Current Search: Jex, Steve (x)
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- Title
- PREDICTORS OF JOB BOREDOM.
- Creator
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Eid, Mitchell, Jex, Steve, University of Central Florida
- Abstract / Description
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Although job boredom is increasingly common in the workplace, little research has examined its' causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from...
Show moreAlthough job boredom is increasingly common in the workplace, little research has examined its' causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from the job itself were included. A regression analysis revealed that emotional stability, openness and autonomy were significant predictors of boredom. While those were the only variables predictive of boredom, there were other significant correlations as well. These findings suggest that future research should examine the relationships between the variables in this study and control for factors to further gain insight into possible causes of boredom.
Show less - Date Issued
- 2018
- Identifier
- CFH2000362, ucf:45879
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000362
- Title
- RIGHTING OUR WRONGS: EXAMINING THE MODERATING EFFECTS OF MORAL IDENTITY ON THE RELATIONSHIP BETWEEN COUNTERPRODUCTIVE WORK BEHAVIOR AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR.
- Creator
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Hughes, Ian M, Jex, Steve, University of Central Florida
- Abstract / Description
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There is a void that exists within the discretionary behavior literature as it pertains to the counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) relationship, respectively. The present study examined the moderating effects of moral identity on the relationship between CWB and OCB. In addition, exploratory analyses using moral identity sub-dimensions, organizational fairness, and job satisfaction were conducted. The study recruited 254 participants using MTurk...
Show moreThere is a void that exists within the discretionary behavior literature as it pertains to the counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) relationship, respectively. The present study examined the moderating effects of moral identity on the relationship between CWB and OCB. In addition, exploratory analyses using moral identity sub-dimensions, organizational fairness, and job satisfaction were conducted. The study recruited 254 participants using MTurk. Using moderated multiple regression, a moderating effect for internalization (a moral identity sub-dimension) was revealed for the relationship between the organizational sub-dimensions of CWB and OCB. Other moderation analyses proved to be non-significant. Theoretical and practical implications of results are discussed. Future research should implement a longitudinal design to help determine causality for the moderation finding, as the current study used cross-sectional data. Findings from this study could be used to help fill the CWB to OCB literature void previously mentioned.
Show less - Date Issued
- 2019
- Identifier
- CFH2000535, ucf:45684
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000535
- Title
- Group Composition Characteristics as Predictors of Shared Leadership: An Exploration of Competing Models of Shared Leadership Emergence.
- Creator
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Currie, Richard, Ehrhart, Mark, Burke, Shawn, Jex, Steve, University of Central Florida
- Abstract / Description
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The study of leadership in organizations has received much research attention over the past several decades. However, most of this research has examined hierarchical structures of leadership wherein one individual leads, or is perceived to lead, several other individuals. With a growing number of organizations structuring employees within teams or work groups, researchers have begun studying the ways in which leadership operates in groups. One alternative to the traditional hierarchical...
Show moreThe study of leadership in organizations has received much research attention over the past several decades. However, most of this research has examined hierarchical structures of leadership wherein one individual leads, or is perceived to lead, several other individuals. With a growing number of organizations structuring employees within teams or work groups, researchers have begun studying the ways in which leadership operates in groups. One alternative to the traditional hierarchical structure is for leadership to be distributed or shared in groups such that multiple group members contribute to the overall leadership function of the group. As a result, researchers have begun examining the construct of shared leadership, which is defined as the extent to which multiple group members share in the leadership function of the group. Because shared leadership is a relatively new concept in the research literature, our knowledge of the antecedents of shared leadership is limited. The primary aim of the present research was to explore group composition as a potential antecedent of shared leadership in teams. Group composition was examined in terms of the agreeableness, extraversion, collectivistic work orientation, and trait competitiveness within the group. Mean, minimum/maximum, and variance models of group composition were employed in the present research. A sample of 385 participants comprised a total of 97 groups of three to six individuals to complete a leaderless group discussion exercise and completed measures of shared leadership after completing the group exercise. Results from a series of hierarchical linear regression analyses found no significant relationships between any of predictors and shared leadership using either a social network analysis or a referent-shift approach. Given the short amount of time group members worked on the group task, a clear implication of these findings is that shared leadership requires adequate time to manifest in groups.
