Accurate and objective performance appraisals are absolutely necessary due to their utility in important personnel decisions such as promotion, demotion and training. This study examines the contaminating effects of sex bias on performance evaluations and it's relationship to the sex-stereotype of the job and levels of performance. Unlike previous studies, this study not only examines these effects at the extremes of performance, but at average levels as well. Also, unlike previous studies, the subjects empirically determined the sex-typed nature of the jobs and the levels of performance within those jobs rather than the experimenter having made a priori decisions. Hypothetical employees in male, neutral, and female sex-typed jobs who performed at high, average, and low levels were rated on four performance dimensions and one overall performance dimension. There were no main effects for either the sex of the rater or the sex of the ratee. There was, however, an interaction between the level of performance and the sex-type of the job that was significant on four of the five dimensions. Possible explanations are developed within an Equity Theory framework for the findings.

Children with autism spectrum disorder (ASD) often do not use their leisure time appropriately. Previous studies have shown that children with ASD tend to engage in inappropriate actions and maladaptive behaviors (such as engaging in stereotypy and tantrums) that decrease their quality of life. Establishing age-appropriate leisure skills is important for these children as these skills have been recognized as fulfilling habilitative needs, and can increase the quality of life and social acceptance and decrease the amount of stress for these individuals. The present study used a multiple baseline across-participants design to investigate whether children with ASD can learn and maintain the skill of photography. Eight children (5 boys and 3 girls, ages 5-16) with ASD were taught using behavioral skills training to engage in an appropriate leisure skill–taking pictures. When mastery criterion was met during training (participants were able to take two consecutive pictures following the six operationally defined steps), participants completed a follow-up three weeks later to examine whether they were able to maintain the skill. Six out of the eight participants were able to successfully learn how to take pictures. This study furthers the current literature on teaching leisure skills to children with ASD and future studies can focus on expanding appropriate leisure skills that are taught to children with ASD, as well as measuring the effects (i.e. social, therapeutic) of learning photography, in addition to other leisure skills.

The purpose of this study was to evaluate the effectiveness of teaching self-instructional skills to navigate to a mobile device to access video prompts to teach novel behaviors to two adults with autism spectrum disorder (ASD) in a vocational setting. This study used a multiple probe across conditions design to evaluate effectiveness. In baseline, the researcher directed the participants to complete a novel task and collected data on correct steps completed. In technology training the researcher used a system of least prompts procedure to teach participants to initiate the use of the mobile device, navigate to an app, navigate to the specific behavior schedule, watch video prompt, navigate to the next step, and complete the modeled behaviors. After mastery of technology training, researcher evaluated performance of novel tasks following self-instruction to access video prompts on the mobile device. Participant’s fidelity of navigation skills was assessed, however was not included in mastery criterion. Both participants learned to self-instruct to independently access video prompts on a mobile device. One participant self-instructed using the mobile device and video prompts to correctly complete novel tasks.

The purpose of the study was to compare traditional functional analysis procedures (isolated contingencies) to functional analysis procedures which are modified to include nuanced environmental variables (synthesized contingencies) for children in an outpatient setting in order to determine sensitivity to the isolated or synthesized contingencies. A multi-element design embedded into a multi-treatment design was used to evaluate differentiated rates of challenging behavior across the two analyses for three children exhibiting challenging behaviors. The results supported the utility of the traditional functional analysis (FA) procedures when compared to that of the interview informed synthesized contingency analysis (IISCA) for one of three participants.

Functional analyses (FAs) are a common tool used in the assessment and treatment of severe problem behaviors and often occur in the context of clinical settings with unfamiliar, trained staff. Previous research suggests that inconsistent outcomes can emerge when caregivers with an existing history of seeing their child’s challenging behavior are trained to implement the assessment in place of clinical staff. The purpose of the current study was to expand on existing literature by comparing FA implemented by clinical staff and caregivers in the context of a clinical setting. Results demonstrate that efficient identification of function and differentiated rates of problem behavior given the inclusion of caregivers during assessment may vary based on the child’s existing history of responding with those caregivers. Implications of results for researchers and practitioners are discussed.

