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Child Outcomes of Having a Parent with an AUD
Get PDFAlcohol Use Disorder (AUD) affects not only the diagnosed individuals, but also those around them. This review explores how an AUD can affect parenting styles and, in turn, children’s development in four main areas of development (physical health, academic abilities, social development, and mental health). Generally, parents with an AUD negatively impact the child’s development (weight issues, poor academic skills, and aggressiveness). Existing limitations of the literature and future research directions are discussed, such as the use of cross-sectional studies and need for more clinical and longitudinal studies. Also, research on this topic extensively covers the situations of children within their nuclear families, but less is known about alternate family structures. Lastly, real-world implications of the findings are discussed
Establishing an Analytics Capability within HR
Get PDFWith advancements in technology, HR finally has the tools available to collect and process people data. But is that all that is needed to successfully implement and sustain an analytics capability within HR? The purpose of this presentation/tutorial is to demonstrate a realistic journey The AES Corporation has taken thus far in developing its People Analytics capability. A framework for the implementation of People Analytics will be presented which incorporates themes in I/O Psychology that have been incorporated into the framework such as goal setting theory, job analysis, and change management. How this framework is operationalized will also be demonstrated via a use case. Examples may include the development of a Recruitment Dashboard that improves efficiency of recruitment processes, a cost savings staffing tool, or an attrition model that is utilized by various HR functions. Finally, for those interested in pursuing a career in People Analytics or are just beginning their journey, relevant technical skill sets will be highlighted throughout the presentation, along with sources for training and development
Experimental investigations of using silica aerogel to harvest unconcetrated sunlight in a solar thermal receiver
Get PDFSignificant demand exists for solar thermal heat in the mid-temperature ranges (120 oC – 220 oC). Generating heat in this range requires expensive optics or vacuum systems in order to utilize the diluted solar energy flux reaching the earth’s surface. Current flat plate solar collectors have significant heat losses and achieving higher temperatures without using concentrating optics remains a challenge. In this work, we designed a prototype flat plate collector using silica- aerogel. Optically Transparent Thermally Insulating silica aerogel with its high transmittance and low thermal conductivity is used as a volumetric shield. The prototype collector was subjected to ambient testing conditions during the months of winter. The collector reached the temperatures of 220 oC and a future prototype design is proposed to incorporate large aerogel monoliths for scaled up applications. This work opens up possibilities solar energy being harnessed in intermediate temperature range using a non-concentrated flat plate collector
Person-centered data analyses: Observation Oriented Modeling as an alternative and rational data analytics approach
No full text“How many people in my study/intervention behaved or responded in a manner consistent with theoretical expectation? This is arguably one of the most important questions we can ask about research and practice efforts as psychologists. Most traditional statistical analyses, however, are designed to answer questions about average group differences, variable associations, and relative risk. Alternative methods of thinking about and analyzing data are therefore needed. In this presentation I demonstrate and discuss novel techniques for computing a simple percentage for a wide variety of study designs that quantifies the number of individuals in a given study whose pattern of behavior or responses match theoretical expectation. This percentage essentially treats persons as an effect size, and it can easily be understood by scientists, professionals, and laypersons alike because its meaning requires no statistical training to understand. The methods for computing this person-centered effect size are moreover rooted in traditional nonparametric procedures of hypothesis testing and can, therefore, be used to draw inferences. As will be discussed, the inferences drawn from these techniques are explanatory in nature rather than focused on parameter estimation. I will demonstrate how these novel, straightforward, and intuitively compelling techniques work by presenting and discussing several re-analyses of recently published studies
Examining the Relationship between Applicant Reactions and Selection Test Performance: Is the Relationship Curvilinear?
