<p>The purpose of this qualitative descriptive multiple case study was to understand what were a group of former company-grade leaders? perspectives of Army resilience training and how these perspectives impacted training transfer of resilience training in their former units. The theoretical framework underpinning this research was Holton?s human resource development evaluation research and measurement model. Two research questions were posed in this study: 1. What were a group of former Army company-grade leaders? perspectives of resilience training? 2. How did former Army company-grade leaders? perspectives of resilience training relate to their prioritization, implementation, and fostering of a supportive climate for resilience training within their former units? A homogeneous purposive sampling strategy was used to recruit 10 former company-grade leaders near an Army installation in the southwestern United States. Data was collected from three sources using within-method triangulation: focus groups, open-ended in-depth individual interviews, and historical documents. Data analysis included thematic analysis and both deductive and inductive coding. Four themes emerged from the data relating to the training transfer of Army resilience training: perception of training, transfer climate, external events, and organizational training management indiscipline. Ineffective resilience training instructors were the catalyst driving negative affective reactions from former company-grade leaders. This, in turn, contributed to their negative utility perception of Army resilience training. This negative perspective of resilience training transcended individual leaders and permeated their unit?s climate, creating a barrier to the transfer of resilience training to soldiers within these leaders? former units. Keywords: resilience, training transfer, perception of training, transfer climate

<p> Organizations have begun to use <i>video-recorded interviews</i> as an applicant-screening tool; however, their impact on hiring processes has not yet been fully investigated by researchers. Video-recorded interviews are meant to provide interview-like experiences with greater flexibility for applicants and enhanced efficiencies for the hiring organization. Despite their promise, researchers are just beginning to examine this technology to determine how usage might affect important outcomes like applicant test performance and reactions. Drawing from justice theories and Potosky's (2008) conceptual framework of assessment media, the current study examines the relationship between interview type (i.e., video-recorded interview vs. synchronous online interview), applicant reactions, and interview performance in order to extend our theoretical understanding of technology mediated interviewing and provide practical recommendations for organizations interested in video-recorded interviewing. Results suggest that video-recorded interviews lead to less cognitive load, fewer impression management behaviors, and improved perceptions of procedural justice. Moreover, interview performance was found to be invariant across administration media. The results of the current study generally support the use of video-recorded interviewing as a replacement for initial structured online interviews.</p><p>

<p> This generic qualitative research study examined the impact that non-counseling duties have on school counselors&rsquo; professional identity. The 10 participants were tenured school counselors who worked in a suburban county in a mid-Atlantic state. This generic qualitative study explored how school counselors can perceive non-counseling duties and how those duties may be redefined by integrating clinical components to align them with the American School Counselor Association (ASCA) National Model. Generic qualitative methodology structures the study for a greater understanding of a phenomenon, school counselors&rsquo; perceptions of their professional identity and does non-counseling duties impact those perceptions. Semi-structured interviews revealed the participants&rsquo; perceptions towards their roles as school counselors, non-counseling duties, their own professional identities, and their ability to change their perception of non-counseling duties to align with the ASCA National Model. Thematic analysis of the data revealed themes that addressed how those participants perceived non-counseling duties and their perceptions of their professional identity. This study indicates there was a direct effect on professional identity due to the assignment of non-counseling duties and the perception of the school counselors of those duties. The participating school counselors spoke of a positive perception of their school counseling role, which focused on how they performed their job. They perceived non-counseling duties to be an interference to performing their role as a school counselor. In addition to their perceptions to non-counseling duties, the school counselors that participated struggled to describe their perceptions of their professional identity.</p><p>

