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Title: Oculomotor Mechanisms Underlying Attentional Costs In Distracted Visual Search.
Creator: Lewis, Joanna, Neider, Mark, Szalma, James, Schmidt, Joseph, Joseph, Dana, University of Central Florida
Abstract / Description: Performance consequences have been long established when humans multitask. This research concerns the impact of distraction on the attentional shifts during a task that underlies many cognitive processes and everyday tasks, searching for a target item among non-target items (e.g., scanning the road for potential collisions). There is evidence that increasing the mental workload by introducing additional tasks influences our ability to search our environment or interferes with processing...
Show morePerformance consequences have been long established when humans multitask. This research concerns the impact of distraction on the attentional shifts during a task that underlies many cognitive processes and everyday tasks, searching for a target item among non-target items (e.g., scanning the road for potential collisions). There is evidence that increasing the mental workload by introducing additional tasks influences our ability to search our environment or interferes with processing fixated information. In the current studies, I aimed to evaluate the changes in gaze behaviors during visual search to evaluate how multitasking impairs our attentional processes. Participants completed a visual search task (search for a target T among distractor L's) while wearing a heads-up display (Google Glass) which displays an unrelated word during the dual task condition, while the control condition required participants to complete the search task without distraction. The changes in oculomotor behavior were observed in four experiments: (1) evaluating general oculomotor behavior during distraction, (2) masking the display onset of the secondary information during an eye movement to reduce the possibility of distraction from the word appearing, (3) removing any occlusion of stimuli from the heads-up display by having no visual overlap of the two tasks, and (4) evaluating whether oculomotor behaviors were similar to previous results when the nature of the distracting task changes in sensory modality. Participants typically took longer to respond when distracted, except for when the word onset was masked and the word was present auditorily. Oculomotor results indicated an increase in fixation durations (occasionally for the initial saccade latency as well) and a reduction of target fixations when participants were distracted by secondary information. These results suggest that secondary visual information can impact how humans search their environment in a fashion which increases their time to respond and impacts selective visual processing.
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Date Issued: 2018
Identifier: CFE0007039, ucf:51993
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007039

Title: Affective Chickens and Performance Eggs: A Longitudinal Meta-Analysis.
Creator: Lapalme, Matthew, Joseph, Dana, Shoss, Mindy, Fritzsche, Barbara, Barsade, Sigal, University of Central Florida
Abstract / Description: The affective revolution in the organizational sciences has yielded a body of theoretical and empirical research examining the relationship between affect and performance. This work has typically advanced affect as a predictor of performance; however, more recent theory suggests that the relationship between affect and performance is reciprocal. Since little empirical work exists supporting reciprocity between affect and performance, the purpose of this dissertation is to test if affect and...
Show moreThe affective revolution in the organizational sciences has yielded a body of theoretical and empirical research examining the relationship between affect and performance. This work has typically advanced affect as a predictor of performance; however, more recent theory suggests that the relationship between affect and performance is reciprocal. Since little empirical work exists supporting reciprocity between affect and performance, the purpose of this dissertation is to test if affect and performance are actually reciprocally related. Importantly, the advent of longitudinal and experiential research designs in the organizational sciences affords empirical opportunities to test such theory. This dissertation examines the temporal patterning of relations between affect and performance using longitudinal meta-analysis. Using longitudinal meta-analysis, this dissertation shows that the relationship between affect and performance is equivalently reciprocal (i.e. performance predicts affect to the same extent that affect predicts performance) and that the relationships between negative affect and performance and positive affect and performance are similar in magnitude (i.e. there is no positive-negative asymmetry). This dissertation also suggested that positive affect and negative affect are compatible with a broad performance construct (i.e. task performance, OCB, CWB and withdrawal). Finally, this dissertation examined important measurement moderators and found: (a) affect is reciprocally related to episodic performance; (b) affect and performance are reciprocally related when time between measurements are longer than a month; and (c) state affect measures and trait affect measures both have reciprocal relationships with performance. This meta-analysis benefits the organizational sciences by providing support for existing theories of affect as a predictor of performance (e.g. (")happy-and-productive(") theories) and by validating theories which suggest that affect and performance are reciprocally related.
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Date Issued: 2017
Identifier: CFE0007125, ucf:51963
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007125

