VTechWorks Repository :: Browsing by Author "Hauenstein, Neil M. A."

Browsing by Author "Hauenstein, Neil M. A."

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The Architecture of Personality in the Context of Work
Hoffner, Rebecca Ann (Virginia Tech, 2006-05-01)
The purpose of the present study was to replicate Cervone's (2004) study, specifically for a work context. By focusing on the context of work, I believe that a "situationally-sensitive" nomothetic measure of personality for predicting job performance can be developed. My findings indicate that participants were able to identify self-relevant attributes in the context of work and then rate the relevance of each self-relevant attribute to work situations, such that the scores of the self-efficacy items related to those situations rated as relevant correspond with the self-relevant characteristics that were originally identified. Also, the data suggest that while there are several instances of idiosyncrasy in self-perception, there are also many commonalities in both the characteristics believed to be self-relevant and the situations to which those characteristics are relevant. This finding opens up the possibility of using an alternative strategy to develop a nomothetic measure of personality based on idiographic methods.
Assessing fit in the interview: How candidates consider content and context cues to Person Organization Fit
Kutcher, Eugene James (Virginia Tech, 2007-05-08)
The interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content and the contextual variables of interviewer behavior and interview process factors. College students read a series of interview scenarios where these cues were manipulated, and provided their reactions about PO Fit, as well as about fairness and the ultimate decision to pursue an employment relationship. Although values-related question content was predicted to be most influential in the determination of PO Fit, the contextual factors more strongly affected all outcomes. Furthermore, for many participants, the relationships between these contextual effects and the outcome variable (intention to continue in the selection process) were mediated by perceptions of PO Fit and fairness. Considerable intercorrelation among the three dependent variables was found, and could be attributed to limitations of the method employed or job seekers' generalized and non-focused reactions following interviews. Additional research is needed to further investigate PO Fit perceptions from interview stimuli; suggestions and implications are discussed.
Assessing the Impact of Coaching Feedback Strategies on the Motivation and Performance of Elite Athletes
Mastrich, Zachary (Virginia Tech, 2019-10)
Research has consistently found that the type of feedback coaches provide their players with has a substantial impact on both the motivation and the performance of these athletes. Further, several studies have found that athletes’ motivation predicts sport performance. In order to optimize the performance of their athletes, coaches need to understand how various feedback strategies impact motivation and performance. The present study examined the relationship between coaching feedback, athletes’ motivation, and athletic performance from the perspective of self-determination theory. Feedback style was conceptualized in four categories: behavior-based corrective feedback, behavior-based supportive feedback, person-based corrective feedback, and person-based supportive feedback. Athlete motivation was conceptualized as intrinsic and extrinsic. Participants included 169 NCAA athletes (56.2% male) from Division I and III colleges and universities in the United States. This sample includes 35 golfers, 50 basketball players, and 84 baseball/softball players. All participants completed a survey reporting their perception of their coaches’ feedback style and their motivation. The commonly recorded individual performance statistics were used as the outcome measure. A factor analysis confirmed the four-factor structure of the perceived feedback scale and structural equation modeling was used to test the relationship between feedback, motivation, and performance. The results revealed that athletes perceive a) more supportive than corrective feedback, b) that corrective feedback was more behavior-based than person-based, and c) that supportive feedback was more person-based than behavior-based. Additionally, Supportive person-based (β = -.22) and corrective person-based feedback (β = .18) were linked with intrinsic motivation. Both intrinsic (β = .13) and extrinsic motivation (β = .82) were related to athletic performance. Corrective person-based feedback had a significant indirect effect on performance through the mediation of intrinsic motivation (β = -.10). The findings from this study can inform coaches to use more supportive and less corrective person-based feedback to increase motivation and performance.
Behavioral specificity and reliability in job analysis and job specification
Cowgill, Marc C. (Virginia Tech, 1991-12-05)
Job analysis, narrowly defined, refers to the collection of data describing job-related behaviors and the characteristics of the job environment. Job specification refers to the process of inferring required traits or abilities necessary for a desired level of job performance. Differences in the judgmental processes involved in these two functions were explored by (a) investigating the potential schema- or stereotype-based nature of job specification ratings, and (b) assessing the relationship between behavioral specificity and interrater reliability. These concerns were investigated through the use of 3 groups of subject raters: one group possessing extensive job knowledge, one group possessing some degree of job familiarity, and one group possessing little or no job knowledge. All subjects completed a job analysis instrument (the Job Element Inventory) and a job specification instrument (the Threshold Traits Analysis; TTA). Contrary to predictions, little evidence was uncovered to suggest extensive schema-usage on the part of TTA raters. In addition, the 2 instruments achieved similar levels of interrater reliability among the 3 subject groups. However, marginal support was found for the notion that behaviorally specific items generate higher reliability the less-specific items, and in replication of previous findings, job-naive raters were found unable to achieve the reliability of subject matter experts. Suggestions for future research are offered.
