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Title: Getting The Work Out of Workouts: Evaluating the Effectiveness and Outcomes of a Physical Exercise Motivational Intervention For Older Workers.
Creator: Sholar-Fetherlin, Brandon, Fritzsche, Barbara, Smither, Janan, Wang, Wei, Fragala, Maren, University of Central Florida
Abstract / Description: To mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested...
Show moreTo mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested a 6-week exercise motivation intervention designed to meet the needs of sedentary, older working adults and to determine what non-physical benefits might result from increased levels of physical exercise. The intervention, based primarily on Self-Determination Theory, included feedback on individually-made, realistic, process-specific exercise goals that and provided guidance from knowledgeable exercise professionals in addition to support group of socially-similar individuals to aid in coping and adherence. The intervention was built and delivered entirely online to fit better with the sample's considerable time demands. The motivational intervention was delivered to a sample of 30 mostly-older working adults and was successful in significantly improving activity levels and overall affect while decreasing stress. No significant differences were detected in measures of personal resources, work engagement, work effort and task performance. The implications and recommendations for future research are discussed.
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Date Issued: 2017
Identifier: CFE0006660, ucf:51235
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006660

Title: Trust Trajectories as a Function of Violation Type and Repair Efforts.
Creator: Thayer, Amanda, Salas, Eduardo, Joseph, Dana, Fritzsche, Barbara, Rico Munoz, Ramon, University of Central Florida
Abstract / Description: Across domains, organizations and society are facing a trust deficit (Twenge, Campbell, (&) Carter, 2014). This is problematic, as trust is important to a variety of critical organizational outcomes, such as perceived task performance, team satisfaction, relationship commitment, and stress mitigation (Costa, Roe, (&) Taillieu, 2001), and has been cited as a motivator for cooperation and knowledge transfer due to its capacity to reduce fear and risk of exploitation (Chen et al., 1998; Fleig...
Show moreAcross domains, organizations and society are facing a trust deficit (Twenge, Campbell, (&) Carter, 2014). This is problematic, as trust is important to a variety of critical organizational outcomes, such as perceived task performance, team satisfaction, relationship commitment, and stress mitigation (Costa, Roe, (&) Taillieu, 2001), and has been cited as a motivator for cooperation and knowledge transfer due to its capacity to reduce fear and risk of exploitation (Chen et al., 1998; Fleig-Palmer (&) Schoorman, 2011; Irwin (&) Berigan, 2013; Yamagishi (&) Sato, 1986), and a key component of collaboration. As organizations increasingly rely upon collaboration for achieving important outcomes, it is of critical importance that organizations understand how to not only develop interpersonal trust in collaborative partnerships to facilitate these positive outcomes, but also the way in which interpersonal trust is broken and can be repaired when problems inevitably arise. Though research has begun to investigate trust violation and trust repair, relatively little is known about trust development, violation, and repair as a process that unfolds over time. This is problematic, as cross-sectional studies fail to capture change, both in terms of how trust itself changes as well as how the effect of a violation or the utility of a repair strategy may be weaker or stronger in the long-term than the short-term. Thus, findings from a single point in time may result in different conclusions and recommendations than those that would result from long-term investigation. Therefore, this study examines how interpersonal trust patterns unfold within individuals, and how these patterns differ between individuals depending on the type of violation and the repair strategy employed. An experimental study using discontinuous growth modeling to examine intraindividual and interindividual differences in trust processes found that generally, trust was negatively impacted more after an intentional ((")will do(")) violation as compared to a competence ((")can do(")) violation, such that it had a greater impact on character assessments than a competence violation and also damaged perceptions of ability as much as a competence violation. These negative impacts carried over into trust restoration, which was significantly slower after an intentional violation than a competence violation. Furthermore, study findings suggest that after an intentional violation, trust restored more quickly when surveillance was implemented than when compensation was offered. Though the opposite did not hold true for a competence violation, the findings did approach significance. Drawing from these findings, implications and future research recommendations are discussed.
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Date Issued: 2015
Identifier: CFE0005892, ucf:50895
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005892

