
Degree: PhD, Psychology/Industrial-Organizational, 2009, Bowling Green State University
► There is a growing body of research focused on examining how customer…
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▼ There is a growing body of research focused on examining how customer service workers meet organizational demands to express positive emotions, a phenomenon known as emotional labor. However, it is unreasonable to assume that employees will always display appropriate emotions on the job, yet there is a dearth of research that examines the occurrence of emotional deviance (i.e., breaking display rules). The current study integrated theories from the emotional labor, justice and counterproductive work behavior literatures in order to gain an increased understanding of emotional deviance. Specifically, customer injustice and anger were examined as important predictors of emotional deviance, and the moderating roles of self-control, display rule commitment and display rule enforcement were considered.Quantitative and qualitative survey data were collected from 257 employees in various customer service jobs. The results indicated that being treated unfairly by customers was related to emotional deviance, both directly and indirectly through feelings of anger. Furthermore, employee self-control moderated the relationship between feelings of anger and emotional deviance such that those low in self-control were more likely to deviate. Although it was posited that employees low in display rule commitment would be more likely to emotionally deviate when they experience anger, a significant relationship was not found. Finally, the results supported display rule enforcement as an important moderator of the anger-emotional deviance relationship such that the relationship was stronger at lower levels of enforcement. Implications for research, practice and future directions are discussed.
Advisors/Committee Members: Gillespie, Jennifer.
Subjects: Psychology
Keywords: Emotional deviance; Customer injustice; Display rule enforcement; Self-control; Display rule commitment; Customer service; Emotional labor
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7.
Blackburn, Jessica L.
MOTIVATED REASONING: A FRAMEWORK FOR UNDERSTANDING HIRING MANAGERS' INTENTIONS TO USE PERSONNEL SELECTION INSTRUMENTS.
Degree: PhD, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► Findings from the theory of motivated reasoning (Kunda, 1987, 1990) are used…
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▼ Findings from the theory of motivated reasoning (Kunda, 1987, 1990) are used to develop a model that describes the decision-making process used by managers to determine whether to use selection instruments (i.e., intelligence tests, personality tests, job knowledge tests, structured interviews, and unstructured interviews). It was predicted that hiring managers experience a biased memory when recalling hiring applicants, thus affecting both confidence in hiring ability and intentions to use selection instruments. Partial support for the biased memory model was found. However, manipulating participants’ memories regarding hiring experiences did not affect confidence in hiring ability. Additionally, the memory manipulation only affected intentions to use structured interviews. The proposed model should be revised to include characteristics of the selection instrument as well as attributional processes.
Advisors/Committee Members: Milton, Hakel D.
Subjects: Psychology, Industrial
Keywords: Hiring Manager; Employee Selection; Decision-Making; Motivated Reasoning
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8.
Broadfoot, Alison A.
RESPONSE INSTRUCTIONS AND FAKING ON SITUATIONAL JUDGMENT TESTS.
Degree: MA, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► Situational Judgment Tests (SJTs) are commonly used in personnel selection. These tests…
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▼ Situational Judgment Tests (SJTs) are commonly used in personnel selection. These tests give respondents a series of job related scenarios and ask them to select the most appropriate response from multiple response options. There are two common types of instructions on these tests: self prediction instructions (“what would you do”) and best choice instructions (“what should you do”). This thesis investigated whether these two types of instructions can be faked and how this affects the criterion-related validity of two SJTs. This thesis also investigated whether Mixture Model-Item Response Theory (MM-IRT) can reliably identify respondents who faked good on the two SJTs. Results found instructions do affect the fakability of the SJTs and that this affects the tests’ criterion-related validity. Specifically, instructions asking respondents to indicate what they would do (self prediction instructions) were found to be fakable whereas best choice instructions were found to not be fakable. Also, the self prediction instructions produced higher criterion-related validities than the best choice instructions, providing evidence that the self prediction instructions may be more useful in predicting performance. For the self prediction instruction, an application of MM-IRT was able to consistently identify respondents who faked good on the SJTs. A major implication of these findings is that MM-IRT may have uses in personnel selection for identifying applicants that fake on fakable, but useful, selection instruments such as SJTs with self prediction instructions.
Advisors/Committee Members: Zickar, Mike J.
Keywords: Personnel selection; Item Response Theory; Situational Judgment Tests; Mixture Model Item Response Theory; Psychometrics
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9.
Broadfoot, Alison Ann.
Comparing the Dominance Approach to the Ideal-Point Approach in the Measurement and Predictability of Personality.
