Browsing by Author "Henle, Chris, committee member"
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Item Open Access A survey of music therapists' attitudes toward evidence-based practice(Colorado State University. Libraries, 2013) Hahn, Kevin, author; LaGasse, A. Blythe, advisor; Davis, William B., committee member; Henle, Chris, committee memberBackground: Evidence-based practice is the confluence of research evidence, practitioner expertise, and client preferences applied in a clinical context. An expansion of the evidence-based medicine movement developed during the early 1990s, evidence-based practice (EBP) has garnered significant attention from healthcare researchers, academics, and clinicians through the alternating endorsement and criticism it receives. Opinions about EBP are likely to vary greatly within a given field, yet little research has been completed to systematically investigate how music therapists view EBP. Given the American Music Therapy Association's inclusion of "evidence-based" in the definition of music therapy, a lack of recent, systematically-gathered information about music therapists' perceptions of EBP highlights the question: What are music therapists' attitudes toward evidence-based practice? Objective: The primary purpose of this study was to survey professional music therapists' attitudes toward evidence-based practice (EBP). This study also sought to determine how music therapists' attitudes toward evidence-based practice systematically vary based on familiarity with EBP, age, year entering the field, years of experience, level of formal academic training, primary philosophical orientation, and additional music therapy designations. Methods: Board-certified music therapists (MT-BCs) were surveyed using a 26-item measure of attitudes toward evidence-based practice (adapted from Johnston et al., 2003). After giving informed consent, participants were provided with a definition of EBP and then completed the adapted Johnston et al. (2003) measure, answered additional items measuring the strength of their attitudes toward EBP, and supplied demographic and professional status information. A total of 646 participants provided results included in the final dataset. Results: On a scale from 1 (lowest) to 6 (highest), 646 participating MT-BCs indicated a mean average response of 4.31 (SD = .65) on an adapted scale of attitudes toward evidence-based practice. Participants reported a mean level of familiarity with EBP of 5.11 (SD = 1.35, n = 643) on a scale from 1 (very unfamiliar) to 6 (very familiar). Familiarity with EBP was positively correlated with and predicted attitudes toward EBP. Participants' age in years and calendar year entering the profession were associated with attitudes toward EBP. Participants' attitudes toward EBP differed based on primary philosophical orientation, level of training, and additional training designations. Conclusions: Responses from this study suggest MT-BCs are very familiar with evidence-based practice and possess generally favorable attitudes toward EBP. Increasing music therapists' familiarity with EBP may predict a moderate increase in their attitudes toward EBP (adjusted r2= .057). Instrument revision and study replication are recommended due to methodological and sampling concerns. Music therapists' supportive attitudes toward EBP might indicate their willingness to engage in EBP in clinical practice.Item Open Access 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 memberIn 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.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 Cognitive ability testing for employee selection: implications for age discrimination(Colorado State University. Libraries, 2018) Naude, Megan N., author; Fisher, Gwen, advisor; Gibbons, Alyssa, committee member; Rhodes, Matthew, committee member; Henle, Chris, committee memberExisting theory and empirical research suggest that tests of fluid cognitive abilities have the potential to lead to age-based adverse impact and may be stronger predictors of job performance for younger job candidates compared to older job candidates. However, the evidence suggests that tests of crystallized cognitive abilities are not as susceptible to age-based adverse impact issues and should be strong predictors of job performance for candidates of any age. The two present studies used cognitive ability test scores collected from management employees in a large company in the United States in conjunction with supervisory performance ratings to examine adverse impact based on age, linear relations of test scores with age, and differential validity and prediction based on age. In the first study, a sample of N = 214 employees completed a test of fluid cognitive abilities, and in the second study, a sample of N = 232 employees completed a test of crystallized cognitive abilities. Contrary to hypotheses, results indicated that age-based adverse impact was more likely to be present for the test of crystallized abilities, age was negatively related to test performance for both tests, and neither test resulted in significant differential validity or prediction for the two age subgroups. Implications for theory and practice are discussed.Item Open Access Don't take that tone with me! An examination of attribution and evaluation as a consequence of incivility perceived in workplace email(Colorado State University. Libraries, 2022) Goldman, Chloe B., author; Fisher, Gwenith, advisor; Cleveland, Jeanette, committee member; Henle, Chris, committee member; Long, Ziyu, committee member; Prince, Mark, committee memberThis research investigated how people in the workforce interpret and react to the experience of incivility when it is perceived in workplace email. The purpose of this study was to assess relationships between perceptions of incivility in email, the fundamental attribution error, and associated judgments made about the email content and sender. Moreover, this work examined the similarity-attraction paradigm to test whether perceptions of similarity to the email sender moderated the aforementioned relationships. In this vignette-based survey, participants were asked to evaluate email content in the context of hypothetical workplace scenarios. These participants were recruited from the Amazon Mechanical Turk workforce pool (MTurk), resulting in a final sample of 219 respondents. Results indicated that people make the fundamental attribution error more often when perceptions of incivility are high, and that perceiving incivility is associated with a poorer evaluation of the email sender's communication skills and with a lower desire to work with that email sender in the future. In addition, participants who perceived themselves to be more similar to the email sender evaluated the email sender positively even when they detected incivility. Findings in this study do not support that the perception of incivility or attribution was related to email content ambiguity or cognitive load. This work contributes empirical evidence to research about email and computer mediated communication (CMC) in organizations and the pitfalls of miscommunication or misinterpretation on lean media platforms. Implications for workplace training and organizational policy change are discussed.Item Open Access Examining the relationship between work stressors and mental health among women in academia(Colorado State University. Libraries, 2019) Clancy, Rebecca L., author; Fisher, Gwenith, advisor; Crain, Tori, committee member; Prince, Mark, committee member; Henle, Chris, committee memberThis study aimed to increase our understanding of the relationship between work stressors and mental health outcomes for female faculty