Browsing by Author "Kraiger, Kurt, committee member"

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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 member
The 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.
Open Access
A qualitative analysis of choosing and experiencing the Infantry as an occupation
(Colorado State University. Libraries, 2017) Loebel, Greg A., author; Dik, Bryan, advisor; Kraiger, Kurt, committee member; Doe, Sue, committee member
The purpose of this study was to gain a better understanding of why men chose the Infantry as an occupation when enlisting in the U.S. military in the post-9/11 era, as well as the potential meaning they experienced through their service as infantrymen. Interviews were conducted with 11 undergraduate students who had served in either the U.S. Army or U.S. Marine Corps as infantrymen, and had enlisted with the specific goal to serve in an Infantry occupational specialty. All of the participants had served at least one combat deployment as infantrymen to either Afghanistan or Iraq. Consensual Qualitative Research (CQR) was used to guide the study. Prominent themes that emerged relative to enlistment decision-making included strong desires to fulfill roles of being highly skilled combatants and experience combat; viewing the Infantry as the best means to fulfill those desires; and desires to serve a greater good. Prominent themes related to meaning experienced through Infantry service included fulfillment of desired roles of being warriors; having experienced growth through hardship; a sense of accomplishment and pride through being skilled at Infantry warfare and having done important things; and the incredibly strong sense of brotherhood and camaraderie shared with other infantrymen they served with. Lastly, prominent themes regarding how their prior service may influence their current civilian career trajectories included having enhanced discipline, motivation, leadership, and sense of purpose; feeling distinctly different and separate from civilians; continued sense of service; and a desire for peace and normalcy in civilian life. Results from this study offered an interesting perspective on post-9/11 era military enlistment motivations connected to one particular class of occupational specialties. The participants did not offer any economic reasons for their enlistment motivations. That is, they did not choose the Infantry because of college benefits or job skills developed in their Infantry occupations that may transfer to civilian occupations. Rather, they appeared primarily motivated in their enlistment choices by desires to seek intense, dangerous training and combat experiences and fulfill particular warrior identity roles not available in civilian life, all through a sense of discipline and service.
Open Access
A qualitative investigation of wellness program implementation strategies
(Colorado State University. Libraries, 2021) Cave, Kelly A., author; Fisher, Gwenith G., advisor; Harman, Jennifer J., committee member; Kraiger, Kurt, committee member; Rosecrance, John C., committee member
The prevalence of occupational stress has been on the rise for decades. Now, with the emergence of COVID-19, employees face even more challenges that can lead to increased levels of occupational stress. To buffer against the negative health outcomes and costs associated with occupational stress, organizations often implement wellness programs. However, the way in which wellness programs are implemented can have significant effects on their success. Although various implementation models have been proposed, researchers have little understanding as to the extent to which practitioners implementing wellness programs use the prescribed steps and sequences provided. Additionally, with the nature of work rapidly evolving due to COVID-19, it is important for researchers to understand how the pandemic impacts program implementation. Thus, the current study explores: (1) the extent to which the steps and sequences characterized by both an occupational health model and an organizational change model are used by practitioners implementing wellness programs in the workplace; and (2) how the COVID-19 pandemic impacted wellness program implementation. Results suggest both models describe valuable steps practitioners use when implementing wellness programs, these processes are not linear, and COVID-19 affected wellness implementation by forcing wellness to the forefront of organizations, encouraging a greater emphasis be placed on a wider definition of wellness, and by introducing volatility in the workplace and in wellness programming.
