View All Items

Title: MENTORING EXPATRIATE EMPLOYEES: THE INFLUENCE OF MULTIPLE MENTORS ON OVERSEAS EXPERIENCES.
Creator: Littrell, Lisa, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: Sending employees overseas for international work assignments has become a popular practice among today's multinational corporations, albeit one fraught with challenges. These expatriate employees, individuals who relocate internationally for work assignments, face many difficulties ranging from problematic adjustment to inadequate preparation. Mentoring has been proposed as one strategy for alleviating the challenges faced by expatriates and for providing the support expatriates need...
Show moreSending employees overseas for international work assignments has become a popular practice among today's multinational corporations, albeit one fraught with challenges. These expatriate employees, individuals who relocate internationally for work assignments, face many difficulties ranging from problematic adjustment to inadequate preparation. Mentoring has been proposed as one strategy for alleviating the challenges faced by expatriates and for providing the support expatriates need before, during, and after their assignments (Harvey & Wiese, 2002; Mezias & Scandura, 2005). In fact, expatriates that report having a mentor are more likely than expatriates without mentors to have positive career outcomes such as increased job satisfaction and organizational socialization (Feldman & Bolino, 1999; Feldman & Thomas, 1992). Yet, research on expatriate mentoring is still in its infancy as very little empirical research has been conducted. This study will extend past research by 1) investigating the effects of having a mentor and the amount of mentoring provided, 2) exploring the isolated impact of both career development and psychosocial support on expatriate outcomes, and 3) examining the unique impact of mentoring provided by home and host country mentors. The results revealed that the number of mentors that an expatriate reported having was not related to expatriate socialization, cross-cultural adjustment, job satisfaction, intent to remain for the duration of the assignment, or intent to turnover. The results also showed that for the expatriates having two or more mentors, having a diverse group of mentors, that is, at least one mentor from the home country and one mentor from the host country, was not related to any of the expatriate outcomes examined. Further, the results indicated that home and host country colleagues provide unique mentoring functions that predict expatriate outcomes on overseas assignments. Theoretical and practical implications based upon these findings are discussed.
Show less
Date Issued: 2007
Identifier: CFE0001648, ucf:47235
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001648

Title: THE INFLUENCE OF GOAL ORIENTATION ON TRAINEE LEARING STRATEGIES AND OUTCOMES OF A WORK READINESS PROGRAM.
Creator: Singleton, Charyl, Jentsch, Kimberly, University of Central Florida
Abstract / Description: Goal orientation is a construct that has been used to explain individuals' focus in achievement situations. Three subcomponents of this construct have been linked to a number of training-related processes and outcomes. Those higher on avoid performance goal orientation withdraw from situations in which they may appear incompetent to others. Those higher on prove performance goal orientation approach situations in which they can demonstrate their competence to others. Finally, those high...
Show moreGoal orientation is a construct that has been used to explain individuals' focus in achievement situations. Three subcomponents of this construct have been linked to a number of training-related processes and outcomes. Those higher on avoid performance goal orientation withdraw from situations in which they may appear incompetent to others. Those higher on prove performance goal orientation approach situations in which they can demonstrate their competence to others. Finally, those high on learning goal orientation approach situations in which they can continually grow and master new skills. Prior research has consistently found that effective learning strategies and outcomes are positively associated with learning goal orientation and negatively associated with avoid goal orientation. However, the findings with respect to prove goal orientation have been mixed. One possible reason for this is that the effect of prove goal orientation may be dependent on one's concurrent level of learning goal orientation. The present study investigated this notion using participants from an understudied population: unemployed adults. Specifically, data were collected from 188 unemployed females who participated in a training program designed to enhance basic work competencies necessary for most entry-level jobs. Results indicated that those higher on avoid performance goal orientation put forth less effort in voluntary practice activities took longer to complete the training program and learned less than those lower on avoid performance goal orientation. Additionally, prove performance goal orientation interacted with learning goal orientation to predict the amount of time spent practicing and learning. Theoretical and practical implications for training needs analysis, development, and assessment will be discussed.
Show less
Date Issued: 2007
Identifier: CFE0001951, ucf:47460
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001951

Title: THE IMPACT OF ORGANIZATIONAL POLITICS ON MENTORING RELATIONSHIPS.
Creator: Bencaz, Nicholas, Jentsch, Kimberly, University of Central Florida
Abstract / Description: Mentoring in the workplace has become an increasingly popular trend because of its touted success at addressing the career and social related needs of employees. While the majority of the research on mentoring has examined protégé benefits, far fewer studies have examined the potential negative effects of mentoring. Moreover, little is known about the antecedents of negative mentoring experiences. A primary objective of the present study was to investigate relations between...
Show moreMentoring in the workplace has become an increasingly popular trend because of its touted success at addressing the career and social related needs of employees. While the majority of the research on mentoring has examined protégé benefits, far fewer studies have examined the potential negative effects of mentoring. Moreover, little is known about the antecedents of negative mentoring experiences. A primary objective of the present study was to investigate relations between mentor and protégé perceptions of organizational politics and reports of functional and dysfunctional mentoring. In addition, I examined the joint contribution of functional and dysfunctional mentoring to a number of protégé outcomes. Data were collected from 93 mentor-protégé dyads employed across the United States by a marketing communications business. Results indicated that mentors who perceived their climate to be more political expressed greater motivation to mentor for their own self-enhancement and lesser motivation to mentor for their own intrinsic satisfaction. Protégés who perceived their climate to be more political reported a greater incidence of dysfunctional mentoring. Protégé reports of the functional mentoring they received accounted for unique variance in predicting supervisor ratings of their performance, whereas dysfunctional mentoring accounted for unique variance in predicting turnover intentions, stress, and job satisfaction. The results of this study broaden our understanding of the manner in which mentoring relationships can go awry.
Show less
Date Issued: 2008
Identifier: CFE0002195, ucf:47923
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002195

