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(1 - 8 of 8)
- Title
- THE RELATION BETWEEN OPTIMISM AND JOB PERFORMANCE: AN APPLIED SETTING.
- Creator
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Davis, Mary, Wooten, William, University of Central Florida
- Abstract / Description
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Research on cognitive ability measures consistently concludes that they are predictive of employee performance. While accounting for only about 9% of the variance in performance, however, cognitive ability measures are not sufficient. Alternative measures, such as measures of personality constructs, must be included to fully predict employee performance. The research on personality measures suggests that they are marginally predictive of employee performance. Research also suggests that...
Show moreResearch on cognitive ability measures consistently concludes that they are predictive of employee performance. While accounting for only about 9% of the variance in performance, however, cognitive ability measures are not sufficient. Alternative measures, such as measures of personality constructs, must be included to fully predict employee performance. The research on personality measures suggests that they are marginally predictive of employee performance. Research also suggests that predicative accuracy of personality measures can be enhanced when the measure is specific to the situation (i.e., stress measure are more predictive of performance in high stress situations compared to moderate or low stress situations). The current study compares a specific measure of a personality construct, the Seligman Attributional Style Questionnaire (a measure of optimism), with a broad, general measure of personality, the Gordon Personal Profile-Inventory, comparing jobs specifically requiring higher levels of optimism versus jobs that do not require high levels of optimism. The results suggest that the use of the SASQ under situationally specific conditions does not result in greater predictive accuracy that the more generic GPPI. In addition, neither measure resulted in significant correlations with employee performance. The study generally confirmed the literature on the limited utility of personality measures in predicting performance. It also raised questions about how situational specificity is operationized.
Show less - Date Issued
- 2006
- Identifier
- CFE0001262, ucf:46930
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001262
- Title
- ISSUES IN VALIDITY GENERALIZATION: THE CRITERION PROBLEM.
- Creator
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Hodge, Raquel, Wooten, William, University of Central Florida
- Abstract / Description
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Schmidt and HunterÂÂ's validity generalization model poses seven sources of error variance affecting validation studies. Of the seven sources of error variance, only four sources have been tested. This study looks at an additional source of error variance, the difference between studies in the amount and kind of criterion contamination and deficiency, as proposed by Schmidt and Hunter. The current study proposes a method of evaluating criterion contamination and...
Show moreSchmidt and HunterÂÂ's validity generalization model poses seven sources of error variance affecting validation studies. Of the seven sources of error variance, only four sources have been tested. This study looks at an additional source of error variance, the difference between studies in the amount and kind of criterion contamination and deficiency, as proposed by Schmidt and Hunter. The current study proposes a method of evaluating criterion contamination and deficiency in criterion measures in order to minimize their effects on the relationship between criterion and predictor measures. Two unique criteria are used including a traditional subjective measure of current performance and a non-traditional subjective measure of expandability (future performance). Data from 378 employees from a large international financial institution were used to test the proposed method. Results do not support the hypotheses. Single criteria predicted the same or better than the combined criteria, suggesting that the criterion problem was not addressed. Possible reasons for these findings are discussed. An unexpected finding supports the utility of personality measures compared to cognitive ability measures. The study concludes with a discussion of the implications and limitations of the study as well as directions for future research.
Show less - Date Issued
- 2010
- Identifier
- CFE0003158, ucf:48609
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003158
- Title
- IMPROVING THE ADVERSE IMPACT AND VALIDITY TRADE-OFF IN PARAETO OPTIMAL COMPOSITES: A COMPARISON OF WEIGHTS DEVELOPED ON CONTEXTUAL VS TASK PERFORMANCE.
- Creator
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Tsang, Howin, Wooten, William, University of Central Florida
- Abstract / Description
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Recent research in reducing adverse impact in personnel selection has focused on the use of various weighting schemes to balance levels of adverse impact and the validity of selection processes. De Corte Lievens & Sackett (2007) suggested the use of the normal boundary intersection method to create a number of weights that optimize adverse impact and criterion validity. This study seeks to improve the efficacy of this solution by looking at specific types of performance, namely task and...
