Browsing by Author "Dr. Lori Foster Thompson, Committee Member"

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    Does Personality Predict Perceived Performance Change Following a Leader Development Intervention?
    (2007-04-24) Kail, Eric Guy; Dr. S. Bartholomew Craig, Committee Co-Chair; Dr. Mark Wilson, Committee Co-Chair; Dr. Lori Foster Thompson, Committee Member; Dr. Jose Picart, Committee Member
    The purpose of the research has been to investigate personality as a predictor for perceived performance change following a leader training program. A sample of 363 leaders attended a five day leader development training program at a centralized location. Approximately 90-120 days after returning to work in their organizations, participating leader received a 360-degree assessment in order to determine that amount of perceived performance change. Personality was measured using the CPI260, and results were mapped onto the Five Factor model of personality. Personality was investigated both as dimensions of the Five Factor model and as types. Personality types were determined via cluster analysis. Personality was further investigated as a moderating the relationship between self-other rating discrepancy and perceived performance change. Results suggest that personality, either by dimension or type, can be used as a predictor in determining perceived performance change following a leader development intervention. Personality was not found to moderate the relationship between self-other rating discrepancy and perceived performance change. Implications for theory and practice as well as recommendations for further research are presented.
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    Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction
    (2009-11-05) Kroustalis, Christina Marie; Dr. Lori Foster Thompson, Committee Member; Dr. S. Bartholomew Craig, Committee Member; Dr. Adam W. Meade, Committee Chair; Dr. Samuel B. Pond, III, Committee Member
    ABSTRACT KROUSTALIS, CHRISTINA MARIE. Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. (Under the direction of Dr. Adam W. Meade). This study examined how organizational attitudes, which are influenced by attitudes toward Internet recruitment websites, mediate the relationship between organizational attraction and recruitment website content (amounts of job and organization information) and website design (website usability and website aesthetics). The moderating effects of person-organization (P-O) and person-job (P-J) fit were also examined. Participants were Introductory Psychology students who viewed Fortune 500 company websites and responded to questions about the content and design of these websites and their resulting attitudes, fit perceptions, and organizational attraction. Results indicated amounts of job information, organization information, website usability, and website aesthetics were positively correlated with favorable job seeker attitudes toward the recruitment website. Additionally, the amount of job information on a recruitment website interacted with website usability, such that when less job information was presented, website usability played a greater role in positively predicting organizational attitudes. Organizational attitudes were found to mediate the relationship between website content and website design on attraction to the organization. Lastly, P-J fit was found to moderate the mediation of organizational attitudes in the job information-attraction link, such that the amount of job information led to more favorable attitudes only when perceived P-J fit was high. Contrary to study hypotheses, the same moderating effect was not found for P-O fit in the organization information-organizational attitudes-attraction mediation model. Explanations of many of the significant results are explored through Spence’s (1973; 1974) signaling theory. Recommendations for the development of Internet recruitment websites are also provided.