Title: THE EFFECTS OF TRAINING ON GOAL ORIENTATION, MENTORING RELATIONSHIP PROCESSES, AND OUTCOMES.
Creator: Scielzo, Shannon, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: The purpose of the current study was to examine the effectiveness of preparatory training for mentors and protégés with respect to relationship processes and outcomes. Specifically, it was proposed that training provided to mentors and their protégés should foster a high learning goal orientation and a low avoid goal orientation. The former is associated with learning for the sake of continuous improvement and the latter is associated with a willingness to be...
Show moreThe purpose of the current study was to examine the effectiveness of preparatory training for mentors and protégés with respect to relationship processes and outcomes. Specifically, it was proposed that training provided to mentors and their protégés should foster a high learning goal orientation and a low avoid goal orientation. The former is associated with learning for the sake of continuous improvement and the latter is associated with a willingness to be perceived by others as having failed at a task. It was hypothesized that mentors and protégés who received goal orientation training prior to beginning their formal mentoring sessions would engage in greater feedback-seeking and would be more willing to self-disclose potentially ego-threatening information. Moreover, it was expected that training would also lead participants to expect such behaviors from their partners and as a result respond more positively when the desired behaviors were demonstrated. Eighty (i.e., first and second semester freshmen) were paired with eighty mentors (i.e., college juniors and seniors with a minimum grade point average of 3.0), resulting in a total of 160 study participants. All participants received one hour of preparatory training. A two by two factorial design was employed whereby mentors and protégés each received either goal orientation training or training simply designed to orient them to computer-mediated communication. After training, mentors and protégés met with one another using online chat for four, 30-minute weekly chat sessions. Results indicated that a) protégés in a high state of avoid goal orientation felt they received less psychosocial support the more their mentor disclosed his/her own personal downfalls, b) mentors who received goal orientation training felt they had provided greater career support the more their protégés sought feedback but the reverse was true for mentors who did not receive goal orientation training, c) mentor self-disclosure was more strongly related to their protégé's self-disclosure if the protégé had received goal orientation training, and finally d) mentor and protégé perceptions of the psychosocial and career support that had been provided/received during online sessions were more strongly correlated if the two had received the same type of preparatory training (especially if both received goal orientation training).
Show less
Date Issued: 2008
Identifier: CFE0002203, ucf:47918
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002203

Title: CONTROLLING OUR EMOTION AT WORK: IMPLICATIONS FOR INTERPERSONAL AND COGNITIVE TASK PERFORMANCE IN A CUSTOMER SERVICE SIMULATION.
Creator: Feldman, Moshe, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: Display rules are used by organizations to define appropriate behaviors and expressions while interacting with others in the workplace. Emotional labor is a function of the effort required to adhere to these display rules and has been associated with negative outcomes such as stress and burnout which can lead to higher levels of turnover and health care costs for the organization. In addition, evidence suggests that emotional labor may come at a cognitive cost as well. Hence, reducing the...
Show moreDisplay rules are used by organizations to define appropriate behaviors and expressions while interacting with others in the workplace. Emotional labor is a function of the effort required to adhere to these display rules and has been associated with negative outcomes such as stress and burnout which can lead to higher levels of turnover and health care costs for the organization. In addition, evidence suggests that emotional labor may come at a cognitive cost as well. Hence, reducing the amount of emotional labor should be beneficial to both employees and organizations alike. The current study used a customer service simulation to investigate the effects of emotion regulation training on cognitive, affective, and performance outcomes. Furthermore, personality display rule congruence was proposed as a moderator. Specifically, I compared the effects of training participants to use deep acting or surface acting strategies. Deep acting involves cognitively reappraising situations so that one genuinely feels the appropriate emotion whereas surface acting simply involves modifying the outward display of one's emotions. I expected deep acting to improve interpersonal performance through an affective route and to improve cognitive task performance through a reduction in emotional labor. Seventy-three participants were randomly assigned to one of the two training conditions. Performance was assessed during an interactive customer service simulation. Training participants to use deep acting strategies improved their positive mood, reduced their emotional labor, and increased their cognitive task performance. Emotional labor was negatively associated with cognitive task performance whereas positive mood was positively related to interpersonal performance. Finally, the effects of training on emotional labor, mood, and cognitive performance differed depending on the degree to which participants' personality was congruent with the display rules given to them. However, contrary to expectations, training condition had a stronger effect on negative mood (reduced it), emotional labor (reduced it), and cognitive performance (increased it) the more congruent participants' personalities were to the display rules given. These findings have implications for both employee selection and training.
Show less
Date Issued: 2008
Identifier: CFE0002225, ucf:47921
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002225

