Browsing by Author "Baker, Becca A."

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    The Good, the Bad and the Ugly: The Mediating Role of Attributional Style in the Relationship between Personality and Performance
    (2005-06-27) Baker, Becca A.; Samuel B. Pond, Committee Chair; Mark A. Wilson, Committee Member; Stephen Bartholomew Craig, Committee Member
    Previous research has shown that personality traits, specifically the Five-Factor Model (FFM) and affect, are significant predictors of job performance, including organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) (Barrick & Mount, 1991; Organ & Ryan, 1995). However, some debate exists regarding which individual difference variables account for the most variance. The present study tests a causal model of counterproductive behavior by Martinko, Gundlach, and Douglas (2002) which proposes that individuals' attributions about workplace events act as mediators between personality and CWB. This model is also examined regarding its generalizability to OCB. One hundred and thirty-nine employees of a national senior care organization filled out self-report questionnaires regarding their personality. Subsequently, their immediate supervisors completed performance evaluations that included items addressing CWB and OCB. Structural equation modeling revealed that attributional style did not act as mediator between personality and CWB or OCB. In addition, none of the individual differences variables predicted CWB or OCB. A post hoc cluster analysis was used to examine the appropriateness of the scoring method used for attributional style. The implications of these results and directions for future research are discussed.
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    Maximizing Multisource Feedback: The Use of Goal Setting to Facilitate Performance Improvement
    (2007-04-24) Baker, Becca A.; Samuel B. Pond, Committee Co-Chair
    The present study examined a theoretical model representing the relationship between multisource feedback and performance change. The model tested was a variation of the model proposed by Smither et al. (2005), with a focus on the goal-setting mechanisms. In addition, the personality constructs of Conscientiousness, Neuroticism, learning goal orientation, and self-efficacy were examined as predictors of performance change. The results of the path analysis provided limited support for the model proposed in this study. However, significant direct relationships were observed between feedback characteristics and performance change and goal quality and performance change. More research with the proposed model is needed to determine the role of personality and its impact on performance change.