Degree: PhD, Psychology/Industrial-Organizational, 2008, Bowling Green State University
► This study investigated how using different measurement models affects the ordering of…
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▼ This study investigated how using different measurement models affects the ordering of respondents on personality measures and then how model choice affects the criterion-related validity of the measure. Of interest is what are called Generalized Graded Unfolding Models (GGUMs), which do not assume monotonically increasing Item Response Functions (in IRT), but instead require the response functions to form a single peak. It was hypothesized that these fairly new measurement models would more accurately estimate respondents' personalities when compared to models from general Item Response Theory (IRT), such as the Generalized Partial Credit Model (GPCM), as it was assumed that the GGUM has greater flexibility in modeling of the response process.In addition, this study conducted impact analyses to assess the amount of rank order change that occurred at the upper end of scores on the personality measure. Criterion-related validities were not found to change much from measurement model to measurement model, but the impact analyses revealed substantial changes occurring at the upper end of the score distribution depending on the measurement model used. In a personnel selection context, this would result in the selection of different applicants when a top-down selection strategy is utilized. Beyond possible linear relationships between personality and criteria, this study also investigated the possibility of non-linear relationships. More non-linear relations were observed with the GGUM compared to the GPCM. Finally, a simulation comparing the GGUM to the GPCM was conducted to compare the accuracy of latent trait estimates from these models. Results found that item characteristics within a scale helped determine whether the GGUM or GPCM produced more accurate thetas and more accurate criterion-related validities from those thetas. These findings suggest that it is important for researchers and practitioners to be aware of the characteristics of the items on their scales and use that knowledge to select the best measurement model. In addition, unfolding models may not accurately estimate thetas in all situations, particularly when the items in the scale do not exhibit meaningful unfolding. In these situations, if unfolding models were used, fairness and test efficacy could be in jeopardy.
Advisors/Committee Members: Zickar, Michael.
Subjects: Behaviorial sciences; Business community; Management; Occupational psychology; Organizational behavior; Personality; Psychological tests; Psychology; Statistics
Keywords: Personality; Measurement; Measurement Models; Unfolding Models; Item Response Theory; Dominance Models; Ideal-Point Approach; Dominance Approach; Generalized Graded Unfolding Models; Generalized Partial Credit Models; Personnel Selection
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10.
Burnfield, Jennifer L.
CONCURRENT AND LAGGED EFFECTS OF LEADERSHIP BEHAVIOR ON SUBORDINATE STRESS AND HEALTH.
Degree: PhD, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► Employee stress and health bear significant costs to both individual employees and…
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▼ Employee stress and health bear significant costs to both individual employees and to organizations. This study investigates the role of leadership behaviors and two job resource variables (i.e., task control and rest breaks) in the prediction of subordinates’ acute strains (i.e., perceived stress and tension-anxiety) and of self-reported and medically verified reports of musculoskeletal symptoms. Two theoretical models were presented and tested: an indirect effects framework, and buffering effects framework. Specific leadership behaviors were expected to buffer or directly impact theoretically matched stressors. Using a 3-wave longitudinal design, the initial sample included 416 office workers (e.g., claims processors, claims representatives, word processors) from a U.S. insurance organization. Structural equation modeling was used to test the proposed indirect effects model, and moderated hierarchical multiple regression was used to test the buffering effects model. Each hypothesis was tested for cross-sectional, concurrent, and lagged effects. Partial support was found for both the indirect and buffering effects frameworks. Leader initiating structure indirectly reduced levels of acute strains through its effects on role stressors. High frequency of negative criticism from the supervisor was associated with greater levels of acute strains, it strengthened the positive relationships between intra-group conflict and acute strains, and it had an indirect effect on increasing musculoskeletal symptoms through its effect on tension-anxiety. In addition, leader consideration buffered the effects of intra-group conflict on tension-anxiety and of tension-anxiety on musculoskeletal symptoms. Feedback/coaching from the supervisor received limited support as a moderator variable. Task control was found to buffer the effects of workload on stress, and of acute strains on musculoskeletal symptoms, while rest breaks received less consistent support as a moderator variable. Implications for research and theory in the areas of industrial-organizational psychology and public health are offered. In addition, practical implications are discussed, with recommendations for interventions such as leadership training, work redesign, and stress management to minimize or prevent acute strains and to reduce musculoskeletal symptoms.
Advisors/Committee Members: Jex, Steve M.
Keywords: musculoskeletal symptoms; occupational stress; leadership; lagged effects; psychosocial factors
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11.
Carter, Nathan T.
APPLICATIONS OF DIFFERENTIAL FUNCTIONING METHODS TO THE GENERALIZED GRADED UNFOLDING MODEL.
