This research examined the validity of the 2-factor (e.g., Button, Mathieu, and Zajac, 1996) and 3-factor (e.g., VandeWalle, 1997) models of goal orientation. These models differ in specifying the dimensionality, measurement, and nomological network for learning goal orientation and performance goal orientation constructs. This study specifically tested the factorial and nomological validity of each model of goal orientation. The factorial validity was examined through a series of nested models and evaluating model fit parameters. The nomological validity of goal orientation was examined testing theoretically-derived relationships with the self-concept traits (e.g., core self-evaluations) of self-esteem, internal locus of control, generalized self-efficacy, and emotional stability. In addition, goal orientation relationships with need for achievement, fear of negative evaluation, and social desirability were also examined. Results of this study yielded mixed findings for the a priori models. Data from a student sample (N=314) and an employee sample (N=114) resulted in mixed findings across models and across samples. Although there was general support for both factor structures, several psychometric weaknesses were noted in the scales including low factor loadings, low factor variances, and low inter-item correlations. Additionally, results of the test-retest stability of goal orientation constructs were lower than desired across both models. Results of the hypothesized relationships found consistent support for learning goal orientation relationships, while the results for performance goal orientation were mixed. Learning goal orientation reflected positive and moderate levels of associations (i.e., r >.20) with self-esteem, internal locus of control, generalized self-efficacy, emotional stability, need for achievement and negatively related to fear of negative evaluation. Learning goal orientation also reflected positive but smaller levels of association with social desirability. Hypothesized relationships were supported for VandeWalle's (1997) performance avoid goal orientation reflecting negative relationships with the same correlates, except for a positive association with fear of negative evaluation. In general, the hypothesized relationships for Button et al.'s (1996) performance goal orientation and VandeWalle's (1997) performance prove goal orientation were not supported. These relationships resulted in near zero-correlations. Implications for future research addressing the conceptual framework, measurement and nomological relationships for goal orientation are discussed. / Ph. D.

Master of Science / Department of Psychological Sciences / Patrick Knight / The current study examined attributions of blame for workplace errors through the lens of Kelley’s (1967) ANOVA model of attribution-making, which addresses the consensus, consistency, and distinctiveness of a behavior. Consensus and distinctiveness information were manipulated in the description of a workplace accident. It was expected that participants would make different attributions regarding the cause of the event due to these manipulations. This study further attempted to determine if an individual’s core self-evaluations (CSE) impact how she or he evaluates a workplace accident and attributes blame, either from the perspective of the employee who made the error or that of a co-worker. Because CSE are fundamental beliefs about an individual’s success, ability, and self-worth, they may contribute to how the individual attributes blame for a workplace accident. It was found that CSE were positively related to participants’ inclination to make internal attributions of blame for a workplace error. Contrary to expectations, manipulations of the consensus and distinctiveness of the workplace error did not moderate participants’ attributions of blame. Explanations for these findings are discussed, as are possible applications of this research.

<p>I en allt mer flexibel och osäker arbetsmarknad, har individers uppfattning av sin anställningsbarhet påverkan på deras hälsa och mentala välbefinnande. Syftet<strong> </strong>med föreliggande studie var att undersöka om core self-evaluations kunde predicera anställningsbarhet, det vill säga individens bedömning av sina egna möjligheter att skaffa ett nytt, likvärdigt arbete. Datainsamlingen bestod av enkäter som besvarades av 406 anställda vid tre olika rikstäckande organisationer i Sverige vid två tillfällen (2005 och 2006). Hierarkisk regressionsanalys utfördes för att studera effekten av core self-evaluations på anställningsbarhet; då kontrollvariablerna kön, ålder samt utbildning, kontrollerades för. Resultatet visade på ett positivt signifikant samband mellan core self-evaluations och anställningsbarhet. Genom att uppmärksamma personer med låg grad av core self-evaluations blir det möjligt att satsa extra på dessa individer för att förstärka deras anställningsbarhet och därigenom deras hälsa samt mentala välbefinnande. För företagens del blir den förväntade vinsten nöjdare samt produktivare anställda<em>.</em></p>

I en allt mer flexibel och osäker arbetsmarknad, har individers uppfattning av sin anställningsbarhet påverkan på deras hälsa och mentala välbefinnande. Syftet med föreliggande studie var att undersöka om core self-evaluations kunde predicera anställningsbarhet, det vill säga individens bedömning av sina egna möjligheter att skaffa ett nytt, likvärdigt arbete. Datainsamlingen bestod av enkäter som besvarades av 406 anställda vid tre olika rikstäckande organisationer i Sverige vid två tillfällen (2005 och 2006). Hierarkisk regressionsanalys utfördes för att studera effekten av core self-evaluations på anställningsbarhet; då kontrollvariablerna kön, ålder samt utbildning, kontrollerades för. Resultatet visade på ett positivt signifikant samband mellan core self-evaluations och anställningsbarhet. Genom att uppmärksamma personer med låg grad av core self-evaluations blir det möjligt att satsa extra på dessa individer för att förstärka deras anställningsbarhet och därigenom deras hälsa samt mentala välbefinnande. För företagens del blir den förväntade vinsten nöjdare samt produktivare anställda.

