Psychology
http://hdl.handle.net/10211.3/5684
2024-03-28T17:07:26ZThe Effects of Response Deprivation on Employee Performance in an Analogue Work Setting
http://hdl.handle.net/10211.3/211102
The Effects of Response Deprivation on Employee Performance in an Analogue Work Setting
Wood, Robbyn
The response deprivation model includes depriving behaviors below baseline levels and then providing access to the behaviors contingent on the completion of a different behavior. With the response deprivation model, supervisors can use any behavior that is already occurring, particularly lowprobability behaviors, as a reinforcer for any other behavior. This is particularly important for organizations because it decreases the need for other, more costly reinforcers, such as tangible or monetary reinforcers. Within the field of Organizational Behavior Management (OBM) there have been few studies conducted utilizing response deprivation within a work environment. Those studies that have been conducted evaluated the effects of restricting highprobability behaviors; however, a majority of the behaviors in a work environment are low-probability behaviors. As such, the current study examined the effects of restricting access to high- and low-probability behaviors and making access to those behaviors contingent on performing a different high- or low-probability behavior in an analogue work setting. Results of the study showed that both high- and low-probability behaviors could act as reinforcers when restricted below baseline levels. Performance on tasks increased above minimum performance requirements when a response deprivation contingency was applied and participants often performed more than was necessary after requirements had been met.
2019-05-01T00:00:00ZThe Role of Parents and Peers in the Ethnic Identitysocioemotional Well-Being Relationship among Children of Immigrants
http://hdl.handle.net/10211.3/211097
The Role of Parents and Peers in the Ethnic Identitysocioemotional Well-Being Relationship among Children of Immigrants
Hachem, Zeinah Abbas
The current study explored the relationship between ethnic identity and indices of well-being, the mediating role of social relationships, and the moderating role of adherence to Latino familism values, over a 2–year period. First, it was anticipated that ethnic identification would be positively associated with self-esteem and negatively associated with anxiety and depressive symptoms. Next, it was hypothesized that perceived quality of both parental and peer relationships would mediate the association between ethnic identity and socioemotional well-being among young adults of a rapidly growing sector of the population. It was expected that parental relationships would have a greater mediating influence than peer relationships. Finally, it was anticipated that endorsement of familism values would moderate the indirect effects being explored. Participants (N=111, 82% female, M age at time 1=19.08, SD=1.15) were Latino college students, who completed scales examining ethnic identity, parent and peer relationship quality, Mexican-American values, self-esteem, depressive symptoms, and anxiety. Data were collected twice with data points one year apart. Results suggest that ethnic identity was positively associated with socioemotional well-being, and that parental relationship quality had a greater mediating influence on this relationship, as was expected. Endorsement of familism values did not moderate the indirect effects of parental and peer relationships. Findings indicate that committing to one’s ethnic identity enhances socioemotional well-being and demonstrate the complex interplay of social relationships. Efforts that are geared towards supporting ethnic identity exploration and fostering an inclusive environment where young adults feel comfortable exploring their ethnic identity are important and necessary.
2019-05-01T00:00:00ZBehavioral Allocation on the Performance Scorecard
http://hdl.handle.net/10211.3/211096
Behavioral Allocation on the Performance Scorecard
Olson, Andrew Alec
Only a small number of studies in the Journal of Organizational Behavior Management (JOBM) have examined the effect that Performance Scorecards have on employee performance. The Performance Scorecard is a multicomponent intervention that targets several performance measures simultaneously using goal setting, feedback, and incentives. The limited research in this area tends to target groups of individuals and very few studies have provided an analysis of the individual components or interventions present in the Performance Scorecard (Plowman, 2006). One such component is the priority weighting of target behaviors. Therefore, the current study investigated the effect that priority weight manipulation on a Performance Scorecard had on behavioral allocation across target behaviors. Three participants took part in this study. Utilizing an alternating treatments design with baseline, each participant was exposed to equal weighting and prioritized weighting across four target behaviors. Results of the study showed an overall increase in performance across most behaviors when the scorecards were introduced. Contrary to previous findings, however, individuals did not consistently allocate responding based on the changing weights. This may indicate that it isn't necessary to use weights to prioritize behaviors on the scorecard, but given some methodological limitations of the study, more research is needed.
2019-05-01T00:00:00ZStem Faculty Job Satisfaction: Demographic Characteristics and the Role of Department Climate
http://hdl.handle.net/10211.3/211043
Stem Faculty Job Satisfaction: Demographic Characteristics and the Role of Department Climate
Wiemann, Andrea N.
Research over the last several decades has suggested that women and minorities
are underrepresented in science, technology, engineering, and mathematics (STEM)
academic fields and experience lower job satisfaction and higher voluntary turnover rates
than White men. The current study utilized a workplace satisfaction survey to identify
relevant climate factors explaining the relationships between gender, minority status,
rank, and discipline, and job satisfaction. Participants in this study were STEM and non
STEM tenure-track and tenured university professors (N = 128). Individual-level faculty
variables did not predict job satisfaction at this institution, and subsequently, there were
no relationships between demographics and job satisfaction for climate variables to
mediate. However, there is some evidence that the sample was not representative of the
population, and these findings may not generalize well. Exploratory analyses revealed
that three of the seven climate factors predict job satisfaction: perceptions of trust in
department leadership, distributive justice, and belongingness. Additionally, perceptions
of trust in department leadership partially mediated the relationships between the other
two climate variables and job satisfaction. Recommendations for future research and
potential interventions are discussed.
2019-05-01T00:00:00Z