Open Access
A work-life balance training intervention: motivating training transfer
(Colorado State University. Libraries, 2019) Cave, Kelly A., author; Fisher, Gwenith G., advisor; Cleary, Anne M., committee member; Kraiger, Kurt, committee member; Rosecrance, John C., committee member
Organizations are becoming increasingly aware of the consequences poor work-life balance can have on employees, thus encouraging many to seek solutions to reduce its negative effects. Current initiatives mainly focus on offering alternative work arrangements or improving family-supportive supervisor behaviors. Surprisingly, no studies to date have investigated the effectiveness of individual-level training programs that aim to improve employees' work-life balance skills. Using a two-between one-within design, the present study evaluates the effectiveness of a goal-setting manipulation on training transfer. Results show a significant increase in reported work-life balance between 30 days and 60 days post training. Although no significant effects for self-efficacy and goal-setting are seen, it is worth noting the effect sizes are large. Additionally, post hoc analyses indicate a significant effect of self-efficacy and goal-setting on transfer after controlling for number of children. Finally, post-training attitudes (i.e. intentions to improve work-life balance, motivation to transfer, and affective reactions towards the training) were found to predict transfer. This study contributes to practice by investigating the effectiveness of a work-life balance goal-setting manipulation on training transfer. It also makes an academic contribution by further investigating the mechanisms underlying why training is effective.
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 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.
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 member
The 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.
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 member
Careless 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.
Open Access
Climate of workplace fun in a retail setting
(Colorado State University. Libraries, 2015) Sandell, Kyle James, author; Byrne, Zinta, advisor; Albert, Lumina, committee member; Harman, Jennifer, committee member; Kraiger, Kurt, committee member
Workplace fun is a relatively new topic of interest for organizations and researchers alike, and one that holds much promise given the reported positive attitudinal and behavioral outcomes associated with individuals experiencing fun at work. However, no research to date has investigated shared perceptions of workplace fun, or a climate of workplace fun, within a team. A climate of workplace fun is particularly relevant in retail store settings where customer engagement and overall store performance are top priorities. Thus, the major goal of the present study is to contribute to the literature by proposing a new theoretical model of how a climate of workplace fun is fostered and what group-level outcomes result from this climate of fun. Using self-report data from retail store employees and their managers, I proposed a theoretical model of climate for fun and examined the relationships between collective coworker trust and attitudes toward workplace fun in creating an overall climate of workplace fun. In addition, I examined the relationships between this climate of fun and the group-level outcomes of engagement, store organizational citizenship behaviors, and store performance. Results indicate that both employee and manager attitudes toward fun, as well as collective coworker trust, significantly relate to climate of fun at work. Additionally, climate of fun was significantly and positively related to the store employees’ average group levels of engagement and individually-directed organizational citizenship behaviors. Climate of fun was not, however, significantly related to store performance. Results from this study highlight the potential value in creating a climate of fun in retail settings and as such, makes a significant contribution to the scientific literature on fun at work.
Open Access
Employee engagement in the interpersonal context
(Colorado State University. Libraries, 2016) Stelman, Samantha A., author; Byrne, Zinta, advisor; Albert, Lumina, committee member; Kraiger, Kurt, committee member; Rhodes, Matthew, committee member
To advance the theoretical understanding and research on engagement, I examined how engagement spreads within the interpersonal context. I developed and tested a theoretical framework built upon Kahn’s (1990) conceptualization of employee engagement, Byrne’s (2015) newly proposed mechanism of engagement contagion, and research on team dynamics. The study sample included students (N = 148) working in teams on a semester-long course project. Through the measurement of engagement levels and individual differences related to emotional and cognitive contagion, I assessed two potential mechanisms for the transmission of engagement. Results showed that emotional contagion (as assessed with emotional contagion susceptibility) is not a significant predictor of change in affective engagement scores between two time points. Further, although cognitive contagion (as assessed with perceptions of shared mental models) significantly predicted change in cognitive engagement scores, students reporting higher levels of this construct experienced small changes in cognitive engagement. Based on these findings, recommendations for future research are discussed.
