The study investigated the relationship between team-level narcissism, team processes, decision-making constructs, and outcomes. Specifically, the study aimed to examine the impact of team-level narcissism on information sharing and the mediating role of relationship conflict. The study also investigated the direct and indirect impact of team-level narcissism on team-level decision making constructs (i.e., staff validity, hierarchical sensitivity, and team informity) proposed by Hollenbeck et al. (1995). Lastly, it examined whether the core team-level decision-making constructs explained significant variance in team decision-making accuracy. The sample included 62 teams from SONA and Prolific samples. Evidence was found for the negative impact of team-level narcissism on information sharing, while the rest of the proposed direct and indirect effects between team-level narcissism, team processes, and team decision-making constructs were not supported. Moreover, the results of the primary and supplementary analyses suggested a negative relationship between both relationship- and task conflict, and information sharing. The core team decision-making constructs proposed by Hollenbeck and colleagues explained significant variance in team decision-making accuracy.

Ambivalent interpersonal relationships in organizations are known to have deleterious effects on employee health and wellbeing, work performance, counterproductive work behaviors, and more. However, little research has examined ambivalent relationships in the supervisor-subordinate dyad. In the present study, I contribute to the supervisor-subordinate literature by examining the interaction between abusive supervision and supervisor support. Furthermore, I extend past findings by investigating the mediating role of ambivalent supervisor identification, hypothesizing that support in an otherwise abusive supervisor relationship will lead to ambivalent supervisor identification and, consequently, negative health outcomes. Finally, I explore the role of dialectical thinking style, an Eastern mode of thinking which allows for the acceptance of contradiction, as a moderating factor between ambivalent supervisor behaviors and ambivalent supervisor identification. The data for this thesis came from an archival dataset in which my variables of interest were included. My findings failed to replicate past research on the direct, interactive effects of abusive supervision and supervisor support. However, there was a significant indirect effect of this interaction through ambivalent supervisor identification predicting stress but not wellbeing. I found no significant effect for the contradiction dimension of dialectical thinking style, which may be due to sampling and survey restrictions. Limitations, future directions, and practical implications are discussed.

In recent years, more and more organizations are being held responsible for the social impact of their organizational priorities, commonly referred to as corporate social responsibility. As a result, there has been an increased implementation of employee volunteering initiatives. However, research on volunteering has largely remained separate from the context of work. As the prevalence of employee volunteering initiatives continues to grow, the need to integrate the theoretical and practical findings from the volunteering literature with that of the extensively studied and related discretionary prosocial work behavior (i.e., organizational citizenship behavior) research has become increasingly apparent. This dissertation examines how commonly used motivational theories found within the volunteering literature can be leveraged to aid the prediction of important work-related outcomes. More specifically, a person-centered perspective is applied using a latent profile approach, where the relationship between an employee's combination of motives for pursuing volunteer opportunities and their subsequent discretionary behaviors at work, including organizational citizenship behaviors and counterproductive work behaviors, are tested with vigor and depletion as respective mediating mechanisms. A sample of employed individuals who participated in a volunteer activity within the past year responded to a series of survey items related to their volunteering experience, motivations for participating, and their behaviors at work following the activity. Results demonstrated the most support for a three-profile solution, and profile membership was revealed to be significantly related to levels of vigor, and ultimately, subsequent engagement in organizational citizenship behaviors. Findings did not support the hypothesized relationship between the profiles and depletion (nor counterproductive work behaviors). However, a supplemental mediation analysis using multiple regression with each volunteer motive as a predictor did demonstrate support for the indirect effects of the career and protective motives on counterproductive work behaviors through depletion. Theoretical and practical implications of this dissertation's findings are also discussed.

Organizational citizenship behavior (OCB), defined as behavior that is discretionary and not directly or explicitly recognized by the formal reward system, has gained significant interest in the literature over the past few decades. Recent OCB research has begun to address more specialized facets of citizenship behavior that target behaviors that support specific strategic goals in the organization. One form of OCB encompasses those behaviors that assist with the implementation of new practices or innovations in the organization, above and beyond typical implementation. This study extends both the general OCB literature and the newer literature on implementation citizenship by examining factors that predict the agreement between employee self-ratings and their supervisor's ratings of their implementation citizenship behavior. Demographic and contextual variables were examined as possible predictors of more or less agreement. Based on data from 400 substance use treatment providers under 70 supervisors, the results did not find support for the hypotheses. However, supplemental results did provide some new insights, such as the tendency for ratings to become more or less variable as a result of the study predictors. Implications and directions for future research are discussed.

This two-part study used a field study and experimental vignette design to investigate predictors (extent of change, adaptability, and communication) of threat, hindrance, and challenge appraisals of change. The field study also examined employee well-being, job attitudes, and behaviors as outcomes of these appraisals. Drawing from stress appraisal theory, the primary goal of the study was to add to our knowledge of how personal characteristics and contextual factors relate to positive and negative appraisals of change and how those appraisals manifest in employee related outcomes. I hypothesized that adaptability and high-quality communication would function as resources that promote positive appraisals, but reduce negative appraisals, of change, especially when changes were extensive. The field study sampled hospitality workers in the greater Orlando area and hospitality workers in the US on Prolific.com. The experimental vignette design sampled college students. Overall, the results from both the studies provide evidence that changes can be appraised as positive or negative events, which has implications for employee well-being, attitudes, and behaviors. Across both studies, changes that were more extensive were appraised as threats, while change communication had a negative relationship with threat appraisal and a positive one with challenge appraisal. Adaptability also had a positive relationship with challenge appraisals. In the field study, threat appraisals were associated with lower well-being and more negative job attitudes, while the opposite was found for challenge appraisal. Moreover, challenge appraisals of change were positively related to proactive work behaviors. Theoretical and practical implications are discussed.

