Browsing by Author "Bourdage, Joshua"
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Item Open Access A Multilevel Meta-Analytical Review of Job-Organizational Attraction during Recruitment(2023-09-22) Davie, Christopher Aaron; Chapman, Derek; Bourdage, Joshua; Cheung, Ho Kwan; Steel, PiersModern-day recruitment activities have become a critical activity for organizations as they participate in the “war for talent” (Michaels, Handfield-Jones, & Axelrod, 2001). We used multilevel meta-analytic models to examine the relationship between eight categories of recruitment predictors and the job-organization attraction of applicants during the first stage of recruitment. Based on 318 independent studies, 330 independent samples, 1243 correlation coefficients, and a total of 109,057 participants, we identified the strength of the relationships of job characteristics, organization characteristics, recruiter characteristics, perceptions of the recruitment process, perceived fit, perceived alternatives, hiring expectancy, and recruitment information source. Perceived fit was the strongest predictor category, with the strongest individual predictor being person-job fit. Applicant-type, applicant gender, applicant age, applicant race, and year of publication were shown to moderate the relationships between recruitment predictors and job-organization attraction. Lab-samples were shown to be different from field samples when applicants were considering advancement opportunities, person-job fit, perceived hiring expectancy, and whether the recruitment process was job-related. Online samples were shown to be different from field samples when applicants were considering compensation and advancement, advancement opportunities, and whether the recruitment process was job-related. Sample-specific characteristics (i.e., age, gender, and race) were shown to moderate many of the predictor-criterion relationships. Year of publication was shown to moderate many relationships, most showing that present-day applicants are placing increased importance on corporate social responsibility. These findings' theoretical and practical implications are discussed with suggestions for future research.Item Open Access Beyond the Background: Exploring the Influence of Socioeconomic Status in Asynchronous Video Interviews(2023-09-21) Springle, Madeline; Bourdage, Joshua; O'Neill, Thomas; Cheung, Ho KwanAsynchronous Video Interviews (AVIs) have revolutionized the hiring process, offering flexibility, cost-effectiveness, and convenience to both organizations and job applicants. While recent studies have highlighted the potential for background cues in AVIs to inadvertently disclose non-job-related information about job applicants, researchers have yet to explore this with socioeconomic status (SES). This study investigates whether AVIs might reveal cues about an applicant’s SES, which might remain concealed during face-to-face interviews, thereby potentially introducing unique biases in the hiring process. We determined if evaluators could discern SES differences based on a job applicant’s background and whether these cues influenced the perceived hireability of the job applicant. To enhance the realism of our findings and understand when such biases may be exacerbated, we simulated the conditions a hiring manager might face by inducing cognitive load (CL). In a sample of N = 300 American Cloud Research Connect participants, we used a 2 (low; high SES) by 2 (low; high CL) between-subjects experimental design. We found that although evaluators could identify differences in SES and did experience a difference in CL, these two factors did not directly influence the perceived hireability of the job applicant. However, contrary to our expectations, evaluators under significant CL took longer to decide on a job applicant’s suitability. Furthermore, we also investigated the role of evaluators’ characteristics, such as their own SES, attitude towards poverty (ATP), and social dominance orientation (SDO). Although these did not directly influence their ratings of the job applicant, we identified noteworthy correlations: participants’ perceptions of the SES from the background correlated with the job applicant’s a) perceived hireability, b) perceived SES, and c) perceived competence. These findings emphasize the need for further research into the subtle cues evaluators might use to gauge SES, which could impact a job applicant’s AVI evaluation.Item Open Access Endorsed, or Just Enforced? Personality and Preferences for Online Learning During COVID-19(2022-09) MacLean, Kaylee; Lee, Kibeom; Bourdage, Joshua; Hambley, Laura; Steel, PiersOnline learning has a history of higher dropout rates than in-person learning despite its continued growth. Research on online learning and remote work has historically been conducted using populations who were already attracted to those modalities, but COVID-19 forced many organizations operating in-person to suddenly switch to online formats. This created a novel population of individuals who were not previously