Department: Human Factors and Industrial/Organizational Psychology MS ![[clear]](close-x.png "Remove this limiter")
46 matches in the database.
These are records: 1 - 30.
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1.
Alarcon, Gene Michael.
The Relationship between Burnout and Engagement: A Confirmatory Factor Analysis.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2007, Wright State University
► Researchers have purported that burnout and engagement measure the same three latent…
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▼ Researchers have purported that burnout and engagement measure the same three latent constructs, energy, identification, and efficacy at work, but few have actually researched the theory (Maslach and Leiter, 1997; Schaufeli and Bakker, 2004). Burnout has been consistently related to workplace demands such as emotional labor (Brotheridge and Grandey, 2002; Brotheridge and Lee, 2002). The current study investigated whether burnout and engagement are comprised of energy, identification, and efficacy in a sample with high demands for emotional labor. A confirmatory factor analysis suggested that burnout and engagement might in fact be separate second order latent constructs comprised of only two constructs, emotional exhaustion and cynicism, and vigor and dedication for burnout and engagement, respectively.
Advisors/Committee Members: Edwards, Jean M.
Subjects: Psychology, Industrial
Keywords: BURNOUT; BURNOUT AND ENGAGEMENT; Schaufeli; latent constructs; ENGAGEMENT; emotional labor; Maslach
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2.
Bennett, April M.
Active Regulation of Speed During a Simulated Low-altitude Flight Task: Altitude Matters!.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2006, Wright State University
► This study examined active regulation of speed during a low-altitude flight task…
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▼ This study examined active regulation of speed during a low-altitude flight task as a function of global optical flow rate, speed, and the presence or absence of a concurrent altitude disturbance. The results showed that altitude clearly had an impact on speed control; specifically, control of speed was much more difficult when altitude disturbances were present. Even in the no altitude disturbance conditions, performance tended to be best at lower altitudes. Consistent with previous research, the results suggest that speed and altitude changes have additive effects on speed judgments. This is inconsistent with the simple global optical flow rate hypothesis that had suggested multiplicative effects; however, it is consistent with the general notion that judgments of self-motion are based on properties of optical flow fields (i.e., angles and angular rates) that depend on distance and motion relative to textured surfaces.
Advisors/Committee Members: Flach, John M.
Subjects: Psychology, Experimental
Keywords: Motion Processing; Self-Motion; Ego-Motion; Global Optical Flow Rate; Speed Judgments; Active Regulation of Speed; Low-Altitude Flight
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3.
Border, Jennifer.
Exploring Empirical Guidelines for Selecting Computer Assistive Technology for People with Disabilities.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► Assistive technologies (AT) enable people with disabilities (PWD) who are unable to…
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▼ Assistive technologies (AT) enable people with disabilities (PWD) who are unable to use traditional computer workstations to independently access computers. The selection process of AT is complex due to the numerous AT available and the specific needs of the user. This study examined the process to select new AT for a PWD with Arthrogryposis. In part 1, a series of two different typing sessions (typing test and journal response) were completed by three different AT (voice recognition (VRS), head tracker (HT), and brain computer interface (BCI)). In part 2 only journaling sessions using VRS and the user's traditional typing method (touch screen) were completed. Quantitative and qualitative data was analyzed for both parts. For the current PWD, a combination of HT and VRS AT was selected as AT choices. Her results provided a discovery of important AT features and implications for improving AT selection for the general population. Future research is needed to explore these implications.
Advisors/Committee Members: Shelbilske, Wayne.
Subjects: Experimental Psychology
Keywords: assisistive technology; disability; voice recognition; brain computer interface; head tracker; typing
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4.
Calkin, Bryan A.
PARAMETERS AFFECTING MENTAL WORKLOAD AND THE NUMBER OF SIMULATED UCAVS THAT CAN BE EFFECTIVELY SUPERVISED.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2007, Wright State University
► The present study investigated performance and mental workload when an operator supervises…
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▼ The present study investigated performance and mental workload when an operator supervises multiple UCAVs. This study focused on the parameters that affect the operator’s performance during a simulated UCAV suppression of enemy air defenses (SEAD) mission, which is expected to be the primary function of the UCAV. All three manipulated factors, including the number of vehicles to be supervised, vehicle airspeed, and difficulty level of attacks (targets engaged by either a single vehicle or multiple vehicles), affected both performance and subjective mental workload measures. A performance mental workload redline was defined as the point at which accomplishment scores no longer increased. Performance redlines were estimated using piecewise linear functions of accomplishment scores. Redlines indicated that for simple scenarios operators could effectively control about 12 UCAVs flying at 900 knots or 8 UCAVs flying at 1500 knots. For complex scenarios, operators could effectively control 8 UCAVs flying at 900 knots.