Title: YOU SCRATCH MY BACK AND I'LL SCRATCH YOURS: MENTOR-PERCEIVED COSTS AND BENEFITS AND THE FUNCTIONS THEY PROVIDE THEIR PROTéGéS.
Creator: Fullick, Julia, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: Mentoring relationships can have both costs and benefits for mentors and their protégés. The present research examined the degree to which mentors' perceived costs and benefits affect the functional and dysfunctional mentoring they provide to their protégés. Additionally, I investigated whether mentor-perceived costs and benefits were associated with the mentors' own goal orientation and the goal orientation of their protégés. Data were...
Show moreMentoring relationships can have both costs and benefits for mentors and their protégés. The present research examined the degree to which mentors' perceived costs and benefits affect the functional and dysfunctional mentoring they provide to their protégés. Additionally, I investigated whether mentor-perceived costs and benefits were associated with the mentors' own goal orientation and the goal orientation of their protégés. Data were collected from 86 protégés and their current supervisory mentors. Consistent with expectations, when mentors reported greater costs of embarrassment associated with their relationship, the protégé reported receiving greater dysfunctional mentoring. Protégés who reported receiving greater functional mentoring tended to have mentors who perceived greater benefits of mentoring them. Both protégé and mentor goal orientations demonstrated significant correlations with mentor-perceived costs and benefits of their relationships. Implications for training and reinforcing functional mentoring will be discussed.
Show less
Date Issued: 2008
Identifier: CFE0002404, ucf:47766
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002404

Title: EFFECTIVE TIMING OF FEEDBACK DURING SCENARIO BASED TEAM TRAINING WITHIN A SIMULATED ENVIRONMENT.
Creator: Astwood, Randolph, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: Scenario based training (SBT) allows organizations to train the competencies necessary for effective performance in an environment that replicates critical aspects of the transfer or operational setting. One of the most salient training features that can be delivered during SBT is feedback. Task feedback may be provided to trainees either during a training scenario (immediately following actions) or between training scenarios (after action review). However, little is known regarding the...
Show moreScenario based training (SBT) allows organizations to train the competencies necessary for effective performance in an environment that replicates critical aspects of the transfer or operational setting. One of the most salient training features that can be delivered during SBT is feedback. Task feedback may be provided to trainees either during a training scenario (immediately following actions) or between training scenarios (after action review). However, little is known regarding the effects of immediate versus delayed feedback given to teams. Prior research on training individuals suggests that immediate feedback improves performance as assessed immediately after training (acquisition performance), however delayed feedback improves performance after time has passed (retention performance). Moreover, several individual training studies have found that trainee goal orientation moderates the influence of instructional features such as goal difficulty and content organization. I hypothesized that team member goal orientation would also moderate the influence of feedback timing on team performance. Three facets of goal orientation were assessed. Learning goal orientation refers to the extent to which individuals strive towards the mastery of skills for the sake of continuous improvement. Prove goal orientation refers to the extent to which individuals strive to demonstrate their own competence to others. Finally, avoid goal orientation refers to the extent to which individuals seek to avoid demonstrating their incompetence to others. Participants were 160 undergraduate psychology students assigned to 80 two-person teams. These teams were trained and tested using a simulated military task called the Forward Observer Personal Computer-based Simulator. Teams received 36 minutes of training prior to performing a skill acquisition test on day one of the experiment. One week later teams returned to perform a skill retention test. Teams were randomly assigned to receive immediate feedback during their team training scenarios or delayed feedback following each training scenario. Results indicated that the timing of feedback had no impact on acquisition performance. As predicted, however, teams that had received delayed feedback outperformed those that had received immediate feedback on the retention test. Moreover, the positive impact of delayed feedback on retention performance was greatest for teams that scored higher on a measure of state learning goal orientation on the day of their training. This interaction was mediated by the team's perception of the instrumentality of the feedback provided to them. Theoretical and practical implications, as well as, limitations and directions for future research are discussed.
Show less
Date Issued: 2009
Identifier: CFE0002672, ucf:48244
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002672