engaged in, or necessarily attracted to, online learning and remote work, and the opportunity to learn more about how individual differences influence preferences for online modalities. This cross-sectional study investigated the relationships between university students’ (N = 465) personalities, preferences for online learning, and preferences for remote work. We found a modest overall effect of personality on preference for online learning. Students high in Honesty-Humility or Extraversion are less likely to prefer online learning and remote work. More students preferred in-person learning than online learning, and those who preferred in-person learning felt more strongly about their decision on average than those who preferred online learning. The number of students who preferred remote work was approximately equal to those who preferred in-person work. Additionally, an EFA of attitudes toward factors of the learning experience revealed six most important mechanisms of online learning preference. Together, these findings indicate that individuals’ personality traits have some influence on their preference of learning and work modality. This suggests that virtual modalities likely attract individuals with certain traits more than others, which may have implications for course drop-out rates and work recruitment. Understanding that pattern can guide the design of online learning and remote work programs to attract and accommodate a wider range of individuals, or individuals with desired traits, based on experiences and attitudes that shape their preferences.Item Open Access Examining Memory States for General Knowledge: A Non-Trivial Pursuit(2018-01-05) Pereverseff, Rosemary; Bodner, Glen; Protzner, Andrea; Bourdage, Joshua; Towers, JoAccording to the classic distinction between semantic and episodic memory, people answer general-knowledge questions by accessing their semantic memory. However, an appeal of trivia games is the variety of memory and metamemory experiences they arouse—which sometimes include recollection of episodic details. I report an in-depth exploration of subjective memory states for general knowledge. In two experiments, participants classified their answers for general-knowledge questions as learning memory or related memory forms of recollection, or as feels familiar, just know, or guess forms of non-recollection. Surprisingly, participants often reported recollection for their answers. Accuracy of answers assigned to the learning and related memory states, and to the just know state, were equally high. In contrast, accuracy was much lower for the feels familiar state (and was lowest for guesses). The accuracy difference between just know and feels familiar suggests these states are distinct, even though researchers often use them interchangeably. Reports of learning memories increased on an immediate retest. Recollection source judgments on the retest revealed that, in addition to recollecting the answer feedback provided on the initial test, pre-experimental recollections increased. Episodic memory is commonly experienced in semantic memory tasks and is diagnostic of accuracy.Item Open Access Exploring the Influence of Leadership on Supervisor and Coworker-Targeted Impression Management(2016) Lukacik, Eden-Raye; Bourdage, Joshua; Turner, Nicholas; Ogunfowora, Tunde; O'Neill, ThomasThis study examined the influence of two supervisory styles (abusive supervision and ethical leadership) on the motivation to engage in supervisor and coworker-targeted impression management. Expectancy theory was examined as a theoretical mechanism for these relationships. Data was collected from 288 working adults regarding supervision, task interdependence with coworkers, social learning behaviors, and engagement in supervisor and coworker-targeted assertive and defensive impression management strategies. Results show that the motivation and use of IM varies across targets. Results also show ethical and abusive supervision have differential direct effects on strategy use towards both supervisors and coworkers. These findings and their implications for future research are discussed.Item Open Access Factors Influencing the Effectiveness of Third-Party Online Organizational Reviews(2021-09-24) Morgan, Jenelle Alissa; Chapman, Derek; Bourdage, Joshua; Pogacar, Ruth; Murry, AdamOnline reviews of organizations through portals such as Glassdoor and Indeed are growing in popularity and have the potential to influence organizational attractiveness. This study examined how the various components of online organizational reviews affect helpfulness ratings. We examined the relationship between the sentiment of the reviews (i.e., the extent to which reviews vary from positive to negative attitudes) and helpfulness ratings, as well as the roles of organizational image, deviation from consensus in attitudes and employee status as moderators of this relationship. Part two of this study evaluated, through automated text analysis using Latent Dirichlet Allocation (LDA) and Structural Topic Modeling, the type of