Browsing by Author "Griep, Yannick"

Now showing 1 - 7 of 7
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    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, Melanee
    Games 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.
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    “I can only work so hard before I burn out.” A proof-of-concept of the relationship between ideological psychological contract breach, work effort, and burnout over time.
    (2018-09-11) Jones, Samantha Kari; Griep, Yannick; Turner, Nick; O'Neill, Thomas A.; Lockyer, Jocelyn M.
    Employees often draw meaning from personal experiences and contributions in their work, particularly when engaging in organizational activities that align with their personal identity or values. However, recent empirical findings have demonstrated how meaningful work can also have a negative effect on employee’s well-being as employees feel so invested in their work, they push themselves beyond their limits resulting in strain and susceptibility to burnout. I use a recently developed framework to understand this “double edged” role of meaningful work by drawing from ideological psychological contracts (iPCs), which are characterized by employees and their employer who are working to contribute to a shared ideology or set of values. The proposed relationships and previous empirical findings, suggest that in response to an iPC breach, employees may actually work harder. Furthermore, these iPC breaches and increases in work effort can result in strain and eventually burnout over time. To provide proof-of-concept and identify deficiencies in these proposed relationships, the present study used a mixed-methods approach, employing thematic analysis with 19 interviews from healthcare workers in a variety of roles as well quantitative measures of iPCs, work effort, strain, and burnout. The themes represent the importance of healthcare values to these employees, define the organizational activities that may be identified as an iPC breach, their affective and behavioural responses to the event of an iPC breach, and lastly, key outcomes that are experienced over time including constructs not previously identified in the model such as decreased self-esteem and identity threat and increased role ambiguity. The quantitative data supported the themes. These findings provide further evidence about the importance of iPCs in healthcare workers and the negative consequences of iPC breach over time.
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    “I Can Only Work So Hard Before I Burn Out.” A Time Sensitive Conceptual Integration of Ideological Psychological Contract Breach, Work Effort, and Burnout
    (Frontiers, 2018-02-09) Jones, Samantha K.; Griep, Yannick
    Employees often draw meaning from personal experiences and contributions in their work, particularly when engaging in organizational activities that align with their personal identity or values. However, recent empirical findings have demonstrated how meaningful work can also have a negative effect on employee’s well-being as employees feel so invested in their work, they push themselves beyond their limits resulting in strain and susceptibility to burnout. We develop a framework to understand this “double edged” role of meaningful work by drawing from ideological psychological contracts (iPCs), which are characterized by employees and their employer who are working to contribute to a shared ideology or set of values. Limited iPC research has demonstrated employees may actually work harder in response to an iPC breach. In light of these counterintuitive findings, we propose the following conceptual model to theoretically connect our understanding of iPCs, perceptions of breach, increases in work effort, and the potential “dark side” of repeated occurrences of iPC breach. We argue that time plays a central role in the unfolding process of employees’ reactions to iPC breach over time. Further, we propose how perceptions of iPC breach relate to strain and, eventually, burnout. This model contributes to our understanding of the role of time in iPC development and maintenance, expands our exploration of ideology in the PC literature, and provides a framework to understanding why certain occupations are more susceptible to instances of strain and burnout. This framework has the potential to guide future employment interventions in ideology-infused organizations to help mitigate negative employee outcomes.
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    Supervisor Unforgiveness in the Workplace: A Risk Protection Framework
    (2017) Stackhouse, Madelynn Raissa Dawn; Falkenberg, Loren; Ogunfowora, Babatunde; Mourali, Mehdi; Weinhardt, Justin; Griep, Yannick; Bobocel, Ramona
    Although there is growing interest in forgiveness in the workplace as a positive outcome for repairing workplace relationships, little is known about unforgiveness in response to workplace transgressions. This dissertation explores the conditions in which unforgiveness may be a functional response to a transgression. An exploratory qualitative study of supervisor narratives of subordinate transgressions systematically analyzed the nature of workplace unforgiveness, how it differs from forgiveness, and its functional value within the context of supervisor-subordinate relationships (Study 1). While forgiven narratives tended to minimize the offender’s role in the offense, unforgiven narratives tended to emphasize the negative consequences of the offense and portray the offense as diagnostic of moral flaws in the offender’s character. Additionally, in line with a risk protection view of unforgiveness, unforgiven narratives emphasized more rigorous behavioral safeguards to prevent the incident from reoccurring (e.g., changing policies, choosing not to assign future consequential tasks to the transgressor) compared to forgiven narratives. A quantitative critical incident study (Study 2) demonstrates that stronger supervisor unforgiveness post-transgression predicts greater use of task-based and relational exclusion as safeguards. This study further demonstrates that the positive links between supervisor unforgiveness and both types of exclusion safeguards are mediated by self-protection motives. Finally, an experimental study (Study 3) demonstrates that supervisors who express unforgiveness of a subordinate’s offense are viewed as more effective and less passive by third party observers compared to supervisors that forgive. The study also shows that supervisors who express unforgiveness engender reduced team member intentions to turnover from the team and improved team member satisfaction. Study 3 further demonstrates that these effects are mediated by the “doormat effect” – that is, compared to forgiving supervisors, unforgiving supervisors are less likely to be viewed as individuals who let others take advantage of them. Results are discussed in terms of the implications for future studies of workplace forgiveness and unforgiveness and the practical benefits of supervisor unforgiveness under certain circumstances.
