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Title: Group Differences in Perceived Workplace Mistreatment: A Meta-Analysis.
Creator: McCord, Mallory, Joseph, Dana, Dipboye, Robert, Beus, Jeremy, University of Central Florida
Abstract / Description: Workplace mistreatment, such as discrimination, bullying, and incivility, affect thousands of individuals annually and cost U.S. organizations up into the billions of dollars each year in settlement costs, lost employee productivity, and poor employee health. Given the pervasive cost and prevalence of workplace mistreatment, research on this subject remains important. The purpose of the current research is to provide academics, practitioners, and policy makers with a comprehensive...
Show moreWorkplace mistreatment, such as discrimination, bullying, and incivility, affect thousands of individuals annually and cost U.S. organizations up into the billions of dollars each year in settlement costs, lost employee productivity, and poor employee health. Given the pervasive cost and prevalence of workplace mistreatment, research on this subject remains important. The purpose of the current research is to provide academics, practitioners, and policy makers with a comprehensive understanding of the nature of perceived workplace mistreatment by determining if subgroups (e.g. men versus women) within individual difference groups (sex, race, age, and organizational tenure) differ in magnitude of perceived workplace mistreatment. Meta-analytic methods were used to determine if and to what degree subgroups differences in perceived workplace mistreatment exist. Mistreatment type (e.g. bullying, harassment, incivility), source of mistreatment, and measurement item type and response scale were examined as potential moderators of these differences. The results suggest that there are minimal differences between subgroups of individual difference groups in the perception of workplace mistreatment, regardless of mistreatment type, mistreatment source, or mistreatment measure. Theoretical and practical implications of this research are discussed in addition to limitations and suggestions for future research.
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Date Issued: 2014
Identifier: CFE0005208, ucf:50622
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005208

Title: Mothers' Temperament and Personality: Their Roles in Parenting Behaviors, Parent Locus of Control, and the Outcomes of Young Children.
Creator: Puff, Jayme, Renk, Kimberly, Beidel, Deborah, Joseph, Dana, University of Central Florida
Abstract / Description: Many researchers have used the terms 'temperament' and 'personality' interchangeably when describing parents' behavioral styles. Although individual relationships among parents' temperament and personality, parenting behaviors, other parent characteristics, and young children's outcomes have been documented in the literature, parents' temperament and personality have not been examined collectively in conjunction with parenting and child outcome variables. As part of this study, 214 culturally...
Show moreMany researchers have used the terms 'temperament' and 'personality' interchangeably when describing parents' behavioral styles. Although individual relationships among parents' temperament and personality, parenting behaviors, other parent characteristics, and young children's outcomes have been documented in the literature, parents' temperament and personality have not been examined collectively in conjunction with parenting and child outcome variables. As part of this study, 214 culturally diverse mothers with young children who ranged in age from 2- to 6-years rated their own temperament and personality, their parenting characteristics, and their young child's functioning (i.e., temperament and emotional and behavioral functioning). When examining mothers' temperament and personality together, factor analyses revealed a three-factor solution (i.e., General Life Approach, Rhythmicity, and Sticktoitiveness) and suggested that temperament and personality generally were separate but related constructs. Hierarchical and mediation regression analyses suggested the importance of examining both temperament and personality in the context of parenting behaviors and the outcomes experienced by young children. Overall, these findings suggested that mothers' temperament and personality play a significant role in parenting young children and optimizing young child outcomes. These findings are particularly helpful for professionals working with families experiencing difficulties dealing with their young child's difficult temperament styles as well as difficult emotional and behavioral functioning.
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Date Issued: 2014
Identifier: CFE0005234, ucf:50578
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005234