The purpose of this study was to investigate the effects of core self-evaluations (CSEs) and core external-evaluations (CEEs) on performance evaluations. It was hypothesized that people with higher levels of CSEs and CEEs would be more lenient in their performance ratings, when rating neutral performance. The second hypothesis of the study was that people with higher and lower CSEs would engage more in halo when rating neutral performance compared to people with average levels of CSEs. It was further hypothesized that CEEs would moderate the relationship between CSEs and performance ratings given. A total of 129 students from the Middle East Technical University participated in this study. They were given the core self- and external-evaluations scales, as well as two distractor scales (PANAS and Rosenberg Self-Esteem Scale). They were later assigned randomly to either the neutral or the good performance vignette conditions, and asked to rate the performance of a departmental secretary whose performance was described in the vignette using two different performance rating forms that included the relevant performance dimensions and behaviors of the secretary. The first one of these forms is the Behavior Observation Scale (BOS) and the second one is the Graphic Rating Scale (GRS). The results showed that CSEs did not have a significant effect on the performance evaluations given. When the mood of the participants was controlled, however, people who had higher CSEs gave lower performance ratings to neutral performance than people who had lower CSEs, with the GRS as the rating form. Thus, the first hypothesis was not supported and even an opposite effect emerged. The second hypothesis found no support, as the standard deviations of the performance ratings given by people with high, low or average CSEs did not differ significantly from each other for the neutral performance vignette condition, even when the mood of the participants was controlled. However, the standard deviations of the ratings given by participants with average CSEs were higher than that of the participants with low and high CSEs for the good performance vignette condition. Hypothesis three was not supported either, as CEEs were not found to moderate the relationship between CSEs and the performance ratings.

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Many researchers have used the terms 'temperament' and 'personality' interchangeably when describing parents' behavioral styles. Although individual relationships among parents' temperament and personality, parenting behaviors, other parent characteristics, and young children's outcomes have been documented in the literature, parents' temperament and personality have not been examined collectively in conjunction with parenting and child outcome variables. As part of this study, 214 culturally diverse mothers with young children who ranged in age from 2- to 6-years rated their own temperament and personality, their parenting characteristics, and their young child's functioning (i.e., temperament and emotional and behavioral functioning). When examining mothers' temperament and personality together, factor analyses revealed a three-factor solution (i.e., General Life Approach, Rhythmicity, and Sticktoitiveness) and suggested that temperament and personality generally were separate but related constructs. Hierarchical and mediation regression analyses suggested the importance of examining both temperament and personality in the context of parenting behaviors and the outcomes experienced by young children. Overall, these findings suggested that mothers' temperament and personality play a significant role in parenting young children and optimizing young child outcomes. These findings are particularly helpful for professionals working with families experiencing difficulties dealing with their young child's difficult temperament styles as well as difficult emotional and behavioral functioning.

Many corporate offices now offer fitness benefits to their employees. Evidence shows that corporate fitness programs are linked to decreased tardiness, absenteeism, and reduced healthcare costs. These programs also help address the growing obesity crisis threatening one in every three American adults. However, many employees do not participate in corporate fitness plans in spite of the convenience many programs offer. Thus, I wished to explore the personality and lifestyle factors that contribute to older (age 25+) employees’ exercise habits, their use of corporate benefits and correlates to the Big Five model of Personality along with other personality measures. I gathered 94 participants aged 25 and above, who work full-time (at least 32+ hours per week).I had my participants report their demographic information and take a survey through Qualtrics and Amazon Mechanical Turk analyzing their exercise habits and use of corporate benefits. Based on my findings, the Big 5 facet that correlated with corporate benefit use the most was immoderation. Other factors that correlated included Externally Controlled Motivation, Autonomous Motivation, and Perceived Competence. Furthermore, participants were able to share tips for how to improve corporate benefit use. The study could have benefitted from a larger sample size and observation-based reporting, however overall it serves as a good indicator of traits that make a person more inclined to participate in exercise programs and poses suggestions for the improvement of said programs.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.