Title: Weight Discrimination Through Social Networking Sites: The Moderating Effects of Gender, Occupation, BMI, and Stereotype Consistency.
Creator: McHugh, Bridget, Joseph, Dana, Jentsch, Kimberly, Fritzsche, Barbara, Wisniewski, Pamela, University of Central Florida
Abstract / Description: As the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position...
Show moreAs the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position. The impact of the applicant's gender, body mass index, and stereotype-consistent behaviors on hiring intentions were examined. In addition, the type of sales position (face to face or over the phone) were also examined. Results indicated that only overweight, and not obese, candidates experienced discrimination. Moreover, whereas the types of behaviors disclosed on social media profiles impact hiring intentions, there were no interaction effects between applicant weight and the types of behaviors disclosed. Analyses suggested that stereotype-consistent behaviors associated with conscientiousness (i.e., laziness, discipline) were a stronger predictor of hiring intentions than behavior that was less work-related (i.e., unhealthy behaviors). In addition, results suggested that weight discrimination did not occur more for the in person position than the phone position. Overall, the present study suggests that disclosing behaviors on social media that reflect negative traits (i.e., lazy, undisciplined, unhealthy) may impact hiring intentions, regardless of the applicant's weight. Moreover, while applicants who are overweight are less likely to be hired than their average weight counterparts, this discrimination does not occur more often when the applicant engages in stereotype-consistent behavior.
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Date Issued: 2016
Identifier: CFE0006141, ucf:51172
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006141

Title: Same Fight, Different Player: An Insight into Culture, Information Sharing, and Team Performance.
Creator: McCoy, Cecily, Fritzsche, Barbara, Salas, Eduardo, Mouloua, Mustapha, Mangos, Phillip, University of Central Florida
Abstract / Description: The purpose of this study was to examine the relations among culture, information sharing, and performance among culturally-homogeneous NATO Officer teams. Forty-eight teams participated from five countries, namely, Bulgaria, Netherlands, Norway, Sweden, and USA. Teams of four participants were randomly assigned to a role and the task was an interdependent computer-based mission using an adapted version of Neverwinter Nights(TM) (Bioware, 2003), where they had to communicate among teammates...
Show moreThe purpose of this study was to examine the relations among culture, information sharing, and performance among culturally-homogeneous NATO Officer teams. Forty-eight teams participated from five countries, namely, Bulgaria, Netherlands, Norway, Sweden, and USA. Teams of four participants were randomly assigned to a role and the task was an interdependent computer-based mission using an adapted version of Neverwinter Nights(TM) (Bioware, 2003), where they had to communicate among teammates and with non-human players to find weapons caches and other mission objectives. Not one individual had all of the information needed to perform the tasks; thus, they needed to share information with each other. The results of the study suggested that total information sharing was related to both team performance and cultural values (Power Distance, Individualism, and Uncertainty Avoidance). Specifically, Situation Update was the information sharing dimension that was significantly related to team performance. In addition, culture moderated the relations between information sharing and team performance. Specifically, there were hypotheses regarding Individualism moderating the relations between (a) Supporting Behavior, (b) Information Exchange, and (c) Reinforcement / Punishment and team performance. The results were that for high Individualists, the more supporting behavior, the better the teams performed. For low Individualists, the more supporting behavior, the worse the teams performed (-)a finding that was in the opposite direction than hypothesized. In support of the hypotheses, for high Individualists, as Information Exchange and Reinforcement / Punishment increased, team performance also increased. Conversely, for low Individualists, as Information Exchange and Reinforcement / Punishment increased, team performance decreased. A Task Direction x Power Distance interaction was also hypothesized and supported. Task Direction was positively related to team performance for high-Power Distance teams. For low-Power Distance teams, an increase in task direction was associated with a decrease in team performance. In addition, the effective teams exchanged more information and communicated similarly during the beginning, middle, and end of the missions. Moreover, high-Individualist teams were more successful and spent more time communicating about Planning in the beginning, and Situation Update for both the middle and end of the task. In contrast, teams low on Individualism spent more time communicating about Planning for all three phases of the task. There were also interesting rank differences in Information Sharing between senior and junior Norwegian Officers that are noteworthy. Study limitations, contributions, and practical implications for military teams and similar career fields were discussed.
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Date Issued: 2013
Identifier: CFE0004716, ucf:49806
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004716