Title: Feedback Intervention Perceptions: Development and Validation of a Measure.
Creator: Young, Brandon, Fritzsche, Barbara, Joseph, Dana, Jentsch, Kimberly, Roth, Colin, University of Central Florida
Abstract / Description: Reactions toward performance feedback have critical implications for organizations and are of great interest to practitioners. Unfortunately, the measurement of employee experiences with feedback intervention varies widely and the literature is flooded with atheoretical, untested measures. Measurement is also commonly done at a global reaction level, largely neglecting the complexity of feedback intervention. The current study presents and tests a new multidimensional measure of feedback...
Show moreReactions toward performance feedback have critical implications for organizations and are of great interest to practitioners. Unfortunately, the measurement of employee experiences with feedback intervention varies widely and the literature is flooded with atheoretical, untested measures. Measurement is also commonly done at a global reaction level, largely neglecting the complexity of feedback intervention. The current study presents and tests a new multidimensional measure of feedback intervention perceptions. The measure is intended to capture facet level perceptions regarding the characteristics of five feedback intervention components (i.e., Performance Measurement, Feedback Content, Feedback Delivery, Organizational System Support, and Feedback Source). Items were generated deductively based on influential works in the feedback and performance management literatures. Confirmatory factor analysis supported a five-factor structure. Correlational analyses demonstrated strong but differential relationships between the measure and several global feedback reaction measures and job satisfaction. Finally, regression analyses demonstrated significant direct effects of feedback intervention perceptions on motivation and intent to use feedback. Organizational (procedural and distributive) justice served to mediate the relationship between the Feedback Intervention Perceptions Scale and motivation. Overall, results support the validity and potential utility of the Feedback Perceptions Scale for both research and practice. Implications for theory and practice and directions for future research are discussed.
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Date Issued: 2015
Identifier: CFE0006237, ucf:51068
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006237

Title: VIE-ing for the Position: An Examination of the Motivational Antecedents of Response Distortion.
Creator: Mihm, David, Jentsch, Kimberly, Wang, Wei, Joseph, Dana, Piccolo, Ronald, University of Central Florida
Abstract / Description: Faking on self-report personality tests is a widespread practice which degrades the construct validity of personality tests when they are used in personnel selection contexts and may lead to suboptimal hiring decisions (Donovan, Dwight, (&) Hurtz, 2003; Schmit (&) Ryan, 1993). While much is known about the factors which enable job applicants to successfully engage in faking (Tett, Freund, Christiansen, Fox, (&) Coaster, 2012), far less is known about how specific applicant perceptions...
Show moreFaking on self-report personality tests is a widespread practice which degrades the construct validity of personality tests when they are used in personnel selection contexts and may lead to suboptimal hiring decisions (Donovan, Dwight, (&) Hurtz, 2003; Schmit (&) Ryan, 1993). While much is known about the factors which enable job applicants to successfully engage in faking (Tett, Freund, Christiansen, Fox, (&) Coaster, 2012), far less is known about how specific applicant perceptions throughout the hiring process influence their decision to engage in this practice. To this end, this study applied Vroom's (1964) expectancy theory to the study of applicant faking. Following the work of prior researchers (Peterson, Griffith, (&) Converse, 2009), this study incorporated an experimental paradigm in which participants were led to believe that they were completing a personality test as part of the hiring process.Results of the study suggested that applicant faking on personality tests within personnel selection contexts is largely driven by valence (the extent to which applicants perceive the job to which they are applying as desirable) and expectancy judgments (an applicant's self-efficacy regarding their ability to successfully engage in faking). However, the three-way interaction between valence, instrumentality, and expectancy judgments which forms the crux of Vroom's (1964) theory did not demonstrate a significant impact on subsequent faking. A positive relationship between cognitive ability and faking was also found, suggesting that highly intelligent job applicants are more prone to engage in this behavior. In addition, applicant integrity demonstrated no relationship to faking behavior, suggesting that job applicants may not view the practice as being unethical. The potential implications of these findings in real-world selection contexts was discussed.
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Date Issued: 2017
Identifier: CFE0006627, ucf:51298
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006627