Title: Beauty and the Beast: The Attractiveness Bias in an Online Peer Mentoring Program.
Creator: Garcia, Carollaine, Jentsch, Kimberly, Jentsch, Florian, Fritzsche, Barbara, Burke, Shawn, University of Central Florida
Abstract / Description: The bias against attractiveness is fairly implicit and furthermore, powerfully impacts people's subsequent impressions of and behaviors toward others (Cash, Gillen, (&) Burns, 1977; Dion et al., 1972). Pallet, Link and Lee (2010) examined the effect of various facial spatial configurations on attractiveness and found that raters rated faces as most attractive when the eye-to-mouth ratio approximated 36% of the face length (the "golden ratio"), which coincides with the measurements of an...
Show moreThe bias against attractiveness is fairly implicit and furthermore, powerfully impacts people's subsequent impressions of and behaviors toward others (Cash, Gillen, (&) Burns, 1977; Dion et al., 1972). Pallet, Link and Lee (2010) examined the effect of various facial spatial configurations on attractiveness and found that raters rated faces as most attractive when the eye-to-mouth ratio approximated 36% of the face length (the "golden ratio"), which coincides with the measurements of an average and thus more attractive face. The present study examined the extent to which the distance of these objectively measured facial features affected mentors' perceptions of their prot(&)#233;g(&)#233;s, the subsequent mentoring given to them, and the prot(&)#233;g(&)#233;s' own behavior (e.g. seek feedback, request specific information).The gender composition of the mentor-prot(&)#233;g(&)#233; dyad was expected to moderate these relationships. I also examined whether, given the expected effects of facial measurements, withholding access to visual cues would affect mentor perceptions and behavior. Participants were 118 mentor/prot(&)#233;g(&)#233; dyads from a large Southeastern university who volunteered to participate in a formal online peer mentoring program. After seeing their prot(&)#233;g(&)#233;s' profiles (and for those in the experimental condition, a picture), mentors chatted with their prot(&)#233;g(&)#233;s once a week for 30 minutes for a total of 4 weeks. Results indicated that prot(&)#233;g(&)#233;s with facial features moderately distant from the golden ratio were perceived as more similar by mentors in same-gender dyads and received greater mentoring than did prot(&)#233;g(&)#233;s closest and farthest from the golden ratio. In opposite-gender dyads, however, mentors reported greater similarity toward those that were farthest from the golden ratio but provided the greatest mentoring to those closest to the golden ratio. The relationship between facial measurements and prot(&)#233;g(&)#233; proactivity was moderated by whether or not their mentor had access to their picture. While prot(&)#233;g(&)#233;s closest to the ratio were more proactive in the picture condition, those that were farthest from it were more proactive in the non-picture condition. Proactivity was as expected associated with greater levels of mentoring, which was ultimately related to a more fulfilled and beneficial relationship for prot(&)#233;g(&)#233;s (i.e. less stress, greater self-efficacy and satisfaction). The results of this study indicate that facial measurements are associated with both differences in mentor and in prot(&)#233;g(&)#233; behavior and that the specific nature of these relationships differs as a function of gender composition. Implications for practice and theory will be discussed.
Show less
Date Issued: 2012
Identifier: CFE0004504, ucf:49275
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004504

Title: Are You My Profession? Mentoring, OCBs, and Professional Identity.
Creator: Fullick, Julia, Jentsch, Kimberly, Jentsch, Florian, Jasinski, Jana, University of Central Florida
Abstract / Description: The purpose of the current study was to investigate the influence that academic major advisors and informal mentors can have on an individual's identification with a professional organization and their ensuing level of involvement in that professional organization. The present study is unique in that it is among the few to examine mentoring and OCBs in the context of a voluntary professional organization. Participants were 309 individuals with a doctoral degree who are members of the Society...
Show moreThe purpose of the current study was to investigate the influence that academic major advisors and informal mentors can have on an individual's identification with a professional organization and their ensuing level of involvement in that professional organization. The present study is unique in that it is among the few to examine mentoring and OCBs in the context of a voluntary professional organization. Participants were 309 individuals with a doctoral degree who are members of the Society for Industrial and Organizational Psychology (SIOP), a large professional organization with 7,847 total members (in 2011). The specific type of OCB investigated in this study was voluntary service as a member of committees within the professional organization. Results indicated that individuals' identification with a particular professional organization was stronger if their academic advisor had engaged in greater OCBs within the organization (i.e., chaired a greater number of committees) and if they had one or more informal mentors who were also members of the same professional organization. Those with a greater number of informal mentors in addition to their academic mentor engaged in greater OCBs within the organization (i.e., participated as a member of more committees). Finally, those reporting at least one informal mentor in addition to their academic advisor engaged in greater OCBs within the organization if their informal mentors had engaged in a greater number of OCBs and when those multiple mentors were more balanced with regard to their to their professional setting (i.e., academia or practitioner). Implications for theory and practice will be discussed.
Show less
Date Issued: 2012
Identifier: CFE0004501, ucf:49281
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004501

Title: The Effects of Scoring Technique on Situational Judgment Test Validity.
Creator: Miller, Daniel, Jentsch, Kimberly, Jentsch, Florian, Fritzsche, Barbara, Burke, Shawn, University of Central Florida
Abstract / Description: Situational Judgment Tests (SJTs) are frequently used by organizations as a face-valid selection measure with low adverse impact and a relatively strong relationship with relevant criteria. Despite their common use, there remain several research questions regarding the theoretical foundations and characteristics of SJTs. Additionally, developments in SJT scoring provide fertile ground for research to validate new scoring techniques to better predict criteria of interest. Motowidlo and his...
Show moreSituational Judgment Tests (SJTs) are frequently used by organizations as a face-valid selection measure with low adverse impact and a relatively strong relationship with relevant criteria. Despite their common use, there remain several research questions regarding the theoretical foundations and characteristics of SJTs. Additionally, developments in SJT scoring provide fertile ground for research to validate new scoring techniques to better predict criteria of interest. Motowidlo and his colleagues (2006) recently developed a scoring technique for SJTs based on the principle of Implicit Trait Policies (ITPs) which are implicit beliefs concerning the effectiveness of different behavioral choices that demonstrate varying levels of targeted traits. Individuals high in these targeted traits will rate item responses that demonstrate high levels of that particular trait as more effective. Taking into consideration this new method, and also considering the multitude of scoring methods already available to test developers, it logically follows that these different scoring methods will have different correlations with constructs of interest, and that by using this new method it may be possible to achieve a much higher correlation with personality. The effects of scoring technique on relationships between SJT scores and constructs of interest such as personality will in turn have effects on the criterion validity of the SJT. This research explored how scoring methods affected the relationship SJT scores have with general mental ability, personality traits, typical performance, and maximum performance. Results indicated significant differential validity as a function of the respondents' race. For minority participants, SJT scores predicted (")maximum performance ratings(") in a simulation exercise but not (")typical performance ratings(") provided by familiar peers. However, the reverse was true for Caucasian participants. The two scoring methods demonstrated differential validity. However, the nature of these differences varied as a function of the performance dimension in question (i.e., agreeableness, extraversion). Implications for future research will be discussed as well as the practical implications of these findings.
Show less
Date Issued: 2011
Identifier: CFE0004484, ucf:49314
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004484