Workplace aggression has been associated with a number of detrimental employee and organizational outcomes, both at work and away from work. This dissertation includes three studies that expand our knowledge of the implications of workplace aggression in the work and nonwork domains. Further, this research illuminates the processes through which this relationship occurs by utilizing various sources of data from employees in a variety of contexts including universities, long term health care, and the USDA Forest Service. In Study 1, which was published in the Journal of Occupational Health Psychology, multi-source data are utilized to identify the indirect effects of coworker-reported workplace aggression on self and significant-other reported work-family conflict via self-reported psychological detachment from work. Study 2 identifies an indirect effect of workplace aggression on parental warmth via increased perceived stress utilizing longitudinal data from the Work, Family, and Health Network. Finally, Study 3 utilizes data from the USDA Forest Service to examine associations between workplace aggression and safety outcomes. Workplace aggression was found to be associated with increased resource depletion (i.e., rumination, cognitive failure) and decreased workplace safety (i.e., increased workplace accidents, decreased safety compliance). Workplace aggression was indirectly associated with safety participation and workplace injuries via cognitive failure and rumination, respectively. Safety climate, an organizational resource, moderated the relationship between rumination and safety behaviors. Finally, the indirect effect of coworker aggression on safety compliance via rumination was found to be conditional on low levels of safety climate, while the indirect effect of supervisor aggression on safety participation via rumination was also found to be conditional on low levels of safety climate. The current body of work provides implications for developing workplace interventions to reduce negative outcomes of workplace aggression, such as general stress management and recovery from work interventions. Several avenues for future research are suggested as well, including examining objective health outcomes of workplace aggression, utilizing longitudinal designs, and identifying additional moderators of the association between workplace aggression and employee outcomes.

In this dissertation, I investigated job satisfaction from a dynamic perspective. Specifically, I integrated the momentum model of job satisfaction with the affective shift model and crossover theory in an effort to move beyond traditional, static conceptions of job satisfaction and other constructs. Recent research and theoretical development has focused on the meaning of job satisfaction change for workers and how such change impacts their decisions to leave an organization. To extend this line of inquiry, I posited hypotheses pertaining to: (a) job satisfaction change with respect to positive work behavior (i.e., organizational citizenship behavior, family-supportive supervisor behavior); (b) the potential moderating effect of changes in negative work events (i.e., job demands, interpersonal conflict) on the relation between job satisfaction change and turnover intentions change and positive work behavior; and (c) the crossover of job satisfaction change from managers to employees and the potential underlying behavioral mechanisms. An archival dataset collected by the Work, Family & Health Network was used to investigate the aforementioned phenomena. Data were collected at two time points with a six-month interval via face-to-face computer-assisted personal interviews from individuals working at 30 facilities from a U.S. extended-healthcare organization. In total, data from 184 managers and 1,524 of their employees were used to test hypotheses. Data were analyzed using multilevel structural equation modeling. In an extension of the momentum model, I found that managers’ job satisfaction change positively related to changes in employee reports of their FSSB; in addition, I replicated prior findings in which job satisfaction change negatively related to turnover intentions change. Furthermore, based on my integration of the momentum model and the affective shift model, I tested the proposition that changes in negative work events (i.e., job demands, interpersonal conflict) would moderate the relationship between changes in job satisfaction and focal outcomes. For certain operationalizations of negative work events, hypothesis testing revealed significant interactions with respect to changes in all three outcomes: turnover intentions, OCB, and FSSB. The form of the interactions, however, deviated from my predictions for models including changes in turnover intentions and OCB, although my predictions were supported for models including changes in FSSB. In my integration of the momentum model and crossover theory, the associated hypotheses were met with very limited support. Specifically, the relationship between managers' job satisfaction change and employees' job satisfaction change approached significance, but the relationship between managers' level of job satisfaction and their employees' subsequent level of job satisfaction did not receive support. Similarly, the proposed mediational mechanisms (i.e., managers' OCB and FSSB) of these crossover relations went unsupported. In sum, while my contributions to the momentum model and the affective shift model were notable, my proposed integration of the momentum model and crossover theory was met with limited support. Overall, findings from this dissertation yield important implications for both theory and practice, as they may draw more attention to changes in job satisfaction, as well as the potentially beneficial role of changes in perceived negative work events.