Work boredom is an understudied topic within Industrial/Organizational psychology, and studies have yet to examine work boredom in the context of the work-nonwork interface. The present study reviewed the current work boredom literature and then examined two pathways by which boredom may be related to employees' behavior at home. It proposed that negative affect, in the form of frustration, is a link between work boredom and undermining behaviors toward one's romantic partner. The cognitive pathway connecting work boredom with romantic partner disengagement, was proposed to be affective rumination. These pathways were expected to be buffered with a high work-nonwork segmentation preference. Data were gathered from 142 dyads of cohabitating romantic couples. Hypotheses addressing the spillover effect were not supported. However, work boredom was associated with both frustration and affective rumination. The study concludes with implications and future research suggestions.

The present series of studies leveraged the ASTMA model (attraction, selection, transformation, manipulation, attrition), theory of purposeful work behavior, and work on job crafting to investigate the influence of personality on job satisfaction through the active and passive shaping of one's work environment (i.e., work characteristics). Study 1 integrates the ASTMA model and theory of purposeful work behavior perspectives to suggest that individuals who are conscientious, agreeableness, emotionally stable, open to experiences and extraverted become more satisfied with their jobs because each of these traits is associated with active and passive changes to specific work characteristics. These ideas were tested by examining the change in job autonomy, rewards, developmental opportunities and social support as mediators of the relationship between each of the Big-Five traits and the change in job satisfaction. Study 1 results support the idea that personality influences job satisfaction through the shaping of one's work environment. Study 2 builds on Study 1's work by examining in more detail the active (self-initiated job crafting) and passive (others-initiated job crafting) mechanisms by which personality can shape one's work characteristics. Study 2 results suggest that both active and passive pathways play a role in shaping the work environment. Taken together, the results of Study 1 and Study 2 provide support for the idea that personality may influence job satisfaction by actively or passively shaping one's work environment.

Prior research has found that the behaviors of entitled employees can often affect other employees around them, resulting in outcomes such as lower job satisfaction and higher job tension, but no research has examined how these outcomes occur. Entitlement has been surmised to function as a stressor, but there is no concrete evidence for this and any explanation for the link between experiencing others' entitlement and experiencing strain outcomes have been theoretical. Thus, it is important to understand precisely how entitlement is perceived by coworkers. The primary goal of this study was to examine proximal outcomes of entitlement behavior. Additionally, this study introduced new variables that may influence the way people perceive entitlement: the perceiver's own entitlement level and the impact of the entitled behavior. The inclusion of these variables allows for demonstrating that reactions to entitlement can differ depending on the characteristics of the people experiencing it and on the way that it impacts them. To address these issues, this study used an experiment to examine how people react to their coworkers' entitlement. Participants were randomly assigned into different impact conditions (victim, unaffected, beneficiary, or control) and outcomes were assessed. Observing entitlement generated negative affect, anticipated future conflict with the perpetrator, and dislike for the perpetrator. There were also differences in the way people reacted to entitled behavior depending on the impact of the behavior. Observers' own entitlement also had a minimal impact on these reactions. Directions for future research on perceptions of entitlement are discussed.

As group- and team-based employment structures increase in popularity, it is important to understand the factors that promote or inhibit the transfer of knowledge or information between employees. Given that knowledge transfer processes often occur as a result of requests for knowledge or information from information targets by information seekers, this dissertation focused on a specific form of information-seeking behaviors – coworker nosiness – and the process through which perceptions of coworker nosiness result in knowledge sharing and knowledge hiding behaviors. Perceived coworker nosiness refers to behaviors judged by information targets as high-frequency information-seeking behaviors that are meant to gather information that is overly personal in nature and/or irrelevant to information seekers' abilities to carry out their jobs effectively. Although affective trust was hypothesized to mediate relationships between coworker nosiness and both knowledge sharing and knowledge hiding, results across two studies – one using an experimental methodology and the other using a time-lagged survey design – found that higher levels of cognitive trust felt toward information targets rather than affective trust resulted in more knowledge sharing and less knowledge hiding. Additional analyses were conducted to consider alternative explanations and examine relationships with other relevant constructs. Discussions of the strengths and limitations of both studies as well as the practical implications and future research directions are provided.

Data mining methods have been used to study a variety of topics in industrial and organizational psychology, including predicting employee performance. With the increased interest in predictive analytics in human resources, the present study aimed to review and explore the application of two commonly used data mining methods, decision trees (DTs) and artificial neural networks (ANNs), for predicting employee performance in organizational settings. Out of 103 studies reviewed, eight studies were retained and used for the meta-analyses. The number of employee performance classifications meta-analyzed was 2430 in total. The results suggested that both data mining methods showed good performance in employee performance prediction, although the difference between the overall effect sizes was not statistically significant. The theoretical and practical implications and the potential limitations were discussed, and recommendations were provided for future research directions. The current study was a first attempt to qualitatively and quantitatively evaluate the effectiveness of the data mining methods in predicting employee performance.