@article{vepachedu_nurzenska_lohiniva_hudi_deku_birungi_greiner_sherlock_campbell_foster_et al._2024, title={Understanding COVID-19 vaccination behaviors and intentions in Ghana: A Behavioral Insights (BI) study}, volume={19}, ISSN={["1932-6203"]}, DOI={10.1371/journal.pone.0292532}, abstractNote={Introduction Vaccine uptake is influenced by a variety of factors. Behavioral Insights (BI) can be used to address vaccine hesitancy to understand the factors that influence the decision to take or refuse a vaccine. Methodology This two-part study consisted of a survey designed to identify the influence of various drivers of people’s COVID-19 vaccination status and their intention to take the vaccine in Ghana, as well as an experiment to test which of several behaviorally informed message frames had the greatest effect on vaccine acceptance. Data was collected from a total of 1494 participants; 1089 respondents (73%) reported already being vaccinated and 405 respondents (27%) reported not being vaccinated yet. The mobile phone-based surveys were conducted between December 2021 and January 2022 using Random Digit Dialing (RDD) to recruit study participants. Data analysis included regression models, relative weights analyses, and ANOVAs. Results The findings indicated that vaccine uptake in Ghana is influenced more by social factors (what others think) than by practical factors such as ease of vaccination. Respondents’ perceptions of their family’s and religious leaders’ attitudes towards the vaccine were among the most influential drivers. Unexpectedly, healthcare providers’ positive attitudes about the COVID-19 vaccine had a significant negative relationship with respondents’ vaccination behavior. Vaccine intention was positively predicted by risk perception, ease of vaccination, and the degree to which respondents considered the vaccine effective. Perceptions of religious leaders’ attitudes also significantly and positively predicted respondents’ intention to get vaccinated. Although perceptions of religious leaders’ views about the vaccine are an important driver of vaccine acceptance, results asking respondents to rank-order who influences them suggest that people may not be consciously aware—or do not want to admit—the degree to which they are affected by what religious leaders think. Message frames that included fear, altruism, social norms were all followed by positive responses toward the vaccine, as were messages with three distinct messengers: Ghana Health Services, a doctor, and religious leaders. Conclusions What drives COVID-19 vaccine intentions does not necessarily drive behaviors. The results of this study can be used to develop appropriate COVID-19 vaccine uptake strategies targeting the most important drivers of COVID-19 vaccine acceptance, using effective message frames.}, number={2}, journal={PLOS ONE}, author={Vepachedu, Swathi and Nurzenska, Anastasiia and Lohiniva, Anna-Leena and Hudi, Al-hassan and Deku, Sena and Birungi, Julianne and Greiner, Karen and Sherlock, Joseph and Campbell, Chelsi and Foster, Lori and et al.}, year={2024}, month={Feb} }
 @article{mcchesney_foster_2023, title={Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-023-09907-6}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={McChesney, Jenna and Foster, Lori}, year={2023}, month={Aug} }
 @article{mcchesney_foster_2023, title={Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn (Aug, 10.1007/s10869-023-09907-6, 2023)}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-023-09909-4}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={McChesney, Jenna and Foster, Lori}, year={2023}, month={Aug} }
 @article{tao_glosenberg_tracey_blustein_foster_2022, title={Are Gender Differences in Vocational Interests Universal?: Moderating Effects of Cultural Dimensions}, ISSN={["1573-2762"]}, DOI={10.1007/s11199-022-01318-w}, journal={SEX ROLES}, author={Tao, Chun and Glosenberg, Alexander and Tracey, Terence J. G. and Blustein, David L. and Foster, Lori L.}, year={2022}, month={Aug} }
 @article{glosenberg_behrend_tracey_blustein_mcchesney_foster_2022, title={Evidence for "Pushed Out" and "Opt Out" Factors in Women's Career Inclusion Across the World of Work in the United States}, ISSN={["1552-4590"]}, DOI={10.1177/10690727211054179}, abstractNote={There is an ongoing debate over the extent to which women “opt out” and/or are “pushed out” of various occupations (Kossek et al., 2017). To advance this debate, we explore the correspondence of women’s interests in stereotypically masculine work activities with the work activities of their occupations/occupational-aspirations. We examine 42,631 responses to a survey of employed and unemployed persons in the United States and analyze associations along all six of Holland’s (1997) interest/work-activity dimensions. Overall, we find support for a “pushed out” perspective as women’s interests in hands-on/practical, analytic/scientific, and managerial/sales-related work activities are less strongly associated with being employed in occupations with those activities – in comparison to similarly interested men. However, these effect sizes are small and we find support for “opt out” dynamics in relation to hands-on/practical occupations. Altogether, our results indicate the need to continue looking beyond women’s vocational interests as explanations of their underrepresentation.}, journal={JOURNAL OF CAREER ASSESSMENT}, author={Glosenberg, Alex and Behrend, Tara S. and Tracey, Terence J. G. and Blustein, David L. and McChesney, Jenna and Foster, Lori L.}, year={2022}, month={Feb} }
 @article{noble_saville_foster_2022, title={VR as a choice: what drives learners' technology acceptance?}, volume={19}, ISSN={["2365-9440"]}, DOI={10.1186/s41239-021-00310-w}, abstractNote={Abstract Post-secondary institutions are investing in and utilizing virtual reality (VR) for many educational purposes, including as a discretionary learning tool. Institutions such as vocational schools, community colleges, and universities need to understand what psychological factors drive students’ acceptance of VR for learning in discretionary contexts. The Unified Theory of Acceptance and Use of Technology (UTAUT; Venkatesh et al. in MIS Quarterly 27:425–478, 2003) offers a theoretical framework for understanding students’ receptivity to VR for learning. Undergraduate university students ( N = 300) read a description of VR and video training mediums, then indicated which they would choose to learn a novel task. Three psychological variables—performance expectancy, effort expectancy, and social influence—tended to be related to acceptance of VR, which was measured in two ways: (a) rated intentions to use VR and (b) preference for VR over a video-based alternative. Relative weight analyses compared the importance of the three predictors and revealed that performance expectancy tended to be the most influential antecedent of VR acceptance.}, number={1}, journal={INTERNATIONAL JOURNAL OF EDUCATIONAL TECHNOLOGY IN HIGHER EDUCATION}, author={Noble, Sean M. and Saville, Jason D. and Foster, Lori L.}, year={2022}, month={Jan} }
