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Browsing by Author "Cleveland, Jeanette, advisor"

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    Identifying and evaluating factors that enhance former offenders' hiring-related outcomes
    (Colorado State University. Libraries, 2024) Anderson, Kemol J., author; Cleveland, Jeanette, advisor; Gibbons, Alyssa, advisor; Dik, Bryan, committee member; Henle, Chris, committee member; Kraiger, Kurt, committee member
    Former offenders face several barriers to re-entry into society and the workplace. One such barrier includes employers' negative and unfounded attitudes of former offenders, which may lead to unfair bias in hiring. Crandall and Eshleman's (2003) justification-suppression model (JSM) posits that such prejudicial attitudes can be suppressed. Guided by the JSM theoretical framework, the current two-study project was designed to (1) identify prejudice suppression factors that might increase employers' willingness to hire former offenders – more specifically former minor drug offenders (FMDOs) and (2) test the efficacy of two suppression factors in a hypothetical hiring setting. Study 1 was an interview study of 13 employers, across several industries, on what factors made them more likely to consider hiring FMDOs. Thematic analysis results yielded 30 factors that were classified as situation-related, employer-related, and applicant-related suppression factors. The two most frequently endorsed prejudice suppression factors were: (1) evidence of the applicant's desistance & positive change, and (2) evidence of the applicant's honest disclosure of their background. In Study 2, the efficacy of these two suppression factors (desistance and disclosure) was tested to assess whether FMDOs' hiring-related outcomes were improved by manipulating suppressor evidence (desistance, disclosure, or no suppressor) and the offense type of the applicant (traffic offense, minor drug offense, and serious drug-related offense) in a hypothetical hiring context, for a retail sales associate position. Using a sample of 230 hiring managers in a retail setting, a significant main effect of offense type was found. No significant main effect was found for suppressor evidence on hiring recommendations. Neither offense type nor suppressor evidence was related to participants' concerns about hiring the applicants, or their proposed starting salary for applicants. Implications of these findings, alternative theoretical explanations, limitations, and future directions are discussed.
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    Impression management manifested on LinkedIn and in resumes
    (Colorado State University. Libraries, 2017) Cotter, Lauren, author; Cleveland, Jeanette, advisor; Murphy, Kevin, committee member; Chavez, Ernest, committee member; Conroy, Samantha, committee member
    This study examines the effects of the use of impression management tactics on the professional networking site, LinkedIn. It makes three primary contributions to the literature. First, this study examines how a job seeker's use of impression management on LinkedIn affects inferences of his or her cognitive ability and conscientiousness. In addition, I compared inferences of cognitive ability and conscientiousness made from resumes and LinkedIn profiles, which showed inferences made from LinkedIn profiles have incremental validity over inferences made from resumes. Finally, these findings build preliminary validation evidence for the use of LinkedIn as a selection screening tool.
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    Rater goals as a function of appraisal purpose and ratee performance level
    (Colorado State University. Libraries, 1994) Kerst, Melinda E., author; Cleveland, Jeanette, advisor; Bell, Paul A., committee member; Pegnetter, Richard, committee member; Thornton, George C., 1940-, committee member
    The goals raters have in mind when evaluating employee performance has not been a central area of focus in traditional performance appraisal literature (Cleveland & Murphy, 1992; Murphy and Cleveland , 1991). The purpose of the current study was to empirically examine rater goals and how they vary as a function of appraisal purpose (administrative or developmental) and ratee performance level (poor, average, or outstanding). The method used in this study was based upon procedures used in the creation of behaviorally anchored rating scales. The study was divided into three main phases: phase one involved goal generation, phase two involved retranslation of goals, and phase three involved rating the importance of goals. Analysis of variance and t-tests were conducted to examine the degree to which goals differed in rated importance based upon appraisal purpose ( developmental or administrative) and ratee performance level (poor, average, outstanding). Results supported the influence of appraisal purpose and ratee performance level on rated goal importance. In addition, evidence supporting an interaction of purpose and performance level on rated goal importance was found. Interpretations, limitations, and implications for organizations and future research are discussed.
