Browsing by Author "Steel, Piers"

Now showing 1 - 14 of 14
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    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, Piers
    Modern-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.
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    Do In-Vehicle Systems Utilizing Voice-Recognition Technology Impact Driving Performance? A Systematic Review and Meta-Analysis
    (2016) Simmons, Sarah; Caird, Jeff; O'Neill, Tom; Protzner, Andrea; Steel, Piers
    Newer model vehicles are often equipped with or capable of supporting hands-free systems that use voice-recognition technology. Although voice-recognition technology is viewed favourably among the public, it is not clear whether these systems should be considered safe alternatives to traditional handheld phones and visual-manual integrated systems. To answer this question, an exhaustive search was conducted to capture all experimental studies involving secondary tasks with voice-recognition systems where driving performance was measured. Meta-analyses for the performance measures of detection, reaction time, lateral control and longitudinal control were conducted with 43 studies meeting inclusion criteria. Some driving performance benefits were observed relative to visual-manual systems, but there were also considerable impairments relative to baseline driving. The results of the study indicate that voice-recognition systems, despite minimizing eyes-off-road time, have a distraction cost. Implications for driver education, voice-recognition system design and future research are also discussed.
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    Endorsed, or Just Enforced? Personality and Preferences for Online Learning During COVID-19
    (2022-09) MacLean, Kaylee; Lee, Kibeom; Bourdage, Joshua; Hambley, Laura; Steel, Piers
    Online 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.
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    Examining the Impact of Culture’s Consequences: A Three-Decade, Multi-Level, Meta-Analytic Review of Hofstede‟s Cultural Value Dimensions
    (American Psychological Association (APA), 2010) Steel, Piers; Taras, Vas; Kirkman, B L
    Using data from 598 studies representing over 200,000 individuals, we meta-analyze the relationship between Hofstede‟s (1980a) original four cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of ρ=0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics for certain outcomes (e.g., job performance, absenteeism, turnover), but significantly higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). Third, cultural values were most strongly related to emotions, followed by attitudes, then behaviors, and finally job performance. Fourth, cultural values were more strongly related to outcomes for managers (rather than students), older, male, and more educated respondents. Fifth, findings were stronger for primary, rather than secondary, data. Finally, we provide support for Gelfand, Nishii and Raver's (2006) conceptualization of societal tightness-looseness, finding significantly stronger effects in culturally tighter, rather than looser, countries.
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    Goal-Setting Training and Self-Regulation: A Treatment for Procrastination
    (2013-07-19) Morin, Christopher; Steel, Piers
    Negative references to procrastination can be found as far back as 800 BC, and one in five adults today identify themself as a chronic procrastinator. The purpose of this thesis is to develop and deliver a treatment for procrastination. Literature on motivation, goal-setting and self-regulation is reviewed to develop a computer-based procrastination treatment that incorporates principles from the literature. The treatment is tested with undergraduate participants who keep journals of intentions to study versus the time actually spent studying. The treatment reduces the participant’s intention-action gap, but with less efficacy than the individual exercises that compose the treatment. A self-report measure of impulsiveness is found to identify people who will benefit most from the treatment. Experimental literature is reviewed to identify specific improvements to the methodology, literature streams for further review, and a promising field setting for future studies.
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    Half a Century of Measuring Culture: Review of Approaches, Challenges, and Limitations Based On the Analysis of 121 Instruments for Quantifying Culture
    (Elsevier, 2009) Steel, Piers; Taras, Vas; Rowney, Julie
    After examining 121 instruments for measuring culture, we provide a historical overview and analyze how culture has been operationalized over the last half a century. Our study focuses on the topics of culture definition, dimensionality of culture models, collection and analysis of data for measuring culture, levels of culture measurement, issues of cross-cultural survey equivalence and the reliability and validity of culture measures. For each of these topics, we provide a review of existing approaches, discuss the challenges, and suggest best practices. Based on our analysis, we identify gaps in the field of culture measurement and offer directions for future research.
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    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, Piers
    Despite 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.
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    The nature of procrastination
    (American Psychological Association (APA), 2007) Steel, Piers
    Procrastination is a prevalent and pernicious form of self-regulatory failure that is not entirely understood. Hence, the relevant conceptual, theoretical, and empirical work is reviewed, drawing upon correlational, experimental, and qualitative findings. A meta-analysis of procrastination‟s possible causes and effects, based on 691 correlations, reveals that neuroticism, rebelliousness, and sensation seeking show only a weak connection. Strong and consistent predictors of procrastination were task aversiveness, task delay, self-efficacy, impulsiveness, as well as conscientiousness and its facets of self-control, distractibility, organization, and achievement motivation. These effects prove consistent with Temporal Motivation Theory, an integrative hybrid of expectancy theory and hyperbolic discounting. Continued research into procrastination should not be delayed, especially since its prevalence appears to be growing.
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    Person-Centric Corporate Social Responsibility: A Moderated-Mediation Test of Personality and Work Meaningfulness
    (2017) Amistad, Clark; Lee, Kibeom; Chapman, Derek; Ellard, John; Steel, Piers
    The present study was conducted to examine the influence of personality and work meaningfulness on reactions to companies’ corporate social responsibility (CSR) initiatives. Participants were measured on personality and then shown a website of a hypothetical company that either presented CSR initiatives (treatment condition) or presented materials not related to CSR (control condition). Participants were then measured on the extent to which they found potential work at the company meaningful as well as how much they were attracted to the firm. Contrary to predictions, personality did not moderate the relationship between CSR and outcomes. However, consistent with predictions, work meaningfulness did mediate the relationship between CSR and firm attraction. Theoretical and practical implications of these findings are discussed.
