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Dissertations / Theses on the topic 'Work and Organizational Psychology (WOP)'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Silva, Luisa Aliboni de Toledo e. "O processo formativo em Psicologia Organizacional e do Trabalho : análise das matrizes curriculares e percepções de graduandos e egressos /." Bauru, 2020. http://hdl.handle.net/11449/192353.

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Orientador: Hugo Ferrari Cardoso<br>Resumo: O presente trabalho é composto por três estudos, apresentados em formato de artigos científicos, os quais apresentam ao leitor, sob diferentes óticas, o processo formativo na área da POT. O primeiro artigo teve o objetivo de identificar o espaço disponibilizado ao ensino da POT, atualmente, no processo formativo, a partir da caracterização das grades curriculares dos 162 cursos de Psicologia ativos no Estado de São Paulo. O procedimento de coleta dados consistiu em uma pesquisa documental para averiguação das matrizes curriculares e ementas. Muitos s

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true, Connie L. "The influence of work station architecture on work perceptions and work behavior." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3852.

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A field study was conducted to find whether open office architecture is related to employees' perceptions of their jobs and their work groups, and to their behavior in and around their work stations. Fifty-two employees in the administrative division of a large manufacturing operation volunteered to participate by answering a questionnaire and allowing their work stations to be analyzed for levels of visual access and visual exposure, the two independent variables. Access and exposure, at first theorized to be independent and interacting functions, were found to be too highly correlated in thi

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3

Quarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.

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<p> The interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability

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4

Quigley, Jennifer. "Let's work| Employment experiences of adults with developmental disabilities." Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1569589.

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<p> The present study investigated the employment experiences of adults with mild developmental disabilities. The study's sample consisted of 45 participants with developmental disabilities who were over the age of 18. Participants were recruited from two Regional Centers in Southern California and either phone interviews or in-person interviews were conducted. </p><p> A structured interview protocol examined each participant's current work experience, along with several items exploring facilitators and obstacles to employment. Data from this qualitative investigation were organized into ca

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Manapragada, Archana. "The Always on Employee: The Antecedents and Consequences of Work-Related Email Use After Hours." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3393.

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The present dissertation examines the antecedents and consequences of employees’ work-related email (WRE) use after work hours in a sample of administrative assistants and office workers. Several individual, job, and workplace factors were examined as predictors of WRE use after hours. The individual-level factors examined were telepressure (i.e., the urge to respond to digital messages) and conscientiousness. Perceptions of the usefulness of keeping up with WRE for job performance and the degree to which employees felt the use of WRE was relevant to their job were examined as job-related fact

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Ziuraite, Jurgita. "Relationships of internal organizational communication, performance and work motivation." Thesis, Växjö University, School of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2639.

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<p>Communication is one of successful functioning organization‘s elements. Many companies‘ managers comprehended that when communicating effectively, organization can achieve more during a shorter period of time. Current study aimed to determine internal organizational communication, motivation and performance relationships as well as present a model reflecting them. Employees of the same organization participated in the research. 54 employees filled in questionnaire which included Communication Satisfaction Questionnaire, Work Preference Inventory to measure intrinsic and extrinsic motivation

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Azar, Gila A. "Effect of work experience on graduate students' anxiety for future work." CSUSB ScholarWorks, 1991. https://scholarworks.lib.csusb.edu/etd-project/453.

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8

Roman, Christopher W. "Using a Model of Emotional Self-Efficacy in Predicting Work Outcomes." Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10744906.

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<p> Organizations are increasingly examining the potential benefits of integrating insights concerning emotional intelligence (EI) into their employee training and development programs to enhance their mission. Petrides’s EI model of trait emotional self-efficacy (ESE) has been defined as a constellation of emotion-related self-perceptions and dispositions assessed through self-report. This study explored the relationship between the four factors of Petrides’s ESE model (well-being, self-control, emotionality, and sociability) and the well-researched work outcomes of job satisfacti

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Kelley, Scott. "Dishonorable Treatment: Workplace Incivility, Cultures of Honor, and Work Outcomes." TopSCHOLAR®, 2007. http://digitalcommons.wku.edu/theses/427.