Title: Emotional Intelligence in Organizational Social Networks.
Creator: Hermsdorfer, Andrea, Joseph, Dana, Fritzsche, Barbara, Wang, Wei, University of Central Florida
Abstract / Description: This study examined the role of emotional intelligence in relationships. Drawing on the notion that individuals who are high on emotional intelligence should have more social ties to others and stronger relationships within these ties, this study used social network analysis to specifically examine the extent to which emotional intelligence is positively related to social network centrality. I hypothesized that emotional intelligence would be positively related to centrality in four networks:...
Show moreThis study examined the role of emotional intelligence in relationships. Drawing on the notion that individuals who are high on emotional intelligence should have more social ties to others and stronger relationships within these ties, this study used social network analysis to specifically examine the extent to which emotional intelligence is positively related to social network centrality. I hypothesized that emotional intelligence would be positively related to centrality in four networks: advice, friendship, support, and positive affect presence. The hypotheses were not supported in this study, in spite of this, the incremental validity suggest a relationship between emotional intelligence and network centrality that may show up in future research.
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Date Issued: 2016
Identifier: CFE0006686, ucf:51927
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006686

Title: Odorants, memory, and presence in warfighters: Do the scents of war matter?.
Creator: Munyan, Benson, Neer, Sandra, Beidel, Deborah, Jentsch, Florian, Joseph, Dana, University of Central Florida
Abstract / Description: Background: Exposure therapy (EXP) is a first-line intervention for combat-related PTSD. EXP works by repeatedly exposing the patient to the feared stimuli, situation, or physical sensations in the absence of actual danger until the stimuli no longer evoke maladaptive responses. Over the past decade, multiple technologies have been introduced to augment the EXP process by presenting multi-sensory cues (e.g., sights, smells, sounds) to increase patients' sense of presence. Exploratory research...
Show moreBackground: Exposure therapy (EXP) is a first-line intervention for combat-related PTSD. EXP works by repeatedly exposing the patient to the feared stimuli, situation, or physical sensations in the absence of actual danger until the stimuli no longer evoke maladaptive responses. Over the past decade, multiple technologies have been introduced to augment the EXP process by presenting multi-sensory cues (e.g., sights, smells, sounds) to increase patients' sense of presence. Exploratory research has only broadly examined the effect of odorants on the patient's sense of presence during simulated exposure tasks. This study hypothesized that those with autobiographical memories similar to the virtual environment (VE) and those who received odorants would report experiencing more presence than experimental controls. Methods: 61 veterans and civilian subjects were randomized and asked to participate in a virtual environment simulating a routine OIF/OEF/OND convoy. The effects of odorants and autobiographical memory on presence were assessed via electrodermal activity, respiration, heart rate variability, and self-report measures. Results: Odorants did not significantly influence presence. A relationship between military experience and presence, HRV, and realism was observed. Conclusion: Odorants did not have a statistically significant effect on presence while engaged in a simulated exposure task, which was inconsistent with previous research. The rationale for these findings and recommendations for future research are made.
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Date Issued: 2018
Identifier: CFE0007060, ucf:51999
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007060

Title: Do multiple conditions elicit the visual redundant signals effect in simple response times?.
Creator: Mishler, Ada, Neider, Mark, Lighthall, Nichole, Szalma, James, Joseph, Dana, University of Central Florida
Abstract / Description: The redundant signals effect, or redundancy gain, is an increase in human processing efficiency when target redundancy is introduced into a display. An advantage for two visual signals over one has been found in a wide variety of speeded response time tasks, but does not always occur and may be weakened by some task parameters. These disparate results suggest that visual redundancy gain is not a unitary effect, but is instead based on different underlying mechanisms in different tasks. The...
Show moreThe redundant signals effect, or redundancy gain, is an increase in human processing efficiency when target redundancy is introduced into a display. An advantage for two visual signals over one has been found in a wide variety of speeded response time tasks, but does not always occur and may be weakened by some task parameters. These disparate results suggest that visual redundancy gain is not a unitary effect, but is instead based on different underlying mechanisms in different tasks. The current study synthesizes previous theories applied to redundancy gain into the three-conditions hypothesis, which states that visual redundancy gain depends on the presence of at least one of three factors: visual identicalness between multiple targets, familiarity with multiple similar targets, or prepotentiation for multiple different targets. In a series of four simple response time experiments, participants responded to single targets presented to one side of the visual field, or to bilateral targets presented to both sides of the visual field. The first three experiments each explored one condition, the first experiment by comparing identical to non-identical random shapes to examine visual identicalness, the second by comparing familiar to unfamiliar letters to examine familiarity, and the third by comparing previewed with non-previewed random shapes to examine prepotentiation. Finally, the fourth experiment employed letters that varied in familiarity, identicalness, and preview, to examine whether or not the three hypothesized causes have multiplicative effects on redundancy. Results indicated that participants were able to benefit equally from redundancy regardless of identicalness, familiarity, or prepotentiation, but that they did so by ignoring one target in the redundant-target trials. These results suggest that redundancy gain may need to be even further divided into more than three underlying mechanisms, with a serial processing mechanism that can be used for stimuli that are not familiar, prepotentiated, or identical.
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Date Issued: 2017
Identifier: CFE0006899, ucf:52890
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006899