Behavioral, physiological, and neuropsychological correlates of hostility
Demaree, Heath Allan (Virginia Tech, 1995-04-05)
This experiment tested three hypotheses linking the right cerebral regulation of hostility and physiological arousal. First, replication of previous research supporting heightened physiological (systolic blood pressure, diastolic blood pressure, and heart rate) reactivity among high hostile subjects was attempted. Second, a positive association between hostility and reactivity of facial valence and intensity to stress were expected. Last, hemispheric lateralization of cerebral activity in response to stress was measured. Low- and high-hostile subjects were identified using the Cook Medley Hostility Scale (CMHS). All subjects completed the cold pressor paradigm and were videotaped before, during, and after the stressor for analysis of facial valence and intensity. Physiological measures (SBP, DBP, and HR) were recorded and dichotic listening procedures were administered before and after the stressor. The primary finding of this research was greater right cerebral activation to stress among high-hostile subjects, as indicated by their enhanced intention to the left ear. Data further supported previous findings of heightened physiological reactivity to stress among high-hostiles. However, no hostility group differences on facial expression measures were found. Data suggest a positive relationship between right cerebral activity and cardiovascular arousal.
Beyond job satisfaction: a multidimensional investigation of the relationship between organizational commitment and organizational citizenship behaviors
Bolon, Douglas Sinclair (Virginia Tech, 1993-04-22)
This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures), and two separate forms of organizational citizenship behavior. Factor analyses provided support for a three dimensional model of organizational commitment (affective, continuance, and normative commitment components). Factor analyses also provided support for OCBI (citizenship behaviors directed toward other individuals) as a specific type of citizenship behavior, while OCBO (citizenship behaviors which benefit the general organization) did not obtain such support. Raw score correlations indicated varying degrees of support for the hypotheses. IHypothesis 1 was supported in that job satisfaction was significantly and positively related to co-worker rated and supervisor rated OCBI. In terms of facet measures, satisfaction with work, supervision, and coworkers were also significantly and positively related to co-worker and supervisor rated OCBI. Satisfaction with pay was significantly and positively related to supervisor rated OCBI only. Satisfaction with promotional opportunities was not significantly related to either measure of OCBI. Contrary to the part of Hypothesis 2 which predicted no relationship between affective commitment and OCBI, a significant and positive relationship was found for co-worker and supervisor rated OCBI Contrary to the part of Hypothesis 3 which predicted a significant and negative relationship between continuance commitment and OCBI, no significant relationship was obtained for either measure ofOCBI. Normative commitment was significantly and positively related to co-worker rated OCBI only.
Bolstering Opportunity and Prejudicial Expectation Effects on Recall When Appraising Performance Potential
Atkins, Stephen G. Jr. (Virginia Tech, 1997-09-05)
This research program investigated the reasonable possibility that differential information processing strategies can be manifestations of racist prejudgments. Our research design applies a technique often used in social cognition studies. This technique captures evidence of a rather habit-driven (though not instantaneous) decision made by subjects rapidly presented with information about (typically fictional) characters. These target characters are associated (in the context of the experiment) with some form of generalized expectancy (i.e., they are typically presented as a likable or unlikable person). This is accomplished either by creating the expectancy artificially, or by using targets that are members of a conspicuously or notably-stereotyped group. The rather non-conscious decision involved is one of either bolstering one's pre-conceived notions or engaging in inconsistency resolution (e.g., either marshaling evidence to bolster your prejudicial expectation or pondering more earnestly those pieces of information which are inconsistent with your expectancy or well-known prejudicial stereotypes). Typically, the likelihood of pursuing one strategy or the other is manipulated in experimental settings by first providing an artificial expectation, then altering the structure of the person-memory task or adjusting the rate of information flow to the subjects. We hoped to reveal how a non-artificial pre-existing race-based prejudicial expectancy (of a largely non-evaluative as in non-likable/dislikable nature) might effect the pursuit of one strategy or the other. By and large, tests of our five hypotheses provide only mixed support for use of a person-memory associative network model in this context. The first and second hypotheses have some visual support (i.e., recall proportions across sentence types start out roughly equal for low prejudicial