Title: Assessment Center Structure and Construct Validity: A New Hope.
Creator: Wiese, Christopher, Jentsch, Kimberly, Salas, Eduardo, Jentsch, Florian, Burke, Shawn, University of Central Florida
Abstract / Description: Assessment Centers (ACs) are a fantastic method to measure behavioral indicators of job performance in multiple diverse scenarios. Based upon a thorough job analysis, ACs have traditionally demonstrated very strong content and criterion-related validity. However, researchers have been puzzled for over three decades with the lack of evidence concerning construct validity. ACs are designed to measure critical job dimensions throughout multiple situational exercises. However, research has...
Show moreAssessment Centers (ACs) are a fantastic method to measure behavioral indicators of job performance in multiple diverse scenarios. Based upon a thorough job analysis, ACs have traditionally demonstrated very strong content and criterion-related validity. However, researchers have been puzzled for over three decades with the lack of evidence concerning construct validity. ACs are designed to measure critical job dimensions throughout multiple situational exercises. However, research has consistently revealed that different behavioral ratings within these scenarios are more strongly related to one another (exercise effects) than the same dimension rating across scenarios (dimension effects). That is, results from ACs suggest that we are unsure of what these behavioral measures represent. Over the last three decades, researchers have sought to illuminate why same dimension ratings are inconsistent across scenarios. However, these investigations have been limited to changes influencing the source of the ratings (e.g., assessors, trained raters). No approach has been taken to change the structure of the AC. This study breaks with tradition and introduces a structurally different AC: A Day-In-The Life AC (DITLAC). A DITLAC structure is designed to mimic that of a normal day on the job. In the present study, the construct validity between a DITLAC and a traditionally structured AC is compared with the argument that the DITLAC will demonstrate stronger construct validity evidence. In several cases, this was found to be true.
Show less
Date Issued: 2015
Identifier: CFE0005905, ucf:50878
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005905

Title: Not Woman Enough Harassment: Scale Development and an Integrated Model from Antecedent to Outcome.
Creator: Wolcott, Amanda, Jentsch, Kimberly, Jentsch, Florian, Shoss, Mindy, Lopez, Stephanie, University of Central Florida
Abstract / Description: The rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very...
Show moreThe rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very specific types of behavior based on one's sex and gender stereotypes. In this dissertation, I introduce the construct of Not Woman Enough Harassment, or the extent to which women perceive that they are treated unfavorably because they do not meet traditionally held stereotypes of femininity. A scale was developed and validated in order to measure this type of harassment, and a model from antecedent to outcome was proposed. Results demonstrated that not woman enough harassment was experienced by approximately 32.5% of the sample. The scale showed good psychometric properties, with two distinct factors of harassment based on physical and non-physical traits. Not woman enough harassment was demonstrated to be distinct from other forms of sexual and workplace harassment. Discomfort with gender norm conformity and masculine physical and non-physical expression were shown to be antecedents of not woman enough harassment, along with a moderating effect of job gender context. In addition, not woman enough harassment significantly predicted decreased job satisfaction, affective organizational commitment, and task performance and increased withdrawal and job stress. Similar patterns were found for males with not man enough harassment.
Show less
Date Issued: 2017
Identifier: CFE0006962, ucf:51629
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006962

