Current Search:   Piccolo, Ronald (x)

View All Items

  • CSV Spreadsheet
(1 - 6 of 6)
Who is the best judge of personality: Investigating the role of relationship depth and observational breadth on the accuracy of third-party ratings
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
Seriously Though... Is Positive Workplace Humor a Help or a Hindrance?: The Impact of Coworker-Employee Humor Interactions on Employee Well-Being and Effectiveness
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
Judged by the bottom-line but expected to lead ethically: A leader's catch 22
Title
Judged by the bottom-line but expected to lead ethically: A leader's catch 22.
Creator
Rice, Darryl, Folger, Robert, Taylor, Shannon, Crossley, Craig, Piccolo, Ronald, University of Central Florida
Abstract / Description
The goal of the presented research is to explain the importance of integrating the literatures on leader bottom-line mentality (BLM) and behavioral ethics and to demonstrate that leader BLM can adversely impact followers' perceptions of ethical leadership. By doing so, several contributions can be made. First, I identify an antecedent of ethical leadership. Predominantly, most ethical leadership research has focused on identifying its outcomes (Brown (&) Mitchell, 2010). Second, I will offer...
Show moreThe goal of the presented research is to explain the importance of integrating the literatures on leader bottom-line mentality (BLM) and behavioral ethics and to demonstrate that leader BLM can adversely impact followers' perceptions of ethical leadership. By doing so, several contributions can be made. First, I identify an antecedent of ethical leadership. Predominantly, most ethical leadership research has focused on identifying its outcomes (Brown (&) Mitchell, 2010). Second, I will offer new theoretical insights regarding the antecedents of ethical leadership. Past ethical leadership research has primarily relied on social exchange (Blau, 1964; Gouldner, 1960) and social cognitive (Bandura, 1977, 1986) theories, whereas I will draw on trait activation and cognitive stress theories to examine the relationship between BLM and ethical leadership. By integrating these two theories I will demonstrate Kerr's (1975) example of (")the folly of rewarding A, while hoping for B.(") Third, I will explain and demonstrate why follower BLM and leader stress perceptions are important boundary conditions regarding the primary relationship of interest and overall model. Comprehensively, I examine and demonstrate the potential of a backfiring effect that can be strengthened or weakened. This research aims to shed light on the often disregarded catch-22 leaders face in world that is increasingly concerned about bottom-line outcomes, while also demanding an immaculate standard of ethical behavior from leaders.
Show less
Date Issued
2015
Identifier
CFE0005699, ucf:50131
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005699
Examining the impact of leader social distance on a multicultural team
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
VIE-ing for the Position: An Examination of the Motivational Antecedents of Response Distortion
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
Reconceptualizing Responsiveness for Network Governance: Insights from Cross-Sector Efforts to Assist the Displaced Population From Puerto Rico in Central Florida
Title
Reconceptualizing Responsiveness for Network Governance: Insights from Cross-Sector Efforts to Assist the Displaced Population From Puerto Rico in Central Florida.
Creator
Prysmakova, Safiya, Bryer, Thomas, Hu, Qian, Sadiq, Abdul-Akeem, Piccolo, Ronald F, Meek, Jack, University of Central Florida
Abstract / Description
This study further expands current knowledge on responsiveness in the public administration field and examines factors that contribute to more responsive public service delivery networks. This research reconceptualized the concept of responsiveness under the lens of New Public Governance as a legitimate democratic public value and answered the following research questions: What constructs constitute to the concept of public service responsiveness? How can public service responsiveness be...
Show moreThis study further expands current knowledge on responsiveness in the public administration field and examines factors that contribute to more responsive public service delivery networks. This research reconceptualized the concept of responsiveness under the lens of New Public Governance as a legitimate democratic public value and answered the following research questions: What constructs constitute to the concept of public service responsiveness? How can public service responsiveness be measured at the network level? Does the complexity of public service provision affect perceived public service network responsiveness? How do collaborative processes across network partners, community support, and resource munificence affect the responsiveness of public delivery networks? The study utilized a multi-method case study approach. The case of the study is focused on the cross-sector efforts in response to the crisis, caused by the massive displacement of the Puerto Rican population to Central Florida after Hurricane Maria. The data was collected using surveys administrated to the displaced population, and interviews conducted with the managers of service delivery organizations. Using quantitative methods, this study developed a valid and reliable model for measuring perceived public service network responsiveness, which is built on the constructs that include the sufficiency of service provision, dignity, clarity of communication and public engagement. The findings suggested that the displaced population that sought a higher number of low complexity services had a more negative perception of public service network responsiveness. The study suggested that negative perception in low complexity service provision can be caused by the low capability of the public service system and low level of public input, and can be characterized as (")consumeristic(") approach. The qualitative findings showed that collaborative processes can affect the responsiveness of public service networks. Increased community support proved to be a positive factor for public service network responsiveness, while a lack of flexible funding is a negative factor for public service network responsiveness.
Show less
Date Issued
2019
Identifier
CFE0007852, ucf:52762
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0007852