Advisors/Committee Members: Colle, Herbert A.
Keywords: Mental workload; UCAV; suppression of enemy air defenses; SWAT; NASA TLX
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5.
Clark, Patrick Carl Jr.
An Examination of Type I Errors and Power for Two Differential Item Functioning Indices.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2010, Wright State University
► This study examined two methods for detecting differential item functioning (DIF): Raju,…
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▼ This study examined two methods for detecting differential item functioning (DIF): Raju, van der Linden, and Fleer's (1995) differential functioning of items and tests procedure (DFIT) and Thissen, Steinberg, and Wainer's (1988) likelihood ratio test (LRT). The major research questions concerned which test provides the best balance of Type I errors and power and if the tests differ in terms of detecting different types of DIF. Monte Carlo simulations were conducted to address these questions. Equal and unequal sample size conditions were fully crossed with test lengths of 10 and 20 items. In addition, α and β parameters were manipulated in order to simulate DIF. Findings indicate that the DFIT and LRT both had acceptable Type I error rates when sample sizes were equal, but that DFIT produced too many Type I errors when sample sizes were unequal. Overall, the LRT exhibited greater power to detect both α and β parameter DIF than DFIT. However, DFIT was more powerful than LRT when the last two β parameters had DIF as opposed to the extreme β parameters. Therefore, it is recommended under most circumstances to use the LRT for DIF detection, unless there is reason to believe that the DIF is at the high end of the scale.
Advisors/Committee Members: LaHuis, David.
Subjects: Psychology
Keywords: DIF; LRT; NCDIF; ITEM; Type I Errors
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6.
Cooper, Jehangir.
Exploring the potential for independent control with the NIA/Brainfingers system - is independent control of glance, muscle, alpha and beta waves possible?.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► BCI (Brain-Computer-Interface) devices on the market today, such as the NIA, have…
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▼ BCI (Brain-Computer-Interface) devices on the market today, such as the NIA, have the capability to assign computer commands to specific channels (e.g., EMG, EOG, Alpha, and Beta) associated with different methods of control. However, the utility of this capability is dependent on the ability of users to selectively/independently control the specific channels. The NIA system was evaluated to determine if independent control of its channels is possible. Two users with varying levels of experience were used in this study. The users played pong using each of the channels to control the pong paddle, while the data on the activation levels of all the channels was recorded. Cross correlation analyses were conducted in order to ascertain the level of independence of the channels. In general, the channels seemed to exhibit independent behavior, although evidence suggested associations between the muscle and beta channels. More research is needed in order to explore more fully the levels of independence in the channels.
Advisors/Committee Members: Flach, John.
Subjects: Psychology
Keywords: Brainfingers; NIA; BCI; cross-correlation
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7.
Culbertson, Jason D.
PREDICTING SALES PERFORMANCE: CONSIDERING NONLINEAR RELATIONSHIPS BETWEEN GMA, PERFORMANCE, AND EFFECTIVENESS.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► Measuring Conscientiousness with Explicit and Implicit Measures Although the literature has a…
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▼ Measuring Conscientiousness with Explicit and Implicit Measures Although the literature has a wealth of research predicting salesperson performance, the literature is unclear. Even meta-analytic research (Barrick et al., 2001; Schmidt & Hunter, 1998; Vinchur et al. 1998) appears inconsistent. The main goal of this study was to determine if the relationships were of a nonlinear nature and leading to confusion. This study found that the relationships between sales performance depended on the type of criteria (supervisor ratings or performance versus sales revenue or effectiveness) and the type of relationship examined (linear or nonlinear). This study was successful in demonstrating a nonlinear, logarithmic effect related to Willingness to Work Long Hours and sales effectiveness (dollar revenue) .19 corrected. The linear relationship between Willingness to Work Long Hours and supervisor ratings was statistically significant (.13 corrected). Proprietary measures (Extraversion, Conscientiousness, and General Mental Ability) were poor predictors.
Advisors/Committee Members: Miller, Corey.
Subjects: Psychology
Keywords: GMA, Sales, Mental Ability, Intelligence
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8.
Day, Nicholas Tyler.
