Past and Current Research Studies
The Effects of Email Incivility on Family Leisure Activities: Detachment as a Mediator
We examined whether and how email incivility at work could impact family leisure activities, the mediating role of detachment and boundary segmentation preferences as a moderator. Using a daily diary design, we collected data from 121 participants across 10 workdays and found support for the mediating role of psychological detachment. However, the negative relationship between active email incivility and detachment was stronger for individuals with higher boundary segmentation preference but was not a significant moderator in the relationship between passive email incivility and detachment. This study will be presented at the 2023 SIOP conference.
The Shocking Nature of Quitting: Trait Activation Theory Applied to Voluntary Turnover
Employee turnover has reached record highs in the past year and is more volatile than ever, due to the role situational factors may play in causing employees to voluntarily quit. A study is proposed to investigate situational impacts on the relationship of personality and voluntary turnover. The five-factor model of personality is used to operationalize traits and trait activation theory is harnessed as the theoretical framework for situational factors differentially activating these personality traits. Shocks that activate the process of turnover unfolding are equated with distractor cues from trait activation theory. The current study suggests that work-related shocks may activate personality traits in different ways, increasing or decreasing an employee’s intent to turnover. Further, personality strength is proposed as a moderator of this relationship such that employees with stronger personalities will experience reduced change in their turnover intentions following a work-related shock. The contributions of this study are discussed in the form of strengths and weaknesses.
The Promises and Perils of Asynchronous Video Interviews
There is a substantial body of best practices for designing and using interviews in the hiring process. Recent technology developments have transformed the nature of the interview with few established best practices at this point. This panel centered around the implementation and use of Asynchronous Video Interviews (AVIs) to spur the same type of best practices conversation. The Co-Chairs introduced and described AVIs and lead a discussion around the promises (e.g., increased flexibility, greater standardization, decreased cost) and perils (e.g., negative candidate reactions, inability to ask probing or follow-up questions, additional automation of the hiring process) of this relatively new interview methodology. This panel was discussed at the International Personnel Assessment Council 2022 conference.
Expediency Over Welfare: Ethics applied to the Use of AI Automation
In this theoretical commentary, I explore how ethics from an industrial-organizational psychology point of view can be applied to artificial intelligence (AI). Specifically, do we have a moral responsibility to use artificial intellligence to solve today's most complex problems even if there is unintended harm inflicted on the way? Further, should there be a limit to what jobs we allow to be automated by AI such as professions in which moral judgments are necessary?
Browsing Away from Rude Emails: Effects of Daily Active and Passive Email Incivility on Employee Cyberloafing
We examine how experiencing email incivility can predict employees’ cyberloafing. Additionally, we examine negative emotions as a mediator and trait prevention focus and workload as moderators. With daily diary data, we found morning passive email incivility predicted afternoon cyberloafing via midday negative emotions but not active email incivility. Further, trait prevention focus significantly moderated the relationship between active email incivility and negative emotions while daily workload significantly moderated the relationship between passive email incivility and negative emotions. This study was presented at the 2022 SIOP conference and an extended manuscript was published in the [*Journal of Occupational Health Psychology*](https://psycnet.apa.org/record/2022-53113-001).
Does telework work? Clarifying the effects of telework on work-family conflict
With the increasingly popular usage of telework in organizations across the globe, it is pertinent that we understand the effect of telework on employee well-being. In this paper, the state of the literature on telework and work-family conflict is reviewed both quantitatively and qualitatively, and calls for improved methodology, more concise construct conceptualization, and a unified theoretical grounding in this area of research. This study was presented at the 2022 SIOP conference.
Working Out the Stereotypes: Classification of Occupations Using the Stereotype Content Model
Stereotypes are a form of heuristics that humans use to make sense of a world wrought with information-overload. The Stereotype Content Model (SCM) is a renowned framework with which to classify the ways stereotypes are conceptualized. The present study proposal suggests using the SCM to classify occupational stereotypes to reach a clearer understanding of how society views certain occupations.
Bring Your Family to Work? Exploring Gender Differences in Family Centrality Perceptions on Support Outcomes
Women continue to face barriers at work although substantial progress has been made in recent decades and the "glass ceiling" continues to be shattered. Balancing work and family is a continuous struggle for workers but may be even more of a balancing act for women. Often, the conflict that arises from the struggle to balance these two competing domains, work-family conflict, is the focal point of studies due to its massive impact on employee health, satisfaction, and performance. The present study assesses the relationship between family centrality on supervisor and coworker support and the moderating effect of gender on these relationships.
Is the Best the Best? A Quantitative Analysis of Maximizing vs. Satisficing Outcomes in the Current Literature
Maximizers are people who strive to obtain the very best results out of every decision while satisficers are individuals who are happy to settle with a good option, not necessarily the best option of all. But which is the "best" approach to decision making? The current study assesses the state of the literature on maximizing vs. satisficing decision making and relationships to happiness, regret, and depression. To this end, meta-analytic procedures were employed on 9 articles encompassing 20 studies, spanning over the past two decades. Results suggest that maximizing is significantly negatively correlated to happiness, and significantly positively correlated to regret and depression. Maybe it's okay to settle sometimes.
Plight of the Mismatch: Moderators of Fit Outcomes in Organizations
In this study proposal, I discuss some of the key moderators of person-environment fit in organizations. Taking a needs-supplies fit perspective, I argue that the literature has overlooked the moderating effects of role overload, passive leadership, and approach-avoidance temperament on person-job and person-organization fit.
Video Interviewing: A Best Practices Discussion
There is a rich body of literature in I-O Psychology that helps outline best practices when creating selection measures in organizations (e.g., Campion et al., 1997; Huffcutt & Arthur, 1994; Morgeson & Campion, 1997; Sackett & Lievens, 2008). Some of these best practices include structured and standardized approaches in the way questions are asked and scored. These guidelines are, to some degree, easier to follow when interviews occur in person because the environment can be heavily controlled by the organization. However, in the current climate, more organizations are opting in to utilizing video interviews which should not be regarded as comparable to in person interviews. The current panel discussion addressed the research and practice gap that exists with more novel methods. This panel was discussed at the 2021 SIOP conference.
Do Something! Passive Leadership as a Predictor of Turnover Intention via Job Insecurity
Passive leadership has been recently established as a potential reason for increased workplace stressors. Considering passive leadership as a root cause of stressors in the workplace, the current study examined job insecurity as a mediator of the relationship between passive leadership and turnover intention. Additionally, we tested if affective commitment could reduce the negative effect of job insecurity on turnover intention. Our findings suggest passive leadership positively predicted job insecurity that in turn positively predicted the intention to leave the organization. However, affective commitment did not buffer the effect of job insecurity on turnover intention. Findings of the current study contributes to a better understanding of potential antecedents of job insecurity. This study was presented at the 2021 SIOP conference.
Workplace Incivility and Work-family Conflict: Effects of Negative Rumination and Mindfulness
While the relationship between workplace incivility and work-to-family conflict has been established by a few studies, the underlying mechanisms remain understudied. The current study adopted a cognitive approach by examining negative rumination at work and after work as mediators of the relationship between workplace incivility and work-to-family conflict and by testing the buffering effect of trait mindfulness. Our findings suggest those who experience more incivility at work from supervisors and coworkers are more likely to ruminate these negative events at work and after work, and thus experience more work-to-family conflict; further, trait mindfulness can potentially reduce the spillover process of negative rumination from at work to after work. This study was presented at the SIOP 2020 conference.