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Workplace incivility is defined as rude and discourteous behavior that takes place in a work setting. Research shows that this type of behavior can negatively affect the well-being of employees who are the targets. However, the impact of workplace incivility may differ from person to person. One variable that may play a role in how workplace incivility affects an individual is U.S. region and whether or not they are located in a culture of honor. In cultures of honor, such as the Southern U.S. region, individuals are theorized to be especially sensitive to insults or challenges to their reputa

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Phillips, Debra. "Perceptions of Fairness of Discipline Events in the Work Place." TopSCHOLAR®, 2002. http://digitalcommons.wku.edu/theses/630.

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Employees are concerned with the fairness of organizational outcomes they receive and the fairness of the decision-making processes used to determine how these outcomes are allocated in accordance with organizational policies. The present study focused on the distributive justice and procedural justice outcomes of disciplinary actions in work place settings. This study assessed the effects of three levels of the severity of rule violation, severity of punishment, and decision-making processes utilized. The results indicated that conditions allowing participation in the decision-making process

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Lee, Daena. "Millennials and Meaningfulness at Work." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605489.

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<p> Meaningfulness at work has been shown to be a positive contributor to employee engagement, performance, commitment and an extensive list of other desirable factors. The Millennial generation appears to be the largest and fastest growing generation since the Baby Boomers. Some managers have said some Millennials seem difficult to manage because their expectations of work upon entering the workforce seem so much higher than previous generations. This qualitative research project explored how Millennials at a small business find meaningfulness at work and to what extent their leaders create a

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Unick, Eugene B. "The work-life balance of first-time fathers utilizing unpaid paternal leave." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3557058.

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<p> The role of fathers in the workplace and in the home has changed dramatically over the past 30 years. The typical American family has two full-time working parents in a household, rather than one full-time worker and one full-time stay-at-home parent. Additionally, the ways in which fathers are expected to contribute to a child's caretaking and development has changed dramatically during this timeframe. The benefits in the workplace for fathers in the United States have not changed to reflect these dynamics however. While equal pay, time off work and other benefits have been increasing for

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Mashilwane, Tabakenna Peter. "Developing quality of work life (QWL) determinants for skilled employees with congenital mobility disabilities : an exploratory appraoch [sic.]." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/8764.

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Bibliography: leaves 80-86.<br>South Africa is a country in transition from an oppressive past to a democratic dispensation. The democratic process began with the first democratic elections in 1994. Since then, a number of steps have been taken to democratize society and the workplace. ln terms of workplace democratization, certain measures have been implemented to provide opportunities for those who were previously disadvantaged. Among these are people with disabilities. Foreseeing the consequences of these measures to the organization in terms of increasing the number of employees with disab

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Cohen, Melissa A. "WORK RELATIONSHIPS AS INVESTMENTS: THE UNEXPLORED COMPONENT OF CONTINUANCE COMMITMENT." Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1174936752.

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15

Sprung, Justin Michael. "Work Locus of Control as a Moderator of the Relationship between Work Stressors and Counterproductive Work Behavior." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1320345099.

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Newness, Kerry A. "Exploring Calling Work Orientation: Construct Clarity and Organizational Implications." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/980.

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Employees maintain a personal view toward their work, which can be referred to as their work orientation. Some employees view their work as their life’s purpose (i.e., calling work orientation) and they tend to be 1) prosocially motivated, 2) derive meaning from work, and 3) feel that their purpose is from beyond the self. The purpose of the current dissertation was to differentiate calling work orientation from other similar workplace constructs, to investigate the most common covariates of calling work orientation, and to empirically test two possible moderators of the relationship between c

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Manderson, Cameron Carlton-Gregory. "Life stress, work stress, and job performance| Does conscientiousness make a difference?" Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1567953.