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: Assessment of Instructional Presentation For Emergency Evacuation Assistive Technology.
Creator: Boyce, Michael, Smither, Janan, Joseph, Dana, Hancock, Peter, Bowers, Clint, Wilson, Darren, University of Central Florida
Abstract / Description: It is often the case that emergency first responders are well equipped and trained to deal with a situation that involves evacuation of someone with a physical disability. However, emergency responders are not always the first line of defense, or they may be otherwise occupied with assisting others. This research examined the effects of instructions for emergency stair travel devices on untrained or novice users. It was hypothesized that through redesign of the evacuation instructions,...
Show moreIt is often the case that emergency first responders are well equipped and trained to deal with a situation that involves evacuation of someone with a physical disability. However, emergency responders are not always the first line of defense, or they may be otherwise occupied with assisting others. This research examined the effects of instructions for emergency stair travel devices on untrained or novice users. It was hypothesized that through redesign of the evacuation instructions, untrained individuals would be able to successfully prepare an evacuation chair and secure someone with a disability more effectively and efficiently. A pre-post study design was used with an instructional redesign occurring as the manipulation between phases. There was an improved subjective understanding and improved performance metrics, such as reduced time on task and a reduction of the number of instructional glances, across three evacuation chairs when using the redesigned instruction sets. The study demonstrated that visual instruction style can account for a significant portion of explained variance in the operation of emergency stair travel devices. It also showed that improvements in instruction style can reduce time on task across device type and age group. The study failed to demonstrate that there was a performance decrement for older adults in comparison to younger adults because of the cognitive slowing of older adult information processing abilities. Results from this study can be used to support future iterations of the Emergency Stair Travel Device Standard (RESNA ED-1) to ensure that instructional design is standardized and optimized for the best performance possible.
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Date Issued: 2014
Identifier: CFE0005136, ucf:50694
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005136

Title: Antecedents of Emotional Labor and Job Satisfaction in the Hospitality Industry.
Creator: Shapoval, Valeriya, Pizam, Abraham, Murphy, Kevin, Kwun, David, Wang, Chung-Ching, Joseph, Dana, University of Central Florida
Abstract / Description: It is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality...
Show moreIt is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality industry, empirical research on EL is very limited, and research on EL during stressful situations is almost nonexistent. To reduce the gap in the prior research, this study is looking into dynamics of a perceived organizational and customer (in) justice as a stress factor on an employee's EL and subsequent job satisfaction. To further understand dynamics of the proposed model, variables such as a gender and intensity of interaction were used as moderating effects. This study extended research done by Spencer and Rupp (2006, 2009) on employees' perceived customer injustice and its effects on employees' EL. This study drew on fairness, effective events, referent cognition, social exchange and action theories to explain why individuals' EL is impacted by injustice extended by guests and organization. Four types of organizational justice (procedural, distributive, interpersonal and informational) were used in this research. The results of the study indicated that employees EL (effort, dissonance) increases with increased effects of distributive (in) justice. EL dissonance had a significant negative effect on job satisfaction and EL effort had a significant positive effect on a job satisfaction. Finally, procedural (in) justice and informational (in) justice had a higher effects on male employees rather than their female counterparts. Since this study is first to explore effects of four facets of organizational (in) justice on employees EL, job satisfaction and gender as moderating effects, this study offers multiple theoretical and managerial implication for evaluation of EL and its antecedents in the hospitality industry.
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Date Issued: 2016
Identifier: CFE0006393, ucf:51505
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006393