members in American colleges and universities. Specifically, the purpose of this study was to identify how work stressors and the work and nonwork interface (e.g., work/nonwork interference, work/nonwork enhancement) related to symptoms of depression, anxiety, and burnout for female faculty members, and sought to examine how these relationships differed amongst women who were parents and those who were not. I distributed an anonymous online survey to faculty members employed by colleges and universities across the United States. The final sample size included 216 women. Results indicated that general job stress and work interference with personal life were positively related to symptoms of depression, anxiety, and burnout, and work enhancement of personal life and personal life enhancement of work were negatively related to symptoms of depression, anxiety, and burnout. However, organizational support and nonwork social support generally did not moderate these relationships. Further, parents and non-parents had similar ratings (i.e., non-significant differences) of work stressors and mental health symptoms. The present study provides incremental information about women's experiences in academia and lends support to existing theories in the occupational health psychology literature regarding the occupational stressor-strain process. This study can be used to inform the development of interventions in academia to reduce work-related strain. Importantly, implications for preventing employee burnout and supporting psychological recovery in academia are discussed.Item Open Access Glass kickers: training men as allies to promote women in leadership(Colorado State University. Libraries, 2018) Mattingly, Victoria Prescott, author; Kraiger, Kurt, advisor; Fisher, Gwen, committee member; Henle, Chris, committee member; Rhodes, Matthew, committee memberDespite making up nearly half of today's workforce, women are disproportionately unrepresented in leadership roles—a phenomenon referred to as the glass ceiling. In an attempt to achieve workplace gender parity, organizations invest considerable resources in diversity and inclusion training programs. Such programs often fail to achieve intended outcomes, however, commonly placing the onus of responsibility on women themselves and neglecting to address the systemic cultural biases that perpetuate gender discrimination. With men holding the vast majority of leadership positions, they are in a position to use their power to advance women in leadership initiatives by actively supporting aspiring female leaders and serving as change agents to eradicate culturally embedded gender biases. The purpose of this research was to build and evaluate a training program that equips men to effectively serve as allies to women in the workplace. This randomly-assigned, treatment-control evaluation design used self- and other-report data to assess training effectiveness on skill-based, cognitive, and attitudinal outcomes. Data was collected from a sample of senior male leaders (n = 37) from a global manufacturing company. The results provided mixed support for increased frequency of trained ally behaviors, enhanced knowledge about workplace gender equality, and more favorable attitudes about the participants' role as allies to women in the workplace. This study provides a promising first step toward effectively inviting men into workplace gender equality initiatives, empowering them to break the glass ceiling from their position above in partnership with women trying to break it from below.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 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 memberThe 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.Item Open Access The development of a measure of work-related underload(Colorado State University. Libraries, 2015) Naude, Megan N., author; Fisher, Gwenith, advisor; Byrne, Zinta, committee member; Steger, Michael, committee member; Henle, Chris, committee memberThis study outlines the development of the construct of work-related underload as well as a scale to measure underload. Underload has been given limited attention in the stress literature but could be a significant source of stress and other negative outcomes in the workplace. After reviewing the literature and the theoretical background related to underload, a clear definition of underload was established based on employees' perceptions, expectations, and desires related to workload. This definition informed the development of a three-factor scale to measure underload. Data from two development samples was collected in order to evaluate the reliability and validity of the scale. The results provide evidence of the internal consistency and construct validity of the three-dimensional scale. The work-related underload scale may be used in the future to explore the antecedents and consequences associated with the experience of underload at work.Item Open Access The role of engagement in synthetic learning environments(Colorado State University. Libraries, 2015) Nelson, Tristan Quinn, author; Kraiger, Kurt, advisor; Gibbons, Alyssa, committee member; Henle, Chris, committee member; Troup, Loucy, committee memberSynthetic learning environments (SLEs) are often lauded for their ability to "motivate" trainees. However, little empirical evidence exists to support the popular claim that SLEs work because they are motivating. The reason for the lack of evidence supporting these claims lies in the often inadequate definition and measurement of the motivation experienced by these trainees. The present study makes a case for switching the focus from the nebulous term "motivation" to a more defined and measurable construct of training engagement which consists of one's personal investments of physical, cognitive, and emotional energies. An integrated SLE model is outlined and used as a theoretical explanation for why and how SLEs impact trainee engagement and training outcomes. Study One explores the antecedents of engagement among a sample of undergraduate students playing an educational videogame. Study Two examines the comparative levels of engagement between two training conditions (SLE and E-learning control group) and explores the mediating role of engagement in the relationship between SLE characteristics and training outcomes. Results indicate some support for the integrated SLE model demonstrating that the user judgments of meaningfulness and availability predict trainee engagement. Furthermore, trainees in the SLE condition seem to experience significantly higher levels of engagement compared to their control group counterparts. However, training outcomes were uninfluenced by training condition and engagement did not play a mediating role. Theoretical contributions, limitations and directions for future research are discussed.Item Open Access Third generation training: an empirical investigation(Colorado State University. Libraries, 2012) Nelson, Tristan, author; Kraiger, Kurt, advisor; Gibbons, Alyssa, committee member; Cleary, Anne, committee member; Henle, Chris, committee memberKraiger (2008b) outlined the differences between first, second, and third generation approaches to training design, and described the potential benefits of a third generation approach. The present study extends this work by further defining the components of a third generation approach and comparing it to a first generation approach using three commonly examined dependent variables: recall, near transfer, and far transfer. Results show no significant differences in trainee performance for participants in either the first or third generation training condition.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.