Georgiou, K. & Nikolaou, I. (2017). Serious gaming in employees’ selection process. In I. Nikolaou (2017): Alliance for Organizational Psychology Invited Symposium-The Impact of Technology on Recruitment and Selection: An International Perspective. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Relationship between Personality Traits, Academic Achievement and Salary: An ...iosrjce
Most of the B-Schools in India are facing problems in placing their students. Recruiters claim that
the reason for this is the absence of required skill-sets in the students. The challenge is in identifying the skills
or personality traits which lead to good placements. In this study, personality traits were borrowed from the
psychological concept of OCEAN. Ten traits were short-listed and the objective was to find out if there is a
correlation between them and CGPA (academic achievement) and Salary Obtained during placements. The
study, which was carried out in a reputed B-school in Bangalore (India), revealed that out of these 10 traits,only
confidence has a correlation with salary. The traits which have correlation with CGPA are self-motivation and
confidence. Another aspect that was studied was the efficacy of a program called personality enhancement
program- which forces students to learn from activities like public speaking, presentations etc.It was found that
this program helps students to build their confidence levels and confidence is impacting, both, CGPA as well as
salary. The study also found that there is no correlation between CGPA and Salary. SEM is also corroborating
the above results, which were obtained through regression analysis and ANOVA.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Transforming performance profiles into the VIA framework of character strengt...University of Leicester
These slides were presented at the meeting of the British Psychological Society, Division of Sport and Exercise Psychology, in December 2017, Glasgow.
Abstract
Objectives: Due to its person-centred nature, data obtained through performance profiling is entwined in individual meaning and cannot easily be compared across individuals and groups. This study tests whether performance profiles can be transformed into the Values in Action (VIA) framework of character strengths (Peterson & Seligman, 2004), to result in a single approach that is able to explore nomothetic hypotheses, whilst still benefiting from its ideographic roots.
Design: Single sample.
Methods: Participants were 116 young people (Mage = 19.90, SD = 2.28, 56.9% female) who were living in supported accommodation and taking part in MST4Life™, a 10-week strengths-based programme. Performance profiling was used pre/post programme, along with measures of resilience, self-worth, and life satisfaction. Performance profiles were deductively categorised into the VIA framework, providing each participant with scores across the 24-VIA character strengths.
Results: 1192 different terms were used in reference to character strengths, 98% of which were categorised into the VIA framework. Bravery, perseverance, and hope were most frequently listed, whilst temperance and courage received the highest discrepancy scores. Discrepancy scores were positively correlated with resilience, self-worth, and life satisfaction, which all improved significantly over time.
Conclusions: Aligned with personal construct psychology, an ideographic approach to assessing character strengths is vital to account for varying terminology and individual meanings. However, character strengths identified through performance profiling can be successfully transformed into a nomothetic framework, enabling the exploration of generalisations and therefore greater versatility for the use of performance profiling within and outside of sport.
Research Study: Age Bias Hiring and The Effectiveness of Providing Prevailing...Eveline Brownstein
Abstract:
Prevailing research shows there are stereotypes associated with age that contribute to hiring bias in favor of younger workers, and that there is little management discourse addressing the imbalance. Additional research suggests that younger managers might avoid hiring older workers because they do not know how to manage them. This research study sought to determine if providing hiring managers aged 29 through 49 with research-based information that challenges some prevailing older worker stereotypes is helpful in reducing age-biased hiring decisions. People responsible for making hiring decisions were randomly assigned to a control and an experimental group and asked to make a hypothetical hiring decision with, or without, equity norming statements. The presence of equity norming statements appeared to lead to a hiring bias in favor of the younger candidate, not seen when the equity norming statements were not present. Equity norming statements may have contributed to bias, rather than improved bias.