Title: The Measurement of Motivation: Examining the Measurement Properties of the Motivation Assessment System.
Creator: Schmerling, Daniel, Fritzsche, Barbara, Joseph, Dana, Jentsch, Florian, Roth, Colin, University of Central Florida
Abstract / Description: The current study investigated the Pritchard-Ashwood (P-A) Theory of Motivation (Pritchard (&) Ashwood, 2008) by examining a measure of P-A Theory labeled the Motivation Assessment System (MAS). P-A Theory combines prior motivation theories such as expectancy theory, goal setting theory, justice theory, and needs theory and consolidates them into one integrated theory of motivation. In essence, P-A theory posits that one's motivation is determined by four perceptions, including the extent to...
Show moreThe current study investigated the Pritchard-Ashwood (P-A) Theory of Motivation (Pritchard (&) Ashwood, 2008) by examining a measure of P-A Theory labeled the Motivation Assessment System (MAS). P-A Theory combines prior motivation theories such as expectancy theory, goal setting theory, justice theory, and needs theory and consolidates them into one integrated theory of motivation. In essence, P-A theory posits that one's motivation is determined by four perceptions, including the extent to which one believes: (a) his/her actions will lead to results, (b) his/her results will lead to positive evaluations, (c) his/her evaluations will lead to positive outcomes, and (d) his/her outcomes will satisfy his/her needs. The MAS is designed to capture P-A Theory by assessing these four perceptions, and this dissertation examined tenets of P-A Theory by investigating the measurement properties of the MAS via confirmatory factor analysis. Findings showed that the model set forth by P-A Theory had the best fit compared to the other competing models when analyzing MAS data, suggesting the MAS is an appropriate measure of P-A Theory. This research should help to bridge the gap between motivation theory and practice by providing initial evidence of support for a practical measure that captures the full spectrum of employee motivation as set forth in P-A Theory. Recommendations for future research using the MAS to study motivation are suggested.
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Date Issued: 2013
Identifier: CFE0004749, ucf:49801
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004749

Title: Employee Engagement, Job Attitudes, and Work Behavior: A Meta-Analytic Test of the Incremental Validity of Employee Engagement.
Creator: Koenig, Nick, Fritzsche, Barbara, Joseph, Dana, Bowers, Clint, Roth, Colin, University of Central Florida
Abstract / Description: Although the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts...
Show moreAlthough the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts both specific and broadly-defined work behaviors, and (c) estimating the unique predictive validity of engagement above and beyond job attitudes. Several regression equations and structural equation models were tested using a combination of previous meta-analytic correlations (k = 95) and original meta-analytic correlations (k = 12). Results of the study found that engagement does offer unique incremental validity over several work-related behaviors (task performance, ?R2 = .037; contextual performance, ?R2 = .025; turnover, ?R2 = .083), however this incremental validity has been over-stated in previous research. Results also found that the A-factor (higher order attitudinal construct) is strongly related to behavioral engagement (higher order behavioral construct) (? = .62) suggesting that when attitudes and behaviors are examined on the same level of specificity there is a strong predictive relationship between the two. These results suggest that although engagement may not be as unique as previous research has implied it does offer utility in the sense that it acts as a proxy for the A-factor.
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Date Issued: 2013
Identifier: CFE0004873, ucf:49656
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004873