topics discussed in reviews, their influence on helpfulness votes, and how they differ based on employee status. After extracting and analyzing 24,687 reviews on Glassdoor, we found that negative reviews generally received higher helpfulness ratings which was more pronounced when they were provided by former employees and deviated from a consensus in attitudes. The topics revealed through the LDA, addressed both the instrumental and symbolic images of organizations that would facilitate inferring need-supplies and supplementary fit. They also presented differential effects on helpfulness ratings, and uniquely interacted with sentiment. These findings illustrate the impact that negative attitudes can have on helpfulness ratings, and they further highlight the need for organizations to consider the implications of how their brand images are portrayed online.Item Open Access Game-Based Assessments of Cognitive Ability: Validity and Effects on Adverse Impact through Perceived Stereotype Threat, Test-Taking Motivation and Anxiety(2017) Gödöllei Lappalainen, Anna Fanni; Griep, Yannick; Bourdage, Joshua; O'Neill, Thomas; Thomas, MelaneeGames offer an innovative new method for assessing cognitive ability. We hypothesize that game-based assessments correlate with traditional assessments of cognitive ability, and exhibit smaller racial differences in performance. We integrate perceived stereotype threat, test-taking motivation, and anxiety to explain how games might reduce racial differences in performance. In a mock selection situation, participants applied for a job by completing game-based and traditional assessments. Results showed that game-based assessments were positively correlated with traditional assessments (r = .35-.50), and exhibited smaller racial differences than one of the traditional assessments. We found that perceived stereotype threat mediated the race-performance relationship and that game-based assessments were associated with higher test-taking motivation and lower anxiety than some of the traditional assessments; however, our proposed mechanisms did not account for the reduction in racial differences on the game-based assessments. We recommend further investigation into the validity of game-based assessments for selection.Item Open Access Good citizens versus good actors: exploring the motivational pathways of organizational citizenship behavior(2008) Bourdage, Joshua; Lee, KibeomItem Open Access Honesty-Humility and the Overclaiming Technique(2016) Lee, Clara; Bourdage, Joshua; O'Neill, Thomas; Ellard, John; Weinhardt, JustinThe current study strives to validate the use of the overclaiming technique as a method of identifying individuals who would fake on a selection assessment in a workplace setting. In order to do so, there would need to be a negative relationship between Honesty-Humility and overclaiming. This is done by manipulating the situation to mirror a workplace selection context for both a student sample and an online MTurk sample by using Valence, Instrumentality, and Expectancy from Vroom’s expectancy theory. It is proposed that in these high-stakes situations, individuals low in Honesty-Humility may be more motivated to overclaim. This was not found to be the case, as Honesty-Humility and overclaiming remain unrelated. The use of the overclaiming technique as a selection tool is discussed, and the relationship between overclaiming and Openness to Experience is further explored.Item Open Access Imposing Cognitive Load within Job Interviews: Targeting Applicant Deceptive IM through Cognitive Load Theory(2021-07-21) Moon, Benjamin; Bourdage, Joshua; O'Neill, Tom; Roulin, Nicolas; Steel, PiersDespite the problems associated with applicant deceptive impression management (IM) within job interviews, research on interventions to address the behaviour has not been promising. However, outside of job interview contexts, research has suggested that it is possible to reduce and better detect deceptive behaviour by imposing cognitive load onto individuals. Therefore, the main purpose of the study was to enhance our understanding of the role of cognitive load in deceptive IM within job interviews. More specifically, the study explored how cognitive load manipulations influence the mental capacities of honest applicants and those using deceptive IM, and how they react to these manipulations. The study also explored the effects of these manipulations on the detection rates of deceptive IM. University student participants (N = 238) were randomly assigned to mock interviews that either imposed or did not impose cognitive load, and they were also instructed to be either honest or use deceptive IM. The results of the thesis found that cognitive load manipulations were effective in increasing perceived cognitive load. Furthermore, there were mixed results on the effect of cognitive load manipulations on applicant reactions and interview performance. The cognitive load manipulations were also not effective in increasing the detection rates of deceptive IM to chance levels. Overall, the study