Open Access
Engagement and not workload is implicated in automation-induced learning deficiencies for unmanned aerial system trainees
(Colorado State University. Libraries, 2014) Blitch, John G., author; Clegg, Benjamin, advisor; Delosh, Edward, committee member; Kraiger, Kurt, committee member; Robinson, Daniel, committee member
Automation has been known to provide both costs and benefits to experienced humans engaged in a wide variety of operational endeavors. Its influence on skill acquisition for novice trainees, however, is poorly understood. Some previous research has identified impoverished learning as a potential cost of employing automation in training. One prospective mechanism for any such deficits can be identified from related literature that highlights automation's role in reducing cognitive workload in the form of perceived task difficulty and mental effort. However three experiments using a combination of subjective self-report and EEG based neurophysiological instruments to measure mental workload failed to find any evidence that link the presence of automation to workload or to performance deficits resulting from its previous use. Rather the results in this study implicate engagement as an underlying basis for the inadequate mental models associated with automation-induced training deficits. The conclusion from examining these various states of cognition is that automation-induced training deficits observed in novice unmanned systems operators are primarily associated with distraction and disengagement effects, not an undesirable reduction in difficulty as previous research might suggest. These findings are consistent with automation's potential to push humans too far "out of the loop" in training. The implications of these findings are discussed.
Open Access
Event-related potentials for the implicit and explicit processing of emotional facial expressions as basic level- and subordinate level-stimulus categories
(Colorado State University. Libraries, 2014) Nomi, Jason S., author; Troup, Lucy J., advisor; Davalos, Deana, advisor; Kraiger, Kurt, committee member; Draper, Bruce A., committee member
The two dominant models in face perception propose independent mechanisms are responsible for initial face perception (discriminating a face from an object), identity recognition (recognizing a specific face) and emotional expression perception (processing of an expression). However, Bruce and Young (1986) propose a linear model where identity recognition and expression perception operate in a parallel manner after initial face perception while Haxby, Hoffman and Gobbini (2000) propose an interactive model where all three mechanisms interact with each other within a non-linear core system. Event related potentials (ERPs) demonstrate that initial face perception is reflected by the temporal occipital P1 and N170 while identity recognition is reflected by the anterior N250. Some studies have found an expression influence on the P1 and N170 while other studies have not, providing mixed support for either model. The current study examined how facilitation of basic level and subordinate level category processing of emotional expressions may have influenced the results of previous studies. Research in stimulus category processing demonstrates that faces are typically processed at the subordinate level (e.g. my friend "Joe" as opposed to the basic level of "face") while objects are processed at the basic level (e.g. car but not the subordinate level of "Nissan Sentra"). However, there has been little research exploring how the processing of expressions may be influenced by category processing. Happy, neutral and sad expressions were presented in isolation for Experiment 1 to facilitate processing of expressions on the basic level (faces are all unfamiliar with the most basic changes being only in expression) while the same expressions were presented alongside cars, houses and butterflies in Experiment 2 to facilitate subordinate processing (basic level: faces vs. objects; subordinate level: happy, neutral and sad expressions and cars, houses and butterflies). Experiment 1 found P1 and N170 modulations by happy, neutral and sad expressions that were not influenced by implicit or explicit processing condition with no such modulations in Experiment 2. Additionally, there were early modulations of ERPs related to expression in both experiments in the 30-80ms range with explicit processing mediating face and object differences found in the 30-80ms range for Experiment 2. The results of the current study support the Haxby, Hoffman, and Gobbini model where expression perception mechanisms can modulate early ERP components reflecting initial face perception and also show that this modulation depends on the presence or absence of comparison object stimuli. When comparison stimuli were not present (Experiment 1), expressions processed as a basic level stimulus category mainly influenced ERPs in the 140-400ms time range reflecting enhanced processing of the specific expression. When comparison object stimuli were present (Experiment 2), expressions processed as a subordinate stimulus category mainly influenced ERPs in the 30-140ms time range reflecting quicker categorization due to the presence of object stimuli rather than processing of the specific emotional expression.