Show moreRecent research in reducing adverse impact in personnel selection has focused on the use of various weighting schemes to balance levels of adverse impact and the validity of selection processes. De Corte Lievens & Sackett (2007) suggested the use of the normal boundary intersection method to create a number of weights that optimize adverse impact and criterion validity. This study seeks to improve the efficacy of this solution by looking at specific types of performance, namely task and contextual performance. It will investigate whether a focus on contextual performance will improve the trade-off by requiring smaller losses in validity for greater gains in adverse impact. This study utilized data from 272 applicants for exempt positions at a multinational financial institution. The two sets of Paraeto optimal composite were developed, one based on contextual performance and the other based on task performance. Results were analyzed based on levels of adverse impact and validity of weights generated using each method. Results indicate that reducing adverse impact required a greater validity trade-off for task performance than contextual performance. Application of this method would allow for greater reductions to adverse impact than the original method while retaining a validity coefficient of 95% of the maximum achieved with regression weighting. Though this method would limit practitioners to selecting based on contextual performance, the use of minimal cut-off scores on task predictors or job experience could allow employers to incorporate task measures while further reducing adverse impact.
Show less - Date Issued
- 2010
- Identifier
- CFE0003399, ucf:48386
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003399
- Title
- Job Characteristics Model: Test of a Modified Four-Trait Model at the University of Central Florida.
- Creator
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Cox-Jones, Gena L., Wooten, William, Arts and Sciences
- Abstract / Description
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University of Central Florida College of Arts and Sciences Thesis; The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and...
Show moreUniversity of Central Florida College of Arts and Sciences Thesis; The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and Oldham Job Diagnostic Survey (JDS) and their Job Rating Form (JRF). It was hypothesized that: (a) only four significant job dimensions would emerge from factor analysis of the data; (b) that the motivating potential ratings from job incumbents would be significantly different from those provided by supervisors; and (c) that these motivating potential scores would be significantly lower than the norm for the job families into which those positions fell. the data failed to lend support to any of the preceeding hypotheses. First, only one significant factor (Skill Variety) was extracted from the non-supervisory data while two factors (Skill Variety and Task Identity) were extracted from the supervisory data. Second, incumbents' ratings were not significantly different from those of their supervisors and third, the motivating potential scores of incumbents were found to be higher than the norm for most of the job families sampled in the study.
Show less - Date Issued
- 1987
- Identifier
- CFR0008177, ucf:53060
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFR0008177
- Title
- The Relationship between Course Syllabi and Participant Evaluation Reactions Across Web-based and Face-to-Face Courses.
- Creator
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Glerum, David, Wooten, William, Fritzsche, Barbara, Yee, Kevin, University of Central Florida
- Abstract / Description
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A common form of training or education evaluation involves the examination of course participant reactions towards various aspects of the course for summative evaluation purposes. Participant reactions have been examined within the framework of a comparison between online and face to face courses often with a slight positive weight towards online courses (Sitzmann et al., 2006). Past research on this topic has denoted a need for studies examining the relationship between objective course...
Show moreA common form of training or education evaluation involves the examination of course participant reactions towards various aspects of the course for summative evaluation purposes. Participant reactions have been examined within the framework of a comparison between online and face to face courses often with a slight positive weight towards online courses (Sitzmann et al., 2006). Past research on this topic has denoted a need for studies examining the relationship between objective course characteristics and participant reactions. This paper seeks to examine the relationship between participant reactions of a sample of geographically disbursed teachers enrolled in a large, national professional development company and objective course characteristics as communicated by course syllabi within a framework of comparison between online and face to face courses. The delivery format, knowledge base, specificity of course objectives, and student interaction levels were all related to some degree to various participant reactions, although the effect sizes were notably small. In many cases, an interaction between the delivery format and objective course characteristic in question influenced the participant reaction. Objective course characteristics as communicated by the syllabi appeared to be major predictors of participant reactions within the face to face courses that were examined, but not for the online courses. Course development stakeholders are recommended to pay attention to the course syllabus design process and craft quality syllabi that communicate relevant information while concurrently anticipating potential participant reactions. Organizations may be able to align the outline for instruction or (")contract(") as presented by the syllabus with recommendations as offered by participant evaluations so as to instill consistent expectations within the participants and maximize positive reactions towards the courses within which they are enrolled.
Show less - Date Issued
- 2011
- Identifier
- CFE0004113, ucf:49119
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004113
- Title
- The Attitude-Engagement Model Within-Persons: An Experience Sampling Study of Job Attitudes and Behavioral Engagement.