Degree: PhD, Psychology/Industrial-Organizational, 2011, Bowling Green State University
► This study examined the utility of two popular item response theory (IRT)-based…
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▼ This study examined the utility of two popular item response theory (IRT)-based methods of identifying differential item functioning (DIF) to a new and relatively unique parametric IRT model, the generalized graded unfolding model (GGUM). Specifically, the Likelihood Ratio (LR) and Differential Functioning of Items and Tests (DFIT) methods of DIF were applied to the GGUM. Although the LR and DFIT approaches to identifying DIF have seen application to traditional IRT models, these models all relied on the assumption of monotonicity, or that persons higher on the latent trait continuum (e.g., attitude, personality) are more likely to endorse positively worded items than those lower on the continuum. However, recently researchers have used the GGUM to show the advantages of instead making an ideal point assumption, which implies that a person is most likely to endorse an item when the item is closer to them on the latent continuum (i.e., when the statement reflects their level of attitude or personality). Given the recent surge in interest toward ideal point models, and more specifically, the GGUM, it is pertinent to determine whether methodologies useful in application to traditional IRT models are transportable to this new and unique model. Further, the accuracy of the methods has yet to be compared directly in the current literature using any IRT model. This investigation intends to fill these current gaps in knowledge. In this investigation, Monte Carlo simulations were conducted to simulate unfolding response data under varying conditions of DIF and sample size. In generating response data, items were simulated to have certain types of DIF (e.g., DIF due to differences in item locations versus DIF due to differences in item sensitivity), to have varying number of items showing DIF (i.e., 2, 5, or 8 DIF items in a 20-item survey), and varying levels of balance in the size of the two groups being compared (i.e., completely balanced versus one group with a considerably smaller sample size). Thus, the “truth” of whether an item showed DIF was known. Using the generated data, DIF analyses were conducted to determine the accuracy of the LR and DFIT approaches by determining the rate at which they were able to correctly identify items simulated to have DIF and correctly return null results for items that were not simulated to have DIF. Findings suggested that the two approaches differ greatly in terms of accuracy. The LR approach showed greater utility in terms of returning true positives and true negatives. Although the DFIT procedure performed only slightly poorer in the case where only two items were simulated to have DIF, as the number of items having DIF increased, the difference between the two approaches became much larger. These results indicate that the LR approach may be more appropriate for analyzing data resulting from an ideal point response process and is perhaps a more effective method than the DFIT approach. Although further research may find that the use of empirical adjustments recently suggested for the DFIT approach may render it more effective than found in this study, these methods are difficult to implement for most researchers and software for conducting such adjustments is not currently available. Therefore, the LR approach appears to be the more sensible and efficient method of studying DIF in GGUM data for the time being.
Advisors/Committee Members: Zickar, Michael J.
Subjects: Psychological Tests; Psychology; Quantitative Psychology; Statistics
Keywords: Item Response Theory; Differential Item Functioning; Unfolding; Monte Carlo Simulation
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12.
Clark, Olga L.
COMPLIANCE WITH SAFETY PRACTICES AMONG NURSES: EXPLORING THE LINK BETWEEN ORGANIZATIONAL SAFETY CLIMATE, ROLE DEFINITIONS, AND SAFE WORK PRACTICES.
Degree: PhD, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► Accidental exposure to bloodborne infections is a serious occupational hazard affecting thousands…
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▼ Accidental exposure to bloodborne infections is a serious occupational hazard affecting thousands of health care workers. According to surveillance evidence, the level of compliance with safety regulations among health care workers is often low. This cross-sectional, correlational research investigated psychological processes involved in safety compliance. Occupational safety and industrial/organizational psychology theories were integrated to identify organizational and psychological factors that are associated with safety compliance among hospital nurses. The work-systems model of occupational safety proposed by DeJoy, Gershon, and Murphy (1998) was expanded for this study by incorporating the construct of role definition (Hofmann, Morgeson, and Gerras, 2003; Morrison, 1994). 170 nursing professionals and their 103 coworkers employed at two Mid-Western medical centers completed self-administered surveys. The final sample of 95 matched nurse-coworker dyads was analyzed. Safety compliance ratings provided by a coworker were positively correlated with self-reported compliance-specific role definitions, overall job satisfaction, conscientiousness, positive mood at work, and individually-perceived safety climate within one’s hospital unit. Safety compliance was inversely correlated with negative mood at work. Men were less likely to comply with safety, compared to women. Compliance-specific role definitions moderated the conscientiousness-compliance relationship such that, when role definitions were broad, the conscientiousness-compliance relationship was weak. Role definitions mediated the relationship between negative mood and compliance. Practical and theoretical implications of these findings are discussed.
Advisors/Committee Members: Zickar, Michael J.
Keywords: Occupational safety; Role definitions; Safety compliance; Health care; Job satisfaction; Conscientiousness; Safety climate
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13.
Cohen, Melissa A.
WORK RELATIONSHIPS AS INVESTMENTS: THE UNEXPLORED COMPONENT OF CONTINUANCE COMMITMENT.
Degree: PhD, Psychology/Industrial-Organizational, 2007, Bowling Green State University
► Continuance commitment, a form of organizational commitment, has typically been characterized by…
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▼ Continuance commitment, a form of organizational commitment, has typically been characterized by tangible, financial investments made in a job. This study conceptualized work relationships as investments that may explain additional variance beyond the typical work investments in two outcomes, the personal sacrifice dimension of continuance commitment and intentions to quit. Four work relationship constructs, network relationship quality, network size, relative network status, and network interaction, were measured by asking participants to name and describe individuals from their work social network in five categories: primary supervisor, coworkers, subordinates, friends, and work associates. Results indicate that network size predicts incremental variance in personal sacrifice and network relationship quality predicts incremental variance in intentions to quit. Extraversion, agreeableness, and work locus of control also predicted several work relationship constructs. Future research should attempt to establish causality, replicate these findings, explore new relationship constructs, and identify other outcomes that can be further understood by examining their association with work relationship constructs.
Advisors/Committee Members: Jex, Steve M.
