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Factors Affecting the Acceptance and Application of Developmental Feedback from an Executive Assessment ProgramByham, Tacy M. January 2005 (has links)
No description available.
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EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCEWhitaker, Brian 02 October 2007 (has links)
No description available.
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The Impact of Culture on Workplace Performance: A Global Mixed Methods StudyBeaver, Zach 07 1900 (has links)
This research used quantitative and qualitative methodologies to investigate how working professionals are impacted and account for workplace cultural differences. This paper also sought to make a case for additional quantitative and qualitative research into what shapes and maintains culture by looking at leadership's knowledge of their organization's way of doing things and the impact these multiple knowledge areas have on performance. The literature review section analyzed performance improvement models, the effect of leadership, the behavior engineering model (BEM) and related models, organization culture, and performance. This work also outlined the methodology utilized in studying and reviewing culture and performance. This research aimed to determine a better understanding and increase the use of performance improvement and cultural models to aid organizations in achieving their missions.
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Multiracial Identity Invalidation in the WorkplaceVon Numers, Stephanie Dewi Elin January 2023 (has links)
Racial identity invalidation is a social identity threat that occurs when a person’s racial or ethnic group membership is denied by others. While this phenomenon can be experienced by people of all backgrounds, it is particularly prevalent among multiracial people, whose mixed-race identities do not neatly fit the categories typically used to define race. Racial identity invalidation has been associated with several negative effects on mental health, social relations, and physical and emotional well-being; yet, because multiracial issues and experiences often go unnoticed in our largely monoracial society, this form of multiracial microaggression has been overlooked in discussions of diversity, equity, and inclusion. Moreover, little research has explored how identity invalidation plays out specifically in the workplace setting—an important context tied to one’s livelihood—making it unclear what downstream effects invalidation may have on work outcomes such as job satisfaction, engagement, and team cohesion.
The present study expands on prior research by exploring how multiracial identity invalidation unfolds in various work contexts, with a focus on how multiracial people respond to instances of invalidation at work and what consequences these events might have for their professional relationships and career advancement. Qualitative data were collected through an online questionnaire and one-on-one, semi-structured interviews with multiracial people of diverse backgrounds and industries. Using a constructivist grounded theory approach, the study aimed to better understand the experiences, responses, outcomes, and contextual factors related to this phenomenon, with the ultimate aim of inductively developing a comprehensive model of multiracial identity invalidation in the workplace.
Findings from this study suggest that multiracial people experience similar types of invalidation incidents (e.g., being asked to prove one’s heritage) in the workplace as they do in other arenas of life, yielding similarly negative intrapersonal responses (e.g., hurt, resentment, self-doubt). However, due to the power dynamics at play in most workplaces, their options for how to outwardly respond to these invalidation incidents are often limited, with responses ranging from passive (e.g., laughing it off) to more active approaches (e.g., trying to create a learning opportunity), depending on the perceived risk and likelihood of change.
Although repeated invalidation experiences can lead to several negative work outcomes (e.g., strained coworker relationships, disengagement, self-silencing), some of the study participants also made changes for the better, by seeking new work opportunities at organizations that embraced their full and complex identities, aligned with their personal values, and recognized the strengths of having a mixed-race perspective. Finally, this study noted several contextual factors that appeared to influence the process of invalidation, with a particular emphasis on the need for social support systems and inclusive organizational practices. These study findings and the resultant comprehensive model offer practical insights for individuals, teams, and organizations, and suggest avenues for future research into the topic of multiracial identity invalidation in the workplace.
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TOWARDS EXPLAINING EMOTIONAL LABOR: THE ROLE OF EMOTIONAL DISCREPANCIESBarger, Patricia B. 26 October 2006 (has links)
No description available.
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A duration dependent model of the effects of job stress on the speed of seeking treatment for health problemsSokoloff, Robert Michael January 1994 (has links)
No description available.
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INTERACTIVE EFFECTS OF FEEDBACK TYPE AND FEEDBACK PROPENSITIES ON TASK PERFORMANCEDelgado, Kristin M. 12 June 2007 (has links)
No description available.
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The Relationship between Burnout and Engagement: A Confirmatory Factor AnalysisAlarcon, Gene Michael 20 August 2007 (has links)
No description available.
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The Variance Architecture Approach to the Study of Constructs in Organizational ContextsPutka, Dan J. 02 August 2002 (has links)
No description available.
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Detecting intentional response distortion on measures of the five-factor model of personality: An application of differential person functioningScherbaum, Charles A. 09 December 2003 (has links)
No description available.
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