Title: Investigative Interviewing: A Team-Level Approach.
Creator: Driskell, James, Salas, Eduardo, Joseph, Dana, Mouloua, Mustapha, Burke, Shawn, University of Central Florida
Abstract / Description: To date, the tandem interview approach has yet to be scientifically vetted as an investigative interviewing technique. Specifically, it is unclear what affect the application of two interviewers has on the investigative process. This is alarming considering that this approach is regularly applied under current law enforcement operations. Despite a dearth of research examining the tandem interview approach in investigative interviews, the extensive research on teams would lead us to believe...
Show moreTo date, the tandem interview approach has yet to be scientifically vetted as an investigative interviewing technique. Specifically, it is unclear what affect the application of two interviewers has on the investigative process. This is alarming considering that this approach is regularly applied under current law enforcement operations. Despite a dearth of research examining the tandem interview approach in investigative interviews, the extensive research on teams would lead us to believe that teams should benefit the overall investigative interview process and outperform individuals in detecting lies. Consequently, the goals of this research were to investigate these potential benefits. Findings from a laboratory study consisting of 90 simulated investigative interviews (N = 225) revealed several advantages associated with the application of the tandem interview approach. First, tandem interviewers found conducting the investigative interview to be less cognitively demanding and paid more attention to diagnostic cues to deception. Second, tandem interviewers conducted superior interviews than single interviewers. Specifically, they were able to obtain more information from interviewees, asked more open-ended questions, and asked a greater total number of questions. Despite outperforming single interviewers during the interview, tandem interviewers were unable to detect deception better than single interviewers. Still, overall detection rates were better than previous research. The general findings from this study suggest that tandem interviewers that adopt a rapport-based approach throughout the investigative interview can enhance investigative interviewing outcomes. Theoretical and practical implications, limitations, and future research are discussed.
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Date Issued: 2013
Identifier: CFE0004992, ucf:49558
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004992