Item and Person Characteristics as Predictors of Faking.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2008, Wright State University
► Applicants may be more motivated to fake than incumbents and may fake…
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▼ Applicants may be more motivated to fake than incumbents and may fake more on some items than others. The present study investigated both item and person characteristics as predictors of faking. At the item level, both item transparency and job-relevance were hypothesized to be associated with higher levels of faking. In contrast, item verifiability was hypothesized to be associated with lower levels of faking. At the person level, applicants were expected to have a higher prevalence of faking than incumbents. Data was taken from an existing pool of applicants (n = 507) and incumbents (n = 302) at a customer calling center. The study was performed using a multilevel-logistic regression (MLR) approach to estimating person response curve (PRC) for results for Conscientiousness, Extraversion, and Openness items. None of the item-level results were significant for Conscientiousness, but the analyses found significant item-level effects for Extraversion and Openness. First, item transparency was related to higher levels of faking. Also, individuals were more likely to fake for items of low verifiability than items of high verifiability. Unexpectedly, individuals were more likely to fake for items of low job-relevance than items of high job-relevance. The results for person-level effects showed that applicants exhibited substantial model fit over incumbents, although incumbents appeared to have higher levels of faking than incumbents. The results and implications are discussed.
Advisors/Committee Members: LaHuis, David.
Subjects: Psychology
Keywords: personality; psychology; faking; distortion; personnel selection; applicants; incumbents; item response theory
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9.
Dean, Suzanne L.
How Openness to Experience and Prejudicial Attitudes Shape Diversity Training Outcomes.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2008, Wright State University
► This study investigated the effectiveness of diversity training on a diversity training…
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▼ This study investigated the effectiveness of diversity training on a diversity training outcome measure when considering participant levels of Openness to Experience, sexism, and racism. Because past literature has demonstrated a positive relationship between Openness to Experience and training outcomes and a negative relationship between prejudicial attitudes and diversity training outcomes, these variables were treated as main effects in Multiple Regression equations. This study demonstrated that diversity awareness training increases participant understanding of legal issues related to workplace diversity. However, diversity training outcomes were not greatly affected by implicit or explicit prejudicial attitudes or Openness to Experience.
Advisors/Committee Members: Miller, Corey E.
Subjects: Behaviorial sciences; Occupational psychology; Organizational behavior; Psychology
Keywords: diversity training; diversity; IAT; Openness to Experience; Prejudicial Attitudes; Modern Sexism; Modern Racism; implicit attitudes; implicit racism; implicit sexism
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10.
Delgado, Kristin M.
INTERACTIVE EFFECTS OF FEEDBACK TYPE AND FEEDBACK PROPENSITIES ON TASK PERFORMANCE.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2007, Wright State University
► The purpose of the present study was to examine the effects of…
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▼ The purpose of the present study was to examine the effects of feedback types (i.e., outcome, process, and task feedback), feedback propensities, and their interactions on task performance in an attempt to determine, first, which types of feedback produced better task performance and, second, how feedback propensities influenced relationships between feedback type and performance. Process feedback and task feedback were expected to interact in their effects on task performance. In addition, I predicted that external feedback propensity would moderate the effects of process feedback on performance and initial task performance would moderate the effects of internal feedback propensity on task performance. However, none of the hypotheses were directly supported. Overall, the current study demonstrated support for the proposition that feedback does not consistently improve performance. Instead, findings showed that feedback has highly variable effects on performance. Task feedback improved performance, process feedback did not affect performance, and outcome feedback seemed to debilitate performance over time.
Advisors/Committee Members: Steele-Johnson, Debra.
Subjects: Psychology, Industrial
Keywords: FEEDBACK; feedback propensity; task feedback; external feedback; Process feedback; outcome feedback; propensity
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11.
Douglas, Lisa J.
Measuring Configural Spatial Knowledge with Alternative Pointing Judgments.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2008, Wright State University
► Configural spatial knowledge has been tested by having people point from one…
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▼ Configural spatial knowledge has been tested by having people point from one object to another or by having them sketch maps from memory. Several different pointing judgments have been used, but these judgments appear to differ both in superficial characteristics and in their implied theoretical mental model of spatial representation. This experiment compares two different pointing judgments: judgments of relative direction, based on a quasi-Euclidean model of spatial representation; and object-based judgments, based on an object reference model of spatial representation. Results supported the object reference model. Object-based judgments were more accurate, were made with more confidence and had shorter latencies than judgments of relative direction. Analyses of the sketch maps were consistent with the pointing judgments, suggesting the results reflect stored memory representations and not retrieval differences. Issues of generality of the results and practical ramifications of the research are discussed.
Advisors/Committee Members: Colle, Herbert A.
Keywords: configural spatial knowledge; mental models; spatial representation; pointing judgments; sketch maps; convergent measures
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12.
Eschleman, Kevin J.
A Construct Validation of the Neutral Objects Satisfaction Questionnaire (NOSQ).
