Date of Award

5-28-2020

Document Type

Thesis and Dissertation

Degree Name

Master of Science (MS)

Department

Department of Psychology

First Advisor

Eric Wesselmann

Second Advisor

Alex Barelka

Abstract

Extensive research has provided evidence that the trait positive affect (PA) and the personality trait conscientiousness are positively related to job performance (JP). Although recent studies have challenged the common perspective that these traits do not change, their variability is often low. Thus, their stability makes these traits especially useful for hiring practices. However, for developmental purposes, that same characteristic might pose limitations to effective increases in employees’ performance. The current study aims to offer a solution to contribute to the research and practice of employee development. Given the potential difficulty of changing an individual’s PA, this article develops hypotheses based on the idea that by gaining knowledge on trainable processes that mediate the relationship between PA and JP, employers can focus on those processes to increase the performance of current employees with low PA. With a sample of 131 Air Force officer candidates along the course of 2 years, general self-efficacy (GSE) and social self-efficacy (SSE) will be examined as mediators of the relationship between PA and JP. Moreover, the sixth and seventh hypotheses of the current study intend to find evidence that GSE and SSE is more predictive of JP for individuals low in conscientiousness than those higher. Thus, conscientiousness will be tested as a moderator in the relationship between GSE and JP, and SSE and JP. The findings emphasized the usefulness of developing SSE as an alternative path towards higher JP among those employees low in advantageous traits.

Comments

Imported from ProQuest BoiraLopez_ilstu_0092N_11728.pdf

DOI

https://doi.org/10.30707/ETD2020.1604319234888

Page Count

51

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