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  Partner: UNT Libraries
 Department: Department of Psychology
 Degree Discipline: Industrial/Organizational Psychology
 Degree Level: Doctoral
 Collection: UNT Theses and Dissertations
Agreement between self and other ratings in multi-rater tools: Performance, alternative measures, and importance.

Agreement between self and other ratings in multi-rater tools: Performance, alternative measures, and importance.

Date: August 2008
Creator: Grahek, Myranda
Description: Multi-rater tools also referred to as 360-degree feedback tools, are frequently used in addition to traditional supervisory appraisals due to sources (i.e., supervisor, peer, direct report) unique perspectives and opportunities to view different aspects of job performance. Research has found that the differences among sources are most prevalent between self and other ratings, and the direction of agreement is related to overall job performance. Research has typically focused on one form of agreement, the direction of an individual's self-ratings compared to others' ratings. The current study expanded on past research on rater agreement using a data set (n = 215) consisting of multi-rater data for professionals participating in a leadership development process. The study examined the ability to predict job performance with three different measures of self-other agreement (i.e., difference between overall mean scores (difference), mean absolute difference across items (difference), and mean correlation across items (similarity)). The study also examined how the relationships may differ across performance dimensions. The final purpose was to explore how the importance of the performance dimensions, as rated by the participant, may moderate the relationship between self-other agreement and job performance. Partial support for study's hypotheses was found. The direction and difference measures of ...
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Antecedents of commitment to and support of a proposed change initiative in a Southern Baptist congregation.

Antecedents of commitment to and support of a proposed change initiative in a Southern Baptist congregation.

Date: August 2009
Creator: Lee, Audra
Description: This study extends research findings directed at a micro-focus of change by assessing individual organizational members' perspectives and psychological constructs influencing change efforts by an organization. The change initiative in question regards the construction of a new facility and subsequent relocation to said facility. Moral commitment to the organization (negative), change initiative's fit with organizational vision, and social influence significantly contributed to variance in members' affective commitment to change. Trust in leadership and normative commitment to the organization (NCO) significantly contributed to variance in members' normative commitment to change. Continuance commitment to the organization and participation (negative) significantly contributed to variance in members' continuance commitment to change. NCO, change initiative's fit with organizational vision, and participation significantly contributed to variance in support of the proposed change initiative. Affective commitment to the organization (negative), NCO (negative), trust in leadership (negative), and disruption of influence significantly contributed to variance in members' intent to leave the organization.
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Correlates of a Past Behavior Interview for the Business Unit Leader: Experience, Motivation, Personality and Cognitive Ability

Correlates of a Past Behavior Interview for the Business Unit Leader: Experience, Motivation, Personality and Cognitive Ability

Date: August 2008
Creator: Conner, Lane A.
Description: This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically reviewed. As limited research has been conducted on the influence of Experience and Motivation on PBI performance, this study makes unique contributions to the literature regarding impact of these two constructs. The major hypotheses stated that Experience and Motivation would yield significant, positive correlations with PBI performance while Personality and Cognitive Ability would not be significantly correlated with PBIs. Results partially supported the hypotheses-Experience, Motivation, and Personality were significantly related to overall PBI score, while Cognitive Ability was not. Implications for the findings as well as suggestions for future research are discussed.
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Cultural implications of self-other agreement in multisource feedback: Comparing samples from US, China, and globally dispersed teams.

Cultural implications of self-other agreement in multisource feedback: Comparing samples from US, China, and globally dispersed teams.

Date: August 2007
Creator: Lin, Yue
Description: Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other ...
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The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals.

The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals.