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2008, Wright State University
► The current study is a construct validation of the Neutral Objects Satisfaction…
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▼ The current study is a construct validation of the Neutral Objects Satisfaction Questionnaire (NOSQ). The study includes tests of convergent and discriminant validity. Specifically, the NOSQ had more empirical overlap with affective-oriented dispositions (i.e., positive affectivity, negative affectivity, neuroticism, extraversion, trait anxiety, trait anger, trait depression, and cheerfulness) than with cognitive-oriented dispositions (i.e., need for cognition, general self-efficacy, and locus of control). In addition, the NOSQ had greater empirical overlap with the aforementioned affective-oriented dispositions than with a measure of temporal affect (i.e., mood). Correlations between the NOSQ and both job satisfaction and job cognitions were also compared, but no significant difference in correlation strength was found. Limitations, suggestions for future research, and the utility of the NOSQ in dispositional and job attitude research are discussed.
Advisors/Committee Members: Bowling, Nathan.
Subjects: Psychology
Keywords: NOSQ; Neutral Objects Satisfaction Questionnaire; Gripe Index; Affective-Oriented Dispositions; Job Satisfaction; Personality; Construct Validation; Positive Affectivity; Negative Affectivity; Mood
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13.
Filipkowski, Jenna Noelle.
Measuring Conscientiousness with Explicit and Implicit Measures.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2010, Wright State University
► The fakability of three measures of conscientiousness was examined: the International personality…
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▼ The fakability of three measures of conscientiousness was examined: the International personality Item Pool (IPIP), the Conditional Reasoning Test, and Implicit Association Tests (IAT). Data from a student sample (N = 442) found the Conditional Reasoning and IATs were the least susceptible to faking, but they did not have a meaningful relationship with the IPIP. The Conditional Reasoning Test was the best non-cognitive predictor of College GPA (r = .23, p < .01), perhaps due to the fact it may tap cognitive ability as evidenced by its significant correlation with the ACT (r = .41, p < .01). The explicit (self- report) and implicit (IAT) measures of conscientiousness had a low positive correlation with one another. Some researchers may use this finding as evidence that they are measuring different aspects of the construct.
Advisors/Committee Members: Miller, Corey.
Subjects: Occupational psychology; Personality; Psychological tests
Keywords: applicant selection, faking, response distortion, IAT
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14.
Garrett, James Samuel.
The Effect of Expertise and Cognitive Demand on Temporal Awareness in Real-Time Scheduling.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2010, Wright State University
► The following study examines the relationship between amount of information, performance, expertise,…
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▼ The following study examines the relationship between amount of information, performance, expertise, and temporal awareness during a high fidelity military battle command simulation. The current study provides an in situ example of temporal estimation which is lacking in the current body of research. Twenty Ohio National Guardsmen of varying expertise played the role of battle commander during the simulation. Novice behavior differed from experts. Novice indications of temporal awareness did not vary with contextual change. However, they provided non-detailed temporal utterances and a relationship between temporal awareness and performance. This pattern suggests that they were overwhelmed by the amount of information in the task. In contrast expert indications of temporal awareness displayed a v-shaped effect of contextual change. Unlike novices, experts did not provide a relationship between temporal awareness and performance. However, experts provided detailed temporal utterances. This pattern of performance suggests that experts were confident in their temporal awareness regardless of their level of performance. This substantiates the general importance of cognitive demand on temporal awareness, and a relationship between temporal awareness and change in the environment over time.
Advisors/Committee Members: Shalin, Valerie.
Subjects: Psychology
Keywords: temporal awareness; expertise; military; cognitive demand
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15.
Hammond, Gregory David.
The Relationship Between Job Attitudes and Counterproductive Work Behaviors: The Moderating Role of Attitude Strength.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2008, Wright State University
► This study investigated the relationship between job attitudes (i.e., job satisfaction and…
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▼ This study investigated the relationship between job attitudes (i.e., job satisfaction and organizational commitment) and counterproductive work behaviors (CWBs). The moderating influence of attitude strength on the relationship between job attitudes and CWBs was also examined. Specifically, it was anticipated that stronger attitudes would be more strongly related to CWBs than would weaker attitudes. Finally, it was hypothesized that job attitudes would correlate more strongly with behaviors when the relationships between those variables were correctly specified. Results from a sample of employed undergraduates (N=296) indicated that more CWBs were significantly related to less supervisor satisfaction (r=-.11), less coworker satisfaction (r=-.21), less affective organizational commitment (r=-.20), and less normative organizational commitment (r=-.16). Findings also indicated partial support for the influence of moderating variables and the role of correctly specifying variables.
Advisors/Committee Members: Bowling, Nathan.
Subjects: Occupational psychology; Organizational behavior
Keywords: Job Satisfaction; Organizational Commitment; Attitude Strength; Counterproductive Work Behaviors; Employee Deviance
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16.
Jackson, Sarah Marie.
