Browsing by Author "Fan, Jinyan"

Now showing items 21-36 of 36

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) ETD File Embargoed

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 ...

Understanding Individual Differences in Faking: The Role of Ability to Fake and Motivation to Fake

Zheng, Lu (2018-04-09)

Research on applicant faking has indicated that faking on personality tests may deteriorate the quality of hiring decisions and affect the validity of personality tests. In order to understand the occurrence of faking, ...

Understanding Workplace Uncertainty: Inception, Development, and Preliminary Validation of the Workplace Uncertainty Tolerance Scale

Acosta, Joshua (2022-07-13)

Uncertainty is a fundamental aspect of the work experience (Simon, 1955; 1956), yet little scholarly research exists examining human functioning when experiencing uncertainty at work. This dissertation advances the ...

When Incivility Becomes Bullying: Assessing Cyberbullying in a Virtual Work Environment

Johnson, Brandon (2015-12-08)

Myriad constructs (e.g., harassment, incivility, bullying, abusive supervision, deviance) are subsumed under the larger phenomenon that is workplace mistreatment. To date, no researchers have empirically investigated the ...

Working in Person During the COVID-19 Pandemic: The Job Demands and Resources of Reopening the Economy

Hickey, Hayden (2021-06-14)

This study investigated the effects of working in person during the COVID-19 pandemic on perceived job demands and resources for employees. The job demands-resources (JD-R) model of employee stress indicates that workplace ...