 @article{shoss_foster_2022, title={We should also aim higher: I-O psychology applied to sustainable growth and development}, volume={15}, ISSN={["1754-9434"]}, DOI={10.1017/iop.2022.47}, abstractNote={Schneider and Pulakos (2022) suggest that industrial-organizational (I-O) psychology is uniquely positioned to explain organizational effectiveness and argue that an organizational focus will enhance the relevance of the field. We applaud their efforts to raise the field ’ s attention to a level of analysis higher than individuals and teams. Building from this idea, we consider here the poten-tial for I-O psychology to contribute to an understanding of sustainable growth and development at the societal level. The notion of sustainable growth and development captures the interconnectedness between work, well-being, and society. It considers work productivity as a contributing factor to economic growth; decent work as a mechanism underlying quality of life for individuals and communities; and the intricate and important connections among well-being, economic vital-ity, and the health of the planet in both short and long terms (International Labour Organization, nd; United Nations General Assembly, 2015). Paralleling Schneider and Pulakos, we argue that I-O psychology can make important contributions that go beyond its current level of analysis.}, number={3}, journal={INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE}, author={Shoss, Mindy and Foster, Lori}, year={2022}, month={Sep}, pages={436–440} }
 @article{mcchesney_campbell_wang_foster_2022, title={What is in a name? Effects of game-framing on perceptions of hiring organizations}, ISSN={["1468-2389"]}, DOI={10.1111/ijsa.12370}, abstractNote={Abstract This Open Science Framework preregistered experiment examines the effects of game‐framing, the labeling of a selection test as a game without changing its content, on prospective applicants’ attitudes toward a fictitious hiring organization. Participants ( N = 277) were asked to view a screenshot of a hypothetical organization's hiring assessment, which was labeled as either an online test or game. Aligned with signaling theory, game‐framing resulted in higher ratings of organizational innovation and increased organizational attraction. Surprisingly, openness to experience and propensity to innovate did not moderate this relationship. Implications of these findings for organizations using gamified and game‐based assessments are discussed along with directions for future research.}, journal={INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT}, author={McChesney, Jenna and Campbell, Chelsi and Wang, Jet and Foster, Lori}, year={2022}, month={Jan} }
 @article{noble_foster_craig_2021, title={The procedural and interpersonal justice of automated application and resume screening}, volume={29}, ISSN={["1468-2389"]}, DOI={10.1111/ijsa.12320}, abstractNote={Abstract Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers ( N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results.}, number={2}, journal={INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT}, author={Noble, Sean M. and Foster, Lori L. and Craig, S. Bartholomew}, year={2021}, month={Jun}, pages={139–153} }
 @article{glosenberg_tracey_behrend_blustein_foster_2019, title={Person-vocation fit across the world of work: Evaluating the generalizability of the circular model of vocational interests and social cognitive career theory across 74 countries}, volume={112}, ISSN={["1095-9084"]}, DOI={10.1016/j.jvb.2019.01.002}, abstractNote={The fit of a person with a vocation, or person-vocation (P-V) fit, is important for workers and is a central concept in vocational psychology. Multiple theories in vocational psychology undergird an understanding of P-V fit, including the circular model of vocational interests and social cognitive career theory (SCCT). However, it is unclear whether predictions based upon these theories are generalizable across a range of societies. To help overcome this limitation, we conduct what is to our knowledge the broadest international study of vocational interests to date. Based upon Hofstede's (2003) cross-cultural theory and Inglehart and Baker's (2000) modernization theory, we hypothesize that both the circular model and a key proposition based on SCCT, namely a positive relationship between educational attainment and P-V fit, will be less appreciable in societies low on cultural individualism and economic development. Using 81,445 responses from 74 countries to an online vocational inventory, we found partial support for these hypotheses. Our findings underscore the need for additional research to understand the relevance of the circular model and SCCT to societies that differ culturally and economically from settings like the United States where those theories have been predominately developed and tested. Our findings also warrant caution for practitioners in employing recommendations and interventions based upon these theories in such societies without thoroughly validating their use.}, journal={JOURNAL OF VOCATIONAL BEHAVIOR}, author={Glosenberg, Alexander and Tracey, Terence J. G. and Behrend, Tara S. and Blustein, David L. and Foster, Lori L.}, year={2019}, month={Jun}, pages={92–108} }
 @article{meyer_carr_foster_2018, title={Humanitarian organizational behavior}, volume={39}, ISSN={["1099-1379"]}, DOI={10.1002/job.2292}, abstractNote={Journal of Organizational BehaviorVolume 39, Issue 5 p. 543-544 EDITORIAL Humanitarian organizational behavior Ines Meyer, Corresponding Author Ines Meyer ines.meyer@uct.ac.za University of Cape Town, Cape Town, South AfricaSearch for more papers by this authorStuart C. Carr, Stuart C. Carr orcid.org/0000-0002-2569-0365 Massey University, Auckland, New ZealandSearch for more papers by this authorLori Foster, Lori Foster North Carolina State University, Raleigh, North Carolina, USASearch for more papers by this author Ines Meyer, Corresponding Author Ines Meyer ines.meyer@uct.ac.za University of Cape Town, Cape Town, South AfricaSearch for more papers by this authorStuart C. Carr, Stuart C. Carr orcid.org/0000-0002-2569-0365 Massey University, Auckland, New ZealandSearch for more papers by this authorLori Foster, Lori Foster North Carolina State University, Raleigh, North Carolina, USASearch for more papers by this author First published: 08 June 2018 https://doi.org/10.1002/job.2292Citations: 1Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article.Citing Literature Volume39, Issue5Special Issue: Part Special Issue: Humanitarian Organizational BehaviorJune 2018Pages 543-544 RelatedInformation}, number={5}, journal={JOURNAL OF ORGANIZATIONAL BEHAVIOR}, author={Meyer, Ines and Carr, Stuart C. and Foster, Lori}, year={2018}, month={Jun}, pages={543–544} }