Title: Where's the Boss? The Influences of Emergent Team Leadership Structures on Team Outcomes in Virtual and Distributed Environments.
Creator: Porter, Marissa, Salas, Eduardo, Jentsch, Florian, Joseph, Dana, Burke, Shawn, University of Central Florida
Abstract / Description: The influence of leadership on team success has been noted extensively in research and practice. However, as organizations move to flatter team based structures with workers communicating virtually across space and time, our conceptualization of team leadership must change to meet these new workplace demands. Given this need, the current study aims to begin untangling the effects of distribution and virtuality on team leadership structure and subsequent team outcomes that may be affected by...
Show moreThe influence of leadership on team success has been noted extensively in research and practice. However, as organizations move to flatter team based structures with workers communicating virtually across space and time, our conceptualization of team leadership must change to meet these new workplace demands. Given this need, the current study aims to begin untangling the effects of distribution and virtuality on team leadership structure and subsequent team outcomes that may be affected by differences in conceptualizing such structures. Specifically, the goals of this study were threefold. First, this study investigated how the physical distribution of members may impact perceptions of team leadership structure, depending on virtual tool type utilized for communicating. Second, this study explored how different indices of team leadership structure may have different influences on team outcomes, specifically in terms of conceptualizing the degree to which multiple members are perceived as collectively enacting particular leadership behaviors via a network density metric, and conceptualizing team leadership in regards to the specialization of members into particular behavioral roles, as captured via role distance and role variety indices. Finally, this study expanded on current research regarding team leadership structure by examining how the collective enactment of particular leadership (i.e., structuring/planning, problem solving, supporting social climate) behaviors may facilitate specific teamwork processes (i.e., transition, action, interpersonal), leading to enhanced team performance, as well as how leadership role specialization may impact overall teamwork and team performance.Findings from a laboratory study of 188 teams participating in a simulated decision making task reveal a significant interaction for the influences of physical distribution and virtuality on perceptions of leadership structure, such that less distributed teams (i.e., those with fewer isolated members) were more likely to perceive their distributed members as participating in the collective enactment of necessary leadership responsibilities when communicating via richer media (i.e., videoconferencing, teleconferencing) than less rich media (i.e., instant messaging). However, virtuality and distribution did not impact the degree to which members were perceived as specializing in a particular leadership role, or the overall variety of leadership roles being performed. In terms of team outcomes, the perceived collective enactment of leadership emanating from distributed team members significantly predicted teamwork, while the perceived collective leadership of collocated members did not have a significant impact. Specifically, greater distributed team member involvement in the collective enactment of structuring/planning leadership positively impacted team transition processes, while the collective enactment of supporting the social climate positively predicted team interpersonal processes. Although the relationship between perceived leadership role specialization, in terms of role distance and role variety, and team performance was mediated by overall teamwork processes as expected, leadership role specialization had a negative impact on overall teamwork. Finally, while team action processes did not serve to mediate the relationship between perceived problem solving network density and team performance, team transition processes mediated the relationships between the collective enactment of structuring/planning for distributed members and team performance. The collective enactment of supporting the social climate by distributed team members and its relationship to team performance was also mediated by interpersonal teamwork processes. Together, these results reveal the importance in considering context, specifically virtuality and physical distribution, when designing, developing and maintaining effective team leadership, teamwork, and team performance. Furthermore, they provide unique insight regarding how different configurations of leadership may be possible in teams. Study limitations, practical implications, and recommendations for future research and practice are further discussed.
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Date Issued: 2013
Identifier: CFE0004911, ucf:49603
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004911

Title: Leadership and Subordinate Engagement: A Meta-Analytic Examination of its Mechanisms using Self-Determination Theory.
Creator: Young, Henry, Wang, Wei, Joseph, Dana, Fritzsche, Barbara, University of Central Florida
Abstract / Description: Although past research has suggested ineffective leadership to be the most common reason for low levels of employee engagement, little is known about the mediating mechanisms underlying this relationship. To address this gap in research, I tested a theoretical model based on Self-Determination Theory (SDT; Deci (&) Ryan, 2000) in which two focal mechanisms, leader-member exchange (LMX) and empowerment, functioned in sequential order to predict the relationship between Full Range Leadership...
Show moreAlthough past research has suggested ineffective leadership to be the most common reason for low levels of employee engagement, little is known about the mediating mechanisms underlying this relationship. To address this gap in research, I tested a theoretical model based on Self-Determination Theory (SDT; Deci (&) Ryan, 2000) in which two focal mechanisms, leader-member exchange (LMX) and empowerment, functioned in sequential order to predict the relationship between Full Range Leadership and subordinate engagement. Results showed that transactional leadership had positive and negative indirect effects on engagement, suggesting that transactional leadership comprises a (")double-edged sword(") as a predictor of subordinate engagement. In contrast, the indirect effects between transformational leadership and engagement were consistently positive. As such, current mediation models used in leadership can benefit by drawing from SDT to investigate the unfolding process of leadership through sequential mediation.
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Date Issued: 2017
Identifier: CFE0006675, ucf:51250
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006675

Title: Theory and Measurement of Perceived Introvert Mistreatment.
Creator: McCord, Mallory, Joseph, Dana, Dipboye, Robert, Beus, Jeremy, University of Central Florida
Abstract / Description: Perceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may...
Show morePerceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may have on the individual. Thus, the purpose of this paper is twofold: first, in an attempt to explain how perceived introvert mistreatment may develop and the impact it may have on the target, I develop a dynamic process model of elements that precede, follow, and compound perceived introvert mistreatment. This model encompasses a) a serial mediation process incorporating the situation, cognitive appraisals, attitudes, behavioral responses, and target outcomes that involve perceived introvert mistreatment, b) a dynamic process in which perceived introvert mistreatment, behavioral disengagement of the target, and negative behavioral reactions from others build upon each other cyclically, and c) target-based antecedents to behavioral disengagement of the mistreatment target. Second, in order to begin testing this theoretical model, I develop and validate a measure of perceived introvert mistreatment in four phases: a) item generation and reduction, b) examination of the reliability and factor structure of the scale, c) estimation of convergent and discriminant validity, and d) analyses of criterion-related validity. The paper concludes with a discussion of directions for future research.
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Date Issued: 2017
Identifier: CFE0006624, ucf:51294
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006624

