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Re-conceptualizing and Measuring Tacit Knowledge
Get PDFThis paper proposes to develop a new measure of tacit knowledge based on an updated definition that distinguishes tacit knowledge and tacit skills which we build based on Taylor’s taxonomy (2007). Since tacit knowledge is domain specific, we also propose a new method of measuring tacit knowledge that can be replicated across domains. Additionally, we study the connection between tacit knowledge and mindfulness. This study occurs in two stages. The participants in the first stage will be subject matter experts in the field of research methodology. These individuals will receive a questionnaire seeking critical incidents based on their experiences, which will be used to develop a situational judgement test questions for tacit knowledge. These questions will be reviewed by a subject matter expert panel prior to validation. This process will also include the development of explicit knowledge questions using research methodology textbooks. The second stage will include participants in the same field, but with varying degrees of field experience. Validation of the newly created measure will take place in this stage, using mindfulness and metacognitive assessment scales as well as a participant self – assessment questionnaire focused on professional and academic achievement. Both sets of participants will be invited to participate through social media and email. The outcome of this study could provide organizations with a new measure of tacit knowledge that will predict additional variance in performance beyond the explicit knowledge factor and can be replicated across domains
The Effects of COVID-19 on Organizational Trust
Get PDFOrganizational trust is vital to the psychological health of employees and is related to a myriad of benefits (job satisfaction, work engagement; Chughtai, Byrne, & Flood, 2015; Shockley-Zalabak, Ellis, & Winograd, 2000). Unfortunately, many employees do not trust their employers, which implies that the organizations for which those employees work may be missing out on the positive effects associated with trust (American Psychological Association, 2018). Organizational change can exacerbate feelings of distrust (Morgan & Zeffane, 2003). Due to the COVID-19 pandemic, organizations across the world are now having their employees work from home and are instituting new safety precautions, examples of major organizational changes. Many employees may not be happy with the way their employers have responded to the pandemic, and organizational trust may have been affected by the massive changes that the pandemic has created. The aim of the current study is to determine if organizational trust has been affected as a result of the pandemic, as well as what specific actions taken by organizations caused trust levels to change. Data will be collected via an online survey taken by employees from a variety of organizations. The survey will measure trust, changes in the use of psychologically healthy workplace practices during the pandemic, and employee demographics. The results of this project will add to the growing knowledge on how COVID-19 has affected society and will also help us gain a better understanding about how organizational trust can be changed—not only in times of distress, but other times of major organizational change
Paid time off (PTO): Work stress as a potential moderator between workaholism and PTO usage
Get PDFThe aim of the current study is to examine the relationship between individual paid time off (PTO) usage and worker characteristics including, workaholism, work stress, and work engagement. Workaholism, the compulsive need to work excessively (Clark et al., 2016), has been related to several negative work and life outcomes such as burnout (Moyer et al., 2017) and higher levels of stress (Aziz et al., 2018). Work life balance initiatives, including PTO, are created in an effort to alleviate stress and have shown to improve overall life satisfaction (Blair-Loy & Wharton, 2002). However, the relationship between the work life initiatives and job-performance shows no relationship at all (Bloom & Van Reenen, 2006). Benefit plans are a major cost to employers, and monetary considerations must be made when creating them (Bureau of Labor Statistics, 2020). According to the U.S. Travel Association (2019), in 2018 27% of all PTO in the U.S. went unused. If significant results are obtained, this research could uncover potential reasons why employees forfeit PTO benefits and can lead to more personalized benefits plans. Over time, organizations can save money from costly benefits that go unused. Thus, we seek to examine the potential moderating influence of work stress on the relationship between workaholism and PTO usage with work engagement as a covariate in the model. We hypothesize that workaholism will be negatively related to PTO usage (H1), as will work engagement (H4) and work stress (H5). Similar to previous studies, we expect workaholism to be negatively related to work engagement (H2) and positively related to work stress (H3). Finally, it is hypothesized that work stress will moderate the relationship between workaholism and PTO usage, such that the greater the level of work stress, the stronger the relationship between workaholism and PTO usage (H6). Participants will include full-time employees who work a minimum of 40 hours per week, recruited through Amazon’s MTurk. The hypotheses will be tested using multiple regression analysis. The interaction effect of workaholism and PTO usage will be assessed. A PROCESS Hayes (2014) analysis will be used to test the potential moderating influence of work stress
Dysfunctional Practices that Kill your Culture (and what to do about them)
No full textOur tendency is to blame workers for errors and label their personal failings as the cause of the error. Labeling does not solve problems that cause error and, frankly, it may all be an illusion of human perception leading us to false conclusions. Our human tendencies result in interactions that hurt the culture among our workers and the effectiveness of the systems we put in place to support them. These tendencies build dysfunctional management practices that create fear associated with your workplace programs. I want to teach you a better way to analyze the behaviors of your employees to understand why they were put in a position to take the risk in the first place. Your system may be perfectly designed to promote risks and create error traps. By analyzing the context of behavior we can discover ways to change your system to optimize behavior related to employee performance
The Disgust Sensitivity Scale