Show less - Date Issued
- 2019
- Identifier
- CFE0007446, ucf:52694
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007446
- Title
- Investigating the Role of Cognitive Load in Synthetic Learning Environments for Training.
- Creator
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Goh, Joelene, Bowers, Clint, Barber, Daniel, Jex, Steve, University of Central Florida
- Abstract / Description
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Ensuring effectiveness of training programs has been a dominant theme in the training industry, and is constantly evolving with the steady incorporation of emerging technology. This field study offers an investigation into the intersection between the applied and research world, and examines the practicality of recommended best practices for implementing synthetic learning environments (SLEs) in the military. Specifically, cognitive load has been identified as a significant factor in...
Show moreEnsuring effectiveness of training programs has been a dominant theme in the training industry, and is constantly evolving with the steady incorporation of emerging technology. This field study offers an investigation into the intersection between the applied and research world, and examines the practicality of recommended best practices for implementing synthetic learning environments (SLEs) in the military. Specifically, cognitive load has been identified as a significant factor in influencing the effectiveness of training programs. Research on this topic has focused on utilizing the affordances of SLEs to decrease cognitive load imposed by the material and system in order to allow for more cognitive resources to be allocated towards schema construction and automation. Therefore, this study was derived from a need to ensure that the introduction of SLEs into training programs did not hinder learning or training transfer by comparing the performance outcome measures from two SLEs, Virtual BattleSpace 3 (VBS3) and the Military OpenSimulator Enterprise Strategy (MOSES). Based on concepts of cognitive load, it was possible that any group differences could be explained by the varying levels of cognitive load imposed by either system. Furthermore, the specific system could influence the strength of the effect of cognitive load on performance measures. A conditional process analysis model was constructed from the theorized relationships, and the bootstrap method was used to analyze the model. Research findings indicated no support, and discussions delved into possible explanations for results of the study, limitations, and recommendations for future research. While the analyses were nonsignificant, this was the first study investigating the difference between the VBS3 and MOSES platform, and indicated no difference in impacting performance. Additionally, because MOSES is a free, open source platform, this study could support industries that are looking for cost-effective methods to expand training programs in the direction of SLEs.
Show less - Date Issued
- 2018
- Identifier
- CFE0007007, ucf:52031
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007007
- Title
- Predicting Counterproductive Work Behavior with Explicit and Implicit Measures of Conscientiousness, Agreeableness, and Emotional Stability.
- Creator
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Zheng, Jimmy, Shoss, Mindy, Jex, Steve, Ehrhart, Mark, University of Central Florida
- Abstract / Description
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The current study leveraged the stressor-emotion model of CWB, the reflective-impulsive model of behavior, and theories of explicit and implicit personality to investigate the roles explicit and implicit aspects of personality, and work stressors have in influencing CWB. The stressor-emotion and reflective-impulsive models suggest that in addition to reflective (i.e., explicit) processes, impulsive (i.e., implicit) processes may also influence CWB because the act can be motivated by negative...