Title: She's Not Fit for the Business World: An Initial Examination of Gender, Age, and Weight.
Creator: Pelkey, Miranda, Fritzsche, Barbara, Joseph, Dana, Pace, Victoria, University of Central Florida
Abstract / Description: The present study examined archetype theory (Marcus (&) Fritzsche, 2015) that suggests that the intersection of multiple group memberships will create a unique cognitive representation, as it is relates to sex, age, and weight. Following a pilot study to equate photos on attractiveness, perceived competence, professionalism, and intelligence, 183 participants reviewed a fictitious LinkedIn profile in which all information was held constant across participants except the photo. Using a 2 (sex)...
Show moreThe present study examined archetype theory (Marcus (&) Fritzsche, 2015) that suggests that the intersection of multiple group memberships will create a unique cognitive representation, as it is relates to sex, age, and weight. Following a pilot study to equate photos on attractiveness, perceived competence, professionalism, and intelligence, 183 participants reviewed a fictitious LinkedIn profile in which all information was held constant across participants except the photo. Using a 2 (sex) x 2 (age) x 2 (weight) design (manipulated through the photos), participants rated the job applicant on adjectives associated with proposed sex, age, and weight archetypes and on perceptions of job suitability. Results showed that the most young, overweight female received the highest ratings on negative adjectives (i.e., lazy, uncontrolled, self-indulgent) and was rated lower than most conditions on job suitability. Overweight conditions received lower ratings on job suitability than their average-weight counterpart. Weight also impacted the old, female, such that the old, overweight female received lower ratings than her average-weight counterpart on job suitability. In order to help individuals who face disadvantages and unfair treatment in the workplace, the negative effects multiple-group membership has on certain groups must first be acknowledged.
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Date Issued: 2016
Identifier: CFE0006161, ucf:51156
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006161

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.
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Date Issued: 2014
Identifier: CFE0005151, ucf:50689
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005151

Title: Effectiveness of an Interdisciplinary Chronic Arthritis Pain Group Intervention in an Outpatient Healthcare Setting.
Creator: De Pesa, Natasha, Cassisi, Jeffrey, Negy, Charles, Joseph, Dana, University of Central Florida
Abstract / Description: Rheumatoid arthritis (RA) is a chronic autoimmune disease that often results in inflammation, pain, fatigue, functional impairment, and psychosocial difficulties. The current study examines the effectiveness, feasibility, and sustainability of an interdisciplinary chronic pain intervention for patients with RA. Wearable fitness trackers were incorporated into the intervention and objectively measured participant physical activity. A total of 44 participants received the intervention and...
Show moreRheumatoid arthritis (RA) is a chronic autoimmune disease that often results in inflammation, pain, fatigue, functional impairment, and psychosocial difficulties. The current study examines the effectiveness, feasibility, and sustainability of an interdisciplinary chronic pain intervention for patients with RA. Wearable fitness trackers were incorporated into the intervention and objectively measured participant physical activity. A total of 44 participants received the intervention and completed outcome measures. Results supported improvements across multiple domains at the end of treatment and at 4-week follow-up compared to treatment baseline. Mixed multilevel repeated measures modeling revealed significant overall improvements in many primary (i.e., self-efficacy for managing chronic disease, pain intensity, pain interference, depression, and health-related quality of life), secondary (i.e., physical functioning, overall quality of life, and chronic pain acceptance), and in an objective measure of physical activity (i.e., average steps per day). Effect sizes were generally small to medium and were similar to or better than those reported in meta-analyses. Patients with comorbid fibromyalgia syndrome recorded significantly worse scores across measures, but showed steady improvement throughout the intervention. Mixed-method analysis suggested that patients were interested in and satisfied with the intervention. Implications for optimization and long-term sustainability are discussed.
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Date Issued: 2016
Identifier: CFE0006451, ucf:51437
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006451

Title: From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
Creator: Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description: Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of...
Show moreResearch on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.
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Date Issued: 2017
Identifier: CFE0006584, ucf:51319
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006584