Assessment of Implicit Attitudes Toward Women Faculty in Science, Technology, Engineering, and Math.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► This study used two implicit attitude measures (a Go/No-Go Association Task; GNAT…
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▼ This study used two implicit attitude measures (a Go/No-Go Association Task; GNAT and a personalized GNAT; PGNAT) and three explicit measures to assess attitude change in faculty attending a diversity training session on women in STEM. It was hypothesized that (1) pre- and post-training explicit scores would correlate more strongly with the PGNAT than with the GNAT, (2) training would result in more positive attitudes toward women in STEM, and (3) difference scores would be greatest in the explicit scales, followed by the GNAT and PGNAT. Partial support was found for a stronger correlation between the PGNAT and explicit scores, and the PGNAT revealed more positive implicit attitudes following training. However, explicit scores did not change significantly, and the GNAT and PGNAT change scores did not differ from one another. This study adds support for use of a personalized GNAT and provides evidence that diversity training can positively affect personal attitudes.
Advisors/Committee Members: Schneider, Tamera.
Subjects: Psychology; Social Psychology; Sociology; Womens Studies
Keywords: implicit attitudes; explicit attitudes; attitude measurement; IAT; GNAT; women; STEM; academia
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17.
Kalinoski, Zachary T.
Error Management Training: Further Tests Of Mediation And Moderation.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2009, Wright State University
► This study investigated an alternative training approach that would improve transfer performance…
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▼ This study investigated an alternative training approach that would improve transfer performance scores above traditional training approaches. Specifically, error-management training was proposed to help trainees learn complex tasks, as opposed to error-avoidant training approaches, which sought to give trainees step-by-step protocols for learning that would minimize the occurrence of errors during training. This study was designed to examine the effects of training type on transfer performance and transfer errors, as well as the effects of meta-cognition, emotion control and cognitive appraisals as mediators of the training type-performance relationship. A third issue of this study investigated the personality-training type interactions from a situation strength perspective. Participants (N = 181) from a Midwestern university completed four training trials and two transfer trials of a computerized version of a class scheduling task and completed surveys of relevant constructs. Results revealed that training type did not have an effect on transfer performance or errors, training type did not predict meta-cognition, emotion control and challenge appraisals, but did predict threat appraisals. Finally, personality did not have a main effect on performance, nor did it interact with training type. The relative contributions of this study was the effects of training type on cognitive appraisals (threat in particular) and its relevance for future theoretical frameworks of error management training research, the effects of training type on error attitudes and error attitude effects on performance. Previous operationializations of error management training also may not be as clear-cut as once thought.
Advisors/Committee Members: Steele-Johnson, Debra.
Subjects: Behaviorial sciences; Experiments; Occupational psychology; Organizational behavior; Psychology
Keywords: error-management training; training; performance; cognitive appraisals; meta-cognition; emotion control; perfectionism; optimism; errors
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18.
Keller, Matthew J.
Relationships between Organizational Variables and the Inclusive Language Used by Leaders.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► I investigated relationships between organizational variables and leadership, as measured by inclusive…
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▼ I investigated relationships between organizational variables and leadership, as measured by inclusive language use. Specifically, I examined whether organization size and profitability relate to the organization leader's use of language. I expected language use to be more inclusive in smaller and more profitable organizations, relative to larger and less profitable organizations. In this study, I used a regression approach to test my hypotheses. Results indicated that organization size was positively related to passive voice indicators, in support of Hypothesis 1. However, profitability was negatively related to inclusive pronouns and positively related to passive voice indicators, both of which were opposite the direction predicted in Hypothesis 2. Results from exploratory analyses provided further insight into the relationship between language use and organizational variables. My study contributes to the body of research on leadership and language use and has potential applications for company business models and leadership styles and language styles for managers.
Advisors/Committee Members: Steele-Johnson, Debra.
Subjects: Linguistics; Organizational Behavior; Psychology
Keywords: leadership; language; inclusiveness; linguistics; pronouns; leaders; CEO; organizational variables
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19.
Kervin, Lisa Marie.
Dynamic Decision Making in Surgery.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2009, Wright State University
► Following Dominguez (1997), we tested for differences among 10 resident surgeons’ eye-scanning…
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▼ Following Dominguez (1997), we tested for differences among 10 resident surgeons’ eye-scanning patterns during a laparoscopic cholecystectomy video. We measured time, number of fixations on anatomy and instruments, discomfort level ratings, notation of cystic artery, and conversion to open-incision. We expected our 10 residents would fall into two scanning strategies, proactive or reactive. Proactive strategists were defined as more skilled (year in residency, cases performed), anticipatory of danger (time and fixations on anatomy), observant of the pulsing cystic artery, and converting from laparoscopy to open when highly uncomfortable. Reactive strategists were expected to spend more time on instruments, have low discomfort ratings, not notice the pulsing cystic artery and not convert to open. Our results revealed increased time on anatomy positively correlated with year in residency and number of surgeries, suggesting that experience leads to proactive scanning strategy. Also, our residents were more uncomfortable than residents in Dominguez (1997).
