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SCIP (Social Cognitive and Industrial Psychology)

General Description: 

  In the Social Cognitive Industrial Psychology Lab the central research focus is the application of Social Cognitive Theories of personality (e.g. Higgins regulatory focus ) to Industrial psychology topics (e.g. utilization of feedback). Secondary lines of research include the study of  equal opportunity, affirmative action and diversity, and quantitative techniques for estimating the quality of subjective ratings. 

Current Projects: (Spring 2015) 

Social Cognitive:

  • Regulatory Fit Meta-AnalysisThis regulatory fit meta-analysis examines the relationship between motivational orientation and goal pursuit strategies across different contexts. The goal of this research is to establish the robustness of the principle of regulatory fit and to test theoretical predictions based on regulatory fit theory. (Data analysis in progress)
     
  •  Regulatory Fit and the Utilization of Corrective Task Feedback: Tested regulatory focus/fit theories as an explanation of variability in utilization of corrective task feedback that also conveyed evaluative performance feedback. Participants completed a work simulation and were provided with veridical feedback based on behaviors performed on the simulation task. Horizontal and vertical regulatory fit theories were both tested. (Currently under review)
  • Testing the Generality of Regulatory Fit with Goal Orientation: Regulatory fit has, thus far, only been tested using regulatory focus theory. In this study, we test the generality of the fit principle using goal orientation. Participants completed an in-basket task and were provided feedback on their performance on the simulation. This feedback provided either sustained regulatory fit or disrupted fit. Regulatory fit between goal orientation and feedback led to greater utilization of feedback behaviors. (Write up in progress)
  • Warning on Personality Tests: Written warnings discouraging faking have successfully reduced scale scores on personality tests used in selection.  Examination of the frequency of intrapsychic thought processes believed to be related to faking, via think-aloud protocols by simulated applicants, seeks to infer whether scale score reductions are attributable to an increase in honest responding or more sophisticated faking. (Data analysis in progress) 

Equal Opportunity, Affirmative Action, and Diversity:

  • Adverse Impact Detection: To date, studies on adverse impact focus on comparing selection ratios based on gender and ethnicity using the four-fifths rule or significance testing.  This project explores alternatives methods for detecting adverse impact in personnel selection. (Data analysis in progress)
  • Divet Project: Collaboration with the Defense Equal Opportunity Management Institute (DEOMI, Patrick Air Force Base, FL) on developing the Diversity Engagement Test (DivET); an assessment of White Privilege attitudes.  The DivET is based on measuring responses to situational descriptions of micro-aggressions directed toward minorities and is used in the training of military Equal Opportunity Advisors. (Currently under review)
     

Quality of Subjective Ratings:

  • Rater Training: This goal of this study was to isolate the design elements of rater training programs responsible for rating accuracy improvements.  By including rigorous control group comparisons and by separating the effects of practice ratings and practice rating feedback from training content effects, three training interventions (FORT, Rater Error Training (RET), and Rater Variability Training (RVT)) were compared against a rating feedback control group and effectiveness of each of the training components were assessed. (Currently under review)
     
  • Meta Analysis: Rating accuracy is a common and important issue in the organizational sciences. In industrial/organizational rating accuracy is especially important for accurately evaluating employee performance. The current study uses meta-analysis to raise concerns about the current rating accuracy research. Specifically, results of the studies may be spurious due to how rating accuracy is measured. This study provides empirical evidence reinforcing the legitimacy of concerns about how rating accuracy is currently measured. In addition, this study raises questions concerning the current "best practices" suggested for improving rating accuracy, since they may be based on faulty evidence. (Data analysis in progress)

Meet the Team: 

  • Andrew Miller is a graduate student currently pursuing a PhD in Industrial and Organizational psychology. He is currently teaching Principles of Psychological Research and working with Outreach and International Affairs. His research interests include selection processes, machine learning, psychometrics, item response theory, performance management, regulatory focus, and feedback.
  • Niki Arun is currently a fourth year graduate student pursuing a PhD in I/O Psychology. Her research interests include self-regulation, performance feedback, and team cognition. 
  • Micah Roediger is a graduate student currently pursuing a PhD in Industrial and Organizational psychology. His research interests include performance appraisal, measurement, behavioral intervention and research methods.
  • Manasia Sturdivant is a graduate student currently pursuing a PhD in Industrial and Organizational psychology. Her current research interests are diversity, stigmatization, prejudice, and discrimination.
  • Semret Yibass is a graduate student currently pursuing a PhD in Industrial/Organizational psychology. Her research interests include selection methods (including personality assessments), and the different facets of diversity in the workplace. She is originally from Addis Ababa, Ethiopia and likes to travel whenever she gets the chance.
  • Jessica Gladfelter is a second year graduate student pursuing a PhD in I/O Psychology. Her research interests include regulatory focus, micro-aggression, instrument development, leadership, and teamwork.