Title: The Nuts and Bolts of Leadership Training: A Meta-Analysis.
Creator: Lacerenza, Christina, Salas, Eduardo, Joseph, Dana, Burke, Shawn, University of Central Florida
Abstract / Description: Organizations within the United States spent over $70 billion on corporate training in 2013; 35% of this budget was allocated to management and leadership, making this field the leading training area for organizations (O'Leonard, 2014). Despite this spending, only 13% of companies believe that they have done a quality job training their leaders (Schwartz, Bersin, (&) Pelster, 2014). This calls into question the utility and effectiveness of current initiatives. In response, this study meta...
Show moreOrganizations within the United States spent over $70 billion on corporate training in 2013; 35% of this budget was allocated to management and leadership, making this field the leading training area for organizations (O'Leonard, 2014). Despite this spending, only 13% of companies believe that they have done a quality job training their leaders (Schwartz, Bersin, (&) Pelster, 2014). This calls into question the utility and effectiveness of current initiatives. In response, this study meta-analytically organizes leadership training literature to identify the conditions under which these programs are most effective. Thus, the current meta-analysis provides the following contributions to the field: (1) meta-analytic data across years (1887 (-) 2014) and organization types, utilizing only employee personnel data; (2) investigation of training effectiveness across all Kirkpatrick (1959) evaluation levels (i.e., trainee reactions, learning, transfer, and results); (3) meta-analytic data computed using updated procedures identified by Morris and DeShon (2002); and (4) an examination of moderators not previously investigated. Based on data from 335 independent samples, results suggest that leadership training is effective across reactions (d = .63), learning (d = .73), transfer (d =. 82), and results (d = .72). The strength of these effect sizes is dependent upon several moderators, but the pattern of results is not consistent across all outcomes. For learning outcomes, programs incorporating information-, demonstration-, and practiced-based delivery methods were most effective while other design and delivery features did not affect results. In regards to transfer, programs that utilized information-, demonstration-, and practice-based methods, feedback, content based on a needs analysis, face-to-face settings, and a voluntary attendance policy produced the largest effect sizes. For results, longer programs that were mandatory, spanned weekly sessions, incorporated practice-based methods, and located on-site produced the largest effect sizes.
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Date Issued: 2015
Identifier: CFE0006341, ucf:51578
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006341

Title: Affective and Autonomic Responses to Erotic Images among Young Women with and without Sexual Difficulties.
Creator: De Pesa, Natasha, Cassisi, Jeffrey, Negy, Charles, Joseph, Dana, University of Central Florida
Abstract / Description: Existing models of female sexual dysfunction (FSD) are broad and do not provide information about how to improve existing interventions. The purpose of the current study is to extend the empirical application of a disgust model of FSD (de Jong, van Overveld, (&) Borg, 2013) to a population of young women reporting difficulties with sexual desire and/or arousal and related distress. Sixty college-aged females participated in the study and were placed into two groups based upon their reports of...
Show moreExisting models of female sexual dysfunction (FSD) are broad and do not provide information about how to improve existing interventions. The purpose of the current study is to extend the empirical application of a disgust model of FSD (de Jong, van Overveld, (&) Borg, 2013) to a population of young women reporting difficulties with sexual desire and/or arousal and related distress. Sixty college-aged females participated in the study and were placed into two groups based upon their reports of sexual functioning and sexual distress: a control group (i.e., no sexual difficulties or distress) and a clinical group (i.e., difficulties with sexual desire and/or arousal and accompanying distress). Participants were attached to physiological equipment and shown images displaying neutral, positive, disgusting, and erotic content. It was hypothesized that the clinical group would show more evidence of disgust (via affective and autonomic responses) than the control group. Consistent with hypotheses, no group differences were found in any of the affective or autonomic measures during presentation of the neutral, positive, or disgust images. Group differences during presentation of the erotic images (i.e., in facial EMG, heart rate, and self-report affective ratings) and follow-up analyses provided preliminary evidence for generalizing the disgust model of female sexual dysfunction beyond disorders of sexual pain, at least among some women. Exploratory analyses implicated a relationship between a history of sexual victimization and self-report disgust ratings of erotic images. Future research should further explore these relationships in order to shed more light on how disgust-based mechanisms impact the onset and maintenance of female sexual dysfunction.
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Date Issued: 2015
Identifier: CFE0005601, ucf:50234
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005601

