Browsing by Author "Gibbons, Alyssa, advisor"
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Item Open Access A computational model and empirical study of the self-undermining proposition in job demands-resources theory(Colorado State University. Libraries, 2019) Walters, Kevin M., author; Fisher, Gwen, advisor; Gibbons, Alyssa, advisor; Clegg, Benjamin, committee member; Conroy, Samantha, committee member; Kraiger, Kurt, committee memberThe current conceptual model in job demands-resources (JD-R) theory contains eight propositions to explain the dual processes through which job demands and resources influence individuals' strain, motivation, and job performance. Although the theory is generally well-supported and widely-used in industrial-organizational (I-O) and occupational health (OHP) psychology literature, more research is needed to validate its two most recent propositions; that motivation and strain can lead to increases in job resources and demands through job crafting and self-undermining behaviors, respectively. The goal of this study was to test the dynamic variable relationships in the self-undermining proposition through two research methods in an academic context. First, I developed and tested a computational model of the self-undermining proposition based in JD-R theory and other psychological theories and research. Second, I collected longitudinal data from undergraduate students at two U.S. universities and analyzed the data through cross-lagged panel analyses and repeated measures multivariate analyses of variance. The results of the two methods were contradictory. Specifically, the specifications and theoretical assumptions of the computational model resulted in simulations of a perpetual loss spiral via a positive feedback loop, whereas statistical analyses of the longitudinal data did not identify or support the self-undermining proposition. Overall, the results did not support the self-undermining proposition and were influenced by several methodological limitations of this study, but these limitations and results exemplified several broader limitations of JD-R theory and suggested that the theory is currently inviable and in need of respecification.Item Open Access Antecedents and outcomes of trust in the mentoring relationship(Colorado State University. Libraries, 2020) Rosen, Marisa Ali, author; Fisher, Gwen, advisor; Gibbons, Alyssa, advisor; Kraiger, Kurt, committee member; Henry, Kim, committee member; Shore, Lynn, committee memberThe purpose of the present study is to uncover how trust in mentoring relationships is influenced by mentor support and how trust influences positive outcomes for mentees: well-being, higher relationship quality, and job engagement. This study has a cross-sectional, survey design, using a sample of mentees, or protégés, from a Qualtrics study panel. All mentees were full-time employees, representative of the U.S. workforce, and were in the same organization as their mentor. I found that mentor support had a positive direct effect of trust and relationship quality and most interestingly that trust explained the relationship between mentor support and relationship quality and some components of well-being. No significant results were found regarding job engagement. These results have important implications for research and practice; they extend the current literature on Leader-Member Exchange, mentoring, and trust and have important implications for implementing formal mentoring programs.Item Open Access Automated scoring in assessment centers: evaluating the feasibility of quantifying constructed responses(Colorado State University. Libraries, 2014) Sanchez, Diana R., author; Gibbons, Alyssa, advisor; Kraiger, Kurt, advisor; Kiefer, Kate, committee member; Troup, Lucy, committee memberAutomated scoring has promised benefits for personnel assessment, such as faster and cheaper simulations, but there is yet little research evidence regarding these claims. This study explored the feasibility of automated scoring for complex assessments (e.g., assessment centers). Phase 1 examined the practicality of converting complex behavioral exercises into an automated scoring format. Using qualitative content analysis, participant behaviors were coded into sets of distinct categories. Results indicated that variations in behavior could be described by a reasonable number of categories, implying that automated scoring is feasible without drastically limiting the options available to participants. Phase 2 compared original scores (generated by human assessors) with automated scores (generated by an algorithm based on the Phase 1 data). Automated scores had significant convergence with and could significantly predict original scores, although the effect size was modest at best and varied significantly across competencies. Further analyses revealed that strict inclusion criteria are important for filtering out contamination in automated scores. Despite these findings, we cannot confidently recommend implementing automated scoring methods without further research specifically looking at the competencies in which automated scoring is most effective.Item Open Access Caring more about careless responding: applying the theory of planned behavior to reduce careless responding on online surveys(Colorado State University. Libraries, 2019) Marshall, Alyssa D., author; Fisher, Gwen, advisor; Gibbons, Alyssa, advisor; Kraiger, Kurt, committee member; Graham, Dan, committee member; Henle, Chris, committee memberCareless responding behavior on online surveys is an insidious problem that can distort research findings in concerning and counter-intuitive ways (McGonagle, Huang, & Walsh, 2016). This study aimed to develop practical strategies for reducing careless responding behavior and to provide theoretical support for the notion that careless responding is a planned behavior affected by motivational processes. This study applied the theory of planned behavior (Ajzen, 1991) to develop three careless responding interventions. One intervention was targeted at each of the theory's antecedent variables – attitudes, subjective norms, and perceived behavioral control. Using a sample of 591 MTurk participants, I examined the interventions' effects on antecedent variables, intentions to respond carefully, and six different measures of careless responding behavior as compared to a control group who received no intervention. Overall, this study found that the theory of planned behavior does explain significant variance in careless responding behavior. This supports the notion that careless responding is a planned behavior affected by motivational processes. Further, this study found that the perceived behavioral control intervention was effective at reducing careless responding on most metrics, though the attitudes and subjective norms interventions were not. None of the interventions produced measurable effects on antecedent variables or intentions to respond carefully. These findings suggest that the perceived behavioral control intervention may be a beneficial addition to future survey research.Item Open Access 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 memberFormer 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.Item Open Access Mental models and feedback reactions: how knowledge and belief structures relate to the acceptance of feedback(Colorado State University. Libraries, 2014) Garrison, Lauren L., author; Gibbons, Alyssa, advisor; Kraiger, Kurt, committee member; Rhodes, Matthew, committee member; Maynard, Travis, committee memberFeedback acceptance has been found to be an integral step in the feedback-development process and increasing acceptance is a prime goal of performance appraisal and human capital management. This study investigated how feedback receivers' mental models for professional skills relate to their acceptance of professional skill feedback. University students participated in a leaderless group discussion and completed multiple measures of mental model knowledge and belief structure before receiving and responding to feedback. The hypothesis that knowledge structure accuracy would predict feedback acceptance was supported for multiple measures, while a significant relationship was not found for belief structure. The results of this study support the propositions of multiple theories and lend promise to the practical value of understanding and influencing mental models for employee learning and development.Item Open Access The impact of alignment between organizational climates for safety, productivity, and quality(Colorado State University. Libraries, 2014) Hoffmeister, Krista, author; Gibbons, Alyssa, advisor; Fisher, Gwenith, committee member; Henry, Kimberly, committee member; Rosecrance, John, committee memberWith a sample of 204 construction workers, the present study assessed how the alignment and misalignment between safety, productivity, and quality climates was related to important individual and organizational outcomes. All three climates were related to safety, productivity, and quality outcomes. An alignment between climates, and a more positive perception of each, led to beneficial outcomes for the individual and the organization. However, a greater misalignment between the outcomes led to poorer health and decreased productivity and quality. Better perceptions of leadership were associated with more positive safety, productivity, and quality climates. These findings are important for both science and practice. Rather than creating silos for these key organizational goals, academics and practitioners should take a more holistic perspective. An understanding of the interaction between safety, productivity, and quality climates, and taking an effort to align these three goals, can maximize organizational success.Item Open Access Unfolding of telecommuting's effects in organizations: performance, commitment, and mechanisms of action(Colorado State University. Libraries, 2016) Onder, Casey Claire, author; Kraiger, Kurt, advisor; Gibbons, Alyssa, advisor; Dik, Bryan, committee member; Henle, Chris, committee memberTelecommuting is an increasingly popular flex work arrangement, and there is controversy regarding its effects on employee performance and commitment. There is likewise lack of clarity regarding mechanisms of action. While autonomy has received support as a mediator of telecommuting’s relationship with several work outcomes, the role of work-life balance as a mediating mechanism remains untested, and prior research is largely cross-sectional. The present study drew on instrumental as well as signaling-and-exchange perspectives of telecommuting’s benefits to test the simultaneous influence of mediators of job autonomy and work-life balance support perceptions on outcomes of supervisor-rated performance, affective commitment, and intent to stay. I proposed and tested a theoretical model of telecommuting’s impact on these outcomes using lagged self-report and supervisor-rated performance data from 2,682 full-time managerial and administrative employees in an organization where telecommuting was broadly offered as a flexible work policy. Results indicated that telecommuting had a positive impact on affective commitment and intent to stay through perceptions of work-life balance support. Perceptions of autonomy and job performance, however, were unaffected. Results suggest that work-life balance support is an important mediator of telecommuting’s impact on commitment-related outcomes, and that where telecommuting is perceived as a form of work-life balance support, performance may be unaffected. Results of this study extend the literature on telecommuting’s mechanisms of action and from an organizational perspective, suggest that the “value added” of work-life balance supportive telecommuting arrangements is more likely to come in the form of enhanced commitment versus performance.Item Open Access Videogame-based learning: a comparison of direct and indirect effects across outcomes(Colorado State University. Libraries, 2017) Sanchez, Diana R., author; Kraiger, Kurt, advisor; Gibbons, Alyssa, advisor; Maynard, Travis, committee member; Troup, Lucy, committee member; Prince, Mark, committee