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    Refining the Relationship between Personality and Subjective Well-Being
    (American Psychological Association (APA), 2008) Steel, Piers; Schmidt, J.; Shultz, J.
    Understanding subjective well-being (SWB) has historically been a core human endeavor and presently spans fields from management to mental health. Previous meta-analyses indicated that personality traits are one of the best predictors. Still, the results previously obtained indicate only a moderate relationship, weaker than several lines of reasoning suggests. This may be because of the commensurability problem, where researchers have grouped together substantively disparate measures in their analyses. We review and address this problem directly, focusing on individual measures of personality (e.g., the NEO) and categories of SWB (e.g., Life Satisfaction). In addition, we take a multivariate approaching, assessing how much variance personality traits account for individually as well as together. Results indicate that different personality and SWB scales can be substantively different and that the relationship between the two is typically much larger (e.g., four times) than previous meta-analyses indicate. Total SWB variance accounted for by personality can reach as high as 41% or 63% unattenuated. These results also speak meta-analysis in general and the need to account for scale differences once a sufficient research base has been generated.
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    Systematic Review using a Spiral approach with Machine Learning
    (2023-03-22) Saeidmehr, Amirhossein; Samavati, Faramarz; Steel, Piers; Maleki, Farhad; Chapman, Derek
    Systematic reviews have become increasingly time-consuming and costly due to the accelerating growth of academic literature, doubling every nine years. Machine learning (ML) offers a promising solution to manage the growing corpus of literature, but current approaches still rely on a sequential, two-staged process designed for a purely human approach. In this thesis, we propose and test a spiral or oscillating approach, where full-text screening is done intermittently with title/abstract screening. We examine this approach in three datasets by simulating 360 conditions with different algorithmic classifiers, feature extractions, prioritization rules, data types, and information provided. Our results overwhelmingly support the spiral processing approach with Logistic Regression, TF-IDF for vectorization, and Maximum Probability for prioritization, demonstrating up to a 90\% improvement over previous two-staged ML methodologies over just title-screening, particularly for databases with fewer eligible articles. These advancements have the potential to make systematic review screening functionally achievable for another one to two decades.
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    The Effect of Ethical Leadership, Behavioural Integrity, and Moral Disengagement in Predicting Turnover Intentions During Newcomer Socialization
    (2015-09-29) Nguyen, Brenda; Steel, Piers; Weinhardt, Justin
    One of the major reasons for newcomers voluntarily leaving organizations can be linked to inadequate socialization (Allen, 2006; Feldman, 1989; Fisher, 1986). Socialization has been described as a period of extensive learning where newcomers gather large amounts of information to reduce the uncertainty and complexity of their world. However, a unifying theory to explain how this process occurs is missing. Social learning theory offers a compelling framework to address this theoretical gap and, at the same time, it suggests that newcomers will pay attention to ethical information and that this learning will be important for turnover intentions. Socialization has been studied extensively from the process to the tactics of socialization (Ostroff & Kozlowski, 1992), but little research has examined the ethical side of socialization and its relation to turnover (Bauer & Erdogan, 2012). Drawing from the ethical leadership model, and using a sample of 297 first-year apprentices in Alberta’s oil and gas industry, this study sought to examine whether socialization influences the perceptions of organizational ethics and whether this leads to turnover intentions. A second follow-up study utilizing 800 newcomers examined whether ethical leadership perceptions explained the path between ethical socialization to turnover and eventually to deviant behaviours. Additionally, behavioural integrity of the leader and moral disengagement by the individual are examined as moderators of this model. Results showed that perceptions of organizational ethics (Study1) and perceptions of ethical leadership (Study 2) fully mediated the socialization and turnover path. The behavioural integrity of the leader was a significant moderator (such that when behavioural integrity was low, socialization had a stronger impact on turnover). Moreover, moral disengagement was also a significant moderator of organizational ethics in predicting turnover (such that when moral disengagement was high, ethical perceptions had a weaker relationship with turnover). Finally, moral disengagement interacted with turnover intentions to predict organizational deviant behaviours (when moral disengagement was high, turnover intentions was a stronger predictor of deviant behavior compared to when moral disengagement was low).
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    The Role of Personality in Person-Organization Fit: An Examination of Fit Styles
    (2016) McDouall, Joanna; Chapman, Derek; Lee, Kibeom; Ellard, John; Steel, Piers
    Person-organization fit has often been examined as a predictor of important workplace outcomes, but research examining the antecedents of PO fit is lacking. To date there is little information on how fit perceptions form, or if individuals react similarly to different types of fit. The present program of research aimed to gain further insight into the role that personality has on perceptions of PO fit by examining the possibility of fit styles. Data was collected online cross-nationally from 300 employees spanning various organizations and industries. Results demonstrated that personality is predictive of some fit styles, and that work outcomes are affected by interactions between fit styles and fit perceptions. Furthermore, personality was predictive of fit perceptions, suggesting that the salience of fit dimensions is partly affected by individual differences such as personality.
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    Trouble in paradise: a cognitive gap model of strategic decision-making
    (2006) Dewald, James R.; Pablo, Amy L.; Steel, Piers