Title: Exploring Stereotype Threat in the Workplace with Sexual Minorities.
Creator: Sanz, Elizabeth, Fritzsche, Barbara, Joseph, Dana, Negy, Charles, Parks, Kizzy, University of Central Florida
Abstract / Description: Sexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus,...
Show moreSexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus, this study also examines whether the visibility of the stigma is a necessary precursor to the experience of stereotype threat. Given the uniqueness of this population, a new and presumably more comprehensive model of stereotype threat (the Multi-Threat Framework) was also examined to ensure that stereotype threat was being adequately measured by examining every possible type of stereotype threat. Job satisfaction has been linked to many organizational outcomes such as poor performance, absenteeism, and turnover intentions; thus, it is important to examine predictors of low job satisfaction. Thus, the current study tested perceived stress as a mediator between stereotype threat and low job satisfaction in a sample of 150 sexual minorities who were employed full time. Internalized homophobia was predicted to moderate the relation between stereotype threat and perceived stress. Results indicated support for the moderated mediation model using only the traditional measure of stereotype threat; that is, stereotype threat predicted low job satisfaction through job stress. Moreover, at high levels of internalized homophobia, individuals reported high job stress, regardless of levels of experienced stereotype threat. However, those with low internalized homophobia reported high job stress only when stereotype threat was high. No differences were found with regards to degree of concealing, suggesting that the deleterious effects of high stereotype threat on job stress occurred regardless of whether participants were concealing. Additionally, the moderated mediation model was not supported when measured using the new Multi-Threat Framework, suggesting that the measure may not be measuring the same construct as the traditional measure. Finally, results suggest that stereotype threat added significant incremental validity in predicting job dissatisfaction over perceived discrimination. These findings, in total, suggest that stereotype threat is a valuable construct for predicting negative work outcomes for stigmatized individuals. Implications for improving the work lives of sexual minorities were discussed.
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Date Issued: 2014
Identifier: CFE0005409, ucf:50434
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005409

Title: Can mutual trust explain the diversity-performance relationship? A meta-analysis.
Creator: Feitosa Pereira, Jennifer, Salas, Eduardo, Joseph, Dana, Fritzsche, Barbara, Burke, Shawn, University of Central Florida
Abstract / Description: Trust is gaining attention for its benefits to both teams and organizations as a whole (Fulmer (&) Gelfand, 2012). The difficulty of building it in comparison to the ease of destroying it calls for a deeper understanding of trust, as well as its relationship with critical team outcomes (Colquitt, LePine, Piccolo, Zapata, (&) Rich, 2012). Unfortunately, current research has progressed in a disjointed manner that requires the integration of findings before a more parsimonious and descriptive...
Show moreTrust is gaining attention for its benefits to both teams and organizations as a whole (Fulmer (&) Gelfand, 2012). The difficulty of building it in comparison to the ease of destroying it calls for a deeper understanding of trust, as well as its relationship with critical team outcomes (Colquitt, LePine, Piccolo, Zapata, (&) Rich, 2012). Unfortunately, current research has progressed in a disjointed manner that requires the integration of findings before a more parsimonious and descriptive understanding of trust at the team-level can be developed. Beyond this basic understanding, research is needed to explore the nature of trust in teams comprised of diverse members, as multi-national, multi-cultural, and interdisciplinary teams are increasingly characterizing the modern landscape. Thus, this article uses meta-analytic techniques to examine the extent to which mutual trust can serve as an underlying mechanism that drives the diversity-team performance relationship. First, surface-level and deep-level diversity characteristics varied in their impact on trust. Value diversity emerged as the most detrimental, along with the moderating effect of time. Second, 95 independent samples comprising 5,721 teams emphasized the importance of trust to team performance with a moderate and positive relationship. Third, mediation analyses answered recent calls (e.g., van Knippenberg (&) Schippers, 2007) to examine underlying mechanisms that can explain the diversity-outcomes relationship. This showed age, gender, value, and function diversity to be related to performance through mutual trust. Furthermore, this study explores whether contextual (e.g., team distribution) as well as measurement (e.g., referent) issues pose systematic differences in the diversity-trust and trust-performance relationships. Surprisingly, the construct of trust at the team-level proved to be generalizable across a number of unique conditions. In addition to this extensive quantitative review, implications and future research are discussed.
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Date Issued: 2015
Identifier: CFE0005792, ucf:50070
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005792