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<p> As organizations become increasingly complex, research into the sources and effects of employee stress is increasingly warranted. The present study examined the relationship between personal life stress, work stress, and job performance. In addition, the role of conscientiousness as a possible moderating variable was analyzed. Several studies regarding the relationship between stress and work performance were reviewed. In the present study, participants completed measures of life stress, job stress, and personality. Supervisors rated the job performance of participants. A significant relat

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Kedenburg, Gregory Lucas. "Examining the Interaction Between Leadership Style and Organizational Justice and its Effect on Organizational Commitment, Job Satisfaction, and Work Stress." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1408.

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This thesis examines the constructs of organizational commitment, job satisfaction, and work stress, and the extent to which they are affected by perceptions of organizational justice and leadership styles. Much of the literature related to these topics focuses on exploring the relationship between either justice and commitment or leadership and commitment, with very little research investigating the way that justice and leadership combine to affect outcome variables such as commitment, satisfaction, and stress. This study reviewed the literature that details these topics in order to facilitat

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Tate, Catharine. "Observed Incivility at Work and Job Outcomes: The Moderating Role of Workgroup Characteristics." TopSCHOLAR®, 2005. http://digitalcommons.wku.edu/theses/483.

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The purpose of this study was to investigate group identification and group cohesion as moderators of the relationship between observed incivility and job outcomes. Participants included 36 men and 54 women from a property management company who completed scales assessing observed incivility in their workgroup, feelings of workgroup cohesion and identification, and job related outcomes (e.g., job satisfaction, burnout, turnover intentions, and affective organizational commitment). Results showed that observing incivility at work was directly related to turnover intentions for employees. Result

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Flye, Lindsay Brook. "A structural equation model: Family-friendly organizational policies, norms, supervisory support, work/family conflict and organizational attachment." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2120.

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The purpose of this paper is to present a study that examines the underlying stucture of work/family conflict. Research has shown that reducing work/family conflict is beneficial to both employees and the organization by reducing turnover and increasing satisfction, production and commitment to the organization.

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Jay, Rita A. "Relationship of organizational work climate to nurse turnover in operating room settings." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3724927.

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<p> Organizational work climates in healthcare organizations were described in the literature using a social framework of structured interactions, defined roles, and behavioral responses between team members of physicians and nurses. It was hypothesized that the characteristics of physician-nurse collaboration, physician dominance, and nurse autonomy in socially complex work settings have relationships to turnover intent in nurses who work in operating room settings. In an era of nursing shortages the challenge of nurse retention and the evidence of challenging work climate become even more cr

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James, Lois Anne. "An investigation of the psychological significance of work environments." Thesis, Georgia Institute of Technology, 1986. http://hdl.handle.net/1853/28668.

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Settle, Sherri. "Gender, Occupational Position, and Incivility: The Role of Status on Rude Behaviors at Work." TopSCHOLAR®, 2006. http://digitalcommons.wku.edu/theses/263.

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This study examined the role of status (i.e., occupational position and gender) in the frequency and experience of workplace incivility. Participants were 89 university students over the age of 20 who currently were employed and completed measures assessing their experiences of incivility at work, the instigator of the incivility, and jobrelated outcomes (i.e., turnover intent, job satisfaction, and organizational commitment). Consistent with hypotheses, supervisors were more likely to be instigators of incivility than coworkers. Participants also reported lower job satisfaction when the insti

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Reaves, Angela C. "Work Creativity as a Dimension of Job Performance." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/1903.

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To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performanc

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Barber, Alexandrea P. "The Influence of Emotions on Moral Decision-Making in Social, Philosophical, and Organizational Contexts." Thesis, Northern Kentucky University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10690697.

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<p> Emotions and context can influence moral decisions. The present study examines the influence of emotions, disgust, and organizational context on moral judgments. The emotion of disgust was elicited on participants while one of three moral dilemmas that varied in context philosophical, social, and organizational were presented. The results indicated that the social situation elicited happiness and perceptions of moral wrongness. The philosophical situation elicited sadness in participants. The organizational situation elicited disgust in participants.</p><p>

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Salahieh, Zakwan. "The moderating role of perceived organizational support on the relationship between bullying and work behaviors." Thesis, San Jose State University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1602939.

