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Title: THE RELATIONSHIP BETWEEN PERCEIVED GENDER DISCRIMINATION AND COUNTERPRODUCTIVE WORK BEHAVIORS.
Creator: Jaffe, Rachel, Shoss, Mindy, University of Central Florida
Abstract / Description: Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination,...
Show moreCounterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally hypothesized. Perceived gender discrimination also had a significant negative correlation with organizational commitment. Control did not significantly correlate with counterproductive work behaviors, meaning it did not function as a mediator between counterproductive work behaviors and perceived gender discrimination, as hypothesized. The intent of this thesis was to examine perceived gender discrimination and control as antecedents of counterproductive behaviors. My findings suggest that perceived gender discrimination is correlated with these negative behaviors, thus promoting the importance of implementing programs to facilitate its reduction.
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Date Issued: 2017
Identifier: CFH2000198, ucf:45975
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFH2000198

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: examining followership role orientation.
Creator: Monsky, Douglas, Burke, Shawn, Shoss, Mindy, Bowers, Clint, University of Central Florida
Abstract / Description: This study attempts to make steps toward filling significant gaps in the followership literature. The study of followership has often been seen through the lens of leaders' ability to impart change in follower behavior. In doing so, the literature has primarily focused on leader behavior as the agent of change rather than acknowledging followers as active agents in their own behaviors. However, some recent research has shown the emergence of followers as the primary focus, even looking at how...
Show moreThis study attempts to make steps toward filling significant gaps in the followership literature. The study of followership has often been seen through the lens of leaders' ability to impart change in follower behavior. In doing so, the literature has primarily focused on leader behavior as the agent of change rather than acknowledging followers as active agents in their own behaviors. However, some recent research has shown the emergence of followers as the primary focus, even looking at how their actions can change the way leaders act. This research focuses primarily on followership role orientations as mental models which specify the attributes an individual expects good followers to possess. In particular, follower personality traits, core self-evaluations, and self-construal were investigated as antecedents of followership role orientations (co-production and passive). Additionally, the relationship between these role orientations and enacted follower behavior (voice and upward delegation) were examined with task-specific self-efficacy investigated as a moderating variable. While most of the antecedents proved to be significant predictors, some of the coefficient directions were unexpected. Finally, results indicated that both role orientations were significant predictors of voice behavior and upward delegation.
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Date Issued: 2018
Identifier: CFE0007346, ucf:52127
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007346

Title: Is Proactive Behavior Always Positive? An Examination of Leader Reactions Based on Employee Gender and Organizational Crisis.
Creator: Carusone, Nicole, Shoss, Mindy, Fritzsche, Barbara, Reynolds Kueny, Clair, University of Central Florida
Abstract / Description: Organizations are increasingly looking to hire employees who are willing to take initiative and go above and beyond expectations (Campbell, 2000). To that aim, proactive behaviors have been increasingly considered as a potentially important characteristic of today's workers (Campbell, 2000). With workplaces becoming more decentralized and work becoming increasingly innovative and self-directed, organizations require employees who are able and willing to be proactive (Campbell, 2000; Frese (&)...
Show moreOrganizations are increasingly looking to hire employees who are willing to take initiative and go above and beyond expectations (Campbell, 2000). To that aim, proactive behaviors have been increasingly considered as a potentially important characteristic of today's workers (Campbell, 2000). With workplaces becoming more decentralized and work becoming increasingly innovative and self-directed, organizations require employees who are able and willing to be proactive (Campbell, 2000; Frese (&) Fay, 2001). Researchers have found many benefits to proactive behavior, including increases in individual performance and innovation (Seibert, Kraimer, (&) Crant, 2001; Tornau (&) Frese, 2013). While proactive behavior may have many benefits, there is some research that suggests, under certain circumstances, proactive behavior may have negative consequences for the enacting employee (Fuller, Marler, Hester, (&) Otondo, 2015; A. M. Grant, Parker, (&) Collins, 2009). This study investigated boundary conditions on the relationship between proactive behavior and positive outcomes for enacting employees. Specifically, it looked at the role of employee gender and organizational crisis on leader reactions to proactive behavior. A sample of college students participated in a laboratory experiment, where they role played as managers working with proactive employee confederates. With increased emphasis being placed on proactive behavior in the workplace, it is greatly important to understand conditions in which proactive behavior may be negatively received by leadership. Implications for theory and practice are discussed.
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Date Issued: 2018
Identifier: CFE0007317, ucf:52129
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007317

Title: Predicting Counterproductive Work Behavior with Explicit and Implicit Measures of Conscientiousness, Agreeableness, and Emotional Stability.
Creator: Zheng, Jimmy, Shoss, Mindy, Jex, Steve, Ehrhart, Mark, University of Central Florida
Abstract / Description: 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.
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Date Issued: 2019
Identifier: CFE0007560, ucf:52614
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007560