Title: How emoticons affect leader-member exchange.
Creator: Loglia, Jennifer, Bowers, Clint, Fritzsche, Barbara, Joseph, Dana, University of Central Florida
Abstract / Description: Emoticons have been shown to be the nonverbal cues of computer-mediated communication and could therefore be a rich source of information, but they are not used in the workplace because they are considered unprofessional. This study aimed to look at the effects of emoticons on relationships, specifically between a leader and member. Participants were asked to read a fake email from a fake boss and answer several questions in regard to leader-member exchange, affective presence, perceived...
Show moreEmoticons have been shown to be the nonverbal cues of computer-mediated communication and could therefore be a rich source of information, but they are not used in the workplace because they are considered unprofessional. This study aimed to look at the effects of emoticons on relationships, specifically between a leader and member. Participants were asked to read a fake email from a fake boss and answer several questions in regard to leader-member exchange, affective presence, perceived message positivity, perceived masculinity/femininity of the fake boss, and perceived professionalism. This study found that the use of a positive emoticon in an email message increased leader-member exchange, mediated by positive affective presence (though the use of the emoticon and positive affective presence were not linked). This study also found that when participants received a message with an emoticon, they found the sender to be both more feminine and less professional.
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Date Issued: 2013
Identifier: CFE0005028, ucf:50003
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005028

Title: Exploring the Hows and the Whos: The Effects of Self-Regulation Prompting and Goal Orientation on the e-Learning Process.
Creator: Benishek, Lauren, Salas, Eduardo, Joseph, Dana, Jentsch, Florian, Burke, Shawn, University of Central Florida
Abstract / Description: This study investigated the effects that self-regulation prompts and goal orientation may exhibit on self-regulatory processes and subsequent learning. Specifically, a moderated mediation model was developed to explain how self-regulation prompts interact with prove performance goal orientation to affect two mediational processes, time on task and self-regulatory activity, and ultimately impact learning within a learner-controlled e-learning environment. To assess these hypotheses, an online...
Show moreThis study investigated the effects that self-regulation prompts and goal orientation may exhibit on self-regulatory processes and subsequent learning. Specifically, a moderated mediation model was developed to explain how self-regulation prompts interact with prove performance goal orientation to affect two mediational processes, time on task and self-regulatory activity, and ultimately impact learning within a learner-controlled e-learning environment. To assess these hypotheses, an online Microsoft Excel instructional program was developed wherein 197 participants had control over when and where they completed training, the content they reviewed, the delivery medium (text-based or video-based), and the sequencing and pace at which they progressed through training. Participants in the experimental condition were periodically asked questions (i.e., self-regulation prompts) designed to encourage self-assessment of learning progress and strategies. All participants completed questionnaires before and after training. Findings did not support the hypothesized model. Implications and limitations as well as recommendations for future research will be discussed.
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Date Issued: 2014
Identifier: CFE0005463, ucf:50382
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005463

Title: Outcomes of Perceived Workplace Discrimination: A Meta-Analysis of 35 Years of Research.
Creator: Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description: Given the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects....
Show moreGiven the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects. In addition, several prior meta-analyses have not focused exclusively on workplace discrimination. Consequently, the purpose of this meta-analysis is to provide a comprehensive quantitative review of perceived workplace discrimination, its consequences, and potential moderators of these relationships. Results showed that perceived workplace discrimination was related to decreased job satisfaction, reduced organizational commitment, greater withdrawal, and more perceived organizational injustice. Further, perceived workplace discrimination was associated with decreased mental health and physical health, lower ratings of life satisfaction, and increased work stress. Moderator analyses provided some evidence that perceiving the general presence of discrimination in one's organization may bemore detrimental than perceiving oneself to be personally targeted by discrimination at work.Additionally, moderator analyses provided some support that interpersonal discrimination maybe more detrimental than formal discrimination for some outcomes and that there may bedifferences in the perceived workplace discrimination-outcome relationships across different countries. The implications for workplace discrimination research and practice are discussed.
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Date Issued: 2014
Identifier: CFE0005481, ucf:50340
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005481

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)	+ -
Allen, Robert (1)	+ -
Barsade, Sigal (1)	+ -
Benishek, Lauren (1)	+ -
Boyce, Michael (1)	+ -
Cannon-Bowers, Janis (1)	+ -
Cendan, Juan (1)	+ -

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