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<p> Workplace bullying has been linked to many unfavorable outcomes that can be very costly to organizations. One way to minimize the impact of this negative behavior is through perceived organizational support (POS). Thus, researchers have called for more studies examining the joint effects of workplace bullying and POS on various outcomes. The purpose of this study was to examine whether POS would moderate the relationship between workplace bullying and outcomes that are related to work behaviors and motivations, namely, organizational citizenship behaviors (OCBs) and work engagement. A

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van, Ittersum Kyle William. "The distinctiveness of engagement and flow at work." Diss., Kansas State University, 2015. http://hdl.handle.net/2097/18974.

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Doctor of Philosophy<br>Department of Psychological Sciences<br>Clive Fullagar<br>Within the literature on engagement at work there has traditionally been a focus on overall work engagement. However, in recent years there has been increasing research on applying a specific form of task engagement, called flow, to the world of work. The current project details two studies that serve to differentiate and understand the relationship between overall work engagement and flow. The first study collected data on engagement and flow from several hundred working adults and used confirmatory factor analy

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Kalmendal, André, and Tobias Mühlmeister. "Predicting the replicability of experimental research in Work and Organizational Psychology published in the Journal of Applied Psychology." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84645.

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Koscielniak, John. "Work Redesign and Its Influence on Employee Motivation and Job Satisfaction." TopSCHOLAR®, 1996. http://digitalcommons.wku.edu/theses/808.

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Reengineering and work redesign have become the buzzwords of the healthcare industry giving rise to the unprecedented growth of reengineering / work redesign consultants who offer cookbook methods to make the organization efficient and reduce costs. The unfortunate consequence of this rush to redesign is that the employer accepts recommendations to change the organization without knowing the state of the workforce. The purpose of this research is to test the effects of work redesign as implemented at two for-profit hospitals using a measurement tool developed specifically for work redesign. Th

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Guppy, Lisa, and Carl-Johan Holmberg. "Who are the Most Committed at Work? : Linking Personality to Organizational Commitment." Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och sociologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16622.

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Organizational commitment has been linked to several important outcomes, including employee turnover and work performance. Despite that the antecedents of organizational commitment have been a subject of research for several decades, the relation between personality and organizational commitment is relatively unexplored. The aim of this study was to examine the relations between the personality traits in the five-factor model (Conscientiousness, Agreeableness, Neuroticism, Openness to Experience, and Extraversion) and organizational commitment. Personality was measured by the IPIP30 questionna

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Painter, Ginger. "An Interpretative Phenomenological Anaylsis Examining How Remote Employees Make Sense of Their Work Environment." Thesis, The University of the Rockies, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10683907.

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<p> Stemming from the perception of trust and communication in a remote work environment, the experiences of the employees were analyzed based on three factors of self-efficacy, personal engagement, and interpersonal relationships with their leaders. Using Interpretative Phenomenological Analysis (IPA), the study employed semi-structured interviews to gain experiential data from nine qualified remote employee participants who had worked remotely one day per week for a minimum of one year. The data were coded and the four themes that surfaced were: (a) the desire to succeed is key to the feelin

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Arnold, Christopher B. "Implicit Beliefs About the Stability of Work Ethic: Relation With Attitudes About Conscientiousness Tests." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1459767260.

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Wingate, Jesse A. "ON WORKAHOLISM: DO PARENTAL WORK BEHAVIORS PREDICT THE WORK BEHAVIORS OF UNDERGRADUATES?" VCU Scholars Compass, 2016. http://scholarscompass.vcu.edu/etd/4610.