 @article{wright_foster_2018, title={Improving disaster response through the science of work}, volume={31}, ISSN={["2212-4209"]}, DOI={10.1016/j.ijdrr.2018.04.026}, abstractNote={The effectiveness of a disaster response effort is heavily reliant upon the disaster responders themselves. When disaster workers are unqualified or unsuited for the work or are poorly trained, the effectiveness of the disaster response will be greatly reduced. Industrial-Organizational (I-O) Psychology is a field of study which specializes in the science of work, using research-based interventions to address worker and workplace challenges. The integration of I-O Psychology into disaster response research and practice holds significant promise in improving disaster response work by addressing labor issues commonly faced in disaster response settings. This article illustrates two areas in which I-O Psychology can be used to improve disaster worker outcomes: worker selection and team training.}, journal={INTERNATIONAL JOURNAL OF DISASTER RISK REDUCTION}, author={Wright, Natalie A. and Foster, Lori}, year={2018}, month={Oct}, pages={112–120} }
 @article{gloss_mccallum_foster_2016, title={Putting human capabilities to work A person-centered approach to international skills development}, journal={Humanitarian Work Psychology and the Global Development Agenda: Case Studies and Interventions}, author={Gloss, A. and McCallum, S. and Foster, L. L.}, year={2016}, pages={85–99} }
 @article{stoughton_thompson_meade_2015, title={Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening}, volume={30}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-013-9333-6}, abstractNote={Social networking websites such as Facebook allow employers to gain information about applicants which job seekers may not otherwise share during the hiring process. This multi-study investigation examined how job seekers react to this screening practice. Study 1 (N = 175) employed a realistic selection scenario examining applicant reactions to prospective employers reviewing their social networking website. Study 2 (N = 208) employed a simulated selection scenario where participants rated their experience with a proposed selection process. In Study 1, social networking website screening caused applicants to feel their privacy had been invaded, which ultimately resulted in lower organizational attraction. Applicants low in agreeableness had the most adverse reactions to social networking website screening. In Study 2, screening again caused applicants to feel their privacy had been invaded, resulting in lower organizational attraction and increased intentions to litigate. The organization’s positive/negative hiring decision did not moderate the relationship between screening and justice. The results suggest organizations should consider the costs and benefits of social media screening which could reduce the attractiveness of the organization. Additionally, applicants may need to change their conceptualization of social networking websites, viewing them through the eyes of a prospective employer. This investigation proposed and tested an explanatory model of the effects of screening practices on organizational outcomes demonstrating how electronic monitoring, privacy, and applicant reactions can be integrated to better understand responses to technological innovations in the workplace.}, number={1}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={Stoughton, J. William and Thompson, Lori Foster and Meade, Adam W.}, year={2015}, month={Mar}, pages={73–88} }
 @article{harman_ellington_surface_thompson_2015, title={Exploring Qualitative Training Reactions: Individual and Contextual Influences on Trainee Commenting}, volume={100}, ISSN={["1939-1854"]}, DOI={10.1037/a0038380}, abstractNote={Training reactions are the most common criteria used for training evaluation, and reaction measures often include opportunities for trainees to provide qualitative responses. Despite being widely used, qualitative training reactions are poorly understood. Recent trends suggest commenting is ubiquitous (e.g., tweets, texting, Facebook posts) and points to a currently untapped resource for understanding training reactions. In order to enhance the interpretation and use of this rich data source, this study explored commenting behavior and investigated 3 broad questions: who comments, under what conditions, and how do trainees comment? We explore both individual difference and contextual influences on commenting and characteristics of comments in 3 studies. Using multilevel modeling, we identified significant class-level variance in commenting in each of the 3 samples of trainees. Because commenting has only been considered at the individual level, our findings provide an important contribution to the literature. The shared experience of being in the same class appears to influence commenting in addition to individual differences, such as interest in the topic (Studies 1 and 2), satisfaction (Studies 2 and 3), and entity beliefs (Study 3). Furthermore, we demonstrated that item wording may have an impact on commenting (Study 3) and should be considered as a potential lever for training professionals to influence commenting behavior from trainees. Training professionals, particularly those who regularly administer training evaluation surveys, should be aware of nonresponse to open-ended items and how that may impact the information they collect, use, and present within their organizations.}, number={3}, journal={JOURNAL OF APPLIED PSYCHOLOGY}, author={Harman, Reanna Poncheri and Ellington, J. Kemp and Surface, Eric A. and Thompson, Lori Foster}, year={2015}, month={May}, pages={894–916} }
 @article{martinez-moreno_zornoza_orengo_thompson_2015, title={The Effects of Team Self-Guided Training on Conflict Management in Virtual Teams}, volume={24}, ISSN={["1572-9907"]}, DOI={10.1007/s10726-014-9421-7}, number={5}, journal={GROUP DECISION AND NEGOTIATION}, author={Martinez-Moreno, E. and Zornoza, A. and Orengo, V. and Thompson, L. F.}, year={2015}, month={Sep}, pages={905–923} }
