Intimate partner violence (IPV) is a public health concern in the United States that puts women at increased risk for negative health and vocational outcomes. Severity and duration of negative outcomes, however, vary widely among trauma survivors, with some women developing more severe, negative outcomes and others developing less severe or fewer negative outcomes, or none at all. The study of cognitive appraisals for trauma, or an individual's assessment of her/his beliefs, feelings, and behaviors after a traumatic event, shows promise for illuminating what, and how, post-trauma outcomes develop for trauma survivors. Few studies have examined cognitive appraisals of trauma in relation to IPV, and none to date have examined them in relation to physical health and vocational outcomes. The purpose of this dissertation study was to use a correlational, descriptive, non-experimental, survey research design to examine whether trauma appraisals mediate the relationships among a broad range of IPV experiences and mental health, physical health, and vocational outcomes for adult women IPV survivors. Participants were a community sample of 158 women who had experienced IPV in adulthood. Participants were recruited from multiple community organizations and completed surveys online or in-person or over-the-phone with the principal investigator. Stepwise linear regressions were used to analyze the mediation models, and linear regressions were performed to examine how specific trauma appraisals predicted physical health and vocational outcomes. Dissertation study findings showed that trauma appraisals significantly and fully mediated the relationship between IPV experiences and mental health outcomes for women, with appraisals of fear, alienation, and anger significantly predicting mental health outcomes. When childhood betrayal trauma was controlled for within this model, however, trauma appraisals only partially mediated the relationship between IPV and trauma-related mental health. A mediation model was not used for physical health and vocational outcomes, but findings revealed that appraisals of self-blame and anger significantly predicted physical health outcomes, and appraisals of anger and shame significantly predicted vocational self-efficacy outcomes. These findings highlight the importance that trauma appraisals play in the development of a broad range of outcomes for IPV survivors. Implications for future research and practice are discussed.

Prior to 1980, most research on performance appraisal focused on rating formats. Since then, most performance appraisal research has focused on the internal processes of raters. This study redirects the focus back onto rating format with a critical eye towards rating accuracy. Ninety subjects read several hypothetical descriptions of teacher behavior and then rated the teachers on different dimensions of teaching performance using computer-based rating formats. It was found that rating format does affect some measures of rating accuracy. In addition, support was found for the viability of a new rating format. Graphic rating scales with no anchors received higher accuracy scores on certain measures of accuracy, higher ratings for liking of the rating format, higher levels of comfort with the rating format, and higher levels of interrater reliability than either BARS or graphic rating scales with numerical anchors. This study supports the ideas that rating format research should be reexamined with a focus on rating accuracy and that computer-based graphic scales with no anchors should be considered as an alternative to more traditional rating methods. / Master of Science

Celebrity endorsements are popular advertising methods that are implemented globally. Despite the frequent use of celebrities as product endorsers, few studies, if any, examine the cross-cultural effects of celebrity-endorsed advertisement on consumer response. This study focuses on Korea and the United States as representative of Eastern and Western cultures, respectively, in terms of various cultural values, such as (a) those described by cultural dimensions theory (individualism versus collectivism, uncertainty avoidance), (b) those described by information context theory (communication styles) and (c) those described by moral foundations theory (intuitive domains of social judgment). Findings generally suggest that Koreans respond more favorably, in terms of enjoyment and purchase intention, to celebrity-endorsed advertisements than Americans. Also, individual-difference measures for the cultural dimensions above yielded patterns consistent with the overall cultural differences. Detailed discussion, including implications and limitations, are provided for both researchers and practitioners. / text

The purpose of this study was to determine a model to integrate managerial and non-managerial expectations, regarding performance appraisals, in an organisation-specific performance appraisal system’s design. The sample consisted of 178 respondents that completed a newly developed questionnaire, aimed at obtaining the respondents input in the performance appraisal system’s design. The results of the managerial group were compared to the non-managerial group. Some significant differences were obtained regarding the design of the performance appraisal system. The results and implications are discussed. / Dissertation (MCom)--University of Pretoria, 2009. / Human Resource Management / unrestricted