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This cross-sectional study examined the associations among perceived parental behavior and personality on work behaviors of undergraduate students from a large Southeastern university. Past research suggests that children who perceive their parents to be workaholics are more likely to exhibit workaholic behavior themselves (Chamberlin & Zhang, 2009). Moreover, personality factors including conscientiousness and neuroticism, have been categorized as antecedents of workaholic behavior in previous studies (Andreassen, Hetland, & Pallesen, 2010; Aziz & Tronzo, 2011; Burke, Matthiesen, & Pallesen,

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Maue, Allison. ""Reasonable Person" vs. "Reasonable Woman": An Evaluation of the Standards Used in Determining Hostile Work Environment Sexual Harassment." TopSCHOLAR®, 1998. http://digitalcommons.wku.edu/theses/268.

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Currently, there is a debate in progress over which standard is appropriate for use when evaluating hostile work environment sexual harassment. Traditionally the "reasonable person" has been used as the viewpoint from which to evaluate potentially harassing behavior. However, the historical 1991 federal court case Ellison vs. Brady introduced the "reasonable woman" standard due to the belief that the traditional standard may unwittingly be biased toward men. Most research to date has focused on the benefits and/or disadvantages of utilizing one standard over the other. The present research rep

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Mehta, Anju Armenakis Achilles A. "Examining the role of personal, social exchange, and contextual fit variables in employee work outcomes under continuous change a Field Investigation /." Auburn, Ala, 2009. http://hdl.handle.net/10415/1864.

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Christianson, Monica May. "Bystander Effect of Workplace Bullying, Perceived Organizational Support, and Work Engagement." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1685.

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Workplace environments and the dynamics that exist within them affect everyone involved, especially coworkers. Although research has investigated how workplace bullying impacts its victims and the organization, little research has examined the effects of workplace bullying from the role of the bystander. Fewer have investigated how Perceived of Organizational Support (POS) may affect the employee's work engagement of those witnesses. The goal of this quantitative study was to determine the effect of POS on work engagement in the employees who witness workplace bullying. An online survey was us

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Jones, Kerri. "Work-Life Balance| Organizational Leadership and Individual Strategies among Successful Women Real Estate Brokers." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10841920.

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<p> A compelling dynamic work-life balance is necessary in order to create successful women in leadership roles. Women leaders face unlimited demands predominantly in the areas of family and the career. These competing interests have posed many challenges, sacrifices, and problems for career success. The literature mentions the dynamics of the work (career/ambition) and environment have resulted in a large amount of pressure and instability for women in leadership roles who try to balance work and lifestyle (family, health, leisure, pleasure, and spiritual development). The lack of work-life b

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Crimaldi, Christie Lynn. "Organizational policies, organizational social support, and work-family conflict: The mediating role of motivation orientation." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3303.

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The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.

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Miller, Linda J. "Leader-Employee Relationship as an Antecedent to Employee Commitment Mediating Innovative Work Behavior." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13422467.

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<p> The focus of the qualitative case study was to understand how innovative work behavior was affected by leaders’ relationship with their employees to enhance job commitment in the grocery retail industry. Specifically, the research involved exploring how the leader and employee relationship can affect employee engagement as a mediator for innovative work behavior. Innovative work behavior is when an employee is generating and implementing useful ideas. The general business problem was that organizations in the grocery retail industry lack innovative work behaviors to meet the market d

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Guevara, Marcos. "Differences in Self-Perceptions at Work Between Citizens and Undocumented Immigrants." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/749.

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This research examined if differences in social categories between two groups, natural—born U.S. citizens and undocumented immigrants with deferred action (DACA) led to differences in self-perceptions at work in areas such as Occupational Self-Efficacy (OSE), Organization Based Self-Esteem (OBSE), and Perceived Employability (PE). Additionally, the effect of Perceived Supervisor Similarity (PSS) on these relationships was also observed. Results showed significant differences only in PE with the DACA group having an unexpectedly higher level than the citizen group. The model was supported as OS

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Swanson, Kira J. "The stories we tell ourselves| How leaders can work with sensecrafting." Thesis, Saybrook University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3683100.

