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Seemingly simple questions: determining the equity of pay using advanced modeling
No full textDetermining whether employees are paid equitably ought to be straightforward. We would like to simply use a t-test to determine, for example, if women are paid less than men. In practice however, when large organizations employ many individuals whom perform a diverse array of jobs, with each individual bringing genuinely unique qualifications to their job, it can be difficult to discern whether employee pay is determined by demographic traits (e.g., ethnicity), or can instead be explained by other factors, such as experience. To assess which factors account for variability in pay, we have leveraged a regression-based model and because employees are naturally nested within an organizational hierarchy, we used hierarchical-modeling techniques. This allowed us to better capture the context surrounding employees’ pay. Finally, we have abandoned null-hypothesis-significance testing in favor of a Bayesian approach to thinking about information. This final step introduced several key benefits, including allowing us to ask probabilistic questions of the model (e.g., how likely is it that women in job X are underpaid?), providing us a method for supporting a lack of equity issues where they legitimately do not exist (i.e., null effects), and forcing us to think critically and transparently about our a-priori beliefs
A matter of time: exploring survival analysis through cybersecurity
Get PDFDespite the impact of employee behavior on organizational security, the topic of cybersecurity historically remains the responsibility of Information Security Management researchers and Information Technology professionals. However, the exponential increase in the prevalence and repercussions of cyber-related incidents invites collaboration between the fields of I-O Psychology and cybersecurity. The proposed presentation discusses the potential for I-O Psychology to contribute to cybersecurity efforts while demonstrating the fundamentals and applicability of survival analysis
Investigating the Relationship between Telecommuting and Career Harm
Get PDFThis project aims to examine how the use of flexible work arrangements influence career earnings and promotions at work. The study will focus on the flexible work arrangement of telecommuting because of telecommuting’s surge in popularity over the last decade and the need for more studies assessing telecommuting’s effects. Research shows many benefits are associated with flexible work arrangements like job satisfaction, increased productivity, decreased turnover, and organizational savings. Flexible work arrangements, however, have been shown to potentially impede wage growth and other career advancing opportunities (e.g. promotions). For example, the use of FMLA policies as a flexible work arrangement and its impact on wage growth is commonly referred to as a parenthood penalty. While telecommuting has become more common in the workplace, people are still reluctant to engage in this flexible work practice for several reasons with the potential for career harm being a major concern. However, there is limited research of the impact telecommuting has on career harm in relation to salary and promotions. A major hurdle for researchers assessing the impact of telecommuting on career harm revolves around data collection methods and proper documentation of telecommuting practices by organizations. Ideally, an entity or researcher would gather longitudinal data from respondents over several years to compare those who engage in telecommuting and those who don’t. Additionally, many organizations have yet to maintain detailed records of an employee’s use of telecommuting practices in their own organization. Consequently, the manager is often responsible for monitoring an employee’s performance and it is usually up to the manager’s discretion on whether or not an employee will be allowed to telecommute. This decision by the manager adds another variable to the relationship between telecommuting and career harm, manager support. The existing literature comparing telecommuters to non-telecommuters conflict. Some reports show the positive impact telecommuting has on career earnings, while many others show career dampening results. The goal of this study is to assess the relationship between telecommuting and career harm by gathering years of historical data from respondents concerning their salary, promotions, intensity of telecommuting, manager support, organization characteristics, type of job, and career ambition. The data will be analyzed through fixed effect regression and mediation analyses on manager support and career ambition
The relationship between bullying and job performance in an organization