expectation - PE -- subjects then branch out; high PE subjects seem to treat sentence types differently from the start); however, these differences are not amenable to clearly interpretable statistical tests. Analysis of the third and fourth hypotheses was confounded because the candidate contaminating covariate failed to have consistent effects. This, coupled with the floor effect of the PE scale, the unexplained (and substantial) variability in recall behavior, and some other control issues (detailed below), made the use of the continuous DVs less than fruitful. The floor effect of the PE scale was especially problematic - with many subjects compressed at this floor, relations would be difficult to see even if present. In an attempt to detect weak effects of prejudice, we aggregated subjects by PE (as in high and low prejudice). Aggregation probably made the floor effect-driven range restriction less problematic (the subjects lumped together on PE's floor are probably less-afflicted with well-practiced prejudicial expectations than the high half of PE scorers). This exercise generated weak support for the third hypothesis: the time interval data feebly indicates that high PE subjects manifest a negative impression-centered person-memory schema in their storage of sentences about a Black target - and, unlike the low PE subjects, they apparently do this starting with the earliest blocks of sentences. The median split approach failed to generate support for the fourth hypothesis - where we expected to see bolstering replace inconsistency resolution (in the slow condition) since subjects were afforded the time. There was weak evidence, however, that more inconsistency resolution was occurring in the fast condition (as the proposed model had predicted). This evidence was in the form of greater recall time interval differences seen when comparing high PE subjects and their schema-speeded versus non-speeded intervals. The bottom line for the first four hypotheses is still this: we failed to create a condition where prejudice would paradoxically favor recall of laudable or admirable inconsistencies associated with a fictitious Black target. The fifth hypothesis was just intended to verify that racial prejudice does not predict recall behavior when the target is White and so are the subjects. So using a White target, we performed the same sort of tests seen above. Fortunately, relations with PE ranged from weak to very weak - and, of course, were non-significant. In sum, these outcomes suggest that Hastie-Srull associative network (H-SAN) processing effects may not reliably or consistently manifest themselves in the prejudiced rater/performance appraisal arena -- at least not in designs similar to those used previously to illustrate H-SAN effects. There were some clear exceptions, however, in our data. Taken together, our results suggest that H-SAN mechanisms may apply when appraising performance potential, but have a difficult time manifesting themselves in substantial ways.
Collective Leadership as a Mediator of the Relationship between Team Trust and Team Performance
Moshier, Scott Jeffrey (Virginia Tech, 2011-09-19)
The present study investigated the relationship between collective leadership, team trust, and team performance longitudinally and with the inclusion of a performance feedback loop. Collective leadership was hypothesized to mediate the relationship between team trust and team performance; however, this hypothesis was not supported. Additional analyses support the conceptualization of collective leadership as an emergent state because collective leadership density increased significantly across two time-points. Further hypothesis testing revealed performance feedback to influence subsequent levels of team trust.
Comparing Dispositional and Episodic Assessment of Drug Use Motives among College Students: Prediction of Use and Use-Related Consequences
Jones, Mark Edward (Virginia Tech, 2007-02-12)
The current study was conducted with a sample of 253 college undergraduates to extend the findings in the existing research on motivational models of alcohol and marijuana use. Specifically it was intended to evaluate the relative benefits of assessing motives for using these drugs during a specific episode rather than in the dispositional fashion utilized in virtually every existing study on the subject. Affect regulation aspects of the motivational model were further explored by measuring state (rather than trait) affect immediately preceding a use episode. A timeline follow-back method was used to identify the most recent use episode and to assess recent quantity of use and negative consequences in greater detail. The similarity of the types of motives derived from episodic assessment to those seen dispositionally lends further credence to the validity of DUM subtypes, their distinct pathways to use and related problems, and the affective-motivational model as a whole. Affective states (rather than just traits) played a significant role in the motives endorsed and outcomes. Previous findings on the direct effects of drinking to cope on the development of problems were confirmed on an episodic level. Finally, episodic assessment appeared to have some utility above and beyond that of dispositional assessment when examining specific episodes of use.
