Browsing Auburn Theses and Dissertations by Author "Fan, Jinyan"

Now showing items 21-40 of 45

Job Choice Under Uncertainty: The Mediating Roles of Prospective Job and Organization Fit

Acosta, Joshua (2020-07-27)

Better fitting work environments lead to elevated performance, greater organizational commitment, and higher levels of job satisfaction. As evidence of these and other desirable workplace outcomes, applicants and organizations ...

Linguistic Cues to Faking in Computer Mediated Employment Interviews

Stuhlman, Melissa (2019-04-16)

In order to create an effective and profitable organization, one must select the right employees into the right positions. While there are many methods used to select employees (e.g. assessment centers, personality ...

A Longitudinal Examination of Individual Adaptability as an Antecedent of Training and Transfer Outcomes

Vaughn, Edwin, III (2011-07-27)

The current workforce faces increasingly complex work demands requiring high levels of individual adaptability. Utilizing Ployhart and Bliese’s (2006) conceptual framework, the current investigation empirically examined ...

Measuring Performance-based Emotional Intelligence through an AI Chatbot

Kim, Soonyoung Chloe (2025-08-05) ETD File Embargoed

The purpose of this study was to explore the plausibility of indirectly measuring performance-based emotional intelligence (EI) through an AI chatbot. A series of structured interview questions tapping into four facets of ...

A Mediated-Moderation Model of Stereotype Threat and Performance Pressure Effects

Johnson, Jimmy (2012-07-27)

The present study examined the effectiveness of a model of stereotype threat and performance pressure effects. Specifically, it was proposed that stereotype threat and performance pressure are related to math test performance, ...

The Moderating Effect of Attachment Styles on the Relationship between the Ability to Identify Criteria and Interview Performance

Stuhlman, Melissa (2016-12-12)

The ability to identify criteria (ATIC), which is an individual’s aptitude to correctly gauge performance criteria in a selection context, is an emerging topic of interest in the field of personnel selection. While research ...

Newcomers’ Trait Affectivity and Social Assimilation in Organizations

Li, Hairong (2017-05-16)

Becoming assimilated into the organizational social environment is critical and challenging to newcomers. This study examined whether newcomers’ trait positive affectivity (PA) and negative affectivity (NA) could predict ...

Once Dishonest, Always Dishonest? Not Necessarily So!

Liu, Jiayi (2020-03-26)

Within selection settings, job applicants are motivated to engage in dishonest behaviors such as cheating and faking, in order to increase their chance of getting the job. The present research investigates whether applicants ...

Physiological Reactance and Discrimination in Response to Visual Stimuli of Persons with Down Syndrome

Bubb, Robert (2016-12-09)

Despite the enactment of several pieces of legislation, persons with disabilities still experience discriminatory human resource practices. The following dissertation investigates the effect of several physiological measures ...

Predicting Vocational Interests through an AI-based Chatbot

Li, Jingyi (2023-07-27)

Emerging research has provided compelling evidence that vocational interests serve as robust predictors of various life and work-related outcomes. However, vocational interests assessment did not see much innovation since ...

Profile Analysis of Intercultural Sensitivity

Gunther, Katie (2014-05-01)

Bennett (1986) theorized that preferences for specific worldviews about cultural difference (ranging from ethnocentric to ethno-relative) influence the degree to which trainees benefit from or resist cross-cultural training. ...

Profiling Newcomers in the Socialization Process: Examining Longitudinal Patterns of Authentic Self-Expression Change

Zhao, Teng (2023-07-05) ETD File Embargoed

A few existing studies have demonstrated that organizations and supervisors’ support on newcomers’ authentic self-expression is beneficial for socialization outcomes. However, limited attention has been given to understanding ...

The Representativeness of Gender Typicality and Attractiveness Bias in Personnel Selection

Hickey, Hayden (2018-05-03)

Bias in selection procedures has the potential to hinder effective decision making and disparage members of underrepresented groups. Thus, it is important to investigate factors which may contribute to biased judgments in ...

Score Reduction on Personality Tests After a Middle Warning Message: Exploring the Possible Mechanisms

Hack, Elissa M. (2015-12-10)

Social desirable responding has posed a serious threat to the validity and utility of personality tests used as selection tools for organizations. There have been numerous attempts to circumvent this issue including ...

Testing the comparative effectiveness of three procedures aimed at facilitating newcomer orientation

Ellis, Ronald Craig (2016-05-06)

Realistic Job Previews (RJP’s) have grown into a common practice for organizations who are focused on facilitating newcomer adjustment and reducing the risk of early-tenure turnover. Despite their shortcomings, over the ...

Testing the effect of timing of delivery of a cross-cultural training program

Hou, Ning (2014-11-06)

In this quasi-experimental field study I examined how timing of delivery impacted the effectiveness of a cross-cultural training program called “Realistic Orientation Programs for Entry Stress” (ROPES; Fan & Wanous, 2008). ...

Testing the Effectiveness and Psychology of Different Types of Pre-warnings in Reducing Applicant Faking on Personality Tests within Selection Contexts

Zheng, Lu (2015-12-16)

Research has consistently found that pre-warning can reduce faking. This study included four pre-warnings: (1) the detection and consequence warning, (2) reasoning warning, (3) subjective norm warning, and (4) moral ...

Testing the Efficacy and Mechanisms of an Authentic Self-expression Orientation in Enhancing Newcomer Job Performance: A Longitudinal Quasi-Field Experiment

Zhao, Teng (2020-05-01)

Building on prior research (Cable, Gino, & Staats, 2013) showing that an orientation program that emphasizes authentic self-expression (ASE) may facilitate newcomer adjustment, the present longitudinal quasi-field experiment ...

Time pressure, personality, and information availability in escalation of commitment: An application of the Funder Personality Triad

Horn, Marianna (2015-07-28)

The current work focused on the exploration of specific individual differences and task aspects on escalation of commitment. Further, it sought to expand the literature in decision-making by utilizing a specific personality ...

Training an AI-Based Chatbot to Infer Workplace Competencies

Couvillion, Isabelle (2024-07-24)

Competency modeling is used within a wide range of contexts within organizations such as selection, development, and promotion decisions to name a few. Assessing relevant competencies comes with its challenges; designing ...