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
Georgiou, K. & Nikolaou, I. (2017). Serious gaming in employees’ selection process. In I. Nikolaou (2017): Alliance for Organizational Psychology Invited Symposium-The Impact of Technology on Recruitment and Selection: An International Perspective. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Relationship between Personality Traits, Academic Achievement and Salary: An ...iosrjce
Most of the B-Schools in India are facing problems in placing their students. Recruiters claim that
the reason for this is the absence of required skill-sets in the students. The challenge is in identifying the skills
or personality traits which lead to good placements. In this study, personality traits were borrowed from the
psychological concept of OCEAN. Ten traits were short-listed and the objective was to find out if there is a
correlation between them and CGPA (academic achievement) and Salary Obtained during placements. The
study, which was carried out in a reputed B-school in Bangalore (India), revealed that out of these 10 traits,only
confidence has a correlation with salary. The traits which have correlation with CGPA are self-motivation and
confidence. Another aspect that was studied was the efficacy of a program called personality enhancement
program- which forces students to learn from activities like public speaking, presentations etc.It was found that
this program helps students to build their confidence levels and confidence is impacting, both, CGPA as well as
salary. The study also found that there is no correlation between CGPA and Salary. SEM is also corroborating
the above results, which were obtained through regression analysis and ANOVA.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Transforming performance profiles into the VIA framework of character strengt...University of Leicester
These slides were presented at the meeting of the British Psychological Society, Division of Sport and Exercise Psychology, in December 2017, Glasgow.
Abstract
Objectives: Due to its person-centred nature, data obtained through performance profiling is entwined in individual meaning and cannot easily be compared across individuals and groups. This study tests whether performance profiles can be transformed into the Values in Action (VIA) framework of character strengths (Peterson & Seligman, 2004), to result in a single approach that is able to explore nomothetic hypotheses, whilst still benefiting from its ideographic roots.
Design: Single sample.
Methods: Participants were 116 young people (Mage = 19.90, SD = 2.28, 56.9% female) who were living in supported accommodation and taking part in MST4Life™, a 10-week strengths-based programme. Performance profiling was used pre/post programme, along with measures of resilience, self-worth, and life satisfaction. Performance profiles were deductively categorised into the VIA framework, providing each participant with scores across the 24-VIA character strengths.
Results: 1192 different terms were used in reference to character strengths, 98% of which were categorised into the VIA framework. Bravery, perseverance, and hope were most frequently listed, whilst temperance and courage received the highest discrepancy scores. Discrepancy scores were positively correlated with resilience, self-worth, and life satisfaction, which all improved significantly over time.
Conclusions: Aligned with personal construct psychology, an ideographic approach to assessing character strengths is vital to account for varying terminology and individual meanings. However, character strengths identified through performance profiling can be successfully transformed into a nomothetic framework, enabling the exploration of generalisations and therefore greater versatility for the use of performance profiling within and outside of sport.
Research Study: Age Bias Hiring and The Effectiveness of Providing Prevailing...Eveline Brownstein
Abstract:
Prevailing research shows there are stereotypes associated with age that contribute to hiring bias in favor of younger workers, and that there is little management discourse addressing the imbalance. Additional research suggests that younger managers might avoid hiring older workers because they do not know how to manage them. This research study sought to determine if providing hiring managers aged 29 through 49 with research-based information that challenges some prevailing older worker stereotypes is helpful in reducing age-biased hiring decisions. People responsible for making hiring decisions were randomly assigned to a control and an experimental group and asked to make a hypothetical hiring decision with, or without, equity norming statements. The presence of equity norming statements appeared to lead to a hiring bias in favor of the younger candidate, not seen when the equity norming statements were not present. Equity norming statements may have contributed to bias, rather than improved bias.
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
This study was undertaken to present the functions of gender for promotion and describe the forms of gender discrimination in the workplace. The researchers present knowledge about the Gender discrimination in the workplace and the study is deemed significant for it benefit the following sectors and groups of person; This study is therefore useful socially, economically and academically. Socially it enables employees to co-exist peacefully without discriminating against others due to their ethnic background, gender or race. The researchers used descriptive method, method of research which is a fact-finding study with adequate and accurate interpretation of data. It describes with emphasis what actually exist such as the current condition of the phenomenon. The respondents of the study were the employees and employers of selected business establishments in Cabanatuan city. First, the researchers presented the profile of the respondents as to age; sex; highest educational attainment; length of service and period of promotion granted .Next is the functions of sex in promotion and the forms of discrimination in the workplace. For the summary of findings and conclusions, majority of the respondents are not new in their work, female dominated the study, respondents were promoted after their provisionary period. Female are more supportive and approachable while male are more cooperative in the study. The respondents are continue seeking knowledge to be promoted or to have a higher position. Respondents are not new in service or in their job. Respondents are promoted after their provisionary period. Male easy recognize the scenario and straight forward in decision making. Men prefer a hierarchical leadership structure because it allows for easier role clarity and delegation of authority. Employers and employees are both believe in the patriarchal leadership that male are superior but women communicate properly in the workplace because they are more perfectionist and meticulous .Male are direct to the point in controlling the organization ,they do not use any further words to give their thought unlike women. And it is not usual for male to have corrective actions in every undertakings. Women are more efficient and almost perfectionist in all actions to be done .Women are less competent than men and lacking in leadership potential, because of these perceptions, women encounter greater challenges to or skepticism of their ideas and abilities at work. Men and women are correctly predicting the differential experiences that they would encounter with professional advancement and are making sound decisions. It is also possible that women are overestimating the negative consequences associated with power, that men are underestimating them, or both.