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<p> We are facing an unprecedented level of interconnectedness that has engendered a level of complexity that defies our historical reasoning capacity. Building off of the literature on sensemaking, this action research study proposed and investigated a new concept in leadership to respond to the growing complexity: sensecrafting. Sensecrafting refers to deliberate, collective sensemaking, while sensemaking refers to "how [people] construct what they construct, why, and with what effects . . . " (Weick, 1995, p. 4). The study answered the research question: How can individuals develop their ca

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McGuire, Gail M. "Race and sex stratification behind the organizational chart: An investigation of employees' informal networks in a work organization /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487946776022929.

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Francisca, Nichole, and Katharina Seinsche. "The Myth of Separate Worlds: A Quantitative Examination of the Relationship Between Organizational Attachment and Work-Nonwork Interaction." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-86180.

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Aim: The increasing importance of employee retention and talent acquisition have necessitated the need for a deeper understanding of employee psychology influencing these factors. As such, the current study examines the relationship between individual organizational attachment and work-nonwork conflict and work-nonwork enrichment. Further interest was paid to possible moderating influences of work centrality, gender, number of dependents and number of contract hours. Design: Data was collected through online surveys. Participants were contacted through internet portals and selected business c

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David, Natalie [Verfasser], and Olaf N. [Akademischer Betreuer] Rank. "Workers, work, and coworkers: How organizational psychology interacts with employees’ embeddedness in knowledge exchange networks." Freiburg : Universität, 2017. http://d-nb.info/1141575728/34.

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Balogh, Michael J. "How Much Flexibility Do You Need- The Effects of Flexible Work Schedules on Organizational Attraction." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1522346698770507.

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Dahling, Jason J. "SUPPRESSING POSITIVE EMOTIONAL DISPLAYS AT WORK: AN ANALYSIS OF THE INDIVIDUAL AND ORGANIZATIONAL CONSEQUENCES AMONG NURSES." Akron, OH : University of Akron, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1195068338.

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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2007.<br>"December, 2007." Title from electronic dissertation title page (viewed 03/21/2008) Advisor, James M. Diefendorff; Committee members, Robert G. Lord, Rebecca J. Erickson, Rosalie J. Hall, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Ronald F. Levant; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

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Huang, Wei. "An Examination of Online Volunteers' Organizational and Work-Group Identification and Intent to Leave: A Case Study of OCEF." TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1284.

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This study examined the relationships among organizational identification,work-group identification and intent to leave of online volunteers in a nonprofit organization—OCEF. A total of 245 participants completed the online questionnaire. Consonant with previous research findings, organizational identification and work-group identification has positive relationships; however, the hypothesis that both organizational identification and work-group identification negatively predict intent to leave of online volunteers was not supported in the present study. Furthermore, the level of organizational

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Norz, Bernadette. "Employed Physicians and Work Engagement in Health Care Organizations (HCOs)." Thesis, Fielding Graduate University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10981685.

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<p> In this two-part quantitative and qualitative descriptive study, the phenomenon of being engaged at work by physicians currently employed by health care organizations (HCOs) was explored. A purposive sample of eight physicians practicing medicine in the US in a variety of specialties and at seven different HCOs participated in semi-structured interviews about their experiences of work engagement. The job demands-resources (JD-R) model served as the theoretical framework of the study. The JD-R model was developed to describe factors associated with both work engagement and burnout, indicato

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Saluan, Christina M. "Motives for Managing Emotions at Work." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725.

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Shefa, Yalda. "WORKING HARD OR HARDLY WORKING? THE RELATIONSHIP AMONG WORK MEANINGFULNESS, HEAVY WORK INVESTMENT, AND PSYCHOLOGICAL WELL-BEING." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/303.

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Heavy Work Investment (HWI), the extent to which individuals invest energy and effort into doing their work, has recently been studied in regards to job-related outcomes and work-life conflict. However, research is negligible on the influence HWI (i.e., workaholism and work engagement) may have on psychological well-being when an individual performs “meaningful” work. Specifically, the present study investigated the role of HWI in the relationships between work meaningfulness and the psychological well-being outcomes of perceived stress, life satisfaction, and the emotional exhaustion sub-dime

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