Subjects: Psychology, Industrial
Keywords: Organizational Commitment; Work Relationships; Investments
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14.
Colatat, Mahyulee C.
Estimating Performance Mean and Variability With Distributional Rating Scales: A Field Study Towards Improved Performance Measurement.
Degree: PhD, Psychology/Industrial-Organizational, 2008, Bowling Green State University
► Research on distributional rating scales is mixed on whether they represent an…
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▼ Research on distributional rating scales is mixed on whether they represent an improvement in performance measurement over traditional Likert-type scales. The present study attempted to reconcile the mixed results by suggesting that distributional ratings provide estimates of mean performance comparable to Likert-type ratings, yet also contribute conceptually critical estimates of performance variability unavailable from Likert-type ratings. Approximately 2,090 undergraduate students in 95 classes rated their instructors' performance. Data were collected in a between-classes design with random assignment to either distributional or Likert-type rating scale conditions. Results indicated no significant differences in estimates of mean performance or interrater agreement for mean performance between distributional and Likert-type rating scales. Further, raters used the distributional scale to report some degree of performance variability, and surprisingly, they agreed on variability estimates as much as or more than they agreed on mean estimates. Thus, distributional rating scales indeed have the potential to capture richer performance information than Likert-type scales.
Advisors/Committee Members: Hakel, Milton D.
Subjects: Psychology
Keywords: performance distribution; job performance; performance ratings; variability; interrater agreement
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15.
Cunningham, Christopher J. L.
New Applicant Decision Making: Understanding the Influence of Salary, Family-Friendly and Life-Friendly Policies, and Culture as Influential Organizational Attributes.
Degree: MA, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► Recruitment of the best personnel is a major challenge for organizations. A…
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▼ Recruitment of the best personnel is a major challenge for organizations. A neglected concern within this literature is how organizational efforts to improve employees’ work-nonwork interfaces might influence applicant decision making. The influence of three potentially influential organizational attributes (salary, type/number of family-/life-friendly policies, and supportiveness of culture) were considered within a sample of young career starters. Using phased narrowing, participants’ shifting perceptions of organizational attribute importance were traced across three decision making stages leading to a selection of an organization(s) to pursue for employment. Quantitative and qualitative data partially supported the hypotheses that: (1) the influence of the three organizational attributes would differ across decision making stages and (2) the influence of the three attributes would differ depending on an organizations’ framing as family- or life-friendly. The potential importance of identity salience was also considered in several exploratory analyses accompanying the initial test of a new identity salience scale.
Advisors/Committee Members: Jex, Steve M.
Subjects: Psychology, Industrial
Keywords: recruitment; applicant reactions; organizational attributes
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16.
Cunningham, Christopher J. L.
Need for Recovery and Ineffective Self-Management.
Degree: PhD, Psychology/Industrial-Organizational, 2007, Bowling Green State University
► The present study examined the role of a person’s need for recovery…
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▼ The present study examined the role of a person’s need for recovery in the relationship between work-related stress and a new set of behavioral and cognitive outcomes related to a person’s ability to work effectively. These new criteria, self-defeating behaviors and cognitions included decision making delay/avoidance, impulsivity, procrastination, escalation of commitment, and self-handicapping. All were measured with newly developed situational judgment and scenario-based measures. The guiding hypothesis was that need for recovery would mediate the relationships between stress and the multiple self-defeating behaviors and cognitions. Following two pilot studies for measure refinement, the actual sample of undergraduate students (N = 311) responded to two surveys (one week apart). Participants provided information about their current levels of perceived stress, personal recovery needs, and likelihood of engaging in each of the selfdefeating behaviors and cognitions depending on a specific scenario. Results of a series of hierarchical regression analyses supported the hypothesized mediation by need for recovery of the relationship between stress and self-handicapping. No evidence for mediation was found with respect to the other self-defeating behaviors and cognitions. However, several other important findings emerged, including main effects of need for recovery on procrastination and behavioral impulsivity. Several individual characteristics were also identified as significant predictors of multiple self-defeating behaviors and cognitions. These results highlighted the important roles need for recovery appears to play in the stress process as both a stress mediator and main effect on several forms of ineffective or selfdefeating behaviors and cognitions. Also apparent was the key role of personal characteristics such as gender and personality as additional predictors of a person’s development of selfdefeating behaviors and cognitions. Future research possibilities include further refinement of the situational measures and replication within different participant samples. Implications for occupational stress and recovery research and application are several, including (a) possible changes to the basic focus of stress research from stress perception to need for recovery identification and (b) multiple new uses for the new measure of need for resource recovery.
Advisors/Committee Members: Jex, Steve M.
Keywords: need for recovery; work stress; self-management; judgment and decision making
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17.
Dalal, Dev K.
Dealing with Deliberate Distortions: Methods to Reduce Bias in Self-Report Measures of Sensitive Constructs.