Discover how the science of PI has helped businesses for over 60 years use analytics to increase sales, recruit the right talent, reduce turnover, and motivate their teams.
Perception is said to chop down the worker turnover. to scale back absenteeism and to extend the performance of employees. The researcher wants to understand about the worker opinion about the facilities provided to them. At an equivalent time the organization policies and practices aren't accepted by employees. And also to seek out the perception like salary benefits scope for people initiatives and balance between work and private life.
Week 5 WorksheetDirections For this assignment complete the work sh.docxhelzerpatrina
Week 5 WorksheetDirections: For this assignment complete the work sheet below. Please type out your answers on a separate Word document and then upload it . Don’t forget to number your answers so they can be matched up to the correct question.
1. People were asked how many miles they lived from work. The responses were
22, 20, 1, 25, 35, 23, 18, 5, 22, 22, 15, 7, 14, 21, 5, 9 and 13. The national average distance from work is 20 miles. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
2. At a pet store, a survey was taken asking how many pets each person had. The results were: 2, 5, 3, 1, 0, 4, 2, 7, 0, 2, 5, 1, 2, 6, 2, 10, 7, 3. The population average is 2. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
3. A sample of eight students were randomly selected and asked, "How many times did you check your email yesterday?" The numbers were: 3, 0, 8, 7, 10, 2, 6, 12, 45, 82, 1, 23, 11, 4, 55, 0. The average number of email checks in the population is 16.
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
Running Head: ORGANZIATIONAL CULTURE AND PRODUCTION 1
ORGANIZATIONAL CULTURE AND PRODUCTION 2
Organizational Culture and production
Name
Institutional Affiliation
Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 630–651.
Organization Culture and Production
Summary
The topic of the source is how organizational culture and leadership affect employees’ performance of gender. The authors sought to research on how the leaders’ choice and corporate culture influence employees. The study aimed to investigate if there is statistical evidence of the significant effects of organizational culture on the performance of the various genders and whether the leadership style in such an organization has an impact on the relationships. The study used observational method to conduct quantitative research and observation to identify organizational behavior and regularities. The study uses past literature on organizational culture, leadership, and performance in validating and carrying out the research (Maamari & Saheb, 2018). The authors concluded that the leadership style chosen by the organization and the organization culture has an effect on employee performance and gender implication.
Analysis
The authors have clearly outlined the research question, which was to identify the effects of leadership ...
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Delivering Micro-Credentials in Technical and Vocational Education and TrainingAG2 Design
Explore how micro-credentials are transforming Technical and Vocational Education and Training (TVET) with this comprehensive slide deck. Discover what micro-credentials are, their importance in TVET, the advantages they offer, and the insights from industry experts. Additionally, learn about the top software applications available for creating and managing micro-credentials. This presentation also includes valuable resources and a discussion on the future of these specialised certifications.
For more detailed information on delivering micro-credentials in TVET, visit this https://tvettrainer.com/delivering-micro-credentials-in-tvet/
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
1. Examining the Effects of Interpersonal
Discrimination on Job Seeking
Abdifatah Ali
Mentor: Ann Marie Ryan, Ph.D.
Department of Psychology
Michigan State University
AGEP Conference, September 7 – 8, 2012
3.
Main objectives
To explore the relationship between interpersonal
discrimination and job seeking
To propose useful personal characteristics that can
address the above relationship
To further examine the utility of stereotype threat,
motivation, and self-regulation theories in the job search
domain
3
4.