- Creator
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Glerum, David, Wooten, William, Fritzsche, Barbara, Yee, Kevin, University of Central Florida
- Abstract / Description
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Although a large body of research has attempted to answer the question, (")Is a happy worker a more productive worker?(") by examining the relationship between job attitudes and behaviors, results are often inconsistent. Drawing upon Fishbein and Ajzen's (1974) compatibility principle as well as theory on job attitude change and dynamic performance, the current study sought to answer this question by examining the attitudes-performance relationship at the within-persons level of analysis....
Show moreAlthough a large body of research has attempted to answer the question, (")Is a happy worker a more productive worker?(") by examining the relationship between job attitudes and behaviors, results are often inconsistent. Drawing upon Fishbein and Ajzen's (1974) compatibility principle as well as theory on job attitude change and dynamic performance, the current study sought to answer this question by examining the attitudes-performance relationship at the within-persons level of analysis. Specifically, an Attitude-Engagement Model that specifies a broad conceptualization of job attitudes and behavioral engagement should exhibit the strongest relationship between job attitudes and job behaviors (Harrison, Newman, (&) Roth, 2006; Newman, Joseph, (&) Hulin, 2010) within-persons. Although relationships between these two domains have been theorized and examined within a between-subjects framework, no attempts have been made to examine these broad factors at the within-subjects level. Using experience sampling methodology (ESM), job attitudes and job behavior data were collected from 52 hairdressers, cosmetologists, and barbers across 1,438 observations. Using intensive longitudinal methods (Bolger (&) Laurenceau, 2013), evidence for large within-persons variability in both job attitudes and behavioral engagement was found. Evidence for the Attitude-Engagement model at the within-persons level of analysis was also provided, even after introducing a one (")moment(") and one (")day(") time lag. Furthermore, in order to provide evidence for the construct validity of the A-Factor and the E-Factor within-persons, evidence for the within-persons reliability of the assessment of change was established employing a generalizability framework. The findings have both research and practical implications for the study of attitudes and behaviors in the workplace and suggest several interesting avenues for future research.
Show less - Date Issued
- 2016
- Identifier
- CFE0006107, ucf:51205
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006107
- Title
- The Impact of Individual Perceptions of the Fairness of Public Affirmative Action Policy Statements on Attitudes toward the Organization.
- Creator
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Zaragoza, Joseph, Wooten, William, Carter, Nathan, Fritzsche, Barbara, University of Central Florida
- Abstract / Description
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The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization's mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant...
Show moreThe purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization's mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are discussed.
Show less - Date Issued
- 2012
- Identifier
- CFE0004622, ucf:49938
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004622
- Title
- The Relationship between Mentoring and Social Status at Work: A Social Network Status Study.
- Creator
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Flowers, Lakeesha, Jentsch, Kimberly, Fritzsche, Barbara, Wooten, William, Chepenik, Nancy, University of Central Florida
- Abstract / Description
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Mentoring is an important means of developing talent. Typically, mentoring involves two individuals (-) a mentor, who provides career development and psychosocial support to a less experienced counterpart (the prot(&)#233;g(&)#233;). Because mentoring is related to several desired outcomes such as career advancement, and job satisfaction, it is important to understand which individual characteristics are important to obtaining or providing effective mentoring. It is also necessary to examine...
Show moreMentoring is an important means of developing talent. Typically, mentoring involves two individuals (-) a mentor, who provides career development and psychosocial support to a less experienced counterpart (the prot(&)#233;g(&)#233;). Because mentoring is related to several desired outcomes such as career advancement, and job satisfaction, it is important to understand which individual characteristics are important to obtaining or providing effective mentoring. It is also necessary to examine potential but unconfirmed outcomes of mentoring such as social network status. This study examined the relationships between several individual characteristics, namely social intelligence and emotional intelligence, and mentoring relationships. In addition, this study examined the relationships between mentoring and social network status. In this non-experimental study, there were several unique relationships among these constructs. The results indicate a person's social intelligence is indicative of their status as a mentor (or not a mentor) but is not related to status as a prot(&)#233;g(&)#233; (or not a prot(&)#233;g(&)#233;). In addition, a mentor's perception of the costs and benefits of mentoring were explained by the prot(&)#233;g(&)#233;'s social intelligence and emotional intelligence. A mentor's social intelligence also explained the quality of the mentoring given. Finally, a mentor's social network status was related to the prot(&)#233;g(&)#233;'s social network status but this relationship was not due to the mentoring received. This study provides one of the first examinations of the relationship between mentoring and social network status and provides areas for future research and practical considerations.
Show less - Date Issued
- 2012
- Identifier
- CFE0004308, ucf:49478
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004308