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    The Relationship Between Mental Disorder Stigma Interventions and Individual Differences
    (2018-08-24) Neilson, Tessa; Szeto, Andrew C. H.; Lee, Kibeom; MacInnes, Cara C.; Griep, Yannick; Turner, Nick
    The present study examined the relationship between individual differences and mental disorder stigma ratings prior to an intervention, as well as directly following and one week after a mental disorder stigma intervention took place. A knowledge-based anti-stigma intervention and a contact-based anti-stigma intervention were also compared to a control group, in order to determine whether these relationships between stigma and individual difference variables would vary based on the type of intervention provided. Data was collected from 152 post-secondary students on their ratings of the HEXACO personality inventory, modern prejudice towards individuals with mental illnesses, intergroup anxiety, empathy, perspective taking, Right Wing Authoritarianism, Social Dominance Orientation, and mental disorder stigma. Results indicated that mental disorder stigma was related to each of the individual difference variables prior to participants receiving the intervention. Changes in mental disorder stigma ratings directly following the anti-stigma interventions, as well as one week later suggest that individual differences may play a role in the type of mental disorder stigma interventions that are most effective for different individuals. These findings and their implications for future research are discussed.
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    The Structure and Function of Task Conflict: An Investigation of Quality and Frequency
    (2017) Derban, Genevieve; O'Neill, Thomas; Griep, Yannick; Boon, Susan; Turner, Nick
    The impact of task-focused discussions in teams should theoretically support innovative performance; yet, research has revealed mixed findings. The current research proposed that in addition to measuring Task Conflict (TC) frequency, researchers should concurrently measure the quality of TC, which would represent distinct constructs. Further, this research proposes that these emergent states are further distinguished by different trends over time and unique drivers. Results support quality and frequency being two distinct states; however, they both follow a similar positive trajectory over time. Although only marginally significant, quality appeared to be the stronger predictor of team performance. Additionally, initial psychological safety appears to drive both frequency and quality but relationship conflict only drives TC quality. The current findings demonstrate that considering the “quality” of task-focused discussion, and how it unfolds over time, is uniquely related to team performance and the importance of considering this new construct in future theoretical conflict frameworks.
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    Unraveling the Dynamic Nature of Creativity in the Workplace
    (2018-08-23) Chow, Sam; Griep, Yannick; O'Neill, Thomas A.; Bankins, Sarah; Hershcovis, M. Sandy; Boon, Susan D.
    Recent research and theories on workplace creativity have construed workplace creativity as a dynamic process. Past research, however, largely examines the phenomenon using crosssectional studies that are unable to test these dynamic theories of creativity. Moreover, scholars have traditionally studied the subject from a motivational perspective or from an affective state perspective. By doing so, the literature is oversimplifying and possibly distorting its understanding of workplace creativity. The primary goal of the study is two-fold: to test a dynamic theory of creativity and to integrate both a motivational and affective states model of creativity. Using daily survey data across ten days from 127 full-time employees, I found no support for a dynamic theory of creativity or integrated model of creativity. However, exploratory methods revealed that creativity is an outcome of both high activation positive affective states and goal orientations. Moreover, I found that this relationship was mediated by creative self-efficacy. Taken together, these exploratory results partially support an integrated model of creativity, albeit not being a dynamic phenomenon. Drawing from the current findings, theories and methodology are advanced towards providing a more robust test of a dynamic theory of creativity. Based on these findings, human resource practitioners are encouraged to engage in creative self-efficacy building by providing employees with feedback on their creative work. Moreover, practitioners should understand the importance of workplace affect in the role of creativity. Practitioners are encouraged to create a positive atmosphere to allow employees to express their creativity