Orientation: For decades, organisations have implemented performance management systems in order to promote an environment focused on performance enhancement and employee development. Performance appraisals have consistently been at the centre of performance management systems. However, they are often perceived as being ineffective or unsatisfactory, resulting in dissatisfaction and contributing to financial and time losses. Performance Appraisal Satisfaction (PAS) amongst employees is, therefore, vital if organisations want to achieve desired outcomes. Limited research was found that explained or described methods which organisations can utilise to increase PAS amongst employees. Research rationale and objectives: As organisations become more global, innovative and employee-focused, the need to cater to individual needs and desires has significantly increased. This study aimed to investigate ways in which PAS can be increased through the individualisation of three performance appraisal aspects namely; number of raters; method of feedback and frequency of feedback. In terms of the individualisation factors, this study has focused on; level of perceived self-efficacy and the Big Five personality dimensions. Research approach: Given the limited pre-existing literature on this topic, the present study used an exploratory research approach to engage with the results in an in-depth manner. Qualitative and quantitative data was collected from employees and Human Resource practitioners in order to establish performance appraisal preferences and the viability of implementing individualised performance appraisals. Composite questionnaires consisting of Likert-type questions, choice-based conjoint tasks and open-ended questions, were distributed utilising a convenient and snowball methodology. Completed questionnaires were analysed by means of descriptive and inferential and statistics, conjoint analysis, as well as by means of a thematic analysis. Semi-structured interviews were conducted with Human Resource practitioners and analysed using a thematic analysis. Main findings: Results from the descriptive and inferential statistics indicate that the level of self-efficacy and personality-type are significant in predicting certain performance appraisal preferences. For example, respondents with increased levels of perceived self-efficacy significantly preferred face-to-face feedback from a manager (p < .05) while respondents with low levels of perceived self-efficacy significantly preferred impersonal feedback (p < .05). Results from the composite questionnaire’s open-ended items indicated that employees prefer performance appraisals which considered their personality type and level of self-efficacy. However, the thematic analysis conducted on the HR practitioner interviews revealed that HR practitioners are hesitant to implement a novel performance appraisal system for reasons including; gaining top-management support and the additional time and administrative burden it would likely impose on the HR practitioners themselves.

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The present study attempted to identify common and unique characteristics of faculty performance appraisal formats and procedures by analyzing characteristics of formats and procedures from the psychology departments of 28 universities, including Kentucky Council on Post-secondary Education (CPE) benchmark schools for Western Kentucky University as well as schools that have Industrial/Organizational psychology master’s degree programs. It was hypothesized that schools with Industrial/-Organizational Psychology programs would have better formats as defined by eight legal factors. However, this hypothesis was not supported. The hypothesis that graphic rating scales would be the most common method for collecting appraisal data was supported. It was determined that the performance appraisal system used at Western Kentucky University is very similar to systems used at the CPE benchmark schools that participated in this study.

Individuals and organizations must continuously improve to succeed in today’s competitive economic climate, yet a major dilemma in tough economic conditions is that the resources needed to support such proactive improvement behaviors are limited. Existing theories on organizational resources, stressors, and continuous improvement are relevant yet insufficient for answering the important question of how individuals remain motivated to pursue continuous improvement activities despite minimal organizational resources to support them. Therefore, the goal of this dissertation was to build and test theory on this phenomenon. Inspired by full-cycle research, I began this program of research with a phenomenological study of employees in a manufacturing environment to better understand their appraisals regarding continuous improvement under resource-constrained conditions. The results highlighted the ways in which employees interpret constraints as either a threat or a challenge, and how positive psychological capital (PsyCap) guides these interpretations and subsequent continuous improvement. Informed by this rich data, I proposed a synthesized theoretical model which was tested in two separate contexts. First, I conducted a time-lagged survey study in another resource-constrained environment that demands continuous improvement, namely entrepreneurs launching a new business. To exert more control and to enhance the generalizability of this research, I then conducted an online experiment with participants from various industries and backgrounds. The results of these studies largely supported the theoretical model, documenting in particular the importance of individuals’ challenge appraisals for their ensuing continuous improvement behaviors. The benefits of individuals’ positive psychological resources as a way to enhance the perceived learning opportunities from resource constraints (i.e., challenge appraisal) were also illustrated. Threat appraisals did not produce the expected effects in this context of continuous improvement, and as such, the theoretical model was refined further. Collectively, this research provides answers to the important question of how individuals can find ways to proactively improve in the face of resource constraints, which is a timely and relevant topic across contemporary organizational contexts today. / Thesis (Ph.D, Management) -- Queen's University, 2013-09-27 18:02:23.883

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