The current study employs Monte Carlo analyses to evaluate the effectiveness of various statistical procedures for determining specific values of interest within a population of 1,000,000 cases. Specifically, the proper procedures for addressing the opposing effects of direct range restriction and validity overestimation were assessed through a comparison of multiple correlation coefficients derived using various sequences of procedures in randomly drawn samples. A comparison of the average bias associated with these methods indicated that correction for range restriction prior to the application of a validity overestimation adjustment formula yielded the best estimate of population parameters over a number of conditions. Additionally, similar methods were employed to assess the effectiveness of the standard ΔR2F-test for determining, based on characteristics of the derivation sample, the comparative superiority of either optimally or unit weighted composites in future samples; this procedure was largely ineffective under the conditions employed in the current study.

Although interest inventories have a long history in the field of career counseling, vocational interests have received limited attention in Industrial-Organizational (I-O) psychology. To assess the potential utility of interest inventories in the field of I-O psychology, 82 I-O psychologists with expertise in employee selection and equal employment opportunity law completed a survey assessing their expert opinion on the utility of interest inventories for employee selection decisions. Opinion on potential legal liability and discriminatory impact of the use of interest inventories was also assessed. Hypothesis 1, which stated a majority of respondents would indicate they have little to moderate knowledge of vocational interests, was supported. Hypothesis 2, which stated a majority of respondents would indicate agreement that interest inventories can be used for employee selection, was not supported. Hypothesis 3, which stated a majority of respondents would indicate agreement that more research into interest inventories is warranted, was supported. Hypothesis 4, which stated majority of respondents would indicate that the use of interest inventories would likely lead to legal liability for the employer, was not supported. Additional analyses were run to investigate other relationships of interest. Results of additional analyses indicated that participants indicated that interest inventories could be utilized in positive selection contexts as interest inventories likely may have incremental validity over traditional selection instruments. However, experts did not expect utility for interest inventories in negative selection contexts. Consequently, the results of this study indicate interest inventories likely have an array of useful applications in I-O psychology. Further research is warranted to determine which of these applications will provide utility and whether or not selection contexts will prove to be among those applications. Additional implications and limitations of findings are discussed, and directions for future research are considered.

Shared leadership is one of the newest leadership frameworks to date, and it’s currently taking the organizational world by storm. By analyzing previous leadership models and theories, it is clear that shared leadership evolved from these prior ideas. Yet, shared leadership also differs significantly enough that there is much left to be explored and researched on the topic. Due to the fact that shared leadership research is still in early stages, we have very few examples to study in real life settings. Some organizations have adopted shared leadership as their primary leadership structure throughout the entire company, though. W.L. Gore is a completely flat company that does not have bosses, titles, direct reports, or anything that resembles most corporations around the world. The well-known self-help group, Alcoholics Anonymous, also functions using a shared leadership model. However, shared leadership is still mostly a mystery. Even with some examples of the model available for study, there has been little research done on the actual interactions between team members that create a successful shared leadership structure. The limited knowledge that we currently have in relation to shared leadership—its origins, its framework, its application, its barriers, its future—is presented in the following pages.

This study focuses on the negative impact that family supportive supervisor behaviors may have on career advancement for women in addition to the positive impact of family supportive supervisor behaviors in reducing work-family conflict. Data was collected using an online questionnaire through a university research management system including student participants and snowball sampling through email and social media platforms for a combined sample of 154 participants. Our results showed that increases in family supportive supervisor behaviors is associated with decreases in work-family conflict in agreement with findings in the literature. More specifically, the study showed that family supportive supervisor behaviors are only related to work-family conflict when supervisor’s hold primarily egalitarian gender beliefs. Contrary to our hypotheses, family supportive supervisor beliefs were positively related to a predictor of career advancement: Career mentoring. While our findings provide clarity for subordinate outcomes when supervisors hold primarily egalitarian beliefs, future research should further examine the potentially negative impacts of family supportive supervisor behaviors in the context of subordinates who have supervisors that hold primarily traditional gender beliefs.

Silicon Valley is known for its amazing workspace and perks. Due to Equity Theory and Two-factor Theory, employees should be content and stay longer. However, studies have found that there's a higher rate of job-hopping, which seems like a contradiction (Fallick et al, 2006). Participants were 135 engineers, ages 18 to 35 years old, who completed an online survey looking at job satisfaction, job expectations, perk usage, employee perception of perks, personal equity sensitivity, and comparison others. Recruitment was done through personal connections in the Bay Area and various social media sites that are targeted towards engineers. Results did not show that job satisfaction influenced job expectations while individual differences in equity didn’t influence perk usage, perceptions of job expectations. In conclusion, this research adds to the dearth of literature about Silicon Valley, and, more broadly, explored a link between Equity Theory and Two-Factor Theory that had not been previously examined.

Limited research has been done regarding the relationship among registered nurses years of experience, credentials, work location, completed non-required continuing education hours, moral development, and conceptual level. This study's theoretical framework is based on the cognitive-developmental theory domains of moral and conceptual development. A descriptive and correlational research design was used to discover the relationship between variables. One hundred registered nurses were selected from a hospital in southeastern Virginia. Participants completed a general questionnaire, Defining Issues Test-2 and the Paragraph Completion Method. Findings resulted in failing to reject the null hypotheses. There was no statistically significant correlation among the variables. The findings may be related to low sampling, unclear understanding of terms and/or participant's demographic profile being more similar than different.