Advisors/Committee Members: Flach, John.
Subjects: Health care; Health education; Psychology
Keywords: Eye movement; surgeon's eye movement; conversion decision; laparoscopic cholecystectomy; dynamic decision making
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20.
Khazon, Steven.
Developing a Word Fragment Completion Task for Measuring Trait Aggression.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► The goal of this paper was to develop a test that uses…
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▼ The goal of this paper was to develop a test that uses the implicit processing style to assess aggression. This paper begins by reviewing current aggression theories and how aggression is assessed. Next it discusses the implicit and explicit processing styles and how scholars have used these methods of information processing to create psychological assessments. Afterwards, it presents a new indirect test of trait aggression that is based on the word fragment completion task and attempts to evaluate its validity in three experiments. In Study 1, psychometric methods are used to derive a 9-item trait aggression scale and initial support for the scale is provided. In Study 2, an attempt is made to provide additional support for the new scale, this time using an online format. No support is found for the validity of the new scale. In Study 3, the psychometric properties of the new scale are reevaluated, reverting to a paper-and-pencil format. Weak support is found for the validity of the measure. Lastly, finding and implications are discussed.
Advisors/Committee Members: Bowling, Nathan.
Subjects: Psychological Tests; Psychology
Keywords: Implicit processing; dual processing; indirect measures; aggression
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21.
Kirkendall, Cristina D.
The Effects of Mood and Dispositional Affectivity on Self-reported Job Satisfaction.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2010, Wright State University
► Job satisfaction has several antecedents, including situational factors (e.g., pay, job characteristics),…
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▼ Job satisfaction has several antecedents, including situational factors (e.g., pay, job characteristics), personality factors (e.g., positive and negative affectivity), and social interactions at work. Job satisfaction is most often measured with self-report surveys which may not effectively capture unconscious attitudes or context effects such as mood. Mood at time of survey completion has been shown to have an effect on self-reported satisfaction measures. This study uses animal-related video clips as a mood induction and examines the effect of induced mood and personality factors on self-report measures of job satisfaction.
Advisors/Committee Members: Bowling, Nathan.
Subjects: Psychology
Keywords: job satisfaction, mood, self-report, affectivity
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22.
Leas, Keith Alan.
Effects of Big 5 Personality Traits on Outcomes for Error Encouragement and Error Avoidant Training.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2009, Wright State University
► The purpose of this study was to examine the effects of the…
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▼ The purpose of this study was to examine the effects of the type of training used (error avoidant or error encouragement) as a moderator of the relationship between personality variables and training outcomes. Specifically, we hypothesized that we would observe stronger effects of personality (i.e., conscientiousness and openness) on performance (Hypothesis 1) and affectivity (Hypothesis 2) for individuals in the error encouragement condition than for individuals in the error avoidant condition. Further, we hypothesized that we would see stronger moderating effects for training type for the above personality variables than for extraversion or agreeableness (Hypothesis 3). We recruited 257 participants from a Midwestern university and randomly assigned them to either error encouragement or error avoidant training conditions. Unexpectedly, the only significant moderating effect found involved extraversion such that individuals with higher levels of extraversion performed significantly worse than those with lower levels of extraversion in the error avoidant condition but not in the error encouragement condition. Our manipulation check indicated that we induced the intended psychological effects on the participant, yet we failed to detect a significant main effect for training type on either training performance or affect. Additionally, our results bring into question the assumption that performing errors lead to frustration, as we observed a significant overall reduction in frustration during the task. These results suggest that more research is needed to identify the mechanisms through which error encouragement training approaches lead to different training outcomes when compared to error avoidant training.
Advisors/Committee Members: Steele-Johnson, Debra.
Subjects: Psychology
Keywords: Training; Personality
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23.
Leonard, James W. Jr.
Replacing indirect manual assistive solutions with hands-free, direct selection.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► Case study BK is a teenage male who suffers from severe cerebral…
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▼ Case study BK is a teenage male who suffers from severe cerebral palsy, making communication very difficult using his current assistive technology. His performance with a manual switch was compared to a hands-free system for computer interaction (Cyberlink Brainfingers/ NIA). BK uses a switch scanning menu, which steps through predetermined options till he chooses the current option being read aloud by pressing a button. A yes/no menu was used for the switch scanning interface for both manual and hands free conditions, as well as the point and click condition. In both hands-free conditions, BK was as fast and accurate as he was with his manual assistive solution that he has been using for almost 10 years now. Results indicate that a hands-free system is a valid assistive technology direction for BK. As in Marler (2004)- perhaps the greatest benefit from a point and click hands-free system could be increased engagement.