Get PDFThere is evidence in the literature that negative reactions to employee selection procedures such as high anxiety and low motivation are related to poor performance by job applicants on a selection test (McCarthy, Van Iddekinge, Lievens, Kung, Sinar, Campion, 2013). However, to date the studies examining this relationship were correlational, meaning that no causal relationship could be established. This implies that while it is possible that negative reactions predict low test performance, it is also plausible that the reverse is true (i.e., poor performance at the early stages of a selection test leads to high anxiety and low motivation) or a third variable is responsible for the observed relationship. In addition, there is evidence that the relationship between stress and performance is not linear but in the shape of an inverse U (Muse, Harris, & Field, 2003; Srivastava & Krishna, 1991), suggesting that extremely negative and extremely positive reactions lead to lower levels of performance while test performance is maximized at moderate levels of positive or negative reactions Accordingly, the proposed study will examine the relationship between applicant anxiety and performance on a selection test. We hypothesize that there will be a curvilinear relationship between applicant anxiety and performance that is mediated by self-regulatory processing and off-task cognition. In order to establish causality, an experimental design will be utilized such that the level of anxiety participants face during the study will be manipulated. After manipulating anxiety, participants will then complete a selection test. Random assignment to these anxiety conditions and a low level of test difficulty will ensure that the level of ability and self-efficacy on the task will be controlled for. The results of this study will allow for a more robust test of the relationship between applicant anxiety during selection procedures and test performance, and hence provide theoretical and practical implications for staffing researchers and practitioners
Perceptions of injustice among intercollegiate athletes: Effects of response type on individual well-being and perceived team cohesion
Get PDFWhen an individual perceives the relationship between what they put into an exchange relationship to be unequal to the outcomes they receive, they are said to be in a state of inequity, and they are likely to view the relationship as unfair. This perceived lack of fairness, caused by the state of inequity, is often referred to as injustice and can have negative effects on the individual and team. While the concepts of inequity and injustice are usually studied within an organizational context, they can also be applied to an athletic setting, specifically in regard to players participating on intercollegiate athletic teams. Currently, there have been very few theory-based approaches to exploring perceptions of injustice within an athletic context. The purpose of this study is to identify the specific types of injustice perceived by athletes within their intercollegiate teams, the athletes’ behavioral and cognitive responses to those perceptions, and the individual and team-related outcomes. The outcomes of interest in the present study are psychological well-being of the individual, as well as the individual’s perception of team cohesion. To measure these variables, online surveys will be distributed to student-athletes at local and regional universities. The findings should be beneficial in providing evidence of the practical use of theories of equity and justice within an athletic context. The results will also be beneficial for coaches in better understanding athlete perceptions of fairness and understanding the ways athletes respond to perceived unfairness. It is the hope that coaches can use this information to positively impact the athlete experience
Effects of Autonomy on Worker Performance
Get PDFHaving autonomy can produce positive effects on an individual’s well-being as well as overall job-satisfaction. Research has shown that background music influences listener attention and is associated with the listeners fondness of the music (Huang & Shih, 2011). This study investigates the effects that autonomy may also have on performance levels in the workplace. Specifically, the effects of listening to music of preference and the effects it has on attention, concentration, and enjoyment of task. In this study worker autonomy is operationally defined as preferred genre of music. Performance will be measured by participants score on a recall task that mimics a medical scenario where a healthcare worker would have to recall specific patient information. We hypothesize that participants autonomy preferred background music will have a positive effect on worker performance. If the predicted results are found, this research could be beneficial to companies that are considering implementing new policies to encourage autonomy and in turn produce greater success in the workplace
Smells like school spirit: The organizational factors affecting targeted student and teacher outcomes
Get PDFTeacher burnout and stress have been studied at length in the education literature, but industrial-organizational psychologists may have a fresh perspective to offer in regard to understanding and solving the problems that negatively impact the public education system. This study aims to identify the root causes underlying the constructs of stress and burnout through the examination of working conditions that impact teacher absenteeism, turnover, and health outcomes. Additionally, this study will analyze the various predictors of student outcomes, including yearly test scores, absenteeism, and disciplinary referral rates. We will begin by conducting focus groups of teachers from laboratory schools and comparable public schools to gather qualitative data to inform our hypotheses. In the next phase, we will create a tailored survey that thoroughly assesses the working conditions that we hypothesize to be connected to our outcome variables. This survey will be dispersed to teachers state-wide, and from the results, we hope to create a comprehensive model that connects various environmental conditions to student and teacher outcomes and propose interventions
Can hate be diluted?