Title: Facilitating Adaptive Team Performance: The Influence of Membership Fluidity on Learning.
Creator: Bedwell, Wendy, Salas, Eduardo, Jentsch, Kimberly, Jentsch, Florian, Rico Munoz, Ramon, Fiore, Stephen, University of Central Florida
Abstract / Description: Organizations across work domains that utilize teams to achieve organizational outcomes experience change. Resources change. Project deadlines change. Personnel change. Within the scientific community, research has recently surged on the topic of team adaptation to address the issue of change specifically within teams. There have generally been two lines of research regarding team adaptation (task and membership). This effort is focused on membership. Teams are not static(-)members come and...
Show moreOrganizations across work domains that utilize teams to achieve organizational outcomes experience change. Resources change. Project deadlines change. Personnel change. Within the scientific community, research has recently surged on the topic of team adaptation to address the issue of change specifically within teams. There have generally been two lines of research regarding team adaptation (task and membership). This effort is focused on membership. Teams are not static(-)members come and go. The membership adaptation literature has traditionally focused on the performance effects of newcomers to teams. Yet in practice, more and more teams today experience membership loss without replacement. Military units are stretched to capacity. Economic conditions have forced organizations to do more with less. When members leave, they are rarely, if ever, replaced. The very nature of some organizations lends itself to fluid team memberships. Consider an emergency room where a team of nurses and doctors work on Patient A. When a more critical Patient B arrives that requires the expertise of one of those team members, that doctor will leave the Patient A to tend to the Patient B. This practice is common in such work environments. Yet despite the prevalence of this practice, the scientific community knows very little about the impact of losing members on team performance. The current study examines the impact of membership fluidity on team performance. The purpose of this study was twofold. First, there was the need to address an empirical gap in the adaptation literature by focusing on membership changes (loss and loss with replacement) in non-creative tasks. Second was the consideration of the processes underlying adaptation(-)namely learning, operationalized as the development of effective shared mental models (SMMs). Thus, a primary goal was to determine the magnitude of team performance decrements associated with such changes within a decision-making task as well as the associated changes in team process. Results suggest that three-person intact teams demonstrated greater adaptive performance than membership loss with replacement teams. Furthermore, two-person intact teams developed more similar task and team interaction SMMs than membership loss teams when SMMs were indexed as a Euclidean distance score. There were no differences in the level of sharedness regarding task, team interaction or teammate SMMs for three-person intact teams as compared to membership loss with replacement teams. However, when teammate SMMs were operationalized as the personality facets (i.e., the Big 5) in exploratory analyses, three-person intact teams did develop more similar SMMs regarding the agreeableness facet than membership loss with replacement teams. Additionally, when operationalized as Euclidean distance, the agreeableness facet significantly predicted adaptive team performance(-)specifically, the smaller the distance (i.e., more similar the MMs), the greater the adaptive performance in teams. When operationalized as the similarity index, the neuroticism facet significantly predicted adaptive team performance such that the more similar the SMMs, the greater the adaptive performance in teams. Results suggest that membership fluidity does negatively influence the development of shared mental models among teammates. Furthermore, this study provides additional evidence that teammate and team interaction mental models, which are typically not examined together in team studies, are differentially influenced by membership fluidity and differentially predict outcomes like adaptive team performance. This suggests researchers should include both of these cognitive components of team performance to fully understand the nature of these constructs.
Show less
Date Issued: 2012
Identifier: CFE0004356, ucf:49448
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004356

Title: Who is the best judge of personality: Investigating the role of relationship depth and observational breadth on the accuracy of third-party ratings.
Creator: Tindall, Mitchell, Jentsch, Kimberly, Szalma, James, Wang, Wei, Piccolo, Ronald, University of Central Florida
Abstract / Description: To date, the vast majority of research regarding personality in IO Psychology has relied on self-report assessments. Despite support for the utility of third-party assessments, IO Psychologists have only just begun extensive research in this area. Connelly and Ones (2010) conducted a meta-analysis that demonstrated that accuracy of third-party ratings improved as intimacy between the judge and the target grew. This remained true with the exception of predicting behavioral criteria, where non...
Show moreTo date, the vast majority of research regarding personality in IO Psychology has relied on self-report assessments. Despite support for the utility of third-party assessments, IO Psychologists have only just begun extensive research in this area. Connelly and Ones (2010) conducted a meta-analysis that demonstrated that accuracy of third-party ratings improved as intimacy between the judge and the target grew. This remained true with the exception of predicting behavioral criteria, where non-intimates maintained superior predictability (Connelly (&) Ones, 2010). This was later contradicted by a recent investigation that found the best predictive validity for third-party assessments when they are taken from personal acquaintances as opposed to work colleagues (Connelly (&) Hulsheger, 2012). The current study is intended to investigate how the depth of the relationship and breadth of behavioral observations differentially moderate the relationship between third-party personality assessments and accuracy criteria (i.e., self-other overlap, discriminant validity and behavior). Results indicate that both depth and breadth impact accuracy criteria and they do so differentially based on trait visibility and evaluativeness. These findings will be discussed along with practical implications and limitations of the following research.
Show less
Date Issued: 2015
Identifier: CFE0006014, ucf:51007
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006014

Title: Counterproductive Work Behaviors, Justice, and Affect: A Meta-Analysis.
Creator: Cochran, Megan, Joseph, Dana, Fritzsche, Barbara, Jentsch, Kimberly, University of Central Florida
Abstract / Description: Counterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and...
Show moreCounterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and informational) and the mediating effect of state affect. The current paper meta-analyzed the relationships between justice, CWB, and state affect and found that justice was negatively related to dimensions of CWB and state positive/negative affect were negatively/positively related to CWB dimensions, respectively. However, mediation of the relationship between justice and CWB by state affect was inconsistent across justice types and CWB dimensions. These findings suggests that, while managers should maintain an awareness of justice and state affect as individual predictors of CWBs, the current study does not necessarily support the claim that state affect explains the relationship between justice and counterproductive work behavior dimensions.
Show less
Date Issued: 2014
Identifier: CFE0005151, ucf:50689
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005151