Date: December 2008
Creator: Barcus, Sydney Anne
Description: The purpose of this study is to explore the benefits of providing employee training and learning beyond the specific content covered in such interventions, and how personality constructs might moderate those benefits. Training refers to the imparting of specific knowledge and tasks. Learning involves processes and skills that support on the job learning experiences. This study builds on previous research linking training and development to increased job satisfaction, and reduced turnover intent, by considering additional factors. The relationships between independent variables training, learning, task variety and task significance and outcome variables job satisfaction, commitment and turnover intent are assessed. Personality constructs of need for achievement and growth need strength are explored as possible moderating variables. This research was conducted using archival data (N = 500) collected from technical professionals employed by fourteen organizations in the Southwest United States. Both task variety and task significance were found to significantly predict all three outcome variables. Growth need strength was found to moderate the prediction of commitment by task variety. Need for achievement was found to moderate the prediction of job satisfaction, commitment and turnover intent by training and learning. Need for achievement was also found to moderate the prediction of both commitment ...
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The Impact of Training on Employee Advancement

The Impact of Training on Employee Advancement

Date: May 2011
Creator: Bradley, Lori
Description: In recent years, organizations have invested increasing financial and labor-related resources on employee training. The assumption is that training will benefit the organization through improved performance which will result in greater efficiency, greater customer satisfaction and, ultimately, increased revenue and profits. Further, employees are assumed to benefit because their improved performance should lead to career advancement and increased compensation. However, measuring the effect of training on employee performance has been problematic due to the difficulty of isolating the effect of training from other human resource management practices and environmental and organizational influences. Hierarchical multiple regression analyses were used to test a model for predicting merit pay increase, job promotion and performance ratings from measures of general and finance training, as well as employee tenure, gender, educational level and organizational level. It was found that while significant contributions (i.e., betas) were made by finance and general training for performance ratings, promotion and merit pay increase, they did not increase the variance accounted for by tenure, organizational level and gender.
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Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction.

Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction.

Date: December 2005
Creator: Besich, John
Description: Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation ...
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Relationship between Fortune 500 companies with regulatory violations and/or criminal offenses and resulting stock values.

Relationship between Fortune 500 companies with regulatory violations and/or criminal offenses and resulting stock values.

Date: December 2009
Creator: Bhagwat, Tanya A.
Description: The purpose of this study was to determine whether publicly disclosed violations by U.S corporations, resulting in convictions or settlements, erode shareholder investment in the offending organizations. This study was designed to assess whether or not the shareholders' reactions to corporations' violations were related to a decline in organizations' stock valuations across sectors. In addition, this study attempted to assess whether or not shareholder support, expressed by stock prices, declined more after a corporation was prosecuted or reached a settlement for violations, as compared to corporations that disclosed earnings disappointments. Also, this study investigated the stock prices of violating corporations compared to the non-offending corporations from within the same business sector, as well as considered the percentage decline for repeat offenders for violation two compared to violation one. Opposite to hypothesis, results showed that stock prices for the violating companies were significantly greater 12 months after the violation compared to the other months and no significant differences in percent decline between the eight sectors on any of the five decline measures. There were also no differences between violating companies and their matched companies. Companies with a violation had significantly greater stock prices overall than those without a violation.
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Sexual harassment: Do gender and organizational status of harasser really matter?

Sexual harassment: Do gender and organizational status of harasser really matter?

Date: December 2007
Creator: Barnett, Michelle L.
Description: The research investigated the impact of sexual harassment on withdrawal behaviors and attitudes toward harassment by examining the gender composition of the harassment dyad and the organizational status of the perpetrator in relation to the victim. Archival data from the Inter-University Consortium for Political and Social Research at the University of Michigan was used to obtain surveys in which participants rated their attitudes and experiences related to sexual harassment. Only individuals who reported experiencing sexual harassment within the 24 months prior to data collection are included in the current research. A MANOVA was conducted to determine if withdrawal behaviors and attitudes of victims varied by the gender dyad and/or the organizational status of the perpetrator. Results indicated that individuals harassed by people with higher organizational status displayed more withdrawal behaviors in the form of decreased productivity and increased use of sick, annual, and unpaid leave. Individuals harassed by a member of the same gender also used more unpaid leave. Interestingly, individuals harassed by members of the opposite gender, tended to disagree more strongly with the attitude index measuring cautious awareness of sexual harassment.
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