Get PDFThis study proposes a new measure of disgust sensitivity, specifically in four domains: core, animal-reminder, contamination-based, and moral-sexual disgust. The measure will be called the Disgust Sensitivity Scale (DSS). Previous measures have not been successful in showing an association between the moral-sexual disgust domain and overall disgust sensitivity. One of the suggested reasons is that moral and sexual transgressions often elicit a combination of anger and disgust rather than disgust alone. Thus, the current study attempts to measure moral-sexual disgust by designing test items that specifically target disgust as the elicited emotion. As the Disgust Scale – Revised (DS–R) is the most notable measure of disgust sensitivity, it will be used to assess convergent validity for the proposed scale. Since the current study aims to rule out anger to measure disgust separately, the Novaco Anger Scale – Provocation Inventory (NAS–PI) will be used to examine discriminant validity. 100 undergrade students will be recruited to complete the DSS, the DS–R, and the NAS–PI online. We expect to see a high reliability with the DSS, a strong and positive correlation between the DSS and the DS–R, and little to no correlation between the DSS and the NAS–PI. Finally, we suggest that the proposed measure will be a useful tool in vocational counseling. For example, individuals who score high on the scale should not choose careers in which exposure to disgusting stimuli is part of the job on a regular basis (e.g., dermatology, nursing, dental care)
Easing the return to normalcy: Reintegrating victims of domestic violence into the workplace v2.0
Get PDFDomestic violence (DV) is a major public health crisis that can have long-lasting, detrimental effects on its victims. Often, the effects of DV can translate into the victim’s workplace, reduce employee productivity, and/or result in an increase in absences. When victims miss work due to a DV-related incident, they typically need help to reintegrate back into the workplace, and even those victims that do not miss an extended period of work still need ongoing organizational support. It is important that employers understand the costs DV can have in terms of absent and distracted employees as well as the opportunities and types of resources they can provide for those that have experienced or are experiencing DV at home. However, the resources that employers can provide will likely look different between industries, as there may be more resources available for employees in industries that have in-house Human Resources departments, that pay a salary versus an hourly rate, and that offer benefits (e.g., health insurance). The purpose of this research is to survey victims of DV and to utilize qualitative research methods to compile a list of recommendations for businesses to use in order to best help all types of employees that have experienced at least one DV-related incident
Reframing severed representations: from biography towards a psychoanalytical reading of Caravaggio’s self-portraiture
Get PDFPerhaps one of the most celebrated artists of all time and responsible for ushering in a new style of art during the Baroque period, Michelangelo Merisi da Caravaggio continues to emerge from the pages of history and captivate art historians and art lovers alike. He has been the focus of countless scholars and art critics since his emergence as an artist in 16th century Rome. This research will provide a fresh analysis of two of the artist\u27s verified self-portraits, The Young Sick Bacchus c. 1593 and David with the Head of Goliath c. 1610, using Lacanian psychoanalytic theory. By doing this, this research aims to present the possibility that by the end of his life, Caravaggio was concerned with issues of forgiveness as he waited for a papal pardon. One of his last works, David with the Head of Goliath, circa 1610, provides a clue that supports this idea, which will be examined later in this paper. Thus, arguing that while Caravaggio certainly had a flair for drama in both his work and personal life, he also strove to correct his behavior – or at the very least, was remorseful and desired absolution for his sins
Understanding Shame as a Barrier to Psychological Safety
Get PDFThis session investigates a commonly avoided barrier to psychological safety that is often not discussed, especially in professional settings - that barrier is called shame. We will explore and outline the importance of understanding shame, how it shows up in our organizations and the skills of developing shame resilience. Participants will take part in an interactive presentation and will be introduced to concepts and methods through storytelling and behavioral analysis. They will also walk away with awareness of why shame shows up in our lives, strategies to develop shame resilience and self awareness, the difference between the 4 self conscious affects and how shame resilience is connected to psychological safety. This presentation is based upon the work of grounded theory researcher, Dr. Brené Brown
Introduction of the ETSU Ballad Health Strong BRAIN Institute
Get PDFAdverse Childhood Experiences (ACEs) contribute to shorter, less healthy, and less productive lives. ACEs result from growing up in households with addiction, mental illness, abuse, or loss, all of which expose children to chronic toxic stress, and produce measurable structural changes in children’s developing brains that last a lifetime. These changes, which include an overdeveloped stress response system that impairs learning and planning and results in underdeveloped self-regulatory systems, impact performance in the workplace, especially in institutions of higher education. ACEs in East Tennessee and at ETSU are higher than the national average. About 1 in 4 East Tennesseeans have 3+ ACEs. To help mitigate the local impact of ACEs, 20 ETSU faculty and associates from 11 academic departments and all 8 academic colleges have collaborated to form the Strong BRAIN (Building Resilience through ACEs-Informed Networking) Institute. Among other objectives, the Strong BRAIN Institute (SBI) strives to collaborate with ETSU administration to transform institutional culture through prioritizing and implementing Resilience-Informed practices and procedures, including the establishment of rampant psychological safety, radical transparency, and brutal authenticity. The SBI hopes to position ETSU as a national model for providing Resilience-informed higher education
Applicant perceptions of fairness and equity in selection
Get PDFMachine-learning algorithms provide organizations with the opportunity to quickly and efficiently process information about potential employees while reducing costs associated with selection and turnover. However, any bias or error present in the programming as a result of information drawn from historically biased data is evident in the algorithm output (Illingworth, 2015). Additionally, human decision-makers rely on deductive reasoning by creating hypotheses, examining several variables, and drawing formal conclusions between the predictor variables and outcomes (Tambe et al., 2019). Recently, there has been growing fairness and equity concerns about the risks associated with the use of algorithms in selection processes from applicants; existing research has not fully addressed differences in applicant perceptions towards algorithmic or human decision-makers in the selection process. The present experiment analyzes applicant reactions to the selection process to understand whether algorithmic or human hiring decision-makers influence perceptions of fairness and equity and ultimately organizational attraction and job pursuit intentions. A t-test will capture participant reactions toward algorithmic and human-decision makers in the selection process after viewing a randomly assigned vignette about an organization’s review of application materials. Additionally, we are also measuring perceptions of organizational attraction and job pursuit intentions using correlational analyses and a mediation analysis using PROCESS