<p> Workplace bullying has been linked to many unfavorable outcomes that can be very costly to organizations. One way to minimize the impact of this negative behavior is through perceived organizational support (POS). Thus, researchers have called for more studies examining the joint effects of workplace bullying and POS on various outcomes. The purpose of this study was to examine whether POS would moderate the relationship between workplace bullying and outcomes that are related to work behaviors and motivations, namely, organizational citizenship behaviors (OCBs) and work engagement. A total of 224 individuals working in a variety of industries participated in an online survey. The study examined the direct effects of workplace bullying on OCB-I (behaviors directed towards individuals), OCB-O (behaviors directed towards the organization), and work engagement as well as the moderating effects of POS on such relationships. In support of the hypotheses, results showed that workplace bullying was negatively related to all three outcomes. However, POS moderated only the relationship between workplace bullying and OCB-I. The effects of workplace bullying on OCB-I were more negative when POS was low, but there was no relationship between the two when POS was high. In other words, high POS nullified the negative impact of workplace bullying on OCB-I. These findings suggest that in order to foster positive work behaviors, organizations should create a supportive work environment through the implementation of anti-bullying policies and training programs.</p>

<p> The present study examined the effects of a deep level acting training program on deep level acting skills, emotional exhaustion and Kirkpatrick&rsquo;s (1994) four levels of training effectiveness. By using Brothridge and Lee&rsquo;s (2003) Emotional Labor Scale, the emotional exhaustion sub-scale from Maslach&rsquo;s Burnout Inventory (1986) and several self created measures the hypothesis were evaluated. The results indicated that the deep level acting training program successfully increased participants&rsquo; deep level acting skills. The deep level acting training program did not decrease participants emotional exhaustion. Lastly, the hypotheses made pertaining to the four levels of training effectiveness were not supported. In the deep level acting training condition, posttest learning scores were not significantly correlated with post deep level acting scores and posttest learning scores were not significantly correlated with trainee reactions.</p>

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Includes bibliographical references (leaves 118-127). Also available via the Internet.

<p> In the workplace, counter productive work behaviors (CWBs) are strongly discouraged. Vardi and Weitz (2004) concluded that counter productive work behaviors are a fairly common occurrence and cost businesses billions of dollars each year. Many of these CWBs are perpetrated by angry or disgruntled employees. When angry employees are identified they can be helped with coping strategies to productively manage their anger, as opposed to engaging in CWBs (Hargrave, Hiatt, Dannenbaum, &amp; Shaffer, 2008). This paper seeks to better equip professionals and researchers with tools to identify these at risk employees. Specifically the Anger Parameters Scales (APS) and the Anger Expressions Scale (AES) have been examined in a workplace sample for the first time. Additionally this study has examined the use of more readily available demographic information to predict at risk persons. The expected factors of the measures in question did not emerge as predicted by the AES. The factor structure of the APS was partially validated as four of the five scales loaded well enough for further analysis. None of these scales could be captured by more available demographic variables. This study also gathered normative data on anger elicitors by means of coding narratives of participants who were asked to describe a typical anger provoking situation.</p>

<p> The purpose of this study was to clarify the effect that anxiety has on performance in an assessment center. The relationships between participant self-reported anticipated anxiety and assessment center performance was assessed, in addition to analyzing if assessors can perceive participant anxiety, and what effect this may have on overall performance scores. The study used the data of 378 undergraduate students who participated in an assessment center as a course requirement. Prior to the assessment center, participants completed a measure of self-reported anticipated anxiety towards the upcoming assessment center, as well as several demographic questions. While the anticipated curvilinear relationship between participant self-reported anticipated anxiety and performance was not found, a significant negative, linear relationship emerged, indicating that as participants&rsquo; reported higher levels of anxiety, overall performance in the assessment center was lower. Another significant finding indicated that assessors were able to perceive participants&rsquo; anxiety and rated them lower on overall performance when anxiety was perceived. Additional findings are also discussed.</p><p>

<p> There is not a common, agreed upon definition of authentic leadership. There are varying opinions as to whether authenticity is a trait or a style; however, most scholars believe authenticity is a purpose and value based characteristic (Gardner, Cogliser, Davis, &amp; Dickens, 2011) that is developed over time (George, 2003). Transparency is a core concept of authentic leadership, and situational awareness is a critical skill for leaders to determine the degree of transparency that they should demonstrate. There is limited theoretical and empirical research on how transparency and self-monitoring can be used in conjunction with situational leadership and situational awareness theory. This study measures the impact of a leader&rsquo;s expression of transparency on follower&rsquo;s confidence in his or her ability with consideration of a number of covariates. The findings of this study are intended to help advance authentic leadership theory with specific focus on situational awareness and transparency as core concepts of authenticity. Implications are discussed on the advancement of leadership theory, authentic leadership, and transparency as a core concept of authenticity. </p><p> Data collection used Amazon Mechanical Turk (MTurk) and yielded 1,006 global participants who met the inclusion criteria. In general, higher degrees of leadership transparency yield higher levels of follower confidence. Situation can impact how expressions of transparency impact follower confidence. Thus, situational awareness and situational leadership are critical competencies for leaders to use transparency effectively. Leader-Member Exchange does not, generally, moderate the relationship between a leader&rsquo;s transparency and his or her follower&rsquo;s confidence. There was statistical significance in the difference in responses between geographies, but there were not statistically significant differences in the results when considering gender, years of work experience, education, age, and race in the US.</p><p>