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    Resource competition and ageism: a study of the influence of employment scarcity on the endorsement of ageist attitudes
    (Colorado State University. Libraries, 2015) Ospina, Javier H., author; Cleveland, Jeanette, advisor; Gibbons, Alyssa, committee member; Henle, Chris, committee member; Swaim, Randall, committee member
    The major economic recession of 2007, which has disproportionately affected younger workers, and the rapid growth of the older population have created an environment where younger persons are economically disenfranchised and a highly visible older population persists in the labor force at a time when jobs are scarce. Intergenerational conflict may arise under these conditions due to perceived competition over economic resources, consistent with Realistic Group Conflict Theory, which posits that negative intergroup perceptions arise when the success of one group is threatened by another, potentially leading to intergroup hostility. Younger workers may perceive older workers as a threat to their economic well-being and thus harbor ageist perceptions about them. To test this hypothesis, survey data was collected from 395 participants using Amazon's Mechanical Turk. The survey collected information about current employment status, duration of longest unemployment, number of peers unemployed, underemployment, job insecurity, and endorsement of ageist beliefs. Work centrality was investigated as a potential moderator for these relationships and perception of threat felt from older persons as a potential mediator. Results indicated that underemployment and job insecurity were both significant predictors of ageism. Workers who experienced greater underemployment or job insecurity were more likely to harbor ageist beliefs. Additionally, work centrality moderated relationships between peer unemployment and ageism, and perception of threat from older persons mediated relationships between underemployment/job insecurity and ageism. This study provides insight into how perceptions of age are influenced by economic factors and how a vulnerable group in society is affected during periods of economic turmoil.
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    Successful aging at work and age-related contextual information influence simulated performance appraisal decisions
    (Colorado State University. Libraries, 2017) Hanscom, Madison E., author; Cleveland, Jeanette, advisor; Fisher, Gwenith, committee member; Murphy, Kevin, committee member; Shore, Lynn, committee member; Stallones, Lorann, committee member
    As the age of the workforce increases, it is important to understand that information other than objective job performance influences the performance evaluation process and decisions. Performance information is used as a basis for multiple organizational decisions, thus it is critical to understand how alternative age concepts may influence these important work outcomes. Much research has been conducted using chronological age to examine these linkages although few studies have incorporated more recent measures of aging perceptions. Using a within subjects 2 x 3 x 2 experimental vignette methodology across three samples, the present study examined the influence of successful aging at work (successful and not successful), the age type of the job (young type of job, age neutral, and old), and performance pattern (younger or older) on performance ratings, promotion and layoff decisions, recommendations for upgrade training, bonus money administration, and organizational resource investments. Results showed significant main effects for successful aging at work on performance-based outcomes. Less consistent relationships were found with job type and performance pattern. These results are discussed in relation to previous research on age-performance relationships, theoretical support, as well as implications for future research.
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    The combined effects of leadership style and organizational culture type on psychological empowerment and organizational commitment
    (Colorado State University. Libraries, 2014) Raymer, Steven D., author; Cleveland, Jeanette, advisor; Kraiger, Kurt, committee member; Chavez, Ernest, committee member; Mumford, Troy, committee member
    While leadership and organizational culture types are suggested to affect one another, contextual issues and unstable conditions make these effects difficult to measure. Using organizational outcomes with previously demonstrated relationships to both leadership and culture types, we create a controlled environment to establish 4 possible leadership and culture combinations. Using regression analysis, we explore possible mediation, moderation, and main effects of each condition on psychological empowerment and organizational commitment. Results indicate a lack of significant main effect by leadership, while "flexible" culture type produced higher scores of both psychological empowerment and organizational commitment over the "stable" culture type.