Behavior during transitions in classrooms is an area in need of additional supports in order for teachers to effectively manage classrooms. Extended transition durations, particularly transition periods between one activity and another are related to problem behavior among children in educational settings. This study evaluated the use of acoustical feedback aimed to improve transition behaviors of elementary school students, using a multiple-baseline design across participants. Teachers were trained to implement the acoustical feedback procedure. Data on teacher treatment fidelity, student transition behavior (transition duration and problem behavior), generalization probes, and social validity were collected to examine the feasibility and potential efficacy of acoustical feedback. The results indicated that the participating teachers successfully implemented the acoustical feedback procedures with high levels or moderately high levels of fidelity and their implementation of the intervention was successful in reducing problem behavior and transition duration for all three participating children. Support for generalization was strong for two teachers and their students and minimal for one teacher and her student.

This study assessed the Prevent-Teach-Reinforce (PTR) model to determine its impact on problem and replacement behaviors of three children who are typically developing with behavioral challenges in a high-need elementary school setting. Specifically, this study evaluated the use of the PTR model as an intensive individualized Tier 3 intervention within a multi-tiered intervention system. In addition, the study examined the validity and usability of the Individualized Behavior Rating Scale Tool (IBRST), which was developed as a feasible daily progress monitoring tool in conjunction with the PTR model. Social validity and fidelity of intervention implementation were also assessed. A multiple baseline across participants was employed to evaluate the impact of implementation of the model on the children's behaviors. The results of the study indicated that the PTR model was effective in reducing problem behaviors and increasing the use of replacement behaviors for all three participants. In addition, the IBRST completed by the teachers was found to have a substantial correlation to data collected during direct observations.

Students with autism spectrum disorders present deficits in social interaction skills that may prevent their successful inclusion in general education placements. Considering the increasing number of children with autism spectrum disorders (ASD) being educated in inclusive settings and recent requirements on the use of research-based interventions in schools, the purposes of this study were (1) to evaluate the quality of single-case research and determine whether behaviorally-based interventions to improve social interaction skills of children with ASD in inclusive settings can be considered evidence-based practices and (2) to conduct a meta-analysis investigating whether specific factors such as participants' age, behavioral components used in the intervention, target social interaction skills, intervention implementer, and peer training moderate effectiveness of the interventions. Specific criteria for quality of single-case research were used to classify studies according to their certainty of evidence. Tau-U, a non-parametric index of effect size in single-case research, was used to measure the intervention's magnitude of change on target outcomes. Differences between levels of the moderators were analyzed using statistical significance test (p = .05) through the use of 83.4% confidence intervals. Results indicate that the use of behaviorally-based interventions to improve social interaction skills of students with ASD in inclusive settings can be considered evidence based practices. In addition, the interventions produced overall high effect size, indicating their effectiveness based on studies meeting minimum standards of methodological quality. More specifically, the interventions are demonstrated to be effective for preschool and elementary school children between the ages of 2 and 10 years. Studies targeting social interaction initiations or responses in isolation were more effective than studies focusing on both skills. While interventions using planned reinforcement were shown to be more effective, no differential effects were found regarding the use of planned modeling. No differences were found regarding intervention implementer. Finally, the use of peer training did not appear to increase effectiveness of the behaviorally-based social skill interventions. The results and their implications for practice and future research are discussed.