 @article{kuo_thompson_2014, title={The influence of disposition and social ties on trust in new virtual teammates}, volume={37}, ISSN={["1873-7692"]}, DOI={10.1016/j.chb.2014.04.030}, abstractNote={Social media websites display the social distance among users.Prospective team members can view shared social ties prior to collaboration.We modeled the path from social ties to in a new, unknown teammate.The data fit the overall proposed model.However, social ties did not significantly affect perceptions of trustworthiness. With the increased presence of social media tools such as LinkedIn and Facebook, social network information is now commonplace. Social media websites prominently display the social distance or so-called degrees of separation among users, effectively allowing people to view their shared social ties with others, including prospective teammates they have not met. Through the presentation and manipulation of social network information, this longitudinal experiment investigated whether dispositional and relational variables contribute to swift trust among new virtual teammates. Data from 74 participants were collected to test a path analytic model predicting that social ties and propensity to influence perceptions of a new teammate's trustworthiness (ability, benevolence, and integrity) as well as the willingness to that new teammate when given the opportunity to do so. Path analysis indicated good model fit, but showed no significant evidence that social ties or propensity to affect perceived trustworthiness at the initial point of team engagement. Additionally, only one component of perceived trustworthiness (perceived ability) and propensity to were found to predict trusting behavior towards a new, unknown, teammate.}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Kuo, Eric Weilin and Thompson, Lori Foster}, year={2014}, month={Aug}, pages={41–48} }
 @article{gissel_thompson_pond_2013, title={A theory-driven investigation of prospective applicants' intentions to submit video resumes}, volume={43}, ISSN={["1559-1816"]}, DOI={10.1111/jasp.12191}, abstractNote={Abstract}, number={12}, journal={JOURNAL OF APPLIED SOCIAL PSYCHOLOGY}, author={Gissel, Amanda L. and Thompson, Lori F. and Pond, Samuel B., III}, year={2013}, month={Dec}, pages={2449–2461} }
 @article{stoughton_thompson_meade_2013, title={Big Five Personality Traits Reflected in Job Applicants' Social Media Postings}, volume={16}, ISSN={["2152-2723"]}, DOI={10.1089/cyber.2012.0163}, abstractNote={Job applicants and incumbents often use social media for personal communications allowing for direct observation of their social communications "unfiltered" for employer consumption. As such, these data offer a glimpse of employees in settings free from the impression management pressures present during evaluations conducted for applicant screening and research purposes. This study investigated whether job applicants' (N=175) personality characteristics are reflected in the content of their social media postings. Participant self-reported social media content related to (a) photos and text-based references to alcohol and drug use and (b) criticisms of superiors and peers (so-called "badmouthing" behavior) were compared to traditional personality assessments. Results indicated that extraverted candidates were prone to postings related to alcohol and drugs. Those low in agreeableness were particularly likely to engage in online badmouthing behaviors. Evidence concerning the relationships between conscientiousness and the outcomes of interest was mixed.}, number={11}, journal={CYBERPSYCHOLOGY BEHAVIOR AND SOCIAL NETWORKING}, author={Stoughton, J. William and Thompson, Lori Foster and Meade, Adam W.}, year={2013}, month={Nov}, pages={800–805} }
 @misc{grayson_newton_thompson_2013, title={Response to Walsh and Homer on medical student indebtedness}, volume={47}, ISSN={["0308-0110"]}, DOI={10.1111/medu.12119}, abstractNote={They suggest that our study is weakened by the long period of data collection (17 and 18 years for fourth-year and first-year students, respectively). We agree that during that time period there may have been changes in the relative importance of economic factors to students. For example, we know that the percentage of students choosing primary care careers increased substantially during the midand late 1990s. Such variation should have weakened the economic associations under study. Instead, our analysis shows that even with changes over time, debt and anticipated income were influential in medical student career choice. An important element that remained constant over the period of our study was that primary care careers remained the lowest paid among the various specialties. Finally, using aggregated data over these years permitted a more statistically powerful analysis.}, number={3}, journal={MEDICAL EDUCATION}, author={Grayson, Martha S. and Newton, Dale A. and Thompson, Lori F.}, year={2013}, month={Mar}, pages={327–328} }
 @article{gregory_meade_thompson_2013, title={Understanding internet recruitment via signaling theory and the elaboration likelihood model}, volume={29}, ISSN={["1873-7692"]}, DOI={10.1016/j.chb.2013.04.013}, abstractNote={A detailed model specifying the linkages between Internet recruitment websites and organizational attraction was examined. Participants (N = 581) viewed Fortune 500 company websites and responded to questions about the content and design of these websites and their resulting attitudes, fit perceptions, and organizational attraction. Results showed that recruitment website content and design influence attitudes toward the recruitment websites, organizational attitudes, and subsequently organizational attraction. The moderating effects of person-organization (P-O) and person-job (P-J) fit were examined. Two sets of hypotheses based on signaling theory (Spence, 1973, Spence, 1974) and the elaboration likelihood model (Petty & Cacioppo, 1981) were largely supported. Consistent with signaling theory, the amount of job and organizational information on a recruitment website interacted with website usability, such that when less job information was presented, website usability played a greater role in predicting favorable attitudes towards the organization. Consistent with the elaboration likelihood model, when P-J fit was high, website aesthetics were less important in predicting attitudes towards the organization.}, number={5}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Gregory, Christina K. and Meade, Adam W. and Thompson, Lori Foster}, year={2013}, month={Sep}, pages={1949–1959} }