Show moreThe current study leveraged the stressor-emotion model of CWB, the reflective-impulsive model of behavior, and theories of explicit and implicit personality to investigate the roles explicit and implicit aspects of personality, and work stressors have in influencing CWB. The stressor-emotion and reflective-impulsive models suggest that in addition to reflective (i.e., explicit) processes, impulsive (i.e., implicit) processes may also influence CWB because the act can be motivated by negative emotions induced by frustrating working conditions. Theories of personality and motivation suggest that conscientiousness, agreeableness, and emotional stability predict CWB because these traits motivate people to pursue goals that reduce or increase acts of CWB. Explicit and implicit theories of personality suggest that explicit aspects of personality should predict CWB driven by explicit processes, whereas implicit aspects of personality should predict CWB driven by implicit processes. These ideas were tested by examining explicit and implicit conscientiousness, agreeableness, and emotional stability as predictors of CWB, by examining implicit personality's incremental prediction of CWB over explicit personality, and by examining the interactions between implicit personality and work stressors as predictors of CWB. A series of hierarchical regression analyses were conducted using online survey data from 194 participants. The results of this study suggest that CWBs can be influenced by both explicit and implicit aspects of personality; however, in contrast to explicit personality, implicit personality is most likely to influence CWB when individuals experience a high level of work stressors.
Show less - Date Issued
- 2019
- Identifier
- CFE0007560, ucf:52614
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007560
- Title
- Predictors of Territorial Work Behavior: An Investigation of Individual Differences in Personality Using the HEXACO Model.
- Creator
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White, Andrew, Jex, Steve, Pace, Victoria, Ehrhart, Mark, Horan, Kristin, University of Central Florida
- Abstract / Description
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To date, little research has examined the relationship between territorial work behavior and individual differences in personality. Using hierarchical multiple regression, dimension-level and facet-level personality traits of the HEXACO model of personality were examined to determine whether personality traits predict territorial work behaviors. Based on a sample of 160 workers from Amazon's Mechanical Turk, it was observed that the dimensions of Honesty-Humility, Emotionality, Openness to...
Show moreTo date, little research has examined the relationship between territorial work behavior and individual differences in personality. Using hierarchical multiple regression, dimension-level and facet-level personality traits of the HEXACO model of personality were examined to determine whether personality traits predict territorial work behaviors. Based on a sample of 160 workers from Amazon's Mechanical Turk, it was observed that the dimensions of Honesty-Humility, Emotionality, Openness to Experience, and Altruism predicted territorial work behaviors. In addition, facet-level traits from these dimensions, in addition to facets from the Extraversion and Agreeableness dimension, explained variance in each of the territorial behaviors. Furthermore, quantile regression was utilized to examine differences between ordinary least squares regression and quantile regression in order to investigate the utility of quantile regression methods to predict territorial work behaviors and similar constructs. Results from quantile regression analyses provided a more detailed conceptualization compared to OLS regression and found additional regions of significance differing from OLS regression results. These findings, implications, and future research directions are discussed in detail.
Show less - Date Issued
- 2019
- Identifier
- CFE0007742, ucf:52400
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007742
- Title
- The Path of a Stressed Temporary Worker to CWB.
- Creator
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Striler, Jamie, Shoss, Mindy, Jex, Steve, Ehrhart, Mark, University of Central Florida
- Abstract / Description
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Temporary workers may experience unique and oftentimes stressful work situations that can precipitate negative outcomes for these workers, their coworkers, and their organizations. The current study considered broader implications of the various work experiences among temporary workers by testing the relationships of workplace stressors to temporary workers' behaviors. The workplace stressors examined were chosen based on their salience to temporary workers as shown throughout the current...
Show moreTemporary workers may experience unique and oftentimes stressful work situations that can precipitate negative outcomes for these workers, their coworkers, and their organizations. The current study considered broader implications of the various work experiences among temporary workers by testing the relationships of workplace stressors to temporary workers' behaviors. The workplace stressors examined were chosen based on their salience to temporary workers as shown throughout the current temporary worker literature, and included economic stressors, interpersonal mistreatment, and organizational constraints. It was hypothesized that these stressors would predict temporary workers' behaviors via emotional exhaustion and moral disengagement pathways, predicting the performance of counterproductive work behaviors (CWB). Three waves of data were collected from multiple sources, including at a temporary staffing agency, at a large university, and using the MTurk platform. Results showed that the temporary workers varied in their experiences of workplace stressors, which were linked to both cognitive and emotional reactions, which consequently predicted CWB. More specifically, temporary workers who experienced higher levels of workplace stressors reported higher levels of emotional exhaustion and moral disengagement, and then these reactions were linked to an increased likelihood of performing behaviors that are harmful to the organization and/or others within the organization.