<p>For over seventeen years, I have dedicated my life as both a teacher and an administrator to serving our children, especially our children of color and those of lower socio-economic status. I have lived and felt the successes of our children and teachers as well as the pain of public education. I have striven to be an authentic leader, keeping our children at the forefront of why we do what we must in order to provide ALL of them with equitable access to a quality education and opportunities. This has come at a heavy cost to me both professionally and personally. </p><p> During a &ldquo;time out&rdquo; in my career, this dissertation granted me an opportunity to reflect and analyze who I have been, who I am, and who I might become. More specifically, it allowed me to take a look at certain life stories of my past, and thus to better understand my professional experiences so that I may work towards becoming a more effective and authentic leader. </p><p> This study used an autobiographical framework with a qualitative design to analyze my life-stories and thus address the following questions: &bull; What meanings am I taking away from my life stories? &bull; How do my life-stories help my development as an authentic leader? &bull; How has the notion of authentic leadership helped me understand what has happened to me professionally thus far? &bull; What influence will this process have on who I might become? &bull; Can this strategy help others develop into authentic leaders? </p><p> The study notes the importance of personal growth for professional growth and argues that being true to oneself does not necessarily lead to authentic leader development. Authentic leader development requires individual, systematic, and routine reflection on selected life-stories and an external catalyst to promote the discovery of deeper meaning in both the leader and his/her followers. </p>

<p> The research investigates the intersection of personality and motivation, and specifically, the predictive relationship between factors of the five-factor model of personality and the categories of the Assessment of Individual Motives-Questionnaire motivation model. Although significant research into multi-trait personality models exists, there is significantly less research into multi-trait motivation models and little research into how multi-trait models in these two fields intersect. No research exists within this field for human resource professionals. A canonical correlation analysis was chosen to properly represent all potential between-factor effects of the two variable sets. The resulting data met all assumptions and showed statistical significance. The results showed significance for the overall canonical correlation between the predictor and the outcome variables and showed that there were three statistically significant canonical functions between the two sets of variables. Four personality variables and three motivation variables met the statistical cutoff showing contribution to the canonical correlation. These results showed that the personality factors of Agreeableness and Conscientiousness negatively predicted the motivation category of Competitive. The personality factor of Extraversion predicted the motivation category of Cooperative, and the personality factor of Openness predicted the motivation category of Integrity of Self. These results suggest an opportunity for further investigation into the relationships between Openness and Integrity of Self, and between Conscientiousness and Competitive. Also, more canonical correlation research into this field may help understanding these complex relationships. Finally, extending this research to the public could provide a better understanding of personality and motivation outside the workplace.</p><p>

<p> The present study investigated working memory capacity and the affect it has on employees to perform their job and to be innovative. The study also considered moderation of effort and stress to the relationship of working memory capacity to job performance and innovation. As cognitive ability has a strong relationship with working memory, this study aimed to determine if working memory is a stronger predictor of job performance and innovation than intelligence. This study did not find that working memory was statistically significant with job performance or innovation. Support was also lacking in any significant relationship with the moderation of effort or stress. </p><p>

<p> The present study compared the validity of a new graphic probe presentation technique for the Situation Awareness Present Method (SPAM) with the established traditional text-based probe presentation method. Three primary research questions were to be answered: 1) Which method of assessing situation awareness will best predict air traffic controller (ATCo) performance? 2) Will the method of probe administration, graphics-based vs. text-based, affect the time to respond to the question?, and 3) Will the method of administration, graphics-based vs. text-based, affect the accuracy of probe responses? Participants performed a simulated air traffic control task using a Multi Aircraft Control System (MACS), which is a simulated mid-fidelity ATCo environment. SPAM probe questions were presented on an adjacent computer. Two manipulations were used during the course of this study: 1) the amount of aircraft in the sector at a given time (traffic density), and 2) the probe presentation technique (Graphic vs. Text-based), with the traditional SPAM dependent variables of probe accuracy, subjective workload, workload latency, and probe question latency. First, the findings of the present study show the shorter response time of text-based probes. Second, the findings of the present study show text-based probes to generate more accurate participant responses. Lastly, the findings of the present study suggest both text-based and graphic probes predict aspects of ATCo performance. However, only specific text-based probe questions predict Losses of Separation, the primary measurement of ATCo safety. While significant findings were discovered during the course of the present experiment, further research is needed to determine the validity and reliability of the present findings.</p><p>