helps advance theory on deceptive IM within job interview settings, and it also provides a potential tool for organizations in addressing the problematic behaviour.Item Open Access Impression management in the interview: an investigation of personality, impression management, interview structure, and interview performance(2012) Bourdage, Joshua; Lee, KibeomThe present study investigated the antecedents and consequences of impression management (IM) in the employment interview. Classes of IM behaviors include ingratiation (e.g., using flattery and opinion conformity) and self-promotion (e.g., playing up or exaggerating one's accomplishments and qualifications). The sample consisted of 158 undergraduate management students participating in high fidelity mock interviews with 43 experienced interviewers from local organizations. Using this sample, the present study examined the influence of demographic variables, personality variables, and the level of interview structure on IM use in the interview. Although personality was measured using self-reports, we gathered peer-reports of personality for a subset of these participants (N = 100). In addition, the impact of different IM behaviors on interview performance was analyzed, as well as the extent to which the level of interview structure moderated the effectiveness of IM. Findings indicated that commonly used IM scales can be broken down into smaller components. Namely, ingratiation can be broken down into "subtle" versus "explicit" ingratiation, while self-promotion can be broken down into "legitimate" versus "deceptive" forms of this IM behavior. Moreover, a number of personality variables predicted IM use in the interview. The primary personality predictor of all IM use in the interview appears to be low Honesty-Humility. Extraversion, Agreeableness, Conscientiousness, and Emotionality also demonstrated meaningful relationships with IM behaviors. The use of Rapport Building and Behavioral Questions also influenced IM use. Further, IM tactics differentially influenced interview performance, with subtle ingratiation and legitimate self-promotion positively influencing interview performance, and explicit ingratiation and deceptive self-promotion tactics negatively influencing interview performance. Interview structure did not moderate the effectiveness of IM. Implications and future research directions are discussed.Item Embargo Improving the Adoption of Transitions in Care Technology Between Emergency Medical Services and Emergency Departments: A Scoping Review(2024-01-08) Sterzer, Frances Ruth; Caird, Jeff; Bourdage, Joshua; Ellard, John; Blanchard, IanAbstract Background: Miscommunication during emergency care transitions between emergency medical services and emergency department personnel can lead to serious medical errors and adverse patient events. Although mobile technology has the potential to help, its global adoption within health systems remains limited. Objectives: This thesis sought to create an easily accessible repository of mobile software application features, motivations for use, and barriers that hinder the adoption of this technology. The primary goal was to support research, design, and development and improve the adoption of this critical technology. Design: The scoping review methodology was employed to explore the literature broadly. Searches were conducted in eight academic databases, including Academic Search Complete, APA PsycINFO, CINAHL Plus, the Cochrane Library, MEDLINE, Science Direct, Scopus, and Web of Science. Additionally, eight preprint databases were searched, along with Google Play Apps, Apple’s App Store, and Google, to identify available documents published between 2012-2023. This strategy provided access to the most current information on emerging technology, especially those adapted for pandemic management. Author, reference, and app searches were conducted to trace the evolution and development of products. Results: The document identification process was outlined using an adapted PRISMA flow chart, resulting in the inclusion of 38 academic and non-academic documents. The review revealed twelve distinct transitions in care software applications, primarily from the U.S. (61.8%), Australia (11.8%), Japan (11.8%), Brazil (8.8%), China (2.9%), and Saudi Arabia (2.9%). Pulsara, e-Bridge, Twiage, Join, and CrashHelp were the most prominently investigated applications. The review also highlighted diverse research approaches, stakeholders' perspectives, and insights into design features, motivations, and adoption barriers. Conclusions: This research introduces a novel approach to promoting transition in care software application adoption. It has resulted in an adoption model and a comprehensive strategy encompassing various key aspects. A common theme is the need to establish a robust support system involving stakeholders, along with flexible, region-specific solutions. Collaboration between emergency practitioners is consistently emphasized, underscoring the importance of holistic tools and strategies for success. This