Current Search: Roth, Colin (x)
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- Title
- Truly Accomplished: Effectiveness of a Measurement and Feedback Approach to Lifestyle Change.
- Creator
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Wright, Natalie, Pritchard, Robert, Fritzsche, Barbara, Sims, Valerie, Roth, Colin, University of Central Florida
- Abstract / Description
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Individuals' personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of...
Show moreIndividuals' personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of Truly Accomplished, an intervention designed to help individuals develop personalized systems for measuring and improving behavior, and examined the extent to which the outcomes associated with such behavior change exhibit positive spillover effects into the workplace. Participants (N = 44) experienced large gains in effectiveness (d = 2.93). Effectiveness gain was predicted by conscientiousness (r = .40), core self-evaluations (r = .42), and psychological safety (r = .64). Learning goal orientation and performance goal orientation interacted with perceived goal difficulty to predict effectiveness gain. Overall effectiveness gain was negatively related to stress and positively related to future change efficacy, job-related efficacy, and satisfaction with the intervention. Job satisfaction and job efficacy increased following feedback, providing some evidence of spillover.Results have implications for individual behavior and attitude change, and its impact seems to extend into subjective well-being above and beyond actual behavior change. Evidence of spillover has implications for organizations, suggesting that TA may be used as a mechanism through which job-related outcomes can be improved.
Show less - Date Issued
- 2012
- Identifier
- CFE0004231, ucf:48998
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004231
- Title
- Feedback Intervention Perceptions: Development and Validation of a Measure.
- Creator
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Young, Brandon, Fritzsche, Barbara, Joseph, Dana, Jentsch, Kimberly, Roth, Colin, University of Central Florida
- Abstract / Description
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Reactions toward performance feedback have critical implications for organizations and are of great interest to practitioners. Unfortunately, the measurement of employee experiences with feedback intervention varies widely and the literature is flooded with atheoretical, untested measures. Measurement is also commonly done at a global reaction level, largely neglecting the complexity of feedback intervention. The current study presents and tests a new multidimensional measure of feedback...
Show moreReactions toward performance feedback have critical implications for organizations and are of great interest to practitioners. Unfortunately, the measurement of employee experiences with feedback intervention varies widely and the literature is flooded with atheoretical, untested measures. Measurement is also commonly done at a global reaction level, largely neglecting the complexity of feedback intervention. The current study presents and tests a new multidimensional measure of feedback intervention perceptions. The measure is intended to capture facet level perceptions regarding the characteristics of five feedback intervention components (i.e., Performance Measurement, Feedback Content, Feedback Delivery, Organizational System Support, and Feedback Source). Items were generated deductively based on influential works in the feedback and performance management literatures. Confirmatory factor analysis supported a five-factor structure. Correlational analyses demonstrated strong but differential relationships between the measure and several global feedback reaction measures and job satisfaction. Finally, regression analyses demonstrated significant direct effects of feedback intervention perceptions on motivation and intent to use feedback. Organizational (procedural and distributive) justice served to mediate the relationship between the Feedback Intervention Perceptions Scale and motivation. Overall, results support the validity and potential utility of the Feedback Perceptions Scale for both research and practice. Implications for theory and practice and directions for future research are discussed.
Show less - Date Issued
- 2015
- Identifier
- CFE0006237, ucf:51068
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006237
- Title
- The Measurement of Motivation: Examining the Measurement Properties of the Motivation Assessment System.
- Creator
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Schmerling, Daniel, Fritzsche, Barbara, Joseph, Dana, Jentsch, Florian, Roth, Colin, University of Central Florida
- Abstract / Description
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The current study investigated the Pritchard-Ashwood (P-A) Theory of Motivation (Pritchard (&) Ashwood, 2008) by examining a measure of P-A Theory labeled the Motivation Assessment System (MAS). P-A Theory combines prior motivation theories such as expectancy theory, goal setting theory, justice theory, and needs theory and consolidates them into one integrated theory of motivation. In essence, P-A theory posits that one's motivation is determined by four perceptions, including the extent to...
Show moreThe current study investigated the Pritchard-Ashwood (P-A) Theory of Motivation (Pritchard (&) Ashwood, 2008) by examining a measure of P-A Theory labeled the Motivation Assessment System (MAS). P-A Theory combines prior motivation theories such as expectancy theory, goal setting theory, justice theory, and needs theory and consolidates them into one integrated theory of motivation. In essence, P-A theory posits that one's motivation is determined by four perceptions, including the extent to which one believes: (a) his/her actions will lead to results, (b) his/her results will lead to positive evaluations, (c) his/her evaluations will lead to positive outcomes, and (d) his/her outcomes will satisfy his/her needs. The MAS is designed to capture P-A Theory by assessing these four perceptions, and this dissertation examined tenets of P-A Theory by investigating the measurement properties of the MAS via confirmatory factor analysis. Findings showed that the model set forth by P-A Theory had the best fit compared to the other competing models when analyzing MAS data, suggesting the MAS is an appropriate measure of P-A Theory. This research should help to bridge the gap between motivation theory and practice by providing initial evidence of support for a practical measure that captures the full spectrum of employee motivation as set forth in P-A Theory. Recommendations for future research using the MAS to study motivation are suggested.
Show less - Date Issued
- 2013
- Identifier
- CFE0004749, ucf:49801
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004749
- Title
- Employee Engagement, Job Attitudes, and Work Behavior: A Meta-Analytic Test of the Incremental Validity of Employee Engagement.
- Creator
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Koenig, Nick, Fritzsche, Barbara, Joseph, Dana, Bowers, Clint, Roth, Colin, University of Central Florida
- Abstract / Description
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Although the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts...
Show moreAlthough the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts both specific and broadly-defined work behaviors, and (c) estimating the unique predictive validity of engagement above and beyond job attitudes. Several regression equations and structural equation models were tested using a combination of previous meta-analytic correlations (k = 95) and original meta-analytic correlations (k = 12). Results of the study found that engagement does offer unique incremental validity over several work-related behaviors (task performance, ?R2 = .037; contextual performance, ?R2 = .025; turnover, ?R2 = .083), however this incremental validity has been over-stated in previous research. Results also found that the A-factor (higher order attitudinal construct) is strongly related to behavioral engagement (higher order behavioral construct) (? = .62) suggesting that when attitudes and behaviors are examined on the same level of specificity there is a strong predictive relationship between the two. These results suggest that although engagement may not be as unique as previous research has implied it does offer utility in the sense that it acts as a proxy for the A-factor.
Show less - Date Issued
- 2013
- Identifier
- CFE0004873, ucf:49656
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004873