Title: The Path of a Stressed Temporary Worker to CWB.
Creator: Striler, Jamie, Shoss, Mindy, Jex, Steve, Ehrhart, Mark, University of Central Florida
Abstract / Description: 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.
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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: Ciarlante, Katherine, Shoss, Mindy, Bennett, Rebecca, Jex, Steve, University of Central Florida
Abstract / Description: 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.
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Date Issued: 2019
Identifier: CFE0007616, ucf:52557
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007616

Title: Grandma got passed over by a manager: The intersection of age and gender in hiring.
Creator: Perez, Alyssa, Fritzsche, Barbara, Dawson, Nicole, Shoss, Mindy, University of Central Florida
Abstract / Description: Research has demonstrated how age stereotypes influence judgment and decision making at work, but older workers are more than just older. All individuals are members of multiple demographic categories, yet we know surprisingly little about how multiple category membership affects judgments and decision making at work. Competing models have been suggested, such as the category activation and inhibition model (Kulik et al., 2007) and the intersectional salience of ageism at work model (Marcus (...
Show moreResearch has demonstrated how age stereotypes influence judgment and decision making at work, but older workers are more than just older. All individuals are members of multiple demographic categories, yet we know surprisingly little about how multiple category membership affects judgments and decision making at work. Competing models have been suggested, such as the category activation and inhibition model (Kulik et al., 2007) and the intersectional salience of ageism at work model (Marcus (&) Fritzsche, 2015). However, empirical tests of these models are scarce. In the present study, the age and gender of job applicants were manipulated in a mock job interview. Job context was also manipulated through a recruitment ad that described the ideal applicant using age and gender stereotypic language. One hundred and seventy-three human resource professionals rated the mock interview. It was expected that when the demographic characteristics of the job applicant matched the stereotypes identified by the job ad, hiring professionals would rate the applicant as more suitable in hireability, qualifications, and recommended starting salary. Results showed a bias against older job applicants, as they were rated as less qualified and as requiring higher starting salaries than younger job applicants, even though their interview transcripts were identical. Moreover, a 3-way interaction showed that the highest salaries were suggested for older job applicants whose gender matched the gender stereotypes presented in the job ad. These results illustrate a hurdle faced by older workers; they will be perceived as less capable yet more expensive. Ageism emerged as the most salient category in this study of individuals seeking re-employment beyond traditional working age, but the results suggest intersectional effects as well. Future research should further examine how ageism is experienced by different multi-group members in other job contexts.
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Date Issued: 2019
Identifier: CFE0007511, ucf:52637
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007511

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

discrimination (3)	+ -
Affect (1)	+ -
Core-Self Evaluations (1)	+ -
Emotions (1)	+ -
Followers (1)	+ -

Followership (1)	+ -
Meta-analysis (1)	+ -
Perceived gender discrimination (1)	+ -
Performance (1)	+ -
Personality (1)	+ -
Role Orientation (1)	+ -
Self-Construal (1)	+ -
Task-Specific Self-Efficacy (1)	+ -
Upward Delegation (1)	+ -
Voice Behavior (1)	+ -
age (1)	+ -
behavioral engagement (1)	+ -
conservation of resources theory (1)	+ -
contextual performance (1)	+ -
counterproductive work behaivor (1)	+ -
counterproductive work behavior (1)	+ -
counterproductive work behaviors (1)	+ -
diversity (1)	+ -
diversity in the workplace (1)	+ -
gender (1)	+ -
gender hierarchy (1)	+ -
gender norms (1)	+ -
gender stereotypes (1)	+ -
harassment (1)	+ -
hiring (1)	+ -

ETD Collection (8)	+ -
Honors Collection (1)	+ -

Shoss, Mindy (9)	+ -
University of Central Florida (9)	+ -
Fritzsche, Barbara (3)	+ -
Jex, Steve (3)	+ -
Ehrhart, Mark (2)	+ -

Barsade, Sigal (1)	+ -
Bennett, Rebecca (1)	+ -
Bowers, Clint (1)	+ -
Burke, Shawn (1)	+ -
Carusone, Nicole (1)	+ -
Ciarlante, Katherine (1)	+ -
Dawson, Nicole (1)	+ -
Jaffe, Rachel (1)	+ -
Jentsch, Florian (1)	+ -
Jentsch, Kimberly (1)	+ -
Joseph, Dana (1)	+ -
Lapalme, Matthew (1)	+ -
Lopez, Stephanie (1)	+ -
Monsky, Douglas (1)	+ -
Perez, Alyssa (1)	+ -
Reynolds Kueny, Clair (1)	+ -
Striler, Jamie (1)	+ -
Wolcott, Amanda (1)	+ -
Zheng, Jimmy (1)	+ -

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