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    The disclosure dilemma: when and why job applicants differ in disclosing their disability status
    (Colorado State University. Libraries, 2018) Menendez, Jaclyn, author; Cleveland, Jeanette, advisor; Murphy, Kevin, committee member; Gibbons, Alyssa, committee member; Dik, Bryan, committee member; Conroy, Samantha, committee member
    This study explores the complex issue involving the individual and organizational factors that influence an applicant's disclosure of their disability status on job applications, as well as their perceived likelihood of experiencing discrimination. Section 503 of the Rehabilitation Act sets a hiring aspiration for 7% of all government organizations to be comprised of people with disabilities, and now requires applicants to fill out a disclosure form of disability status in order to track progress. One problem with this goal is the low disclosure rates among applicants with disabilities. The present study manipulates two factors that influence disclosure rates and discrimination expectations, and develops a theoretical framework for how these factors may be associated with an applicant's disability identity in the workplace. It is hypothesized that disclosure rates are affected by two organizational variables (organizational diversity climate and supervisor support), and how disability identity in the workplace moderates these relationships. Results show that organizational variables do not have a significant impact on willingness to disclose one's disability status on the voluntary disclosure form, nor do these organizational variables affect anticipated discrimination in the workplace. Disability identity was shown to significantly predict anticipated work discrimination. Future research may use these findings to better tailor strategies for increasing disclosure rates based on an applicant's disability identity in the workplace.
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    Understanding ratee preference for feedback form through rating format and expectation clarity
    (Colorado State University. Libraries, 2014) Menendez, Jaclyn M., author; Cleveland, Jeanette, advisor; Kraiger, Kurt, committee member; Rambo-Hernandez, Karen, committee member; Dik, Bryan, committee member
    Performance feedback is one of the most highly researched areas in industrial/organizational psychology, but it remains far from being fully understood. Ratee attitudes towards their feedback forms can shape their attitudes about the feedback content in general. This study investigates the impact of two feedback form features, rating format and performance expectation clarity, on two attitudinal outcomes of satisfaction and acceptance. Perceptions of fairness were hypothesized to mediate all relationships. Results showed a statistically significant relationship between clarity of expectations and ratee satisfaction with their feedback form. All other relationships were found to be non-significant. This research demonstrated the importance of performance expectation clarity on ratee satisfaction with feedback. The results are discussed in relation to future research and implications for behavioral change.
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    Using expectancy theory to examine occupational future time perspective with safety motivation and safety performance
    (Colorado State University. Libraries, 2020) Hanscom, Madison E., author; Cleveland, Jeanette, advisor; Gibbons, Alyssa, committee member; Murphy, Kevin, committee member; Shore, Lynn, committee member; Prince, Mark, committee member
    By better understanding employee safety motivation, organizations have the potential to reduce work-related accidents and injuries by improving motivation and safety behaviors. In the present study, the construct domain of safety motivation is expanded through the theoretical lens of expectancy theory by utilizing three components of safety motivation (i.e., valence of safety outcomes, instrumentality of safety outcomes, and expectancy) in addition to the most commonly utilized facet of safety motivation (i.e., safety importance). When these motivational facets were examined with three types of safety performance in the same model, results showed different relationships depending upon the safety performance outcome. The two motivational facets that showed the strongest relationships with safety compliance were both safety expectancy and safety importance. Safety expectancy was the strongest predictor of both safety participation and safety initiative. These findings indicate that expectancy theory can be applied within the safety space to explain the utility of safety motivation in predicting multiple types of safety performance. In a separate model, intrinsic and extrinsic components of valence and instrumentality were also examined, illustrating differential relationships with safety performance when these constructs are considered separately. As the age of the workforce increases, it is also important to understand how perceived time horizon might be associated with safety motivation and safety performance. In the present study, occupational future time perspective (OFTP; defined as a worker's perception of their remaining time and perceived opportunities left in their career) was examined as potential predictors of the multifaceted view of safety motivation. Results indicated as an individual's perceived opportunities at work increases, this was associated with an increase in all facets of safety motivation and performance; however, as one's remaining time increases at work, this was associated with weak negative relationships or no significant relationship with safety motivation. These results are discussed in relation to previous research and theory.