Title: Understanding Human Performance and Social Presence: An Analysis of Vigilance and Social Facilitation.
Creator: Claypoole, Victoria, Szalma, James, Mouloua, Mustapha, Sims, Valerie, Hancock, Peter, Joseph, Dana, University of Central Florida
Abstract / Description: Social facilitation is characterized by improved performance on simple, or well-known, tasks and impaired performance on complex, or unfamiliar, tasks. Previous research has demonstrated that the use of social presence may improve performance on cognitive-based tasks that are relevant to many organizational contexts, such as vigilance. However, to date, there has not been consolidation of the research regarding the different implementations of social facilitation, or any analysis indicating...
Show moreSocial facilitation is characterized by improved performance on simple, or well-known, tasks and impaired performance on complex, or unfamiliar, tasks. Previous research has demonstrated that the use of social presence may improve performance on cognitive-based tasks that are relevant to many organizational contexts, such as vigilance. However, to date, there has not been consolidation of the research regarding the different implementations of social facilitation, or any analysis indicating which types of social presence are best under varying conditions. The present dissertation describes three experiments that seek to contribute to a taxonomic framework of social facilitation. Experiment One statistically established a difference in task difficulty between twoversions of a cognitive-based vigilance task by utilizing increasing increments of event rate in order to examine the first factor of the taxonomy (i.e., level of difficulty). Experiment Two explored the effects of two novel manipulations of social presence, electronic performance monitoring (i.e., EPM) and co-acting, in order to demonstrate that both novel forms of social presence could improve performance, and were worth examining further. Finally, ExperimentThree replicated and extended the results of Experiments One and Two by examining the interaction effects of levels of task difficulty and social presence through the use of ten conditions. Overall the results indicates that multiple forms of social presence can improve cognitive performance, however, this effect was not moderated by the level of task difficulty, as suggestedby the predominant theories of social facilitation. This suggests that future work should seek to replicate and extend this finding in order to determine if the level of task difficult is indeed a moderating variable of social facilitation. Additionally, the results demonstrated that social presence could be used in organizational settings in order to improve employee performance, while also sometimes reducing the perceived workload associated with the task.
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Date Issued: 2018
Identifier: CFE0006989, ucf:51631
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006989

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: Interactive Amusement Park Queues: Examining the Indirect Effect of Task Work Load on Guests' Perception of Wait Duration Through Task Immersion.
Creator: Ledbetter, Jonathan, Smither, Janan, Hancock, Peter, Joseph, Dana, Sims, Valerie, Allen, Robert, University of Central Florida
Abstract / Description: With the increasing attendance across amusement and theme parks worldwide, it is not surprising that minimizing the impact of large crowds and long attraction waits on the guests' experience has received much focus by park operators in recent years. Although effective in the short term, attempting to eliminate or reduce wait times by simply increasing capacity cannot be sustained long term. A recent trend in amusement park design is to theme the queue with interactive elements to engage...
Show moreWith the increasing attendance across amusement and theme parks worldwide, it is not surprising that minimizing the impact of large crowds and long attraction waits on the guests' experience has received much focus by park operators in recent years. Although effective in the short term, attempting to eliminate or reduce wait times by simply increasing capacity cannot be sustained long term. A recent trend in amusement park design is to theme the queue with interactive elements to engage guests and occupy their wait time with the intent of making the wait queue part of the attraction itself. Much of the research on the topic of waiting in line focuses on improving the customers' experience while waiting by altering the wait queue. Very little research to date empirically tests the impact that queue characteristics have on a customers' perceived wait duration with the research pool void of any applications to an interactive amusement park queue. This dissertation study tested five hypotheses to determine how playing an interactive math skills game while waiting to ride a virtual roller coaster affected the participants' perceived wait duration. The first hypothesis tested if the participants' perceived wait time decreased as the mental workload of the game increased. The results did not find that this effect of mental workload on perception of time was significant. The second hypothesis tested whether participants who experience higher levels of game immersion estimate perceive wait time to be lower. The results indicated that this effect of game immersion on perceived wait time was significant. The third hypothesis tested whether participants' experience higher levels of game immersion when the perceived mental workload of the math skills game was higher. This effect of mental workload on immersion was found to be significant.Hypothesis 4 tested whether the participants' perceived wait time was indirectly effected by the mental workload of the math skills through immersion. This indirect effect was found to be significant and the results support complete mediation by immersion because the direct effect was not significant with the indirect effect in the model. Hypothesis tested whether the mediated effect of mental workload on time perception via game immersion was moderated by participants' levels of sensation seeking and extraversion. Individual differences of extraversion and sensation seeking were not found to moderate the indirect effect.This study demonstrates that research in the area of time perception can be applied to amusement and theme park queue design. Furthermore, it shows the importance of providing guests with an immersive queue experience to positively impact their perception of wait time, the number one complaint of many amusement and theme park visitors. Future research in this field should examine the individual elements of the queue environment to determine the optimal design to increase the level of immersion for park guests.
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Date Issued: 2016
Identifier: CFE0006135, ucf:51183
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006135