Comparing the Development of Intragroup Trust and Performance Feedback Influence in Interdisciplinary and Homogeneous Teams
Thompson, Nicole J. (Virginia Tech, 2011-03-02)
The present study seeks to advance understanding of intragroup trust and team diversity. The dynamic interrelationships between intragroup trust, information sharing, and performance were examined over feedback cycles in interdisciplinary and homogeneous teams. In a three-hour lab session, participants completed a management simulation task in teams of four. Performance feedback was administered and process variables were measured periodically throughout the task. Several hypotheses were posed predicting differences between team type as well as the dynamic influence of performance feedback on the nature of trust. Findings both add to knowledge about the development of trust as well as point to future research directions. Although trust displayed an overall positive linear trend independent of team type, Cycle 1 performance feedback contributed to the trust trajectory. Additionally, considerations for operationalizations of information sharing and team performance are discussed in light of findings.
Comparison of Participatively-set and Assigned Goals in the Reduction of Alcohol Use
Lozano, Brian Edward (Virginia Tech, 2008-04-29)
The effects of setting goals on goal commitment and goal achievement in the context of an alcohol use intervention were examined using an experimental design in which participants were randomly assigned to participatively-set goals, assigned goals, and no goal conditions. The current study provides information regarding the links between degree of participation in goal setting, goal commitment, self-efficacy for one's goal, subsequent alcohol use, and goal achievement. It was hypothesized that: 1) Goal setting and participation in goal setting would significantly predict alcohol use outcomes: a) having a goal for alcohol consumption would cause lower quantity and frequency of alcohol use relative to not having a goal; b) participation in goal setting, rather than being assigned a goal, would influence goal achievement such that participation in goal setting would cause greater success in achieving one's goal. 2) Participation in goal setting would influence goal commitment such that participation in goal setting would cause greater goal commitment. 3) Goal commitment would influence goal achievement such that greater goal commitment would be predictive of greater success in achieving one's goal. 4) The facilitative effect of participation in goal setting on subsequent goal achievement would be mediated by goal commitment. 5) Self-efficacy for one's goal would influence goal achievement such that greater self-efficacy for one's goal would be predictive of greater success in achieving one's goal. One hundred and twenty-six binge-drinking college students received a single cognitive-behavioral assessment/intervention session and completed measures of goal commitment, self-efficacy for goal achievement, and alcohol use. Results were consistent with, and expanded upon, previous research by demonstrating that having a goal for alcohol consumption was predictive of lower quantity and frequency of alcohol use relative to not having a goal; however, participation in goal setting did not result in significantly better alcohol use outcomes or greater goal achievement relative to when goals were assigned. Participation in goal setting yielded greater goal commitment and self-efficacy for goal achievement than assigned goals. Lastly, goal commitment and self-efficacy contributed unique variance to the prediction of goal achievement across follow-up as well as changes in quantity and frequency of alcohol use at follow-up after controlling for baseline use.
Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes
Esson, Patrice L. (Virginia Tech, 2004-05-21)
With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. The purpose of the present study was to test a comprehensive model of work-family conflict by examining the work, non-work and stress related consequences of work-family conflict using a sample of 181 Jamaican High School teachers. The results indicated that all hypothesized correlations but one were significant and in the direction predicted. However, the proposed model did not demonstrate good fit with the data. Post hoc revisions to the original model provided support for some of the initial hypotheses, thereby suggesting that work family conflict did predict job and life stress, among others. Overall, these findings indicate that work-family conflict results in work, non-work and stress related consequences that are evidenced in a complicated network of direct and indirect relationships. The results suggest that the consequences of work-family conflict may be best reduced by making attempts to prevent or eliminate a consequence that occurs early in the chain. A discussion of these and other implications are presented, and suggestions made for future research.
Construct Deficiency in Avoidance Motivation: Development and Validation of a Scale Measuring Vigilance
Bateman, Tanner Alan (Virginia Tech, 2017-01-06)
Two concerns dominate speculation about the lack of progress in motivational disposition research. First, truly unique dispositional constructs have not been identified since wide acceptance of the approach / avoidance distinction. Second, research has largely neglected to account for context in models of motivated behavior. Effective avoidance has systematically been unassessed in motivation research. Social cognitive theory was used to define an effective avoidance motivational trait, vigilance, as an antecedent to effective regulatory behaviors that are avoidant in nature and/or strategy. Two studies were conducted: First, development and psychometric evaluation of a scale measuring vigilance within the existing motivational trait framework (Heggestad and Kanfer, 2000). Exploratory and confirmatory analyses provided initial validity evidence for the vigilance construct; composed of diligence and error-detection facets. Convergent – discriminant analysis revealed that vigilance is significantly related to approach and avoidance motivational constructs identifying two possible sources of contamination in self-report measures of motivational traits. Measurement items may be contaminated with implied outcomes and measurement items may be contaminated with generalized self-efficacy. In the second study, a within-subjects experiment tested the predictive validity of the vigilance measurement scale for task-specific self-efficacy and performance on a task that rewards avoidance-oriented strategies. Vigilance predicted prevention task-specific self-efficacy ( = .29) in one of two experimental conditions. The validation study also offered construct validity evidence for the vigilance construct. Implications and future directions are discussed.