Open Access
Fostering employee engagement through supervisory mentoring
(Colorado State University. Libraries, 2015) Nowacki, Emily C., author; Byrne, Zinta S., advisor; Kraiger, Kurt, committee member; Vacha-Haase, Tammi, committee member; James, Susan, committee member
Employee engagement is an increasingly salient topic in organizations given the reported financial, attitudinal, and behavioral gains of having an engaged workforce, and as such, considered a means for achieving effective performance. Supervisors are typically charged with motivating their employees to accomplish work effectively, primarily because of their proximity and often close relationship they have with their subordinates. Consequently, organizations have begun encouraging and expecting supervisors to foster employee engagement. However, little is known about how employees become engaged from observing, working with, and learning from their supervisors. This study contributes to the development of a new theory of how employees, as protégés, become engaged through mentoring received from their supervisors. Using self-report data from 173 employees, I explored the relationships between protégé engagement and perceived mentoring functions (role modeling, career-development, and psychosocial support) in the context of a supervisor-subordinate relationship. Results from this study highlight the theoretical value of mentoring functions, which are understudied aspects in the supervisor-subordinate relationship and are critical for leadership and future leader-development efforts. Thus, this study contributes not only to the theoretical advancement of work engagement, but also to the practical application of efforts to foster employee engagement and to an empirical understanding of how engagement is fostered through satisfaction of intrinsic needs and social learning mechanisms.
Open Access
Framing metamemory judgments: judgments of retention intervals (JORIs)
(Colorado State University. Libraries, 2010) Tauber, Sarah K., author; Rhodes, Matthew, advisor; McCabe, David, committee member; Kraiger, Kurt, committee member; Rickey, Dawn, committee member
Prior research has shown that participants’ predictions of memory performance are not sensitive to the time between study and test. However, this work has largely relied in one metacognitive measure, Judgments of Learning (JOLs), to assess such awareness. Thus, in three experiments I explored a new metacognitive measure. Judgments of Retention Interval (JORIs), in which participants determine how long (in minutes) information will be remembered. Results demonstrated that the metacognitive measure itself influences assessments of monitoring and control. For example participants chose to restudy more items when JORIs were made, compared with fewer restudy choices from participants who made JOLs (Experiment 2). However, participants demonstrated difficulty incorporating information about a retention interval into their judgments regardless of the type of judgment made (i.e., JOLs or JORIs). Results are considered within existing theoretical frameworks. I suggest that the metacognitive measure needs to be considered in order to accurately assess metacognitive awareness, and additional work is needed to assess metacognitive awareness of RI.
Open Access
Higher education collaboration Great Plains Interactive Distance Education Alliance: selected policy analysis
(Colorado State University. Libraries, 2011) Selkirk, Linda, author; Banning, James, advisor; Quick, Donald, committee member; Mallette, Dawn, committee member; Kraiger, Kurt, committee member
This is a qualitative policy analysis that incorporates constructivism and template analysis to study the process of policy development of three policies for the Great Plains Interactive Distance Education Alliance. The policies studied were the financial, leadership, and intellectual property policies. Data was gathered utilizing meeting minutes, emails, three interviews, and institutional members' websites. Great Plains Interactive Distance Education Alliance is a consortium of mostly land grant universities in the Great Plains region of the United States. The human sciences colleges of these institutions collaborated to offer courses that the individual members did not have the resources to support with the goal of offering students master's degrees that the membership felt were needed by their discipline. The policies were developed to sustain the consortium while addressing the individual needs of the members. The findings include historical best practices for consortia, best practices from the work of the consortium that was studied, and gaps that could be addressed in future consortia. There are also some signposts for new ventures to be aware of as they begin the process of policy development.
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 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.
Open Access
Impact of long-term visual representations on consolidation in visual working memory
(Colorado State University. Libraries, 2010) Blalock, Lisa Durrance, author; Clegg, Benjamin, advisor; McCabe, David, committee member; Kraiger, Kurt, committee member; Smith, Charles A. P., committee member
To view the abstract, please see the full text of the document.
