Browsing by Author "Childers, Olivia K."
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Item Because Nice Matters: The Effects of Abusive Supervision on Employee Interpersonal Deviance(2014-05) Childers, Olivia K.; Campion, James E.; Witt, L. Alan; Werner, SteveWorkplace deviance costs organizations billions of dollars annually (Bennett & Robinson, 2000) and is responsible for approximately 20% of all business failures (Coffin, 2003). This research examined the potential importance of supervisor abuse, emotional exhaustion, and agreeableness in explaining interpersonal deviance at work. I propose a conceptual model based on the conservation of resources theory and the job demands-resources model asserting that abusive supervision has a direct and an indirect effect on interpersonal deviance through emotional exhaustion; furthermore, this relationship is conditional, such that subordinates high rather than low in agreeableness are more inclined to engage in interpersonal deviance. Data were collected from 347 professional employees who occupied staff roles in a public sector organization. Results indicated that the relationship between reported abusive supervision and interpersonal deviance was fully mediated by emotional exhaustion. Furthermore, this relationship was moderated by employee agreeableness, such that employees who are low in agreeableness were more likely to report engaging in interpersonal deviance.Item Biodata: A Thing of the Past? Examining the Predictibe Validity and User Reactions of Rationally-Selected, Empirically Keyed Biodata(2016-05) Childers, Olivia K.; Campion, James E.; Witt, L. Alan; Atwater, Leanne E.; Farmer, WilliamHR professionals often fail to implement the best selection practices (Rynes, Colbert, & Brown, 2002), proving very costly to organizations. Biodata inventories represent one selection tool that is underutilized, due to being poorly understood and fear of negative user reactions (Hausknecht, Day, & Thomas, 2004). This research examined the incremental validity of rationally-selected, empirically keyed biodata in predicting core task performance and job attitudes over and beyond that accounted for by cognitive ability and conscientiousness. Drawing from Person-Environment fit theory (Kristof, 1996), I argued that biodata developed in this manner would be rated more favorably than measures of cognitive ability and conscientiousness due to the job-specific nature of the internally developed inventory. Biodata inventory and scoring key were previously developed in a field setting from job incumbents in a clerical job. Hypotheses were tested using a holdout sample of 168 employees not included in the biodata key development. Results revealed that biodata provided incremental validity in the prediction of core task performance and job attitudes (i.e., organizational commitment and job satisfaction). Furthermore, the biodata inventory was viewed equally or more favorably than other commonly used selection assessments (e.g., cognitive ability, personality).