A cross-cultural examination of measurement invariance of smallholders in Kenya, Uganda, Mali and Lesotho
Fornito, Matthew C. (Virginia Tech, 2014-05-27)
Cross-cultural research requires tests of measurement invariance to determine if different populations have equivalent latent constructs. A psychometric assessment of the Agricultural Production Perspectives Scale (APPS) was necessary to determine the validity of the scale constructed and whether data from multiple countries could be compared. Using 918 farmers sampled from Kenya, Uganda, Mali, and Lesotho, I conducted exploratory factor analysis and scale reliability tests to determine whether the item loadings and factors were equivalent across populations. No factor structure could be obtained across country or agroecological populations. The data were reanalyzed within each agroecology to determine localized factor structures. Results indicate that a market driven factor and agrarian driven factor tend to emerge across multiple agroecologies suggesting some emergence of latent variables. Recommendations for scale revisions are included to increase reliability and measurement invariance.
Development and Initial Validation of the African American Workplace Authenticity Scale
Sturdivant, Manasia Gabrielle (Virginia Tech, 2021-06-24)
Workplace authenticity for African Americans has received much attention in recent years, both in various research domains and in popular media. However, empirical research is scarce regarding what drives Blacks' decisions around whether to outwardly express their inner racial identity at work and what impact (in)authenticity has on workplace outcomes. The lack of empirical research is likely due, in part, to the fact that there are few existing measures designed to assess Blacks' workplace authenticity. Thus, the purpose of the current research was to develop and provide initial validation evidence for a situational judgment test (SJT), called the African American Workplace Authenticity Scale (AAWAS), aimed at measuring Blacks' propensity to use various identity negotiation strategies related to authenticity. Those identity negotiation strategies included identity shifting, referred to as code-switching by laypeople, avoidance, and authentic self-expression. The first phase of the research included item generation and refinement of the item pool using a web-based sample of Black working adults (n=207). For this phase, 38 items were created. Each item included one scenario and three response options each; each response option corresponded to one of the three aforementioned identity negotiation strategies, and each identity negotiation strategy is considered its own subscale. Furthermore, each scenario involved a situation wherein a Black individual was presented with pressure to conform to their White counterparts at work. An exploratory factor analysis was conducted to determine which items to retain, which resulted in a three-factor solution and the retention of 13 items. The second phase of the research involved gathering initial validation evidence for the 13-item scale, again using a web-based sample of Black working adults (n=252). For this phase, confirmatory factor analysis (CFA) and analysis of measurement invariance between genders was completed to determine whether the three-factor solution fit on a new sample and whether the scale can be used to make meaningful comparisons between males and females. Additionally, the relationships between the AAWAS and existing scales related to authenticity and response bias were explored using correlations. The CFA generally supported the three-factor solution, and metric invariance was found between males and females. Evidence for convergent and discriminant validity from the correlational analyses is presented. Moreover, the subscales of the AAWAS demonstrated good reliability according to rules of thumb for Cronbach's alpha (Identity Shifting Cronbach's α = 0.79, Avoiding Cronbach's α = 0.85, and Authentic Self-Expression Cronbach's α = 0.85). Overall, the AAWAS demonstrated promising psychometric properties thus far and has the potential to facilitate causal modeling in the area of workplace authenticity for Blacks with further validity evidence.
The Development of a Computer Adaptive Test Of the Five Factor Model of Personality: Applications and Extensions
Brown, Reagan (Virginia Tech, 1997-06-20)
Although not universally accepted, much of the field has converged upon the Five Factor Model (FFM) of personality as constituting a comprehensive taxonomy of normal personality functioning. A weakness common to all personality inventories is excessive length, which can result in examinee fatigue, and ultimately, poor data quality. Computer adaptive testing offers a solution to the test fatigue problem by administering only the items that are informative for that examinee on a given scale. A new test based upon the FFM of normal personality administered in a computer adaptive fashion was constructed. Reliability and validity evidence were obtained, with favorable results. New approaches to the detection of intentional response distortion were explored with mixed results including some promising findings in need of cross-validation. Response latencies were able to discriminate between honest and faking subjects, but the findings were unable to clarify the issue of whether faking is an easier or more laborious cognitive process than honest answering. New directions in computer adaptive personality testing research are proposed.