Degree: PhD, Psychology/Industrial-Organizational, 2012, Bowling Green State University
► Psychological constructs are sensitive when they are threatening, have socially acceptable answers,…
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▼ Psychological constructs are sensitive when they are threatening, have socially acceptable answers, and have different psychological costs associated with disclosure. Among the challenges researchers face when studying sensitive constructs are intentional response distortions by respondents to self-report measures of these constructs. Intentional response distortions are conscious efforts to misreport in a socially acceptable way to be seen more positively. Respondents may overreport their standing on desirable constructs or underreport their standing on undesirable constructs to come across more positively. This tendency towards misreporting makes the validity of the scores of self-report measures of sensitive constructs questionable. Although researchers have proposed many methods to address this challenge of deliberate distortions, a thorough comparison of these methods is missing in the literature. After reviewing seven of these methods, noting their strengths and limitations, a subset of them were compared. Specifically, utilizing a measure of counterproductive workplace behaviors, an experimental investigation of four different methods (i.e., conventional anonymity, counterbiasing, indirect questioning, implicit goal priming) was conducted to determine which method is most effective by addressing two research questions. In the first question, mean reporting of counterproductive behaviors from a 2 (honesty, neutral prime) X 3 (anonymity, counterbiasing, indirect questioning) factorial design was investigated to determine which method resulted in the highest reported mean frequency of counterproductive behaviors. Results showed that the indirect questioning method resulted in the highest mean reporting-the other methods did not differ from each other. To corroborate these results, the triangulation approach to establishing null results was used in question two to determine if the estimates from the self-report conditions corresponded to a point estimate determined from a method currently considered best practice. The proportion of respondents admitting to drinking alcohol or taking drugs while on the job was computed for each cell of the 2 X 3 design and compared to a proportion estimated using the unmatched counts technique. Although the prerequisites for interpreting null results were met, no meaningful null results were found. This study suggests that indirect questioning may be effective at reducing intentional response distortions; however, future research is needed to confirm these results.
Advisors/Committee Members: Hakel, Milton D.
Subjects: Psychology
Keywords: sensitive questions; indirect questioning; anonymity; counterbiasing; implicit goal priming
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18.
Daniels, Michael A.
The Roles of Personal Agency and Emotional Discrepancy in Emotion Regulation.
Degree: MA, Psychology/Industrial-Organizational, 2010, Bowling Green State University
► While previous research has found that some emotion regulation strategies are more…
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▼ While previous research has found that some emotion regulation strategies are more harmful to well-being outcomes than others, there has been relatively little investigation into the role of explanatory mechanisms and individual differences. This study analyzed the mediating role of emotional discrepancy in the relationship between emotion regulation strategy (suppression or cognitive reappraisal) and two strain outcomes (emotional exhaustion and physiological arousal). The tendency to view action at higher or lower levels of abstraction, called personal agency, was also tested as a moderator of these relationships. An experiment was conducted where participants were asked to use different emotion regulation strategies while watching emotion-inducing video clips. Results indicated that emotional discrepancy did mediate the relationship between suppression and the two measures of strain; however, the results for cognitive reappraisal were not significant. Also, using moderated meditation analyses, personal agency was found to moderate the indirect effect of suppression on strain such that low personal agents (compared to high) experienced less strain when suppressing emotions. Implications and future directions are discussed.
Advisors/Committee Members: Gillespie, Jennifer Z.
Subjects: Psychology
Keywords: emotion regulation; personal agency; emotional discrepancy; emotional labor; stress
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19.
De La Rosa, Gabriel M.
TOWARDS AN UNDERSTANDING OF INDIVIDUAL RATINGS OF COHESION WITHIN WORK UNITS: A MULTILEVEL STUDY.
Degree: MA, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► The aim of the current study was to advance the knowledge on…
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▼ The aim of the current study was to advance the knowledge on cohesion within work units by looking at the influence of social identity, similarity in quantity of reported occupational stress, and domestic working location or international working location as factors influencing individual perceptions of cohesion. The study included data from 38,400 employees in manufacturing organization. Hierarchical Linear Modeling was used to analyze individual and group level influences on individual perceptions of cohesion. A linear relationship between organizational identity and cohesion was found; a curvilinear relationship between individual perceptions of quantitative work overload was found. It was found that domestic location intensified the relationship between organizational identity and perceptions of cohesion. This study highlights the importance of considering social identity and occupational stressors as factors influencing cohesion and the importance of considering the context of the study environment when considering relationships between individual level predictors and outcomes.
Advisors/Committee Members: Jex, Steve M.
Subjects: Psychology, Industrial
Keywords: cohesion; social identity; occupational stress; international
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20.
De La Rosa, Gabriel M.
Job Demands, Control, and Support: Looking at Engagement.
Degree: PhD, Psychology/Industrial-Organizational, 2008, Bowling Green State University
► A cross sectional study of the correlates of employee engagement is reported.…
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▼ A cross sectional study of the correlates of employee engagement is reported. The applicability of the Demands Control Support (JDCS) model to understanding employeeengagement is tested using survey responses from employees working in the United States of America and internationally. Results support Karasek's (1989) interpretation of the JDC(S) model, suggesting additive, linear relationships between self reported perceptions of demands, control, and support incrementally explained variance in self reported employee engagement. Interestingly, the direction of relationships between study variables was the same in all cultures studied, however, the strength of the relationships varied between cultures. Results of the exploratory factor analysis on these cultures suggest the distinction between demands, control, and support may vary between cultures. Results highlight the importance of considering employee perceptions of job demands, job control, and job support to understanding employee engagement. Also, the possibility of cultural values which may influence the importance of work characteristics is discussed.