The purpose of this study was to investigate the effectiveness of humor as a coping mechanism to relieve work stress of psychiatric registered nurses (RNs).;The population was selected from 31 volunteer RNs who worked thirty-two to forty hours a week in psychiatric hospitals in the Norfolk-Tidewater-Williamsburg-Richmond areas of Virginia. The RNs completed three pretest self-report measurements on stress. The Social Readiness Rating Scale (SRRS) was given to assess preexisting life stress. The Work Environment Scale (WES), and the Psychiatric Nurses' Occupational Stress Scales (PNOSS) were given to measure for pre-treatment work stress.;The RNs were then randomly assigned to one of three workshop groups. The treatment groups had workshops on the use of humor or an alternative coping skill (progressive relaxation) to relieve environmental stress. The control group workshop was on the use of neurological assessment. Each workshop lasted three hours. The first segment taught the basic theory and introduced the skill. The second segment taught the RNs how to use what they learned. The third segment allowed the RNs to practice their new tool. All RNs in all the groups were encouraged to practice their new skills within the hospital environment. The progressive relaxation RNs had a relaxation tape and tape recorder available to use on breaks.;Six weeks after the workshops, the RNs were mailed a packet containing a certificate stating they attended the workshop and two self-report measurements on the WES and PNOSS which were completed and returned to the researcher.;The pretest and posttest measurements were scored by hand. Descriptive statistics were used to measure the central tendency or average and the amount of dispersion or spread. The hypotheses were analyzed by one-way analysis of covariance.;The findings were not significant to the p {dollar}>{dollar} =.05 confidence level. With the particular sample population and the groups, it was concluded that the treatment was not successful in reducing work stress or occupational stress or in changing attitudes in the workplace. However, the study indicates that with a greater sample size and more specificity concerning what work stress is to be measured, significant findings are possible.

The purpose of this study was to determine which factor(s), including job satisfaction, employee-employer relationship, organizational climate, and ethnicity predict retention of mental health professionals employed by African American and Caucasian privately owned mental health agencies. Due to high turnover in the private sector in mental health in central Virginia, many agencies are closing after 5 years of business. The importance of this study was to determine which factor(s) can assist in reducing turnover in the mental health field and to determine which factor(s) assist in maintaining mental health professionals in order for the agency to remain operable. The variables were evaluated through 4 valid and reliable self-report surveys to determine their prediction of employee retention. The study used Vroom's expectancy theory as the theoretical framework, which focuses on the importance of rewards and incentives in the workplace. The study's research questions determined the predictive validity of the variables on employee retention among 46 African-Americans and 15 Caucasian mental health employees. The results from multiple linear regression indicated that job satisfaction was the only significant predictor of employee retention. The implications from this finding suggest that mental health professionals need a sense of job satisfaction from their agency in order to remain at their current agency. From the findings, social change can occur when African American and Caucasian privately owned mental health agencies increase retention and are able to continue to provide continued mental health services.

This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment severity (moderate and severe), two types of punishment distribution (consistent and conditional), and two types of situational urgency (urgent and non-urgent). The rule violations and punishments used in this study were chosen from those evaluated in a stimulus-rating study calibrating violations and punishments in an organizational team setting (Shoenfelt, 2015). Overall, consistently applying punishment had a highly significant effect on perceptions of fairness to the punished team member and teammates, and on the likelihood the punishment will deter future misconduct by the punished team member and teammates.

One of the most important decisions to make when performing an exploratory factor or principal component analysis regards the number of factors to retain. Parallel analysis is considered to be the best course of action in these circumstances as it consistently outperforms other factor extraction methods (Zwick & Velicer, 1986). Even so, parallel analysis could benefit from further research and refinement to improve its accuracy. Characteristics such as factor loadings, correlations between factors, and number of variables per factor all have been shown to adversely impact the effectiveness of parallel analysis as a means of identifying the number of factors (Pearson, Mundfrom, & Piccone, 2013). Critically, even the choice of criteria on which to evaluate factors (such as the eigenvalue at the 50th or 95th percentile) can have deleterious effects on the number of factors extracted (Peres-Neto, Jackson, & Somers, 2004). One area of parallel analysis yet to be researched is the magnitude of the difference between the actual eigenvalue and the random data-based eigenvalue. Currently, even if the margin between the actual eigenvalue and the random data-based eigenvalue is nominal, the factor is considered to be meaningful. As such, it may behoove researchers to enforce a higher standard, such as a greater margin between the two eigenvalues than just a simple difference. Accordingly, the purpose of this study was to evaluate the efficacy of a 10% margin criterion as compared to an absolute margin. These margins were evaluated in conjunction with the 50th, 90th, 95th, and 99th percentile eigenvalue criteria on a population correlation matrix designed to engender underextraction. Previous research (Matsumoto & Brown, 2017) explored the same conditions on a population correlation matrix designed to elicit overextraction. They found that the most stringent standard (99th percentile eigenvalue plus a 10% margin) was the most accurate. For the present study however, it was hypothesized that the most accurate results would be obtained from a standard less stringent than the 99th percentile eigenvalue plus a 10% margin. The results suggest that when a correlation matrix has properties which may illicit underextraction, the use of less stringent criteria may lead to greater accuracy in identifying the number of factors and that the incorporation of an additional margin criterion may not improve the accuracy of the analysis.