Thesis (Psy.D.)--Rutgers University, 2009. / "Graduate Program in Organizational Psychology." Includes bibliographical references (p. 92-94).

Thesis (Psy.D.)--Rutgers University, 2009. / "Graduate Program in Organizational Psychology." Includes bibliographical references (p. 115-120).

Thesis (Psy.D.)--Rutgers University, 2010. / "Graduate Program in Organizational Psychology." Includes bibliographical references (p. 160-166).

This thesis was conducted to empirically examine and compare the different conceptualizations of the integrity test construct identified in previous research. The conceptualizations assert that integrity tests measure a major trait (i.e., Conscientiousness or Honesty-Humility), a combination of major traits, or a combination of minor traits (personality facets). The general fit and predictive validity (of counterproductive work behavior, or CWB) of each conceptualization was tested. Psychology undergraduates (N = 436) participated via online surveys containing two personality scales, two integrity tests, and a CWB scale. The results most support the conceptualizations of integrity as either solely the broad trait Conscientiousness or a combination of Conscientiousness, Agreeableness, and Neuroticism. Statistical issues were encountered with the models of several conceptualizations due to the number of predictors used and high multicollinearity between them. A closer examination revealed that integrity tests mostly encompass behaviors typically associated with the traits Conscientiousness and Agreeableness.

Part-time vs. full-time students -- Age range of 23 to 51 years -- Business and social work majors -- Self-efficacy -- Work apprehension.

No description available.

Structural equation modeling procedures were used to further the current understanding of the construct “personal responsibility.” Broadly defined, personal responsibility is a state in which an individual feels a sense of obligation to a situation or event (Cummings & Anton, 1990; Dose & Klimoski, 1995). Behaviors performed due to personal responsibility are performed for internal as opposed to external reasons. It was hypothesized that feelings of personal responsibility could be influenced by both individual (interdependent self-construal, group cohesion, and trust) and organizational (personal control) variables. More so, it was proposed that employees’ feelings of personal responsibility would be significantly associated with participation in an organization's safety process. Participants were 219 employees of a bearings plant located in southwest Virginia. Only one variable, trust in management, predicted employee feelings of personal responsibility to participate in a behavior-based safety (BBS) process. Contrary to expectations, in the structural model there was no significant relationship between feelings of personal responsibility to be involved in the process and levels of involvement (b = .24). Involvement in the current investigation was assessed with two self-report survey items and by tracking employee observations performed with a critical behavior checklist (CBC). Interestingly, feelings of personal responsibility was predictive of safety observations performed, as well as self reported involvement in the process, when these two involvement variables were looked at in separate regression equations. Furthermore, personal responsibility was predictive of these variables over and above the similar variable conscientiousness. The current study also investigated the impact of voluntary participation in a behavior-based safety process on frequency of safe behavior performance, both on the job and while driving. Unfortunately, the number of employees participating in the process was minimal (n = 7). A visual inspection of the data did not indicate any apparent changes in self-reports of safe behavior for either work-related or driving behaviors as a function of participation in the safety process. In conclusion, the current investigation can be considered an initial step in the empirical study of the personal responsibility construct. It is suggested that a number of relationships may not have been found because of the short-term nature of the current project. Future research is needed that is more longitudinal in nature. / Ph. D.

No description available.

Bibliography: pages 201-214. / Stressful aspects of work and non-work life were investigated amongst 101 female cabin attendants (CAs) who had worked at the South African Airways on either internal or external crew for a minimum of three years. A particular focus was on the subordinate service role of CAs. The research design consisted of different complementary phases. Firstly, extensive interviews were conducted with supervisors and co-ordinators, in order to gain background information on the organization and on the work of a CA. Secondly, semi-structured interviews of about 30 to 60 minutes duration were conducted with CAs while they were on stand-by duty. Thirdly, after the interview each one was asked to complete a self-report questionnaire which contained scales, to be returned at a later stage.

Indiana University-Purdue University Indianapolis (IUPUI) / Extant research has established that workplace discrimination negatively predicts turnover and influences targets’ job commitment and satisfaction. Historically, diversity research explored the consequences of colorblind diversity philosophies and the benefits of multicultural diversity philosophies for minorities; however, it may be that multicultural work environments are not universally beneficial for minorities. The present study examines how organizational philosophies regarding diversity influence minorities’ perceptions of trust, affective commitment, organizational attraction, and perceptions of tokenism towards an organization. Results indicate main effects of minority representation and diversity philosophy such that participants in the high representation condition reported greater trust and comfort than participants in the low representation condition, and participants in the multicultural condition reported greater trust and comfort than participants in the colorblind condition. Moreover, results reveal a significant indirect effect of minority representation on trust and comfort, affective commitment, and organizational attraction through perceived tokenism. Implications for theory and practice are discussed.