 @article{watson_thompson_rudolph_whelan_behrend_gissel_2013, title={When Big Brother Is Watching: Goal Orientation Shapes Reactions to Electronic Monitoring During Online Training}, volume={98}, ISSN={["1939-1854"]}, DOI={10.1037/a0032002}, abstractNote={Web-based training is frequently used by organizations as a convenient and low-cost way to teach employees new knowledge and skills. As web-based training is typically unproctored, employees may be held accountable to the organization by computer software that monitors their behaviors. The current study examines how the introduction of electronic performance monitoring may provoke negative emotional reactions and decrease learning among certain types of e-learners. Through motivated action theory and trait activation theory, we examine the role of performance goal orientation when e-learners are exposed to asynchronous and synchronous monitoring. We show that some e-learners are more susceptible than others to evaluation apprehension when they perceive their activities are being monitored electronically. Specifically, e-learners higher in avoid performance goal orientation exhibited increased evaluation apprehension if they believed asynchronous monitoring was present, and they showed decreased skill attainment as a result. E-learners higher on prove performance goal orientation showed greater evaluation apprehension if they believed real-time monitoring was occurring, resulting in decreased skill attainment.}, number={4}, journal={JOURNAL OF APPLIED PSYCHOLOGY}, author={Watson, Aaron M. and Thompson, Lori Foster and Rudolph, Jane V. and Whelan, Thomas J. and Behrend, Tara S. and Gissel, Amanda L.}, year={2013}, month={Jul}, pages={642–657} }
 @article{thompson_2012, title={Humanitarian work psychologists from lower-income countries: Their work, challenges, and how technology can help}, volume={47}, journal={International Journal of Psychology}, author={Thompson, L. F.}, year={2012}, pages={554–554} }
 @article{martinez-moreno_zornoza_gonzalez-navarro_thompson_2012, title={Investigating Face-to-Face and Virtual Teamwork Over Time: When Does Early Task Conflict Trigger Relationship Conflict?}, volume={16}, ISSN={["1930-7802"]}, DOI={10.1037/a0029569}, abstractNote={North Carolina State UniversityPast research has indicated that early task consict can trigger subsequent relationshipconsict during teamwork. The current study examines conditions that may exacerbateor attenuate this relationship. SpeciÞcally, this study examines the moderating role ofprocess consict and communication medium on the link between task consict andrelationship consict over time. A longitudinal laboratory experiment was carried outcomparing 22 face-to-face (FTF) groups, 22 videoconference (VC) groups, and 22synchronous computer mediated (i.e., OchatO) communication (CMC) groups workingon a complex team task over a period of 1 month. Results highlight the robust insuenceof early process consict on subsequent relationship consict as well as the effect of teamcommunication medium on the linkage between task and relationship consict. Taskconsict at early stages of teamwork predicted relationship consict at later stages ofteamwork during FTF and VC teamwork, but not during synchronous CMC teamwork.It is concluded that OleanerO forms of communication, such as CMC, may beneÞt teamsby helping to prevent task consict from escalating into relationship consict.Keywords:}, number={3}, journal={GROUP DYNAMICS-THEORY RESEARCH AND PRACTICE}, author={Martinez-Moreno, Edurne and Zornoza, Ana and Gonzalez-Navarro, Pilar and Thompson, Lori Foster}, year={2012}, month={Sep}, pages={159–171} }
 @inproceedings{thompson_2012, title={Leadership and organisational justice: Propositions for strengthening human resources for health in sub-Saharan Africa}, volume={47}, booktitle={International Journal of Psychology}, author={Thompson, L. F.}, year={2012}, pages={554–554} }
 @article{grayson_newton_thompson_2012, title={Payback time: the associations of debt and income with medical student career choice}, volume={46}, ISSN={["0308-0110"]}, DOI={10.1111/j.1365-2923.2012.04340.x}, abstractNote={Medical Education 2012: 46: 983–991}, number={10}, journal={MEDICAL EDUCATION}, author={Grayson, Martha S. and Newton, Dale A. and Thompson, Lori F.}, year={2012}, month={Oct}, pages={983–991} }
 @article{behrend_toaddy_thompson_sharek_2012, title={The effects of avatar appearance on interviewer ratings in virtual employment interviews}, volume={28}, ISSN={["0747-5632"]}, DOI={10.1016/j.chb.2012.06.017}, abstractNote={It is increasingly common for people engaging in computer–mediated interactions to be accompanied by a digital avatar that represents them. Little is known, however, about how these avatars influence others’ impressions. We examine this question in the context of employment interviews. It is well known that attractive job candidates are afforded an advantage in traditional face-to-face job interviews. We investigate whether raters evaluating computer–mediated interviews will follow a similar pattern when a digital avatar represents the candidate. To investigate this question, we asked 374 raters to view an interview transcript that was accompanied by either a male or female avatar, applying for either a male or female gender-typed job. We found that candidates with more attractive avatars received more favorable interview ratings, regardless of job gender type. These findings support the notion that the “what is beautiful is good” stereotype influences interview ratings even in computer-mediated interviews; raters automatically apply the same heuristics to digital and non-digital faces.}, number={6}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Behrend, Tara and Toaddy, Steven and Thompson, Lori Foster and Sharek, David J.}, year={2012}, month={Nov}, pages={2128–2133} }
 @inproceedings{thompson_2012, title={The psychology of decent work: Promoting decent civil service salaries and exploring the dual-salary system}, volume={47}, booktitle={International Journal of Psychology}, author={Thompson, L. F.}, year={2012}, pages={553–554} }
 @article{thompson_zhang_arvey_2011, title={Genetic underpinnings of survey response}, volume={32}, ISSN={["0894-3796"]}, DOI={10.1002/job.692}, abstractNote={Abstract}, number={3}, journal={JOURNAL OF ORGANIZATIONAL BEHAVIOR}, author={Thompson, Lori Foster and Zhang, Zhen and Arvey, Richard D.}, year={2011}, month={Apr}, pages={395–412} }