Advisors/Committee Members: Jex, Steve.
Subjects: Psychology
Keywords: employee engagement; job demands; job control; support
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21.
Devendorf, Shelba A.
PERCEIVED SIMILARITY TO EMPLOYEES AND ORGANIZATIONAL ATTRACTION: AN EXAMINATION IN THE RETAIL INDUSTRY.
Degree: PhD, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► Research suggests that characteristics of organizational members often define the organization. However,…
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▼ Research suggests that characteristics of organizational members often define the organization. However, most research on person-organization fit focuses on comparisons between individual characteristics and organizational characteristics, rather than comparisons between the individual and the organization’s employees. We suggest that a person-to-person approach may be more meaningful. In the current study, similarity between participants and stereotypical employees at well-know retail stores was assessed, and participants rated their attraction to each of those stores. Both objective and subjective measures of applicant-employee fit were found to predict perceptions of organizational attractiveness beyond the influence of pay.
Advisors/Committee Members: Highhouse, Scott.
Subjects: Psychology, Industrial
Keywords: person-organization fit; employee; organizational attraction; similarity
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22.
Diab, Dalia L.
How Do General Evaluations of Corporations Develop? Test of an Impression Formation Model.
Degree: PhD, Psychology/Industrial-Organizational, 2011, Bowling Green State University
► Despite the importance of corporate reputation, little is known about how reputation…
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▼ Despite the importance of corporate reputation, little is known about how reputation develops. The main purpose of the current study was to begin to understand the formation of corporate reputation by investigating the antecedents of general evaluations of corporations. Specifically, an impression formation model (Highhouse, Brooks, & Greguras, 2009) was tested with a sample of working professionals, using two companies from two different industry sectors (Microsoft and Disney). This study investigated the fit of the overall model, as well as specific relations among corporate images, corporate impressions, and general evaluations of companies. Results indicated that relations among different corporate images (e.g., social image, market image) and general evaluations of corporations were mediated by impressions of company respectability and impressiveness. Hence, results showed that the impression formation model received support, but that it might be better to include direct paths from images to general evaluations to better predict general evaluations of some corporations. Results also showed that respectability was more strongly related to general evaluations than was impressiveness, suggesting that corporations interested in managing their reputations should focus relatively more on company respectability. Findings also suggested that market image may be the most important driver of impressions of respectability and impressiveness.
Advisors/Committee Members: Highhouse, Scott.
Subjects: Management; Organizational Behavior; Psychology
Keywords: corporate reputation; general evaluations of corporations; corporate impressions; corporate images
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23.
Erdheim, Jesse.
The Development of Normative Commitment Through Team Processes: Implications for Foci of Commitment and Turnover.
Degree: MA, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► This study investigated whether global and local normative commitment predicted turnover intention…
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▼ This study investigated whether global and local normative commitment predicted turnover intention over and above global commitment and whether normative commitment developed through team processes. Results indicated that global and local commitment did not predict turnover intention above and beyond global commitment by itself. Results further indicated that social interaction did not moderate the relationship between either of the commitments and turnover intention. Results also indicated that team cohesion and team friendship did not mediate the relationship between either of the commitments and turnover intention. Lastly, team size was found to negatively correlate with both forms of commitment. Implications for foci of commitment research and normative commitment antecedent research are discussed.
Advisors/Committee Members: Jex, Steve M.
Subjects: Psychology, Industrial
Keywords: Commitment; Turnover
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24.
Erdheim, Jesse.
POSITIVE AND NEGATIVE AFFECT: HOW DO THEY IMPACT HACKMAN’S (1987) MODEL OF GROUP EFFECTIVENESS.
Degree: PhD, Psychology/Industrial-Organizational, 2007, Bowling Green State University
► In recent years, organizations have increasingly transitioned to using work team configurations…
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▼ In recent years, organizations have increasingly transitioned to using work team configurations (Cohen and Bailey, 1997). Despite this trend, researchers still know little about how team composition variables impact the processes and outcomes of teams (Barrick et al., 1998). This study sought to address this gap by considering how state affect impacted indicators of team processes (social and task cohesion) and group effectiveness (performance, viability, and group task satisfaction). In addition, this study sought to determine if one method of operationalizing team composition (mean, minimum, or maximum) was most informative. It found that mean PA was positively related to team performance, maximum PA was negatively related to team performance, minimum NA and mean NA were positively related to team performance, and mean PA was positively related to group task satisfaction. Finally, the present investigation attempted to explore the relations between different effectiveness variables. It found that team viability was positively related to group task satisfaction and group task satisfaction was positively related to team viability.
Advisors/Committee Members: Jex, Steve M.
Subjects: Psychology, Industrial
Keywords: Affect, Teams, Cohesion, Team Effectiveness
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25.
Gerbec, Erin Nicole.