Get PDFThis research proposal explores how counterproductive behavior within the workplace affects important work outcomes. Specifically, we will be examining the relationships between bullying, peer competition, and peer conflict and how it influences job satisfaction, organizational citizenship behavior, and job performance. Bullying is a severe problem faced in many environments, and with new technology, such as social media, it has become even more prominent in society. For the purpose of this study, bullying is defined as an instance in which someone attacks another with harmful words or physical aggression. Discovering how bullying and related factors affect job performance, job satisfaction, and organizational citizenship behaviors is beneficial to an organization, as bullying may have critical effects at the individual and organization level. Past research has shown that bullying leads to critical negative outcomes. Some studies have shown that bullying leads to defensive and relational silence (Agarwal & Rai, 2017), and other studies have shown that bullying leads to aggression such as hateful words or conflict between coworkers. (Evans, 2019). Furthermore, prior research has demonstrated that bullying decreases job satisfaction (Fleischman & Valentine, 2017) and can have a negative impact on mental health (Beduna & Perrone-McGovern, 2019). Therefore, based on previous research, we hypothesize that counterproductive work behavior, such as bullying, peer conflict, or peer competition will have a negative relationship with job satisfaction, job performance, and organizational citizenship behaviors. The current study will use employees from a university teaching hospital and clinic to examine these relationships. Importantly, this research can help organizations understand the drastic effects of bullying and the effects it will have on both employees (e.g., job satisfaction) and the organization (e.g., job performance and citizenship behavior). More specifically, understanding how peer conflict and peer competition is related to bullying and important work outcomes will help organizations take action to remedy these negative effects. For example, they could have individual interventions or team building exercises to decrease the negative impact of peer conflict and competition. Overall, the results of this study could help put a spotlight on the detrimental effects of bullying, peer conflict, and peer competition and encourage organizations to cultivate a safe work culture
Office Housework: Standalone Concept or Organizational Citizenship Behavior?
Get PDFThe purpose of the project is to determine if the concept of Office Housework (OH) is included as an Organizational Citizenship Behavior (OCB) or if the two are different and form two separate constructs. This project proposes to use two preexisting OCB measures and a list of OH tasks and have participants rate each item on how well it represents the behavior of an ideal employee. The results will be analyzed via confirmatory factory analysis (CFA). Additionally, this study seeks to determine if men are participating in less OH than women because of lower self-efficacy for tasks of that nature. Participants will be asked the frequency at which they complete OH tasks and how confident that are in their ability to complete them. The results will be analyzed by multivariate analysis of variance (MANOVA). The results of the study will clarify Office Housework’s role in contextual performance and if there are discrepancies in contextual performance between men and women
Preferences and decision making in large-scale communities
Get PDFUnderstanding the formation of preferences as they relate to decision making is a crucial task in identifying aspects of major projects; however, current literature has a deficit of this focus in regards to large-scale projects and large communities. This study aims to bolster the understanding of these large community preferences as they relate to large-scale projects. The study was conducted at two American Astronomical Society (AAS) conferences to gain information from the astrophysics community regarding NASA Decadal missions. Community preferences for Decadal missions are assessed through the Decadal Survey to summarize the opinions of the astronomical community regarding which missions should be prioritized in the next decade of NASA research. Data were collected using an online survey intended to measure community preferences. Researchers hypothesized that community preferences for engineering attributes of large-scale projects would differ, such as preferences for attributes such as the profitability of the mission, efficiency, reliability, resilience, etc. Conditions were derived from actual responses, and participants were sorted into four existing conditions: industry, academia, undergraduate/graduate students, and other communities. Most results were insignificant, but support was found that community preferences differed, particularly preferences of industry and academia versus students. Implications of this research suggest that project leaders of Decadal missions should take into consideration the preferences of each community separately. When predicting the decisions that agencies and communities will made, understanding the differences in the type of preferences formed will provide a valuable tool
Growing and Sustaining Effective Leadership