memberRecent years have shown a rise in the application of serious games used by organizations to help trainees learn and practice job related skills (Muntean, 2011). Some sources have projected a continued growth in the development and application of video games for novel purposes (Sanders, 2015). Despite the increasing use of video games for workplace training, there is limited research evidence to justify the use of video games for learning. Additionally, this research has generated mixed results on the utility of serious games (Guillen-Nieto & Aleson-Carbonell, 2012). One contribution of this study is a review of the research literature to understand why videogame-based learning research is producing inconsistent results. From this review, I present several current challenges in the research literature that may be contributing to these inconsistencies; distinguishing videogames from similar training media, identifying game characteristics, exploring the possible mechanisms in the training experience, differentiating training outcomes, and making accurate implications for research. The purpose of this study is to design and test a new approach to game-based learning research that would explore the context in which games are effective learning tools. This study tested and expanded the model from Garris et al.'s (2002) game-based learning I-P-O model to determine the extent to which one game characteristic (i.e., human interaction) influences two training outcomes (i.e., declarative knowledge and affective states), as well as the possible mechanisms through which this occurs. The present study found that active learning is a mechanism through which human interaction influences both declarative knowledge and affective states. Although the effect size was large for affective states, it was small for declarative knowledge. The mediating effect of active learning was greater for the relationship between human interaction and affective states than for the relationship between human interaction and declarative knowledge. I also found that perceived value mediates the relationship between human interaction and affective states.Item Open Access What motivates healthcare workers? Using latent profile analysis to understand healthcare workers' motives and their relationships with work outcomes(Colorado State University. Libraries, 2023) Ospina, Javier H., author; Fisher, Gwenith, advisor; Gibbons, Alyssa, advisor; Henry, Kimberly, committee member; Sarason, Yolanda, committee memberHealthcare workers (HCWs) are an integral part of the U.S. healthcare system. Despite their importance, healthcare organizations often struggle to attract, retain, and manage these workers due to various challenges inherent in this type of work. Human resource management interventions that target HCWs' motivation have been proposed as a means to help address these issues. However, HCW motivation is complex and multifaceted and prior work has not thoroughly accounted for how multiple motives influence HCWs' work. The current research seeks to understand how various HCW motives identified in the literature relate to each other and to important work outcomes. Specifically, I used latent profile analysis to identify distinct HCW motive profiles, evaluated the degree to which each profile was characterized by extrinsic or intrinsic motivation or amotivation, and then examined whether these profiles were differentially related to client-related burnout, work-related burnout, turnover, job satisfaction, meaning in life, and job performance. My results revealed three latent profiles: an incentive-driven profile, an altruism-driven profile, and a broadly-driven profile. The incentive-driven profile displayed low intrinsic motivation and was associated with the worst outcomes. The altruism-driven profile displayed moderate intrinsic motivation and was associated with better outcomes than the incentive-driven profile but worse outcomes than the broadly-driven profile. The broadly-driven profile displayed high intrinsic motivation and was associated with the best outcomes. All profiles displayed high extrinsic motivation and low amotivation. This study's results demonstrated that HCWs who reported multiple motives for engaging in their work fared better than those who reported only one or two motives, and that a higher degree of internalization (i.e., intrinsic motivation) was associated with better outcomes. This study also found, counterintuitively, that being driven solely by altruistic motives was detrimental to HCWs. Implications for research and practice as well as future direction are discussed.Item Open Access Workplace health training: a theoretical and empirical model(Colorado State University. Libraries, 2017) Drake, Travis, author; Kraiger, Kurt, advisor; Gibbons, Alyssa, advisor; Graham, Dan, committee member; Sarason, Yolanda, committee memberFor the current study I proposed a complete, integrated model of workplace health training including its antecedents, structure, and outcomes. Additionally, I proposed the concept of 'training enrichment', where different types of training would have a multiplicative effect on relevant work outcomes. Based on this proposed model, I empirically tested the longitudinal effects of workplace health training on employee attitudes, employee performance ratings, and learning culture. I hypothesized that: 1) the structure of my empirical model would fit the data, 2) workplace health training would positively impact employee attitudes and employee performance, 3) a strong learning culture would lead to increased employee participation in workplace health training, and 4) workplace health training would interact with leadership training to positively impact employee attitudes and employee performance. Results from the structural equation model and associated statistical tests showed that while the structure of the model was appropriate, the longitudinal effects of the training were minimal. Overall, this study provides a strong foundation for structuring workplace health training, as well as some evidence of its longitudinal effectiveness.