17 research outputs found
sj-docx-1-jlo-10.1177_15480518211010761 - Supplemental material for Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19
No full textSupplemental material, sj-docx-1-jlo-10.1177_15480518211010761 for Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19 by Connor J. Eichenauer, Ann Marie Ryan and Jo M. Alanis in Journal of Leadership & Organizational Studies</p
Supplementary materials for ART and TRT in German
No full textSupplementary materials for:
Hug, Marion, Jarosch, Julian, Eichenauer, Christiane, Pennella, Selina, Kretzschmar, Franziska & Nicklas, Pascal (2024): Some students are more equal: Performance in Author Recognition Test and Title Recognition Test modulated by print exposure and academic background. Behavior Research Methods.
The supplimentary materials include the raw data for each test (ART, TRT, descriptives), an example questionnaire as handed to the participants and a list with the correct ART/TRT answers
Supplementary materials for ART and TRT in German
No full textSupplementary materials for:
Hug, Marion, Jarosch, Julian, Eichenauer, Christiane, Pennella, Selina, Kretzschmar, Franziska & Nicklas, Pascal (2024): Some students are more equal: Performance in Author Recognition Test and Title Recognition Test modulated by print exposure and academic background. Behavior Research Methods.
The supplimentary materials include the raw data for each test (ART, TRT, descriptives), an example questionnaire as handed to the participants and a list with the correct ART/TRT answers
Examining the role of followers' leader behavior expectations on evaluations of men and women leaders
No full textDescriptive and prescriptive gender stereotypes research suggests that men are expected to engage in more agentic behaviors and women in more communal behavior as leaders. However, gender and leadership research has not explicitly measured expectations of men and women leaders nor considered how followers evaluate leaders who fail to fulfill or exceed expectations for agentic and communal behaviors. This vignette study sought to accomplish both by measuring follower expectations for a communal and an agentic leader behavior, manipulating these behaviors, and measuring follower perceptions and evaluations to investigate whether congruence between followers' expectations and supervisors' subsequent behavior produces similar evaluations of men and women leaders. Results indicate followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior, suggesting a double standard in gender role-congruent behavior expectations. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate effects of agentic or communal behavior expectations-perceptions incongruence on evaluations of effectiveness or liking in polynomial regression analyses. Implications and future research directions are discussed.Thesis (M.A.)--Michigan State University. Psychology, 2021Includes bibliographical references (pages 75-84
The Gargantuan Gap : A Model of User Reactions Toward and Beliefs About Employee Selection Procedures
No full textThesis (Ph.D.)--Michigan State University. Psychology - Doctor of Philosophy, 2024Candidate results from multiple employee selection procedures are most often combined clinically using hiring managers\u2019 judgment, but evidence suggests this approach attenuates predictive validity compared to mechanical data combination approaches due to hiring managers\u2019 misconceptions about selection procedures. The present research proposes and tests a model that explains how and why hiring managers determine the extent to which they will utilize candidate results from various selection procedures or sources of candidate information. Specifically, the model posits that utilization is driven by user beliefs about the predictiveness and fairness of procedures, which are in turn informed by nine dimensions of \u201cuser reactions\u201d or perceptions of properties of predictor methods (procedural autonomy, evaluation autonomy, fidelity, fakability, evaluation consistency, and transparency) and predictor constructs (job relatedness, malleability, and development equity). Study 1 tested the model by asking a sample of hiring managers to view and rate selection procedures manipulated into nine predictor method/construct combinations. Results indicated that users\u2019 predictiveness beliefs are a stronger driver of utilization than fairness beliefs; additionally, most dimensions of user reactions predicted utilization intentions in the hypothesized direction. Study 2 evaluated the efficacy of autonomy-based interventions by having a sample of hiring managers view and rate a structured interview or computerized assessment manipulated into high and low levels of autonomy. Results suggested that slightly increasing hiring manager autonomy within standardized selection procedures led to increases in predictiveness beliefs and utilization intentions. Findings have implications for designing selection procedures and tailoring hiring manager communication and training efforts, both with the goal of encouraging utilization of more valid predictors in employee selection decision-making contexts.Description based on online resource. Title from PDF t.p. (Michigan State University Fedora Repository, viewed ).Includes bibliographical references
Home-enclosure based behavioral and wireless neural recording setup for unrestrained rhesus macaques
No full textThe data supporting this study are available from the corresponding author upon reasonable request