Get PDFLean leadership organizations have been found to have higher productivity and performance. Leaders in these organizations implement their employees to embrace a culture of continuous improvement. Yet, only a few organizations have actually succeeded in their transformation by creating a culture that sustains a continuous improvement process. A transformation within an organization requires a vital behavioral shift from employees, especially those in leadership positions, in order to break from the typical way that organizations have long encouraged them to behave. Although the importance of lean leadership has been emphasized in previous literature, no consistent definition of lean leadership qualities exist. This research is divided into two phases to identify lean leadership qualities within business organizations, we will do our research in two main steps. First, through a systematic review of literature on lean leadership, a theoretical model of qualities for business leaders will be established. The foundation of this research, a conceptual model of lean leadership, was based on prior research by van Dun, Hicks and Wilderom (2016) to create a high-level categorical system of lean leadership qualities aligning with organizations. The second phase of our research will involve the recruitment of upper-level management subjects to participate in our study through the use of marketing, and or personal networks. Upper-level management personnel from the Better Business Bureau, which includes accredited organizations in the area, will be invited to a 3-hour summit. After their participation in our 3-hour summit, they are asked to complete a short questionnaire. In addition, phone and face-to-face interviews will be conducted on the topic of lean leadership qualities. After subjects complete the interview, researchers will analyze responses both qualitatively and quantitatively. The goal of this research is to provide a state of the art overview of identified lean leadership qualities within business organizations. These leader qualities may be inevitable in transforming a company into a high performing lean enterprise. Keywords: Lean Leadership, Leadership Qualities, Leadership Behavior
Concealment of nonreligious identity: Scale construction and validation
Get PDFThe number of nonreligious Americans has increased over the past few decades; however negative attitudes toward the nonreligious persist in America, especially in areas with high levels of religiosity. This may compel some nonreligious individuals to conceal their identity in order to manage stigma in areas with high proportions of religious individuals. However, no existing measures systematically assess the concealment of nonreligious identity. To address this gap in the literature, I created a measure of concealment of nonreligious identity that I administered to nonreligious individuals from online sources. Participants who lived in the Southern United States were further assessed with semi-structured interviews. Results showed that Southern atheists/nonreligious individuals had higher concealment scores than participants from other regions of the United States. Additionally, Southern atheist/nonreligious individuals used the stigma management strategies of counterfeiting, avoidance, and integration. Implications for the role of social tension in psychological research are discussed
The craft of felt sense: writing sentences to create singular effects
Get PDFPoe defines a successful author of the short story as one who writes to create a singular effect, or felt sense, where a particular emotion is created in the reader. Every event, sentence, and word aids in achieving this specific effect, and if it does not, the author fails. In this craft paper, three craft books are used to examine three collections of short stories, analyzing the use of sentences to create a singular effect. Then, this craft is applied to three original short fiction pieces
Effectiveness of adaptive utensils on hand and finger range of motion in individuals with rheumatoid arthritis
Get PDFIndividuals with Rheumatoid Arthritis (RA) often experience functional deficits that impair range of motion (ROM) in their hands and fingers. Daily tasks like opening jars and eating become more difficult and painful for individuals with RA because they lack the grip strength and adequate ROM to perform these activities. Because of this, efforts have been made to accommodate decreasing functionality due to decreased ROM. Adaptive utensils are currently being explored as a potential aid for hand and finger functional deficits. This study sought to quantify the ROM needed for individuals with RA to grip the handles of adaptive utensils of varying diameters to better understand the advantages that such devices might have for this population. Thirty-eight individuals representing seventy-six hands were recruited for this study. The ROM of the metacarpophalangeal (MCP) joint, proximal interphalangeal (PIP) joint, and distal interphalangeal (DIP) joint was measured using an electrogoniometer for fingers 2-5. The MCP and interphalangeal (IP) joints were measured for the thumb. The measurements were repeated using three spoons: standard handle, built-up 1-inch (2.54 cm) handle, and built-up 1.5-inch (3.81 cm) handle. A repeated measures ANOVA yielded significant differences for all joints between the three handle conditions except for the 1st MCP joint, which found a significant difference between the dominant and non-dominant sides. It was found that as spoon handle diameter increased, the ROM required for individuals to grip the spoons decreased. These findings could potentially benefit those with RA and other impairments who might be aided through the use of adaptive and built-up utensils