work underscores the potential of technology and human collaboration to save lives.Item Open Access Interview Impression Management: Examining the use, effectiveness, and longitudinal relationships(2021-03-18) Law, Stephanie; Bourdage, Joshua; Lee, Kibeom; Boon, Susan; Turner, Nicholas; Melchers, KlausImpression management, which consists of tactics that are used to control one’s image, have been found to impact rater evaluations such as interview performance ratings. Despite decades of research, there has yet to be an integrated model of interview IM effectiveness that incorporates both antecedent factors of who is more likely to engage in IM, and the mechanism by which IM impacts evaluations – attributions. I also examined the role of the important novel factors of executive functioning and incongruency. The proposed model was tested across two studies: one using a field sample, and one laboratory sample. In Study 1, interviewees in a business school setting completed self-report surveys, and interviewer ratings were obtained (N = 166). In Study 2, job-seeking adults (N = 294) completed self-report surveys, and interviews using asynchronous video interview technology. Deceptive and honest IM were found to have distinct antecedents, suggesting that it is important to differentiate between the two broad dimensions of interview IM. Moreover, attributions were found to be a significant mediator on the relationship between IM tactic usage and interview performance evaluations. Although there was support found for the assertion that individual characteristics influenced the use of IM, there was, however, no support for the assertion that these individual characteristics influenced the effectiveness of IM. That is, the individual characteristics did not moderate the relationship between IM use and attributions or performance. Thus, the integrated moderated mediation model of IM effectiveness, in which IM influences performance ratings through attributions, and the relationship between IM and attributions is moderated by individual characteristics, was not supported. Finally, there were significant, longitudinal associations between honest and deceptive IM in the interview, and later workplace behaviors and outcomes. Theoretical and practical implications of these findings are discussed.Item Open Access Leadership and the Stereotype Content Model: Examining Gender and Ethnicity(2021-09) Lee, Clara; Bourdage, Joshua; Ellard, John; Ogunfowora, Babatunde; Alonso, Natalya; Lyons, BrentThe current dissertation incorporated the stereotype content model in examining perceptions of leadership among different intersections of gender and race/ethnicity. To do so, we first measured warmth and competence stereotypes of different leaders in male and female sex-typed industries, as well as a variety of intersections of gender and race/ethnicity, in Study 1 (384 MTurk participants). A cluster analysis was conducted, which yielded four clusters of groups: low warmth, high competence; mid-warmth, low competence; mid-warmth, mid-high competence; and high warmth, low-mid competence. It was found that leaders in female sex-typed industries were stereotyped as being mostly warm, and leaders in male sex-typed industries were stereotyped as being mostly competent. We also compared perceptions of leadership effectiveness between social categories from each of the four clusters in Studies 2 (500 MTurk participants) and 3 (397 student participants). These social categories were White men, White women, Arab men, and Arab women. Surprisingly, it was found that the White male leader was not rated as the most effective leader in both studies and instead, the Arab female leader was rated as the most effective leader in Study 3. In addition, we found that perceptions of warmth and competence mediated these relationships. Reasons for these findings are explored, such as the outside context, as well as cognitive mechanisms such as subtyping, double standards of competence, and expectancy-violations. Lastly, we examined whether impression management tactics (self-promotion and ingratiation tactics specifically) would increase perceptions of competence and warmth, and consequently leadership potential, in Studies 4 (321 MTurk participants) and 5 (360 student participants). It was found that self-promotion tactics in an interview setting led to increases in competence perceptions, which then led to greater perceptions of leadership potential. Although ingratiation increased warmth perceptions, it did not always lead to improvements in leadership potential ratings. Therefore, we suggest that self-promotion techniques are a viable method of improving leadership perceptions in an interview and reasons for why such firm conclusions cannot be drawn for ingratiation techniques are explored. Lastly, we discuss future directions for this research and other practical implications.Item Open Access Liar at First Sight? Early Impressions and Interviewer Judgments, Attributions, and False Perceptions of