Show less - Date Issued
- 2019
- Identifier
- CFE0007730, ucf:52414
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007730
- Title
- Conceptualizing the Role of Severity in Counterproductive Work Behavior: Predicting Employee Engagement in Minor and Severe CWBs.
- Creator
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Ciarlante, Katherine, Shoss, Mindy, Bennett, Rebecca, Jex, Steve, University of Central Florida
- Abstract / Description
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Counterproductive work behaviors (CWBs) have been identified as pervasive employee behaviors with the potential to cause significant harm in the workplace (e.g., Sackett (&) DeVore, 2001). Because of the considerable threat CWBs pose to organizational and employee well-being, a literature has emerged to better understand the structure of these behaviors and identify the factors and conditions that effect employee engagement in counterproductive acts. While past research has distinguished...
Show moreCounterproductive work behaviors (CWBs) have been identified as pervasive employee behaviors with the potential to cause significant harm in the workplace (e.g., Sackett (&) DeVore, 2001). Because of the considerable threat CWBs pose to organizational and employee well-being, a literature has emerged to better understand the structure of these behaviors and identify the factors and conditions that effect employee engagement in counterproductive acts. While past research has distinguished between types of CWBs, i.e., theft, sabotage, withdrawal, less attention has been paid to the specific forms these behaviors take. For example, being two hours late to work is more serious and harmful than being five minutes late, and traditional frequency-based measures fail to distinguish between these behaviors. In order to understand and account for the full range of variation in employee CWBs, research must advance in ways that incorporates severity. The current study introduces a novel conceptualization of CWB severity that distinguishes between intra-behavioral differences and develops modified versions of the CWB-C (Spector et al., 2006; Bennett (&) Robinson, 2000) which assess engagement in low and high severity versions of each CWB. These new measures are utilized to test a hypothesized model of CWB severity that predicts how individual (negative affect) and contextual factors (self-control (&) perceived consequences) interact to predict low and high severity CWBs. This research seeks to expand our understanding of the diverse ways employees respond to stressful work conditions and represents an important first step in identifying the types of employees and work environments that are associated with the most harmful, high severity, CWBs. Implications for future CWB research are discussed.
Show less - Date Issued
- 2019
- Identifier
- CFE0007616, ucf:52557
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007616
- Title
- The Creation and Validation of a Compromising Scale for Nurses.
- Creator
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Ng, Matthew, Horan, Kristin, Jex, Steve, Pace, Victoria, Min, Hanyi, University of Central Florida
- Abstract / Description
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For reasons such as job context and different interactions, compromising as performed by nurses is likely fundamentally different than compromising performed by other occupations. The following study proposes the creation and validation of a compromising scale for nurses. The first study aims to create the compromising scale for nurses through contemporary methods then test the reliability as well as the factor structure using an exploratory factor analysis on currently employed nurses...
Show moreFor reasons such as job context and different interactions, compromising as performed by nurses is likely fundamentally different than compromising performed by other occupations. The following study proposes the creation and validation of a compromising scale for nurses. The first study aims to create the compromising scale for nurses through contemporary methods then test the reliability as well as the factor structure using an exploratory factor analysis on currently employed nurses recruited through a Qualtrics panel study. The second study then takes the final compromising scale for nurses and conducts a confirmatory factor analysis among a sample of employed nurses participating in a mindfulness intervention to verify the previously discovered factor structure. This study provides a unique approach to conflict resolution instruments and discusses the implications this may have.
Show less - Date Issued
- 2019
- Identifier
- CFE0007692, ucf:52418
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007692