Title: Seriously Though... Is Positive Workplace Humor a Help or a Hindrance?: The Impact of Coworker-Employee Humor Interactions on Employee Well-Being and Effectiveness.
Creator: Sierra, Mary Jane, Jentsch, Kimberly, Salas, Eduardo, Dipboye, Robert, Piccolo, Ronald, University of Central Florida
Abstract / Description: The prevalence and importance of humor in the workplace has been well-documented over the past several decades, with research consistently revealing its significant impact on employee well-being and effectiveness. During this same time period, organizations worldwide have begun embracing team-based work designs as a means for achieving success. As a result, the degree to which employees are engaging in both frequent and intensive interactions with their coworkers is rapidly increasing....
Show moreThe prevalence and importance of humor in the workplace has been well-documented over the past several decades, with research consistently revealing its significant impact on employee well-being and effectiveness. During this same time period, organizations worldwide have begun embracing team-based work designs as a means for achieving success. As a result, the degree to which employees are engaging in both frequent and intensive interactions with their coworkers is rapidly increasing. Despite these trends, little research has been dedicated to investigating the ways in which employees' well-being and effectiveness are influenced by the humor of their coworkers or the ways in which employees' own humor interacts with that of their coworkers to determine these outcomes. The current study answered the need for such research by investigating the impact of coworker-employee humor interactions on employee strain and performance using a sample of undergraduate-level students engaged in a high-fidelity work simulation. In the current study, coworker humor was experimentally manipulated by pairing each participant with a study confederate who was trained to act as either a non-humorous coworker or a humorous coworker throughout the duration of the work simulation. Results of a pilot study provided empirical evidence supporting the validity of this manipulation; showing that participants' paired with a humorous confederate coworker rated their coworker significantly higher on positive humor, but no different on negative humor, than participants' paired with a non-humorous confederate coworker. Based on theory and prior findings drawn from multiple streams of science, it was expected that positive coworker humor would have a significant impact on employees' strain and performance, but that the nature of its influence on these outcomes would be contingent upon employees' own dispositional humor. Specifically, it was hypothesized that employees paired with humorous coworkers would experience a lesser degree of perceived, affective, cognitive, and physical strain than employees paired with non-humorous coworkers if their own sense of humor was high but a greater degree of perceived, affective, cognitive, and physical strain than employees paired with non-humorous coworkers if their own sense of humor was low. In addition, it was expected that employees paired with humorous coworkers would demonstrate a higher level of interpersonal and task performance than employees paired with non-humorous coworkers if their own sense of humor was high but a lower level of interpersonal and task performance than employees paired with non-humorous coworkers if their own sense of humor was low. Finally, it was hypothesized that employees' strain would partially mediate the effects of coworker-employee humor interactions on employee performance.In support of these hypotheses, analyses revealed that several indicators of employees' perceived, affective, cognitive, and physical strain were in fact each significantly influenced by interactions between employees' own humor and that of their coworkers. Specifically, high sense of humor employees who worked with a humorous coworker experienced a lesser degree of perceived, affective, cognitive, and physical strain than did those who worked with a non-humorous coworker. This was evidenced by their lower self-reported perceived strain (an indicator of perceived strain), higher state-level positive affect and lower state-level negative affect (indicators of affective strain), higher anagram task performance and lower perceived task difficulty (indicators of cognitive strain), as well as their lower systolic blood pressure and lower state-level somatic anxiety (indicators of physical strain). In contrast, low sense of humor employees who worked with a humorous coworker experienced a greater degree of perceived, affective, cognitive, and physical strain than did those who worked with a non-humorous coworker. This was evidenced by their higher self-reported perceived strain, lower state-level positive affect and higher state-level negative affect, lower anagram task performance and higher perceived task difficulty, as well as their higher systolic blood pressure and higher state-level somatic anxiety. Consistent with expectations, results revealed that the degree to which employees experienced job strain typically varied based on the degree to which there was a match between employee sense of humor and coworker positive humor levels. Similar levels of coworker and employee humor generally resulted in relatively low levels of employee strain whereas dissimilar levels of coworker and employee humor most often resulted in relatively high levels of employee strain. Contrary to expectations, however, coworkers' positive humor and employees' sense of humor did not interact to predict employees' interpersonal or task performance. Instead, positive coworker humor had a significant positive main effect on both forms of employee performance. Although these findings are consistent with the study hypotheses in that positive coworker humor was expected to enhance high sense of humor employees' performance, they run counter to the expectation that positive coworker humor would hinder low sense of humor employees' performance. Because the interaction between coworker humor and employee humor was not a significant predictor of either type of employee performance, analyses were not conducted to test for mediated moderation.Findings from the current study offer a number of contributions to organizational science and, in addition, hold several implications for practice. Specifically, these results have relevance for and greatly expand the workplace humor, individual differences, PE fit, occupational health, and workgroup/team composition literatures. In addition, results contribute to the literature by elucidating the need for future research dedicated to exploring the direct and interactive effects of coworker characteristics, including humor, on employee well-being and effectiveness. Finally, results of this study serve to inform researchers and practitioners in matters related to several critical human resource functions, including matters in personnel selection, placement, and training, as well as in workgroup/team composition.
Show less
Date Issued: 2013
Identifier: CFE0005058, ucf:49954
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005058

Title: Examining the impact of leader social distance on a multicultural team.
Creator: DiazGranados, Deborah, Salas, Eduardo, Jentsch, Kimberly, Pritchard, Robert, Piccolo, Ronald, Burke, Shawn, University of Central Florida
Abstract / Description: Leading multicultural teams is one of the main challenges faced by today's leaders. The advantages often associated with multicultural teams (e.g., collaboration and integration of different knowledge, ideas, and approaches to a task) are often the major challenges in leading these teams. The literature on effective multicultural teams has identified leadership as an important factor for team effectiveness. Therefore, the goal of this study was to examine the effect of leader social distance...
Show moreLeading multicultural teams is one of the main challenges faced by today's leaders. The advantages often associated with multicultural teams (e.g., collaboration and integration of different knowledge, ideas, and approaches to a task) are often the major challenges in leading these teams. The literature on effective multicultural teams has identified leadership as an important factor for team effectiveness. Therefore, the goal of this study was to examine the effect of leader social distance in multicultural teams. A lab study was designed to test the impact of experimentally-manipulated leader social distance (socially close or socially distant) on the relationship between team member diversity and team affect, processes, and performance. Results varied for female and for male teams. Specifically, the nature of the interactions between leadership and team diversity depended on the specific cultural dimension measured and the gender of the team. In the end, the impact of diversity on culture in female teams was improved by close leaders (the relationships were positive), and worsened by distant leaders (the relationships were negative) for team affect, processes and viability. For male teams, the impact of diversity was always negative in both leader conditions; however, in distant leader conditions the relationship was more negative. Implications for theory and practice are discussed along with suggestions for future research.
Show less
Date Issued: 2011
Identifier: CFE0004100, ucf:49114
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004100