Open Access
Is the "grass" greener? Occupational wellness in the Colorado cannabis industry
(Colorado State University. Libraries, 2016) Walters, Kevin M., author; Fisher, Gwenith, advisor; Dik, Bryan, committee member; Kraiger, Kurt, committee member; Reynolds, Stephen, committee member
This study is the first occupational safety and health evaluation of the cannabis industry of Colorado from an Occupational Health Psychology (OHP) perspective. Qualitative pilot data and common OHP theories provide a framework for project development, design, and rationale. This study investigated the following among cannabis industry workers: potential stressors, perceptions and awareness of physical safety hazards, strain outcomes, and organizational supports that might buffer relations between stressors and strain outcomes. Study results provide a first glimpse at the demographics of the cannabis industry and suggest that workers generally experience low strain and high levels of organizational supports in the presence of various physical and psychological stressors and hazards. However, results also suggest heterogeneous health and safety training, awareness, and regulation in the cannabis industry. Future research directions and practical implications for cannabis industry workers are provided.
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 member
Feedback 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.
Open Access
Moderators of efficacy for a computer-assisted career guidance system (CACGS) intervention
(Colorado State University. Libraries, 2013) McLaren, Molly Rae, author; Dik, Bryan, advisor; Kraiger, Kurt, committee member; Feller, Richard, committee member; Rickard, Kathryn, committee member
Research investigating career intervention efficacy has inadequately investigated the identification of important client factors which might moderate the effects of various career interventions. The current study had two aims. First it examined the efficacy of a newly developed Computer-Assisted Career Guidance System (CACGS) used alone, and the same CACGS used in conjunction with a structured workshop intervention, as compared to a business-as-usual control group. Secondly, this study also investigated moderators for the efficacy of these career interventions (i.e., gender, minority status, SES, cognitive/emotional disability status, career locus of control, career decision-making readiness, and career needs). Using a sample of 609 students from community colleges and a four-year university, main effects indicated that the CACGS plus workshop condition was effective in improving career decision-making self-efficacy, and outcome expectations strivings, as well as reducing career decision-making difficulties. Results from moderator analyses suggest that SES significantly moderated the relationship between treatment condition and career decision-making self-efficacy such that participants reporting lower levels of SES benefited more from the CACGS plus workshop condition. Career needs were also found to be a significant moderator for the relationship between treatment condition and the following outcomes: career decision-making difficulties and academic major satisfaction. The interaction was such that participants reporting career needs congruent with the aims of the intervention had reduced decision-making difficulties and increased academic major satisfaction as compared with participants reporting incongruent career needs. No other significant moderator effects were found. Consistent with past research, results of this study suggest that CACGS interventions may be more effective when paired with a face-to-face intervention component. The results also suggest that the efficacy of career interventions may not vary meaningfully across a range of different populations. Socioeconomic status and types of career needs may tend to be a significant client factors to consider in terms of career intervention efficacy. Implications for practice and recommendations for future research are offered.
Open Access
Process estimates of recollection and familiarity in working memory and episodic memory
(Colorado State University. Libraries, 2012) Loaiza-Kois, Vanessa Maria, author; Rhodes, Matthew G., advisor; Cleary, Anne M., committee member; Kraiger, Kurt, committee member; Diehl, Manfred, committee member
Working memory is consistently shown to be related to episodic memory, but the underlying processes that contribute to this relationship are poorly understood. The following dissertation outlines a study which investigated the relationship between working memory and episodic memory, with particular regard to the contribution of familiarity and recollection processes to both constructs. Updating measures were also included to examine the potential mediating effects of updating on the relationship between working memory and episodic memory. Measurement models of both task performance and process estimates indicated a three-factor solution, with separate working memory, updating, and episodic memory factors. Such findings suggest that working memory, updating, and episodic memory are related but distinguishable constructs at the latent level of both task and process estimate.