 @article{behrend_thompson_2011, title={Similarity effects in online training: Effects with computerized trainer agents}, volume={27}, ISSN={["0747-5632"]}, DOI={10.1016/j.chb.2010.12.016}, abstractNote={In this study, trainees worked with computerized trainer agents that were either similar to them or different regarding appearance or feedback-giving style. Similarity was assessed objectively, based on appearance and feedback style matching, and subjectively, based on participants’ self-reported perceptions of similarity. Appearance similarity had few effects. Objective feedback similarity led to higher scores on a declarative knowledge test and higher liking for the trainer. Subjective feedback similarity was related to reactions, engagement, and liking for the trainer. Overall, results indicated that subjective similarity is more important in predicting training outcomes than objective similarity, and that surface-level similarity is less important than deep-level similarity. These results shed new light on the dynamics between e-learners and trainer agents, and inform the design of agent-based training.}, number={3}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Behrend, Tara S. and Thompson, Lori Foster}, year={2011}, month={May}, pages={1201–1206} }
 @article{vignovic_thompson_2010, title={Computer-Mediated Cross-Cultural Collaboration: Attributing Communication Errors to the Person Versus the Situation}, volume={95}, ISSN={["0021-9010"]}, DOI={10.1037/a0018628}, abstractNote={Computer-mediated communication, such as e-mail, facilitates cross-cultural interactions by enabling convenient communication. During these exchanges, the absence of contextual or situational information may cause e-mail recipients to form dispositional explanations for behavior that might in fact be driven by unseen situational constraints. To gain insight into the manner in which e-mail recipients explain behavior, the authors conducted an experiment examining how technical language violations (i.e., spelling and grammatical errors) and deviations from etiquette norms (i.e., short messages lacking a conversational tone) affect a recipient's perceptions of an e-mail sender's conscientiousness, intelligence, agreeableness, extraversion, affective trustworthiness, and cognitive trustworthiness. This study also investigated whether the effects of technical and etiquette language violations depend on the availability of information indicating the e-mail sender is from a foreign culture. Results reveal that participants formed negative perceptions of the sender of an e-mail containing technical language violations. However, most of these negative perceptions were reduced when participants had situational information indicating that the e-mail sender was from a different culture. Conversely, negative attributions stemming from etiquette violations were not significantly mitigated by knowledge that the e-mail sender was from a foreign culture.}, number={2}, journal={JOURNAL OF APPLIED PSYCHOLOGY}, author={Vignovic, Jane A. and Thompson, Lori Foster}, year={2010}, month={Mar}, pages={265–276} }
 @article{newton_grayson_thompson_2010, title={Money, Lifestyle, or Values? Why Medical Students Choose Subspecialty Versus General Pediatric Careers}, volume={49}, ISSN={["1938-2707"]}, DOI={10.1177/0009922809350216}, abstractNote={ Although there are many published studies on factors associated with medical student career choice, few are specific to pediatric careers, and even fewer address the choice between general and subspecialty pediatric training. Fourth-year medical students surveyed at 2 schools reported their demographics, anticipated future income, the factors influencing their career choice, and their anticipated career. This study included the subset of 337 students planning pediatric careers. Results indicated that marital status, anticipated income, and career values are associated with pediatric career plans. Specifically, married students were more likely than unmarried students to pursue general pediatric careers ( P < .01). Compared with students planning subspecialties, those intending to pursue general pediatric careers anticipated lower incomes ($110 906 vs $135 984; P < .001) and rated lifestyle, comprehensive patient care, and working with the poor as more important ( P < .05) when choosing a career. Students planning subspecialty pediatric careers placed more value ( P < .05) on prestige, income, and research opportunities. }, number={2}, journal={CLINICAL PEDIATRICS}, author={Newton, Dale A. and Grayson, Martha S. and Thompson, Lori Foster}, year={2010}, month={Mar}, pages={116–122} }
 @article{behrend_baker_thompson_2009, title={Effects of Pro-Environmental Recruiting Messages: The Role of Organizational Reputation}, volume={24}, ISSN={["0889-3268"]}, DOI={10.1007/s10869-009-9112-6}, number={3}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={Behrend, Tara S. and Baker, Becca A. and Thompson, Lori Foster}, year={2009}, month={Sep}, pages={341–350} }
 @article{thompson_sebastianelli_murray_2009, title={Monitoring Online Training Behaviors: Awareness of Electronic Surveillance Hinders E-Learners(1)}, volume={39}, ISSN={["0021-9029"]}, DOI={10.1111/j.1559-1816.2009.00521.x}, abstractNote={Web‐based training programs commonly capture data reflecting e‐learners' activities, yet little is known about the effects of this practice. Social facilitation theory suggests that it may adversely affect people by heightening distraction and arousal. This experiment examined the issue by asking volunteers to complete a Web‐based training program designed to teach online search skills. Half of participants were told their training activities would be tracked; the others received no information about monitoring. Results supported the hypothesized effects on satisfaction, performance, and mental workload (measured via heart rate variability). Explicit awareness of monitoring appeared to tax e‐learners mentally during training, thereby hindering performance on a later skills test. Additionally, e‐learners reported less satisfaction with the training when monitoring was made salient.}, number={9}, journal={JOURNAL OF APPLIED SOCIAL PSYCHOLOGY}, author={Thompson, Lori Foster and Sebastianelli, Jeffrey D. and Murray, Nicholas P.}, year={2009}, month={Sep}, pages={2191–2212} }