Title: The Relationship between Mentoring and Social Status at Work: A Social Network Status Study.
Creator: Flowers, Lakeesha, Jentsch, Kimberly, Fritzsche, Barbara, Wooten, William, Chepenik, Nancy, University of Central Florida
Abstract / Description: Mentoring is an important means of developing talent. Typically, mentoring involves two individuals (-) a mentor, who provides career development and psychosocial support to a less experienced counterpart (the prot(&)#233;g(&)#233;). Because mentoring is related to several desired outcomes such as career advancement, and job satisfaction, it is important to understand which individual characteristics are important to obtaining or providing effective mentoring. It is also necessary to examine...
Show moreMentoring is an important means of developing talent. Typically, mentoring involves two individuals (-) a mentor, who provides career development and psychosocial support to a less experienced counterpart (the prot(&)#233;g(&)#233;). Because mentoring is related to several desired outcomes such as career advancement, and job satisfaction, it is important to understand which individual characteristics are important to obtaining or providing effective mentoring. It is also necessary to examine potential but unconfirmed outcomes of mentoring such as social network status. This study examined the relationships between several individual characteristics, namely social intelligence and emotional intelligence, and mentoring relationships. In addition, this study examined the relationships between mentoring and social network status. In this non-experimental study, there were several unique relationships among these constructs. The results indicate a person's social intelligence is indicative of their status as a mentor (or not a mentor) but is not related to status as a prot(&)#233;g(&)#233; (or not a prot(&)#233;g(&)#233;). In addition, a mentor's perception of the costs and benefits of mentoring were explained by the prot(&)#233;g(&)#233;'s social intelligence and emotional intelligence. A mentor's social intelligence also explained the quality of the mentoring given. Finally, a mentor's social network status was related to the prot(&)#233;g(&)#233;'s social network status but this relationship was not due to the mentoring received. This study provides one of the first examinations of the relationship between mentoring and social network status and provides areas for future research and practical considerations.
Show less
Date Issued: 2012
Identifier: CFE0004308, ucf:49478
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004308

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.
Show less
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.
Show less
Date Issued: 2017
Identifier: CFE0006627, ucf:51298
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006627

mentoring (3)	+ -
Goal Orientation (2)	+ -
Mentoring (2)	+ -
Training (2)	+ -
career development (2)	+ -

goal orientation (2)	+ -
withdrawal (2)	+ -
AC (1)	+ -
Adverse Impact (1)	+ -
Assessment Centers (1)	+ -
CWB (1)	+ -
CWB-I (1)	+ -
CWB-O (1)	+ -
Computer-Mediated Communication (1)	+ -
Construct Validity (1)	+ -
Dysfunctional mentoring (1)	+ -
Feedback (1)	+ -
High Fidelity (1)	+ -
Implicit Trait Policies (1)	+ -
Informant reports (1)	+ -
Information Sharing (1)	+ -
OCBs (1)	+ -
Organizational Politics (1)	+ -
Other-report accuracy (1)	+ -
Performance Management (1)	+ -
Personality assessment (1)	+ -
Political Skill (1)	+ -
Professional Identity (1)	+ -
SJT (1)	+ -
Scoring Technique (1)	+ -

University of Central Florida (23)	+ -
Jentsch, Kimberly (17)	+ -
Fritzsche, Barbara (7)	+ -
Jentsch, Florian (7)	+ -
Smith-Jentsch, Kimberly (5)	+ -

Burke, Shawn (4)	+ -
Joseph, Dana (4)	+ -
Piccolo, Ronald (4)	+ -
Salas, Eduardo (4)	+ -
Fullick, Julia (2)	+ -
Szalma, James (2)	+ -
Wang, Wei (2)	+ -
Astwood, Randolph (1)	+ -
Barber, Daniel (1)	+ -
Bedwell, Wendy (1)	+ -
Ben-Zeev, Avi (1)	+ -
Bencaz, Nicholas (1)	+ -
Chen, Jessie (1)	+ -
Chepenik, Nancy (1)	+ -
Cochran, Megan (1)	+ -
DiazGranados, Deborah (1)	+ -
Dipboye, Robert (1)	+ -
Feldman, Moshe (1)	+ -
Fiore, Stephen (1)	+ -
Flowers, Lakeesha (1)	+ -
Garcia, Carollaine (1)	+ -
Hancock, Peter (1)	+ -
Jasinski, Jana (1)	+ -
Littrell, Lisa (1)	+ -
Lopez, Stephanie (1)	+ -

Search In

Pages

Pages

Sort Results By:

Narrow results by:

Topical Subject

Collection

Type of Resource

Language

Creator

Format

Owner