Advisors/Committee Members: Flach, John.
Subjects: Behavioral Psychology; Clinical Psychology; Cognitive Psychology; Communication; Design; Developmental Biology; Developmental Psychology; Early Childhood Education; Educational Software; Educational Technology; Engineering; Experimental Psychology; Experiments; Health
Keywords: disability; locked-in; interface; design, manual control, hands-free control; BCI; brain; computer; brainfingers; NIA; EMG; EEG; EOG; adolescents; solutions; rehabilitation; cursor; mouse; switch
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24.
Lippa, Katherine D.
DIABETES SELF-MANAGEMENT: PATIENT COGNITION AND THE DEVELOPMENT OF EXPERTISE.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2006, Wright State University
► Expert decision making has been widely researched among professionals, but non-professionals make…
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▼ Expert decision making has been widely researched among professionals, but non-professionals make many equally complex decisions. This study uses the case of type II diabetes to explore complex decision making among non-professionals. It was hypothesized that three cognitive aspects of expertise, problem detection, functional relationships, and problem solving, would be linked with higher levels of self-management (higher adherence and lower glucose). Twenty participants with diabetes were interviewed concerning their knowledge and experiences with diabetes. Participants also completed a questionnaire concerning their self-management practices. Interviews were transcribed and thematically coded. Participants who displayed characteristics of expert cognition reported higher levels of adherence to prescribed treatments and higher glycemic control. Most participants identified the factors involved in glucose regulation; fewer understood the functional relationships among factors; and less than half were able to solve glucose imbalances. Participants knew more about diabetes self-management than they reported applying in their daily lives.
Advisors/Committee Members: Klein, Helen Altman.
Keywords: Expertise; Patient Cognition; Human Factors; Decision Making; Naturalistic Decision Making; Diabetes
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25.
Mateo, Julio Christian.
Effect of Variable Feedback Delay on Visual Target-Acquisition Performance.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2007, Wright State University
► Traditionally, private communication channels with stable characteristics have been used in teleoperation…
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▼ Traditionally, private communication channels with stable characteristics have been used in teleoperation situations. However, recently there have been a few attempts at using public communication channels such as the Internet. In spite of their convenience, very little is known about the effect of the variable delays inherent in this type of channel on motor performance. In this thesis, we provide empirical data on the impact of variable feedback delays on a 3D visual target-acquisition task performed in a virtual environment. Target size, distance between targets, mean feedback delay, and feedback-delay variability were manipulated and the number of errors and movement time (MT) were measured. Results showed that feedback-delay variability affected the closed-loop part of visual target-acquisition movements, even though its effect was weaker than the effect of mean feedback delay. Our results advise against using techniques that reduce feedback-delay variability at the expense of increasing mean feedback delay. In addition, we found that target size was critical for visual target-acquisition performance in the presence of feedback delays and this should be considered when designing teleoperation situations. Issues associated with studying feedback-delay variability are identified and lines of future research are suggested.
Advisors/Committee Members: Gilkey, Robert H.
Subjects: Psychology, Experimental
Keywords: time delay; motor performance; telerobotics; virtual environment; visuo-motor coordination
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26.
McEwen, Timothy Ryan.
Creating Safety in the Diagnostic Testing Processes of Family Medical Practices.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2009, Wright State University
► Four mid-Western family practices were studied using three methods (observations, interviews, and…
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▼ Four mid-Western family practices were studied using three methods (observations, interviews, and an audit of patient records) in effort to discover the dynamics and constraints of their diagnostic testing processes. We have found further evidence that errors do occur at many of the steps in the processes, but that the patterns of those errors are not independent of each other and are a function of systemic factors unique to each practice. Furthermore, while many employees or steps in the process may be considered a source of error, they were also shown to be major sources of quality and safety in their testing respective systems. Safety was created when employees recognized the natural feedback loops that allowed them to learn to compensate and correct errors.
Advisors/Committee Members: Flach, John.
Subjects: Health care; Industrial engineering; Occupational safety; Systems design
Keywords: Medical records; medical testing; medical systems
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27.
McIntire, John Paul.
Visual Search Performance in a Dynamic Environment with 3D Auditory Cues.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2007, Wright State University
► Previous research on aurally-aided visual search has repeatedly shown a significant reduction…
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▼ Previous research on aurally-aided visual search has repeatedly shown a significant reduction in response times when displaying 3D auditory cues. However, the vast majority of this research has only examined searches for static (non-moving) targets in static visual environments. In the present study, visual search performance in both static and dynamic (moving) visual environments is examined with and without virtual 3D auditory cues. In both static and dynamic environments, and for all observers, visual search times were significantly reduced when auditory spatial cues were displayed. Auditory cues provided the largest benefits when the target initially appeared at farther eccentricities and on the horizontal axis. General practice effects were observed, but 3D auditory cues were immediately effective with little or no time needed for learning. Overall, the results suggest a similar and consistent performance benefit offered by 3D audio for both static and dynamic environments.