 @article{thompson_surface_2009, title={Promoting favorable attitudes toward personnel surveys: The role of follow-up}, volume={21}, DOI={10.1080/08995600902768693}, abstractNote={Periodic command climate assessments and other such surveys are typical in most military organizations. In today's era of dwindling response rates, empirical guidance is needed for leaders and practitioners attempting to understand the factors that affect personnel's attitudes toward surveys and their intentions to complete recurrent questionnaires. The present study addressed this problem by assessing 236 military and civilian workers' reactions to a recurring command climate survey. As hypothesized, personnel who witnessed data feedback, problem identification, and survey-based action after the administration of the survey were particularly inclined to deem the survey useful. Moreover, personnel considered action more important than feedback when evaluating the survey's utility. By shaping perceptions of survey usefulness, awareness of follow-up actions impacted intentions to complete future questionnaires. Overall, the results of this study document the importance of visible, post-survey actions and highlight the repercussions of failing to adequately communicate survey-based change initiatives to the workforce.}, number={2}, journal={Military Psychology}, author={Thompson, L. F. and Surface, E. A.}, year={2009}, pages={139–161} }
 @article{stone-romero_alvarez_thompson_2009, title={The construct validity of conceptual and operational definitions of contextual performance and related constructs}, volume={19}, ISSN={["1053-4822"]}, DOI={10.1016/j.hrmr.2008.10.003}, abstractNote={A number of theorists and researchers have distinguished between the constructs of task performance (i.e., non-discretionary work behaviors) and contextual performance (CP), as well as the related constructs of organizational citizenship behavior, prosocial behavior, and extra-role behavior. In addition, measures of CP have been used in a large number of studies that have attempted to show both their validity and utility. However, an analysis of the conceptual and operational definitions of the CP reveals a number of serious construct validity problems. For example, items in extant CP measures index what are typically regarded as required (non-discretionary) work behaviors. Thus, we describe several CP-related construct validity problems, and illustrate their nature using data from a sample of 98 job descriptions from the Dictionary of Occupational Titles and the online Occupational Information Network. The same data showed that behaviors that are generally viewed as representative of CP are frequently regarded as being exemplars of task performance. The important implications of the confounding of task performance and CP constructs are considered.}, number={2}, journal={HUMAN RESOURCE MANAGEMENT REVIEW}, author={Stone-Romero, Eugene F. and Alvarez, Kaye and Thompson, Lori Foster}, year={2009}, month={Jun}, pages={104–116} }
 @article{thompson_aspinwall_2009, title={The recruitment value of work/life benefits}, volume={38}, ISSN={["1758-6933"]}, DOI={10.1108/00483480910931343}, abstractNote={PurposeThis study sets out to investigate the influence of four work/life benefits on job choice and to examine individual differences that moderate the effects of work/life benefits during recruitment.}, number={1-2}, journal={PERSONNEL REVIEW}, author={Thompson, Lori Foster and Aspinwall, Kimberly R.}, year={2009}, pages={195–210} }
 @article{poncheri_lindberg_thompson_surface_2008, title={A comment on employee surveys - Negativity bias in open-ended responses}, volume={11}, ISSN={["1094-4281"]}, DOI={10.1177/1094428106295504}, abstractNote={ Recent technologies have reduced some of the major barriers to capturing, coding, and analyzing qualitative data from survey respondents. This has prompted a renewed interest in including open-ended questions on employee surveys and a corresponding need to better understand the potential biases of personnel who choose to provide comments. The present study used data from a climate survey ( N = 661) to empirically examine qualitative comments and their relationship with quantitative survey ratings. Results revealed that relatively dissatisfied employees were more likely to provide comments than their more satisfied counterparts. Moreover, open-ended responses were disproportionately negative in tone and tended to echo commenters' closed-ended satisfaction ratings. For most survey dimensions studied, the length of comments increased as they became more negative in tone. Finally, the data revealed very few demographic differences between respondents who provided comments and those who did not. }, number={3}, journal={ORGANIZATIONAL RESEARCH METHODS}, author={Poncheri, Reanna M. and Lindberg, Jennifer T. and Thompson, Lori Foster and Surface, Eric A.}, year={2008}, month={Jul}, pages={614–630} }
 @article{thompson_braddy_wuensch_2008, title={E-recruitment and the benefits of organizational web appeal}, volume={24}, ISSN={["0747-5632"]}, DOI={10.1016/j.chb.2008.02.014}, abstractNote={This study examined the influences of website design on prospective job seekers. A total of 182 participants accessed and reviewed an online job ad. Afterwards, they rated: (a) the attractiveness of the ad’s formatting, (b) the usability of the website, (c) overall evaluations of the organization’s web appeal, (d) impressions of the organization, and (e) willingness to pursue employment with the hiring organization. Although both the formatting attractiveness and usability of online recruitment materials influenced participants’ inclinations to pursue jobs, formatting was more important than usability. Moreover, impressions of the employer mediated the relationship between satisfaction with the website and willingness to pursue employment with the organization. Overall, this research advances knowledge by applying signaling theory to the web-based recruitment domain and by testing a mediated relationship implied therein. In addition, this is the first study to introduce relative weights analysis to the recruitment literature.}, number={5}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Thompson, Lori Foster and Braddy, Phillip W. and Wuensch, Karl L.}, year={2008}, month={Sep}, pages={2384–2398} }
 @article{behrend_thompson_meade_newton_grayson_2008, title={Measurement invariance in careers research: Using IRT to study gender differences in medical students' specialization decisions}, volume={35}, DOI={10.1177/0894945308317936}, number={1}, journal={Journal of Career Development}, author={Behrend, T. S. and Thompson, L. F. and Meade, Adam and Newton, D. A. and Grayson, M. S.}, year={2008}, pages={60–83} }