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: Examining the Impact of Error Encouragement on Training Outcomes.
Creator: Lyons, Rebecca, Salas, Eduardo, Jentsch, Florian, Joseph, Dana, Cendan, Juan, Burke, Shawn, University of Central Florida
Abstract / Description: Error management training has been praised as an effective strategy for facilitating adaptive transfer. However, potential variations have not yet been examined to determine if an alternative format may be equally or more effective. As standard practice, error-related instructions in error management training encourage learners to make errors and to view these errors as learning opportunities. Also, an overwhelming majority of research on this topic has focused learner development of...
Show moreError management training has been praised as an effective strategy for facilitating adaptive transfer. However, potential variations have not yet been examined to determine if an alternative format may be equally or more effective. As standard practice, error-related instructions in error management training encourage learners to make errors and to view these errors as learning opportunities. Also, an overwhelming majority of research on this topic has focused learner development of procedural computer software skills. The empirical literature provides little guidance in terms of the boundaries within which error management training is an effective training approach. The purpose of this research was to examine the relative effectiveness of a modified error management training approach for influencing adaptive transfer in contrast to both standard error management training and error avoidant training. The modified error management approach encouraged learners to do their best to avoid errors, but maintained traditional instructions to learn from errors. The effectiveness of these three training conditions for promoting adaptive transfer was examined in two studies. The first study applied the error strategies to a complex decision-making task, and the second study compared the strategies relative effectiveness for a fine motor skills task. Study 1 results indicated that both error management training approaches were associated with higher adaptive learning compared to an error avoidant training approach. Error management and the modified error management did not significantly differ. In Study 2, error management training and error avoidant training both demonstrated greater adaptive transfer than did the modified approach. The mediating roles of metacognition and emotion regulation were examined, but unsupported, in both studies. Implications for future research and organizational practice are discussed.
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Date Issued: 2014
Identifier: CFE0005372, ucf:50444
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005372

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

meta-analysis (4)	+ -
leadership (3)	+ -
Performance (2)	+ -
affect (2)	+ -
discrimination (2)	+ -

job attitudes (2)	+ -
mistreatment (2)	+ -
team performance (2)	+ -
teams (2)	+ -
Affect (1)	+ -
Assistive Technology (1)	+ -
Behavioral Engagement (1)	+ -
CWB (1)	+ -
CWB-I (1)	+ -
CWB-O (1)	+ -
Cognition (1)	+ -
Collaboration (1)	+ -
Core Self-Evaluations (1)	+ -
Education (1)	+ -
Emergency Stair Travel Devices (1)	+ -
Emotional Intelligence (1)	+ -
Emotions (1)	+ -
Employee Engagement (1)	+ -
Feedback (1)	+ -
Human Factors (1)	+ -
Human Performance (1)	+ -
Immersion (1)	+ -
Instructional Design (1)	+ -
Job Attitudes (1)	+ -
LMX (1)	+ -

Joseph, Dana (34)	+ -
University of Central Florida (34)	+ -
Fritzsche, Barbara (16)	+ -
Salas, Eduardo (7)	+ -
Burke, Shawn (6)	+ -

Jentsch, Florian (5)	+ -
Beus, Jeremy (4)	+ -
Bowers, Clint (4)	+ -
Jentsch, Kimberly (4)	+ -
Hancock, Peter (3)	+ -
Negy, Charles (3)	+ -
Roth, Colin (3)	+ -
Szalma, James (3)	+ -
Wang, Wei (3)	+ -
Beidel, Deborah (2)	+ -
Cassisi, Jeffrey (2)	+ -
De Pesa, Natasha (2)	+ -
Dhanani, Lindsay (2)	+ -
Dipboye, Robert (2)	+ -
McCord, Mallory (2)	+ -
Mouloua, Mustapha (2)	+ -
Neider, Mark (2)	+ -
Sims, Valerie (2)	+ -
Smither, Janan (2)	+ -
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