<p> In recent years, marijuana use has become an increasingly prominent concern for Human Resource professionals. Policy makers for organizations are scrambling to understand how individual state legalization in the United States will affect their businesses. This study investigated job applicant perceptions of organizational attractiveness, job pursuit intention, and corporate social responsibility of organizations as potentially affected by marijuana testing policy. Marijuana use was studied as a potential moderator. Results suggest that marijuana use and drug-testing policy both play a role in shaping job applicant perceptions. While perceptions for non-marijuana users were relatively unaffected by drug-testing policy, marijuana user perceptions were affected. An interaction effect of marijuana use and drug-testing policy was found for organizational attractiveness, and main effects of marijuana use and drug-testing policy were found for job pursuit intention. There were no significant results for corporate social responsibility. Additional research on work-related marijuana use and attitudes towards marijuana in the workplace was conducted and reported. Future research and practical implications are included.</p><p>

<p> The personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). The purpose of this cross-sectional design was first to explore the direct relationship between supervisors and subordinates personality congruence and AC of subordinates. The second purpose of this study was to explore the role of LMX as a mediator between the personality congruence of supervisors and subordinates and AC of the subordinates. A cluster sampling method was used to gather 400 supervisor-subordinate dyads from 3 technopolises in Ankara, who completed self-reported questionnaires. A technopolis is a technology science park. Polynomial regression analysis was conducted to measure the congruence level of dyads&rsquo; personality traits and structural equation modeling was used to analyze the mediating effect of LMX. Results revealed that, LMX has no mediating effect on personality congruence and AC. The results also revealed that there is a significant relation between the agreeableness congruence of supervisors and subordinates, and AC. This information can be used by organizations by pairing up agreeable dyad members to increase affective commitment. The findings of this study may create positive social change by promoting optimum functioning organizations that have committed employees which would affect the society and economy in a positive way.</p><p>

<p> Despite regulatory guidelines, unreliable financial reporting exists in organizations, creating undue financial risk-harm for their stakeholders. Normal accident theory (NAT) identifies factors in highly complex integrated systems that can have unexpected, undetected, and uncorrected system failures. High-reliability organization (HRO) theory constructs promote reliability in complex, integrated systems prone to NAT factors. Enterprise risk management (ERM) integrates NAT factors and HRO constructs under a holistic framework to achieve organizational goals and mitigate the potential for stakeholder risk-harm. Literature on how HRO constructs promote ERM in responsible integrated financial systems has been limited. The purpose of this qualitative, grounded theory study was to use HRO constructs to identify and define the psychological factors involved in the effective ERM of responsible organizational financial reporting. Standardized, open-ended interviews were used to collect inductive data from a purposeful sample of 13 reporting agents stratifying different positions in organizations that have maintained consistent operational success while attenuating stakeholder risk-harm. The data were interpreted via transcription, and subsequent iterative open, axial, and narrative coding. Results showed that elements of culture and leadership found in the HRO construct of disaster foresightedness and mitigation fostered an internal environment of successful enterprise reporting risk management to ethically achieve organizational goals and abate third-party stakeholder risk-harm. The findings will contribute to positive social change by suggesting an approach for organizations to optimize strategic objectives while minimizing stakeholders&rsquo; financial risk-harm. </p><p>

<p> The 1960&rsquo;s space race in the United States gave rise to a unique culture of innovation embodied by an engineering class of professionals (Wisnioski, 2009). As knowledge workers, engineers were applying niche knowledge to solve big problems in the world (Kasdan, 1999). The result of their efforts in utilizing specific knowledge (i.e. esoteric knowledge) would become the basis for advanced development and production technology (Kasdan, 1999). One byproduct of this era is the advancement of engineering methods and computational mechanics (i.e. simulation) used to solve difficult, but semi-generalizable physics and engineering problems (Sinha, Paredis, Liang, &amp; Khosla, 2001). However, sharing knowledge involved in engineering methods and esoteric knowledge (McMahon, Lowe, &amp; Culley, 2004), as a whole, is difficult and a limiting factor in progressing similar large-scale, innovations (Alic, 1994). The response from organizations hoping to capitalize on developing esoteric technologies may turn to fostering a culture of innovation (Zairi and Al-Mashari, 2005). While research suggests innovation can be cultivated within an organization based on proposed frameworks and attributes (Crossan &amp; Apaydin, 2010), an examination of lived-experiences of leaders, whose mission is to seek out the development of new esoteric technology, may provide rich insight into how cultures of innovation actually operate (Jucevi?ius, 2010). Therefore, this study proposes that a study of esoteric technology providers, beyond a contextual inquiry, may provide insights into how cultures of innovation may lead to new breakthroughs in technology and possibly an enabler to the next space race.</p><p>