Get PDFNegative social evaluation can create a negative emotional response. Extreme negative evaluations create fear or anger and reduce self-efficacy (Pekrun, 2006; Shields, 2015). These negative feelings could harm the individual and they almost certainly reduce performance. Factors that neutralize the harmful effect of negative social evaluation could have utility in any performance or work setting. One factor that should be considered is the size of the social group within which the negative evaluation occurred and the “weight” of the negative evaluation. In simple terms, perhaps several positive or neutral evaluations can offset the effect of a single negative evaluation. This test will measure whether several neutral or positive evaluation will reduce the impact of one negative evaluation. The hypothesis is that in a larger group one negative evaluation will have less of an emotional impact on an individual. About 160 student participants will be tested in a performance task. The participants will be assigned to a group of either 2 or 8. Participants will be told that multiple groups are competing in the performance task. After an initial measure of performance, the participants will be told that their scores have been distributed to everyone in their group. Participants will believe this is 1 or 7 other people. The participants will then receive fabricated performance scores from the members of their team. They will rate these performances and express whether they want the team members to remain in the team. Finally, each participant will receive fabricated feedback which indicates that one team member does not want the participant to remain on the team. These will be either 100% negative evaluation in a team of 2 or 14% negative evaluation in a team of 8. Before the initial anagram task and after reading the fabricated evaluation data the participants will complete the PANAS scale (Watson, Clark & Tellegen, 1988). The change in the PANAS score will be the dependent measure in this study. The group size, 2 versus 8, will be the independent variable. The analysis will be an ANOVA for a 2X2 mixed design. The findings could show whether positive individuals can offset the negative impact of critical individuals. In simple terms, can the presence of neutral or positive people dilute the harmful impact of one hateful individual? If this effect were confirmed it would have implications for group management in many performance settings
Workaholism and well-being: Psychological capital as a potential moderator
Get PDFThe aim of the current study is to examine the relationships among workaholism, psychological capital (PsyCap), and well-being. Workaholism is a condition which affects approximately 10% of the U.S. population (Sussman, Lisha, & Griffiths, 2011). Research has found it to be linked to many adverse outcomes, including physical symptoms such as poor overall health (Taris, Schaufeli, & Verhoeven, 2005), as well as psychological symptoms such as work-stress, work-life conflict, and burnout (Clark, Michel, Zhandova, Pui, & Baltes, 2016). In the current research, we are interested in identifying a construct that might ameliorate the negative influence of workaholism on one’s well-being. Research regarding the outcomes of employee wellness programs are mostly inconclusive (Semmer, 2011), alluding to a lack of research on constructs that truly impact employees and their quality of work life. If significant results are found in the current study, this research could better inform organizations on ways to reduce work stress and combat negative effects on physical and psychological well-being resulting from workaholism. Thus, we seek to examine the potentially moderating influence of PsyCap on the relationship between workaholism and well-being. Similar to previous studies, we expect workaholism will be negatively related to physical health (H1a), workaholism will be negatively related to psychological well-being (H1b), and workaholism will be positively related to work stress (H1c). Furthermore, we hypothesize PsyCap will be positively related to physical health (H2a), PsyCap will be positively related to psychological well-being (H2b), and PsyCap will be negatively related to work stress (H2c). Finally, as a cognitive tool, it is hypothesized PsyCap will moderate the relationship between workaholism and physical health such that the higher the level of PsyCap, the weaker the relationship between workaholism and physical health (H3a), PsyCap will moderate the relationship between workaholism and psychological well-being, such that the higher the level of PsyCap, the weaker the relationship between workaholism and psychological well-being (H3b), and PsyCap will moderate the relationship between workaholism and work stress such that the higher the level of PsyCap, the weaker the relationship between workaholism and work stress (H3c). Participants will include full-time faculty and staff members of a large Southeastern university, recruited via an online email distribution service. The hypotheses will be tested using a multiple regression analysis. The interaction effect of workaholism and PsyCap will be assessed. Lastly, a PROCESS Hayes (2014) analysis will be used to examine the potential moderating effect of PsyCap