Image Theory: An Experimental Study of the Effect of Feedback on Decision Making.
Degree: PhD, Psychology/Industrial-Organizational, 2012, Bowling Green State University
► Image theory claims that one’s images, namely one’s values, goals, and plans…
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▼ Image theory claims that one’s images, namely one’s values, goals, and plans to achieve those goals, are key aspects in decision making. Decision options that are incongruent with one or more of the images can lead to a “shock” to the status quo, resulting in abandoning the goal, revising the goal, or changing the strategy to attain the goal. However, the characteristics of the feedback that cause this shock have not been evaluated independently within the decision making scenario. The goal of the current study is to better understand how people respond to positive and negative feedback through the principles of image theory. To test the effect of feedback, 434 students stated their goal performance on a number task, including plans to achieve the goal, goal-setting strategy, and how the goal performance was valued. Subjects received randomly assigned false feedback at positive, moderately negative, or extremely negative levels after completing the number task. Then, they indicated their plans, goal-setting strategy, and goal value for a second chance to meet their goal on the number task. Results indicated that those in the negative feedback conditions experienced the feedback as a “shock” at a significantly higher rate than those in the positive feedback condition. However, participants in the extremely negative feedback condition were not more likely than the other two feedback conditions to change their plans to achieve their goal, goal-setting strategy, or value of the goal. Overall, the results suggest that feedback valence plays a significant role in how one responds to adversity in meeting a goal and can produce a shock. This study provides a significant first step into understanding the role of feedback on shocks and image violations.
Advisors/Committee Members: Hakel, Milton D.
Subjects: Psychology
Keywords: image theory; decision making; feedback; experiment
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26.
Gillespie, Michael Anthony.
Critical Thinking About Values: The Effects of an Instructional Program, Reasons for Attending College, and General Life Goals on the Application of Critical Thinking to Values Expressed in an Essay Prompt.
Degree: PhD, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► This is an important and exciting time for discourse and action regarding…
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▼ This is an important and exciting time for discourse and action regarding how to train people to think critically in accordance with well-understood values. This dissertation provides a discussion and analysis of these issues, contextualized empirically within an innovative program at Bowling Green State University (BGSU) designed to develop the ability of students to engage in “critical thinking about values.” Chapter 1 addresses the practical need for employees, citizens, and leaders who can think critically and make principled decisions, and how critical thinking and values are relevant to these societal needs. It also provides a theoretical treatment of critical thinking and values. Chapter 2 is a description of BGSU’s program, the Bowling Green eXperience (BGX). This chapter also provides general hypotheses related to the learning outcomes of BGX. Chapter 3 describes the quasi-experimental methodology and measures employed to test the hypotheses within the Department of Psychology. Six introductory psychology classes were targeted, three of which were part of the BGX program and three of which were otherwise equivalent. Participants were asked at the beginning and end of the Fall 2004 semester to complete a short-answer and essay test, the Critical Thinking about Values Assessment (CTVA), which required them to (1) identify the key components (KC) of an essay prompt and (2) to write a three-part response to the essay that articulated the values expressed therein (critical thinking about values; CTV). The CTV section was developed specifically to measure the BGX learning outcomes. Chapter 4 provides more specific hypotheses: that BGX program membership provides incremental validity beyond that of high school grade point average, ACT/SAT scores, reasons for attending college, and general life goals, in the prediction of participant’s responses to the CTVA. Results did not support hypotheses for the KC section of the CTVA but they did support the hypotheses for the CTV section. Chapter 5 provides a discussion of these results and their limitations, as well as recommendations for future instructional programs and research on those programs to adhere more closely to established theories, to refine the outcomes assessment, and to implement the program more systematically.
Advisors/Committee Members: Hakel, Milton D.
Keywords: Critical thinking; Values; General life goals; Reasons for attending college; Learning orientation; Intellectual development; Motivation; Cognitive ability; Values clarification; Critical thinking training; Critical thinking assessment
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27.
Gopalkrishnan, Purnima.
Workplace Incivility and Employee Strain Reactions: The Moderating Effects of Perceived Organizational Support and Job Insecurity.
Degree: MA, Psychology/Industrial-Organizational, 2011, Bowling Green State University
► Workplace incivility was first defined by Anderson and Pearson (1999) as a…
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▼ Workplace incivility was first defined by Anderson and Pearson (1999) as a less intense form of deviant behavior with ambiguous intent to harm. Although past research has established the relationship between incivility and strain reactions experienced by targets of incivility, this paper proposes not only to provide further evidence for this relationship, but also to contribute to our knowledge by exploring the moderating effects of Perceived Organizational Support (POS) and Job Insecurity. POS refers to the belief that the organization cares about its employees and values their contribution. On the basis of social support theory, it was hypothesized that POS would moderate the relationship between incivility and strain reactions by acting as a buffer against negative workplace interactions such as incivility. At the same time, job insecurity would act as a moderator between incivility and strain in such a way that it would be likely to enhance the negative effects of workplace incivility on employee experiences of strain. In this study, strain was measured at both the physical and psychological level. Data was collected from 167 nurses currently registered in the state of Ohio as part of a larger study funded by NIOSH. All of the main effect hypothesis between the independent and moderator variables and the dependent variables were supported. However, the moderation hypotheses were not supported. Also, exploratory analyses were conducted to see if various sources of incivility (for ex. Physicians, other nurses, supervisors etc.) made a difference to the amount of well-being experienced by nurses. Issues relating to small sample size and lack of power as well as future directions are discussed.