 @article{thompson_surface_2007, title={Employee surveys administered online - Attitudes toward the medium, nonresponse, and data representativeness}, volume={10}, ISSN={["1094-4281"]}, DOI={10.1177/1094428106/294696}, abstractNote={ This field study of military and civilian workers offers a multimethod approach for studying nonrespondents while investigating (a) how employees feel about taking surveys online, (b) whether dissatisfaction with Web-based survey media discourages response, and (c) the representativeness of attitudinal data produced by workers who opt to complete an online climate survey. Results suggested that employees were not as comfortable with Web-based surveys as suggested in previous research. Moreover, issues pertaining to the online medium discouraged workers from completing the Web-based climate survey. Additional factors driving active and passive nonresponse were also uncovered. Overall, those who did and did not complete the survey held similar views of organizational climate. Results are discussed in terms of the factors driving nonresponse bias. }, number={2}, journal={ORGANIZATIONAL RESEARCH METHODS}, author={Thompson, Lori Foster and Surface, Eric A.}, year={2007}, month={Apr}, pages={241–261} }
 @article{dierdorff_surface_meade_thompson_martin_2006, title={Group differences and measurement equivalence: Implications for command climate survey research and practice}, volume={18}, ISSN={["1532-7876"]}, DOI={10.1207/s15327876mp1801_2}, abstractNote={Military organizations use survey methodology to assess attitudes related to command climate. Many commands are staffed with both military and civilian personnel. However, no previous research has examined the equivalence of a command climate survey's measurement properties across these types of personnel. Differences in the personnel systems and organizational socialization could lead to different views of various facets of a command climate survey, making direct comparisons or aggregations of group-level data inappropriate. Furthermore, men and women may also view aspects of command climate surveys differently. Using two administrations of a command climate survey in a U.S. Major Army Command, our findings reveal only small differences between male and female samples. More notable differences existed between military and civilian personnel. Nevertheless, the measurement equivalence demonstrated for both male–female and military–civilian comparisons was adequate to justify cross-group comparisons and aggregation of survey responses.}, number={1}, journal={MILITARY PSYCHOLOGY}, author={Dierdorff, Erich C. and Surface, Eric A. and Meade, Adam and Thompson, Lori Foster and Martin, Don L.}, year={2006}, pages={19–37} }
 @article{newton_grayson_thompson_2005, title={The variable influence of lifestyle and income on medical students' career specialty choices: Data from two US medical schools, 1998-2004}, volume={80}, ISSN={["1040-2446"]}, DOI={10.1097/00001888-200509000-00005}, abstractNote={Purpose Recent reports on medical students' career choices suggest that lifestyle increasingly influences career decisions. The authors addressed the changing influence of lifestyle and income on career choice, how these influences differ by specialty, and the specific careers students identify as lifestyle friendly. Method From 1998 to 2004, 1,334 (73%) fourth-year medical students from Brody School of Medicine at East Carolina University (no. = 485 graduates) and New York Medical College (no. = 1,348 graduates) completed a questionnaire that addressed career specialty preferences, as well as income and lifestyle concerns. Students were asked to rate career choice influences on a four-point scale (1 = no influence, 4 = major influence). Factor analysis of these influences identified seven factors including one each for lifestyle and income. Results A total of 1,327 students indicated a career preference. Lifestyle (p = .018) and income (p = .011) were found to increasingly influence medical students' career choices during the study period. Overall, the authors found significant differences between specialties in the relative contribution of these factors. Students' perceptions of specialties existed on a continuum of lifestyle friendly (e.g., radiology) to lifestyle unfriendly (e.g., obstetrics–gynecology). Contrary to previous reports, the students' responses indicate they perceived the primary care specialties as lifestyle intermediate compared to other specialties. Conclusions Lifestyle and income have become more important to medical students in their career choice, and the relative influence of these factors varies considerably between specialties. This study suggests that previous efforts to dichotomize careers into those with controllable and uncontrollable lifestyles may mask important complexities.}, number={9}, journal={ACADEMIC MEDICINE}, author={Newton, DA and Grayson, MS and Thompson, LF}, year={2005}, month={Sep}, pages={809–814} }
 @article{lewis_thompson_wuensch_grossnickle_cope_2004, title={The impact of recipient list size and priority signs on electronic helping behavior}, volume={20}, ISSN={0747-5632}, url={http://dx.doi.org/10.1016/j.chb.2003.11.001}, DOI={10.1016/j.chb.2003.11.001}, abstractNote={The purpose of this study was to examine the effects of recipient list size and priority signs on electronic helping behavior. Participants were sent an e-mailed request to complete a Web-based survey in one of the following conditions: alone, with 1 other person, with 14 others, or with 49 others. A high priority symbol (!) was attached to the e-mail message sent to half of the participants in each of the preceding conditions. We predicted that as the number of the people in the recipient list increased, (a) the number of individuals who completed the surveys would decrease and (b) the time that elapsed between the participant reading the e-mail request and completing the survey would increase. We also predicted that people who were sent the high priority request for help would (a) be particularly inclined to respond and (b) respond more quickly than those in the normal priority condition. Although no statistically significant results were obtained, the data did reveal notable concerns with the commonly used read receipt function. This research has important implications regarding the utility of read receipts, priority symbols, and personalized e-mail messages.}, number={5}, journal={Computers in Human Behavior}, publisher={Elsevier BV}, author={Lewis, Candice E and Thompson, Lori Foster and Wuensch, Karl L and Grossnickle, William F and Cope, John G}, year={2004}, month={Sep}, pages={633–644} }