Title: Plugging Up the Leaky STEM Pipeline with a Stereotype Threat Mentoring Intervention.
Creator: Xavier, Luiz, Fritzsche, Barbara, Szalma, James, Jentsch, Kimberly, Ben-Zeev, Avi, University of Central Florida
Abstract / Description: The present study compared the effectiveness of different mentoring programs at reducing feelings of stereotype threat experienced by women in science, technology, engineering, and math (STEM) fields. Stereotype threat refers to the extra pressure a person feels to disprove a negative stereotype that applies to him or her. Because stereotype threat has been found to undermine performance and interest in stereotyped domains, it may be a key factor contributing to female underrepresentation in...
Show moreThe present study compared the effectiveness of different mentoring programs at reducing feelings of stereotype threat experienced by women in science, technology, engineering, and math (STEM) fields. Stereotype threat refers to the extra pressure a person feels to disprove a negative stereotype that applies to him or her. Because stereotype threat has been found to undermine performance and interest in stereotyped domains, it may be a key factor contributing to female underrepresentation in STEM fields. Mentors and prot(&)#233;g(&)#233;s were placed in either a stereotype threat reduction condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to participate in discussions designed to reduce stereotype threat, an academic condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to discuss academic goals and challenges, or a non-academic condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to discuss the challenges of balancing non-school commitments. It was hypothesized that mentoring that focused specifically on stereotype threat reduction would be the most effective in reducing stereotype threat and increasing intentions to remain in STEM fields. In addition, it was hypothesized that stereotype threat reduction mentoring would be the most effective at increasing beliefs in an incremental theory of intelligence (i.e., the belief that intelligence can be developed through hard work) and decreasing beliefs in an entity theory of intelligence (i.e., the belief that intelligence is innate and is unalterable). Mentors were 36 male and 74 female upper-level STEM college students and prot(&)#233;g(&)#233;s were 137 female lower-level STEM college students. Participants met online for 30 minutes, once per week, for 3 weeks. Results indicated that both mentors and prot(&)#233;g(&)#233;s in the stereotype threat reduction mentoring condition reported feeling less stereotype threat in their STEM classes than mentors and prot(&)#233;g(&)#233;s in the other mentoring conditions. Additionally, the frequency in which self-theories were discussed in the mentoring sessions partially mediated the effects of the stereotype threat reduction condition on prot(&)#233;g(&)#233;s' feelings of stereotype threat in their STEM classes. Mentors and prot(&)#233;g(&)#233;s in the stereotype threat reduction mentoring condition also reported endorsing incremental theories of intelligence more and endorsing entity theories of intelligence less than mentors and prot(&)#233;g(&)#233;s in the other conditions. In summary, the present study's findings suggest that in order maximum stereotype threat reduction to occur in a mentoring relationship, mentors and prot(&)#233;g(&)#233;s engage in activities and discussions designed to reduce stereotype threat. Given that prior research has found that decreased stereotype threat, decreased entity theories of intelligence, and increased incremental theories of intelligence are associated with greater interest and performance in STEM domains, the utilization of a stereotype threat reduction mentoring program can help address the underrepresentation of women in science, technology, engineering, and math related fields.
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Date Issued: 2014
Identifier: CFE0005445, ucf:50372
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005445