Advisors/Committee Members: Jex, Steve.
Subjects: Behavioral Psychology; Behavioral Sciences; Behaviorial Sciences; Health Care Management; Occupational Psychology; Organizational Behavior; Organization Theory; Psychology
Keywords: Incivility; strain; perceived organizational support; job insecurity; moderators
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28.
Grauer, Eyal.
APPLYING NEURAL NETWORKING TECHNIQUES TO IMPROVE PERFORMANCE AND TURNOVER PREDICTION.
Degree: PhD, Psychology/Industrial-Organizational, 2006, Bowling Green State University
► Neural networking techniques were compared with standard regression techniques in a selection…
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▼ Neural networking techniques were compared with standard regression techniques in a selection context. Neural networking models were hypothesized to outperform standard regression techniques in predicting turnover and six objective job performance metrics using a standard pre-employment assessment battery. Seven inputs, representing all independent variables, and seven outputs, representing the dependent variables, were assessed. A field sample (N = 1632) from the telecommunications industry was used. For regression models, ordinary least squares and logistic regression were used. A wide range of neural network models were tested. All neural network models examined in this study were supervised feedforward models with backpropagation of error. The number of hidden units in the neural networks were varied from 1 to 14. Three learning parameters of the networks were examined: .1, .2, and .3. Epochs of 100, 500, 1000, and 5000 were run on ten sub-samples, leading to a total of 1680 neural network analyses. Results indicated that neither regression techniques nor neural networking techniques consistently predicted turnover or job performance.
Advisors/Committee Members: Zickar, Michael J.
Keywords: Neural Networks; Statistical Techniques; Selection; Industrial-Organizational Psychology; Regression
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29.
Guidroz, Ashley Michelle.
How Much Diversity is Diversity?.
Degree: PhD, Psychology/Industrial-Organizational, 2008, Bowling Green State University
► The role that diversity plays in the workplace has increased over time…
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▼ The role that diversity plays in the workplace has increased over time as more companies adopt diversity management strategies in an effort to increase performance or attract new employees (Hays-Thomas, 2004). Little research has been directed, however, toward understanding how diversity perceptions are impacted by the amount of diversity present in the group. It is easy to identify occurrences when diversity is absent, but we know little about how much diversity is needed for a group to be perceived as diverse (Harrison and Klein, 2007). Drawing largely from research on judgment and decision making (Bazerman, 1993; Levin, Schneider, and Gaeth, 1998; Tversky and Kahneman, 1981) this paper examined how the amount of diversity present and the way the diversity information is framed can influence people's perceptions of group diversity. These questions were examined in the context of two types of demographic diversity: gender and race. Results indicated that people perceived racial/ethnic diversity, described as the 'proportion of Blacks and Hispanics' in the workplace, as being more consistent with their idea of diversity and viewed the organization as making more effort toward managing diversity than when diversity was framed in any other population (i.e., women, men, Whites). Participants also demonstrated a preference for equality and judged the organization to be most successful at managing diversity when the minority and non-minority groups held an equal proportion in the population (i.e., 50%).
Advisors/Committee Members: Highhouse, Scott.
Subjects: Behaviorial sciences; Minority and ethnic groups; Occupational psychology; Organizational behavior; Psychology; Social research
Keywords: Workforce Diversity; Judgment and Decision Making; Diversity Theory; Organization Attraction
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30.
Julian, Amanda Lynn.
IDENTIFYING THE TRAITS THAT DIFFERENTIATE CHIEF EXECUTIVE OFFICER PERFORMANCE LEVELS.
Degree: PhD, Psychology/Industrial-Organizational, 2005, Bowling Green State University
► Success in the chief executive position is crucial for both organizations and…
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▼ Success in the chief executive position is crucial for both organizations and shareholders; however, there has been a minimal amount of empirical research dedicated to understanding what traits are common for success in the position. The research that has been conducted has largely been qualitative case studies, plagued by methodological difficulties (Piotrowski and Armstrong, 1989). The present study was designed to develop an empirical understanding of the attributes required for this unique leadership position using well-defined subjective criteria. Drawing from previous literature, certain traits were hypothesized to be related to performance in the CEO position. Although these traits were not found to be related to performance, the study did discover the additional traits of competition, persuasion, abstract and theoretical were positively related. In addition, the present study investigated the uniqueness of the Chief Executive profile, specifically if certain traits were more likely to be found in the CEO position than other leadership positions. Results indicated that Chief Executives possessed a greater amount of ambition, persuasion, and independence than the average leader.
Advisors/Committee Members: Zickar, Michael J.
Subjects: Psychology, Industrial
Keywords: CEO Leadership; CEO Personality; Executive Leadership; CEO Characteristics
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