The Development of a Hybrid Scoring Key for a Situational Judgment Test Designed for Training Evaluation
Findlay, Rolanda A. (Virginia Tech, 2007-04-20)
As a low fidelity work simulation, Situational Judgment Tests (SJTs) are an affordable and practical way of empirically linking training and on-the-job performance, thereby providing a viable means of evaluating training effectiveness. An issue, when utilizing SJTs, is deciding the appropriate manner in which the SJT should be scored. Traditional SJT scoring methodologies, while successfully utilized for selection and prediction, pose specific challenges when applied to a SJT designed to evaluate the effectiveness of a training program. This study discusses the shortcomings of traditional SJT scoring methodologies when used in the evaluation context. To overcome these challenges, an innovative scoring methodology, the Hybrid methodology, is presented. This study provides the detailed description of the Hybrid scoring key creation, and compares the Hybrid scoring key with two traditional scoring keys (Subject Matter Expert (SME) and Respondent-based scoring keys). Responses from a military training program are utilized to illustrate the distinctive effects of using the three different scoring approaches. The superiority of the hybrid scoring key, due to increased confidence in the key's accuracy, and findings regarding training evaluation are discussed. Future research directions and practical applications of the research are also discussed.
Development of the Mental Toughness Situational Judgment Test: A Novel Approach to Assessing Mental Toughness
Flannery, Nicholas M. (Virginia Tech, 2018)
Mental toughness (MT) has been shown to predict outcomes across a variety of high-stress contexts such as athletics, the military, and the workplace. Despite this, researchers have struggled to reach consensus regarding how best to conceptualize and measure MT. Specifically, MT assessments have focused on measuring general MT rather than domain-specific MT. The current study proposes a measurement model of MT grounded in social-cognitive theory and introduced an assessment of MT within a situational judgment test framework to assess MT in the workplace. Participants completed a battery consisting of the new measure as well as measures intended to establish construct validity. Factor analyses suggested a three-factor solution fit the data best. Furthermore, cross-structure analyses indicated that the new assessment avoided common-method bias in responding, as evident by weak correlations with measures of other constructs.
Development of the Posttraumatic Anger Scale
Sullivan, Connor Patrick (Virginia Tech, 2015-11-20)
Anger is a pervasive problem after individuals experience traumatic stress that heightens the risk for violence, health problems, poor relationships, and poor treatment outcomes. Previous research has demonstrated a moderate relationship between anger and posttraumatic stress disorder (PTSD), yet this research also highlights that anger has not been rigorously measured in the context of PTSD. Thus, this study concerns the development of a complimentary measure to assess anger in the context of PTSD. Participants were 435 undergraduate students. The participants were given a battery including the proposed scale and measures of trauma exposure, PTSD, anger, depression, anxiety, and social desirability to assess. Exploratory factor analyses revealed that a hierarchical, four-factor model was the best model. The Posttraumatic Anger Scale appeared psychometrically sound, with excellent internal consistency, good evidence of validity, and good model fit. This scale may provide implications for clinical work, specifically for the assessment and tracking of anger symptoms connected to PTSD. Additionally, this scale may assist with research by predicting treatment outcomes, aggression, and PTSD.
Development of trust in leadership: Exploring a cognitive process model
Whitmore, Corrie Baird (Virginia Tech, 2007-02-23)
This thesis explored the cognitive, character-inference process that Dirks & Skarlicki (2004) assert contributes to trust development. Self-reported transformational leadership, leader integrity, organizational justice, and leader prototypicality correlated positively with cognitive trust in this sample of 81 student employees (63% female, mean age 20.5) of a large southeastern university. Leader prototypicality, a cognitive evaluation process, partially mediated the relationship between leader integrity and trust. This study's prime contribution was the longitudinal, empirical test of a model of trust development in interdependent leader-follower dyads. Future research may explore other antecedents of trust, assess how the cognitive process of trust development occurs, or investigate the relationship-based social exchange mechanism Dirks and Skarlicki (2004) suggest contributes to the development of affective trust.

Browsing by Author "Hauenstein, Neil M. A."

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