Title: Unintentionally unethical: How uncivil leaders violate norms and hurt group performance.
Creator: Coultas, Christopher, Salas, Eduardo, Salazar, Maritza, Burke, Shawn, Fritzsche, Barbara, University of Central Florida
Abstract / Description: Incivility is a common form of low-grade aggression that lacks a clear intent to harm, that violates community norms and values for interpersonal conduct, and is often chronic in nature (Andersson (&) Pearson, 1999; Cortina, Magley, Williams, (&) Langhout, 2001). Because of its subtleties, it is difficult at times to detect and even more difficult to prevent. However, it is an essential phenomenon to research, due to its ubiquity and negative impact on worker outcomes such as job satisfaction...
Show moreIncivility is a common form of low-grade aggression that lacks a clear intent to harm, that violates community norms and values for interpersonal conduct, and is often chronic in nature (Andersson (&) Pearson, 1999; Cortina, Magley, Williams, (&) Langhout, 2001). Because of its subtleties, it is difficult at times to detect and even more difficult to prevent. However, it is an essential phenomenon to research, due to its ubiquity and negative impact on worker outcomes such as job satisfaction and psychological health (Cortina et al., 2001). Incivility instigated by those in authority may be an even bigger problem, due to victims' fear of retaliation in the event that they choose to report the incivility (Estes (&) Wang, 2008). Furthermore, as the global economy shrinks and intercultural interactions become the rule rather than the exception, the norms for (")good interpersonal conduct(") become blurred, leading to even greater and more frequent incivility (Milam, Spitzmueller, (&) Penney, 2009; Pearson (&) Porath, 2005). Yet while it logically follows that incivility may be defined differently across different cultures, little research has been done on this topic. Furthermore, it is unclear how to (")fix(") the incivility problem in the workplace. Pearson and Porath (2005) suggested that organizational norms strongly endorsing civility could mitigate the occurrence of workplace incivility. The purpose of this research is to test the effects of internal cultural values and external group norms on perceptions of and reactions to leader incivility in a group setting.To test this, I manipulated leader incivility, cultural values, and group civility norms in a laboratory setting. Participants were exposed to a cultural value prime in which they were primed to endorse either high or low power distance values. Then, in a group setting, participants were presented with either a pro-civility or neutral group norm, and proceeded to engage in a groupivdiscussion with a confederate leader. This confederate leader was inconspicuously selected from among the participants and followed a script in which he consistently engaged in incivility towards both group members while conducting the group discussion. After completing the group discussion, the leader left for leader training and the participants engaged in an interdependent business simulation. At periodic segments throughout the experiment, I assessed participants' affective states as well as their perceptions of interactional justice and intragroup conflict.Regression analyses generally supported hypotheses regarding the moderating effect of values on perceptions of and reactions to incivility. Power distance predicted individuals' assessment of justice in the face of leader incivility; the interaction effect of power distance values and civility norms approached (but did not achieve) significance. Justice perceptions were strongly negatively correlated with participants' experience of anger; anger was found to mediate the relationship between participants' justice assessments (when the leader was present) and their perceptions of intragroup conflict (when the leader was absent). Power distance values and civility norms both moderated the relationship between anger and individual-level perception of intragroup conflict. At the group level of analysis, relationship conflict negatively predicted group performance, but task conflict positively predicted group performance, when there were pro-civility norms in place. These findings have implications for diverse organizations attempting to promote justice, harmony, and civility within their organizations. Incivility is a nuanced phenomenon and one that is perceived and responded to differently across individuals. Cultural values play a role, but so do organizational norms. Future research is needed to explore further the interactive effects of cultural values and organizational norms, and how organizations can leverage these to prevent the occurrence and negative consequences of workplace incivility.
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Date Issued: 2012
Identifier: CFE0004667, ucf:49899
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004667

Title: Video game self-efficacy and its effect on training performance.
Creator: Ortiz, Skilan, Bowers, Clint, Fritzsche, Barbara, Joseph, Dana, Cannon-Bowers, Janis, University of Central Florida
Abstract / Description: This study examined the effects of using serious games for training on task performance and declarative knowledge outcomes. The purpose was to determine if serious games are more effective training tools than traditional methods. Self-efficacy, expectations for training, and engagement were considered as moderators of the relationship between type of training and task performance as well as type of training and declarative knowledge. Results of the study offered support for the potential of...
Show moreThis study examined the effects of using serious games for training on task performance and declarative knowledge outcomes. The purpose was to determine if serious games are more effective training tools than traditional methods. Self-efficacy, expectations for training, and engagement were considered as moderators of the relationship between type of training and task performance as well as type of training and declarative knowledge. Results of the study offered support for the potential of serious games to be more effective than traditional methods of training when it comes to task performance.
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Date Issued: 2014
Identifier: CFE0005224, ucf:50639
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005224

discrimination (5)	+ -
ageism (4)	+ -
culture (4)	+ -
gender (4)	+ -
Feedback (3)	+ -

Motivation (3)	+ -
age (3)	+ -
age discrimination (3)	+ -
age-type (3)	+ -
diversity (3)	+ -
job attitudes (3)	+ -
meta-analysis (3)	+ -
teams (3)	+ -
Performance (2)	+ -
affect (2)	+ -
age stereotypes (2)	+ -
career development (2)	+ -
hiring (2)	+ -
intersectionality (2)	+ -
job stereotypes (2)	+ -
leadership (2)	+ -
mentoring (2)	+ -
multiple group membership (2)	+ -
older workers (2)	+ -
organizational justice (2)	+ -
performance (2)	+ -
stereotype threat (2)	+ -
stereotypes (2)	+ -
trust (2)	+ -
ADEA (1)	+ -

ETD Collection (44)	+ -
Honors Collection (5)	+ -

English (48)	+ -
Engilsh (1)	+ -

University of Central Florida (49)	+ -
Fritzsche, Barbara (48)	+ -
Joseph, Dana (16)	+ -
Burke, Shawn (7)	+ -
Jentsch, Kimberly (7)	+ -

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