Faking(2017) Wingate, Timothy; Bourdage, Joshua; O'Neill, Thomas; Szeto, Andrew; Meurs, JamesRecent research and theory suggests interviewer characteristics and early impressions might strongly influence later perceptions and judgments of applicant behaviour. In this study, I experimentally investigated the effects of interviewer personality and first impressions of the applicant on later performance judgments, attributions, and perceptions of applicant faking. The sample comprised 247 undergraduate students. Pre-interview qualifications information about the applicant and applicant impression management during the rapport-building stage were manipulated to determine if early information, before the structured question-and-answer stage of the interview, biased interviewers. Findings demonstrated that early impressions altered interviewers’ perceptions and judgments of the applicant. The same applicant, with lower pre- interview qualifications, was judged a worse performer, and perceived as more deceptive in the same videotaped structured stage of the interview. The applicant was also considered less likeable, competent, and dedicated, and more conceited. Conversely, applicant impression management did not have an effect on interviewer impressions and judgments. Interviewer personality also affected perceptions and attributions of the applicant, where more Machiavellian and lower honesty-humility interviewers perceived more faking and made more negative attributions. Interviewer personality, however, did not relate to judgments of applicant fit and suitability. Based on these findings, human resources practitioners are encouraged to exercise caution with information provided to interviewers pre-interview, and researchers are encouraged to suspect interviewer perceptions of faking as symptomatic of interviewer dispositional and early impression biases.Item Open Access Observing Incivility: What influences detection, perceived motivations, and intervention?(2024-09-03) Boss, Harrison; MacInnis, Cara; Bourdage, Joshua; Hershcovis, Sandy; Hamilton, LeahWorkplace incivility can be operationalized as low-intensity rude, discourteous behaviours, that violate workplace norms of respect, and are ambiguous in their intent to harm the target. These behaviours are ubiquitous in workplaces. While incivility in the workplace is common, evidence suggests that minoritized groups are disproportionately targeted with uncivil behaviour, selective incivility, and represent a form of modern discrimination. The current dissertation explored whether non-target observers of incivility were able to differentiate between two different types of witnessed workplace mistreatment, 1) general incivility (i.e. incivility not motivated by target identity) and 2) selective incivility (i.e. incivility motivated by the target’ sociodemographic identity). Theoretically informed by literature on both Aversive Prejudice, and Bystander Intervention Models, experimental methodologies were employed in Study 1, by which participants listened to recordings of group interactions that contained general incivility, selective incivility, or no incivility. The role of experimental conditions on participants’ detection of mistreatment, motivational attributions surrounding the instigator, and interventional intentions were then assessed with regression analyses, while also exploring the potential interactive roles of bystander gender, ethnicity, and Social Dominance Orientation (SDO) on these relationships using moderation. Study 2 enhanced this work, in part, by introducing evidence of longitudinal mistreatment in the recordings (i.e., reductions in incivility ambiguity), and importantly shifted to measure intervention behaviours. Regression-based analyses were conducted in Study 2, but also bolstered by the inclusion of qualitative assessments of participants’ intervention behaviours. Over both studies, data demonstrated that bystanders were able to meaningfully detect between different types of workplace incivility and attributed that mistreatment to prejudicial or generalized negative motivations of the perpetrator, based on discernible characteristics of the target (i.e. minoritized vs. non-minoritized identity). Participants that were higher in SDO tended to downplay the role of prejudice as a motivational factor behind the mistreatment of the minoritized target. Qualitative results indicated that participants had a diverse set of responses to incivility, which resulted in a variety of interventional behaviours, including providing emotional support to the victim, reprimanding the instigator, and inciting support from other observers. Notably, intervention behaviours favoured participants in the selective incivility condition (i.e., when the target was minoritized). In some cases, intervention behaviours were accompanied with evidence of victim blaming. Last, future directions for this research and other important practical implications are discussed.Item Open Access Personalized and Socialized Need for Power: Scale Construction and Validation(2018-01-24) Lee, Naomi; Bourdage, Joshua; Lee, Kibeom; Ogunfowora, Babatunde; Hamilton, LeahThis