<p> A convenience sample of 211 university research administrators working in research related organizations and universities in the United States and 18 years or older participated in the online survey. The research study explored a quantitative correlational study to examine the relationship among university research administrators&rsquo; perception of workplace incivility (e.g. hostility, privacy invasion, exclusionary behavior, and gossiping) and the relationship to their levels of employee engagement (e.g. psychological meaningfulness, psychological safety and psychological availability). The self-report survey was distributed through Survey Monkey with the weblink approved to be placed in the Society of Research Administrators, the SRA Catalyst newsletter for university research administrator, to access that were members of the organization and reside in the United States. The testing resulted in the acceptance of five null hypotheses and rejection of eight null hypotheses. University research administrators have similar perceptions of incivility among research related organizations and universities in the United States. Workplace incivility and employee engagement was tested their relationships and found that as hostility increases psychological safety and psychological availability decreases. Privacy invasion significantly decreases employee&rsquo;s psychological meaningfulness and psychological safety in the workplace. As the effect of effects of exclusionary behavior and gossiping increases employee&rsquo;s psychological safety and psychological availability in the workplace decreases. University research administrators&rsquo; perception of incivility provide insight into workplace behaviors and employee engagement.</p><p>

<p> This quantitative research study examined the relationship between self-reported job performance and child performance among applied behavior analysis (ABA) therapists. Though several studies have demonstrated the benefits of staff training on improving job performance, there remains a gap in research in the field of ABA focusing on training as it relates to child performance. This study included three research questions: Will the implementation of incidental teaching when completing skill acquisition programs improve in applied behavior analysis (ABA) therapists after undergoing a brief training package consisting of modeling, rehearsal, and feedback? Will the reported job performance of applied behavior analysis (ABA) therapists improve after undergoing competency-based training for implementing skill acquisition programs? Will applied behavior analysis (ABA) therapists assess child performance differently after undergoing an intervention to increase job performance? The population addressed in this study was therapists providing ABA services. Purposeful sampling was utilized to recruit 16 participants who were ABA therapists working in the United States. Each was asked to complete both the Task-Based Job Performance Scale and the Academic Performance Rating Scale. The first three with moderate to low scores in both job performance and child performance were selected to undergo an intervention involving training on job-specific skills utilizing a single-subject design. All participants were female. No additional demographic data were collected. Using visual inspection and trend analysis, it was determined the implementation of the incidental teaching of each participant improved after receiving training. When training was complete, each participant was asked to complete the job and child performance scales a second time. Using descriptive statistics, it was determined each participant who received training reported higher job performance post-intervention, but only one participant reported higher child performance. Future research on job performance and its possible effects on child performance is recommended. </p><p>

<p> Organizations are increasingly examining the potential benefits of integrating insights concerning emotional intelligence (EI) into their employee training and development programs to enhance their mission. Petrides&rsquo;s EI model of trait emotional self-efficacy (ESE) has been defined as a constellation of emotion-related self-perceptions and dispositions assessed through self-report. This study explored the relationship between the four factors of Petrides&rsquo;s ESE model (well-being, self-control, emotionality, and sociability) and the well-researched work outcomes of job satisfaction, counter-productive work behavior, and turnover intent. Based on existing research, the study controlled for age, gender, job tenure, and social desirability. The study relied on an archival data set drawn from a similar pilot study, and included a sample population (N = 157) of certified nurse assistants and registered nurses, selected both out of convenience and because this population is known for its affect-laden work. The study employed a 239-item survey. ESE was measured using the TEIQue long form, and psychological instruments were used to measure outcomes. Confirmatory factor analysis found a lack of fit for the four-factor model, and a new, two-factor model was found using an exploratory factor analysis. The first factor, comprised mostly of the facets well-being and self-control, was named emotional constitution. The second factor, comprised mostly of emotionality and sociability, was named emotional awareness. Data analysis included four-step hierarchical regression models to assess unique variance in each of the three outcome variables using emotional awareness and emotional constitution as predictors. Results showed that emotional awareness predicts nurse job satisfaction (&beta; = .21, <i>p</i> &lt; .05), and emotional constitution negatively predicts both nurse CWB (&beta; = &ndash;.49,<i>p</i> &lt; .01) and turnover intent (&beta; = &ndash;.31,<i>p</i> &lt; .05). No difference between groups (RNs and CNAs) on these factor dynamics was found. Implications of this study are discussed.</p><p>