Job searching
“A purposive, volitional pattern of action that begins with
the identification and commitment to pursuing an
employment goal” (Kanfer, Wanberg, & Kantrowitz, 2001)
Individuals exert effort (time & resources) in pursuit of
employment
Largely a self-regulatory process
Feedback from the environment influences employment goals and
job search strategies (Kanfer, Wanberg, & Kantrowitz, 2001)
4
6. Stereotype Threat
Stereotype threat as a theoretical framework
Definition: A fear of confirming a negative stereotype
associated with the individual’s group (Steele, 1997; Steele &
Aronson, 1995)
Perceived interpersonal discrimination (PID) leads to
performance decrements (Salvatore & Shelton, 2007)
6
7. Job Search Self-Efficacy
Job Search
Job Search
Intensity
Intensity
Interpersonal
Interpersonal
Discrimination
Discrimination
Job Search
Job Search
Self-Efficacy
Self-Efficacy
Job Search
Job Search
Effort
Effort
Job search self-efficacy (JSSE) has been shown to be a
valuable predictor of job search intensity, job search effort,
and attaining employment (Saks & Ashforth, 1999; Wanberg, Kanfer, & Rotundo, 1999)
7
8. Job Search Resiliency
Job Search
Job Search
Resiliency
Resiliency
Interpersonal
Interpersonal
Discrimination
Discrimination
Job Search
Job Search
Self-Efficacy
Self-Efficacy
The ability to recover from adverse situations may preserve
confidence, which would strengthen job seeking endeavors
8
10. Method
Convenience sampling technique was utilized to recruit
71 participants at a non-profit unemployment agency
76% females and 23% males
Mean age: 31.34 years (SD = 9.99)
Work experience: 5-10 years (N = 21); more than 10 years
(N = 21)
Ethnicity: 46.5% African-American, 42.3% Middle Eastern,
and the rest were other minorities
10
11. Results
Mediation
PID
JSSE
Job search intensity
Total effect (C1 = -.1711, p = .088)
Direct effect (C’1 = -.0618, p > .05)
Indirect effect (a1b1 = -.1079)
The indirect effect was statistically significant as evidenced
by an absence of zero in the 95% bias-corrected bootstrap
confidence intervals (-.2639 to -.0147)
Mediation supported
11
12.
Mediation
PID
JSSE
Job search effort
Total effect (C1 = -.2394, p < .01)
Direct effect (C’1 = -.1734, p > .05)
Indirect effect (a1b1 = -.0651)
The indirect effect was not significant as evidenced by a
presence of zero in the 95% bias-corrected bootstrap
confidence intervals (-.2138 to .0346)
Mediation not supported
12
14. The Interaction between PID and Learning Goal
Orientation Predicting JSSE
0.4
0.3
-E
y
a
c
i
f
0.2
0.1
0
LOW LGO
-0.1
HIGH LGO
f
l
h
c
r
a
e
S
b
o
J
-0.2
-0.3
-0.4
LOW
HIGH
Perceived Interpersonal Discrimination
14
15. The Interaction between PID and Performance Prove
Goal Orientation Predicting JSSE
0.5
0.4
0.3
-E
y
a
c
i
f
0.2
0.1
0
LOW PPGO
-0.1
HIGH PPGO
f
l
h
c
r
a
e
S
b
o
J
-0.2
-0.3
-0.4
-0.5
LOW
HIGH
Perceived Interpersonal Discrimination
15
16. Discussion
Summary of findings
PID was related to the amount of effort exerted to finding a
job as well as an individual’s job searching behaviors
indirectly through the mediating variable, JSSE
Individuals who were confident in their ability to conduct
their job search well, reported higher job search behavior
and job search intensity
Learning goal orientation plays a buffering role while
performance-prove exacerbates the negative relationship
between PID and JSSE
16
17. Strengths and Limitations
Strengths
No previous research linking PID to job seeking has
been conducted
Used a minority sample
Limitations
Larger sample size
Cross-sectional nature does not capture the dynamics of
job seeking
A longitudinal design that includes an employment
outcome measure would be beneficial
17
18. Implications
An individual’s perceptions of subtle differential treatment
plays an important role during the job search process
Organizations should work with those who interact with job
seekers (interviewers, test administrators, receptionists) to
ensure that interpersonal treatment is consistent across
individuals
Applicant’s perspective
JSSE training
Adopting a different goal orientation during job search
18
19. Acknowledgements
Ann Marie Ryan, Ph.D. and Jennifer Wessel, Ph.D.,
Michigan State University (MSU)
Mark G. Ehrhart, Ph.D. and the ROLE Lab,
San Diego State University (SDSU)
SDSU NIMH COR Program Grant # MH065183
This research was partially supported by MSU
Summer Research Opportunity Program (SROP)
19