present study developed psychometrically sound measures of personalized need for Power (nPower) and socialized nPower, and examined the nomological network around these two constructs, by determining the antecedents and consequences of these two sides of nPower. High scores on personalized nPower indicate a high desire to influence others for self-serving means. Conversely, high scores on socialized nPower indicate a high desire to influence others for prosocial, other-serving means. Study 1 focused on item generation and content validation with SMEs. Study 2 focused on refining the final 18-item measure and testing the hypothesized factor structure among a sample of 206 full-time employees spanning various organizations and industries. Overall, the present research suggests that personalized and socialized nPower have factor structures consistent with theory, generates reliable data, is a valid measure, and both nPowers correlate meaningfully with a number of traits (e.g., Honesty Humility) as well as outcomes (i.e., Impression Management).Item Open Access Recognizing Moral Disengagement: The Role of Ingroup Moral Blindspot and Accountability(2021-09) Goupal, Anna; Ellard, John; Bourdage, Joshua; O'Neill, TomThis present study examined the extent to which unethical cultures exist due to support for moral disengagement rationalizations made by members within a group. Additionally, the potential of accountability to stakeholders to act as an intervention was explored. The study was conducted on a sample of 213 psychology students in two parts, the first focused on measuring group identification using identification with Apple and Microsoft as a proxy variable. Part 2 presented students with scenarios depicting one of four moral disengagement tactics and they were then asked to rate the ethicality of the events that transpired. The results showed a lack of significant effects for most of the proposed hypotheses, however, there was evidence that the acceptability of advantageous comparison, decreased as the participants ingroup identification increased.Item Open Access Teleworking Couples Cultivating Work-Life Wellness: An Action-Project Method Study(2023-08) Como, Rebecca; Domene, José; Zamudio, Gabriel; Bourdage, JoshuaIn response to the growing number of workers in Canada who are hoping to work partially from home after the pandemic, this study explored teleworking couples’ pursuit of work-life wellness by addressing the question, “How do teleworking couples construct and cultivate work-life wellness together?” Participants were Canadian teleworkers and their domestic partners of longer than one year (5 dyads, 10 participants). Data were collected and analyzed using the action-project method, an exploratory qualitative research method associated with Contextual Action Theory. The study revealed that couples focused on a variety of individualized projects and managing and adapting telework to meet their individual and relationship needs. During the interview, participants (1) used humour to lighten serious conversational topics, (2) exhibited non-verbal signs of connection, (3) openly expressed perspectives, experiences, and needs, and (4) collaborated and worked as a team. Outside of the interview, participants reported (1) actions that reflected respect for boundaries, (2) telework impacting how they interact, (3) engaging in physical activity and exercise, and (4) having ongoing open conversations to resolve telework issues. Six additional themes were also noted: (1) the role of pets, (2) flexibility, (3) benefits of the traditional office, (4) impacts of the COVID-19 pandemic, (5) physical space, and (6) overcoming past obstacles. The findings led to numerous important implications and applications for employers, practitioners, and policy-makers, which are discussed along with strengths and limitations of the study and directions for future research.Item Open Access The Impact of Core Self-Evaluations and Team Conflict on Individual Burnout(2017) Smith, Julia; O'Neill, Thomas; Bourdage, Joshua; Madigan, Sheri; Collins, MichaelThis thesis explored the impact of team conflict and core self-evaluations on student burnout in using engineering student teams in a first-year engineering course. Three patterns of conflict emerged at the mid-semester time-point: a task conflict dominant profile, a relationship conflict/process conflict minor profile, and a midrange conflict profile. Supplemental analyses identified four emergent profiles at the end of the semester. A multilevel model including core self-evaluations as a predictor, team conflict profiles as a moderator, and burnout as an outcome found that core self-evaluations significantly predicted disengagement, though not when a number of covariates were taken into account, and that the interaction between core self- evaluations and team conflict profiles was not significant. The findings and implications for the Job Demands-Resources Model are discussed, as are suggestions for future researchers.