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Browsing by Author "Gibbons, Alyssa Mitchell, advisor"

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    Abusive supervision and employee perceptions of leaders' implicit followership theories
    (Colorado State University. Libraries, 2014) Kedharnath, Uma, author; Gibbons, Alyssa Mitchell, advisor; Harman, Jennifer, committee member; Henle, Chris, committee member; Kraiger, Kurt, committee member
    In this study, I integrated research on abusive supervision and leaders' implicit followership theories (LIFTs; Sy, 2010). An important proposition of LIFTs theory is that matching between LIFTs and an employee's characteristics should yield the most positive employee outcomes; however, these matching effects in the LIFTs context have not yet been tested. Therefore, I examined the extent to which agreement and disagreement between employees' perceptions of their supervisor's LIFTs and employees' ratings of their own characteristics related to two outcomes - abusive supervision and LMX. Results from two samples of student employees supported the prediction that employee perceptions of supervisor LIFTs and their own characteristics would be associated with lower abusive supervision and higher LMX. In addition, perceived LIFTs and employee characteristics interacted such that employees who reported highly positive supervisor LIFTs and highly positive employee characteristics also reported the least abusive supervision and the highest quality relationships with their supervisor. The greater the discrepancy between employees' supervisor LIFTs ratings and their employee characteristics ratings, the higher the abusive supervision that they reported, supporting the matching hypothesis suggested by LIFTs theory. Finally, the level of discrepancy between employees' supervisor LIFTs ratings and their employee characteristics ratings significantly related to LMX only in one of the two samples, providing partial support for this hypothesis. Overall, this study shows that various combinations of perceived LIFTs and employee characteristics influence employee outcomes in important ways.
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    Rating accuracy and cognitive load associated with the distributional assessment model
    (Colorado State University. Libraries, 2011) Vanhove, Adam, author; Gibbons, Alyssa Mitchell, advisor; Clegg, Benjamin A., committee member; Henle, Chris A., committee member; Thornton, George C. III, committee member
    This study examined both the interrater agreement and true score accuracy associated two different types of response formats, one using the traditional assessment (TA) approach, and the other using the distributional assessment (DA) approach. In addition, proponents of the DA response format have proposed that DA users experience less cognitive load than TA users (e.g., Kane, 2000), however, this has not been empirically examined until now. Findings suggest 1) greater interrater agreement among DA users, 2) higher true score accuracy for DA users despite minimal practical significance, and 3) DA users actually experienced significantly more cognitive load than TA users. Finally, a mediational hypothesis was tested to examine whether response format led to experienced cognitive load which, in turn, led to differences in true score accuracy. No evidence was found for this mediational hypothesis.
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    The influence of ability to identify criteria on feedback acceptance
    (Colorado State University. Libraries, 2013) Martin, Angela, author; Gibbons, Alyssa Mitchell, advisor; Henle, Chris A., committee member; Rhodes, Matthew G., committee member; Thornton, George C., committee member
    The criteria used in selection methods such as interviews, integrity tests and assessment centers are often unknown to candidates seeking employment. The individual difference variable of ability to identify criteria (ATIC) represents the degree to which some candidates are better able to correctly identify the situational demands in an ambiguous situation (Kleinman, 1993). Prior research has shown that ATIC is related to performance in the selection method and cognitive ability (Melchers et al., 2009). I tested whether two measures of candidates' ability to identify criteria (ATIC) in an assessment center exercise were related to cognitive ability, social intelligence, self-monitoring and feedback acceptance. Contrary to prediction, we found minimal relationships among measures, raising interesting questions regarding the nomological net and construct validity of ATIC measures.