Advisors/Committee Members: Watamaniuk, Scott.
Subjects: Psychology, Experimental
Keywords: visual search; spatial audio; virtual audio; 3D audio; auditory cues; dynamic environment
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28.
Michael, Brian.
Effects of Visualization on Academic Performance.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2012, Wright State University
► The purpose of my study was to investigate the possible utility of…
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▼ The purpose of my study was to investigate the possible utility of visualization, an intervention that has proven useful in both sports and clinical psychology, in an academic setting. However, knowing that there are other powerful performance oriented interventions, such as goal setting and planning, visualization would have to account for unique variance above these to be of value. Specifically, visualization was proposed to help college level students improve exam scores and account for unique variance above that accounted for by goal setting and planning in an intro level psychology course. It was concurrently hypothesized that this relationship would be mediated by the student's school specific self-efficacy and test anxiety. Participants (N = 204) from a Midwestern university were randomly assigned to one of four experimental conditions in which they were induced to do nothing (control group), utilize goal setting alone, utilize goal setting and planning, or utilize goal setting, planning, and visualization. I conducted a series of ANOVAs which revealed there was no significant effect on exam scores for any experimental group above that of the control. As such, a test of mediation was not possible. Alternative exploratory analyses were also conducted. Conclusions about the effectiveness of the methods implemented in this study, the effectiveness of visualization in the academic domain, and other implications for non-significant findings are discussed.
Advisors/Committee Members: Steele-Johnson, Debra.
Subjects: Psychology; Social Psychology
Keywords: Visualization; Academic performance
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29.
Morris, Megan Brianne.
Personality and Simulated Employment Decisions in Perceived Gay and Lesbian Applicants.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2011, Wright State University
► Currently, there is no research that assesses how individual’s perceptions of personality…
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▼ Currently, there is no research that assesses how individual’s perceptions of personality and other characteristics in gay male and lesbian applicants affect employment decisions. I examined individuals’ perceptions of personality in gay and lesbian applicants and the effect of these perceptions on employment outcomes. I hypothesized that individuals would prescribe gender atypical traits to gay male and lesbian applicants, and that qualification ratings for these applicants would depend on job-type match with the applicants’ gender atypical traits. In the current study, I used a sample of undergraduate students. Each participant evaluated a resume that potentially contained cues reflecting a homosexual sexual orientation. The participant evaluated the personality and femininity/masculinity of the applicant, as well as the applicant’s qualification for the job they were applying for. I found partial support for hypotheses concerning femininity and masculinity, suggesting that in regard to some traits individuals perceive gay male and lesbian applicants as gender atypical. Results did not suggest that gay male and lesbian applicants will be at a disadvantage when applying for positions that are traditionally viewed as masculine and feminine, respectively. Nor will gay male and lesbian applicants necessarily have an advantage when applying for positions that are traditionally viewed as feminine and masculine, respectively. However, due to the nature of the sample in the current study, further research involving managers and other human resource professionals is needed to sufficiently address this research topic.
Advisors/Committee Members: Burns, Gary N.
Subjects: Behavioral Psychology; Behavioral Sciences; Minority and Ethnic Groups; Organizational Behavior; Personality Psychology; Psychology; Social Psychology
Keywords: Gay and Lesbian; personality; employment decisions
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30.
O'Brien, Erin L.
DO APPLICANTS AND INCUMBENTS RESPOND TO PERSONALITY ITEMS SIMILARLY? A COMPARISON USING AN IDEAL POINT RESPONSE MODEL.
Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2010, Wright State University
► This study examined the extent to which applicants and incumbents use different…
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▼ This study examined the extent to which applicants and incumbents use different response processes when responding to personality items. It was hypothesized that applicants' responses to personality items will be more similar to a dominance response model and that incumbents' responses will be more similar to an ideal point response model. I used item response theory to estimate sample data from applicants (N = 1509) and incumbents (N = 1568) who completed the Sixteen Personality Questionnaire Select. Differential item (DIF) and test functioning (DTF) analyses were conducted using the generalized graded unfolding model (GGUM), which is based on ideal point model assumptions. A number of items showed DIF; however, only about a quarter of those were in the hypothesized direction. DTF was significant for three of the twelve scales and two of those were in the hypothesized direction. Implications and limitations are provided.
Advisors/Committee Members: LaHuis, David.
Subjects: Psychology
Keywords: item response theory, ideal point models, dominance response models
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