From the Inspiration to the Dedication: The Journey to Academic Book Authorship

Carrie A. Picardi's poster on book authorship and publishing

The Effect of Rater Consensus on Performance Rating Accuracy

This study examined the accuracy of performance ratings provided by participant raters with and without a consensus requirement. Participants in three conditions, discussion with consensus, discussion without consensus, and a no discussion control condition, evaluated the performance of three ratees working on a problem solving exercise. It was hypothesized that ratings provided by participants in the consensus condition would yield greater accuracy than participants’ ratings in the other conditions. Findings in support of this hypothesis offer justification for use of multiple raters reaching consensus in organizational performance appraisal situations

Semantics and Scale: The Impact of Polarity and Wording on Performance Evaluation

This study examined the impact of measurement scale wording on rater judgment and leniency in an employee performance evaluation context. Participants evaluated ratees in a task simulation video using a five-point anchored scale with either unipolar, bipolar, or no anchor labels. Findings partially supported the hypotheses, suggesting scale descriptors may affect performance rating accuracy

Organizational Structure’s Relationship to Job Satisfaction: Moderating Effects of Personality

The present study examined the relationship between organizational structure and job satisfaction, as well as investigated the moderating effects of conscientiousness and agreeableness on both variables. Results showed that while there is a strong relationship between organizational structure and satisfaction, personality traits also make a significant contribution to satisfaction and engagement at work. In the present study, personality factors showed moderating effects on the structure-satisfaction relationship in a manner that agreeableness drove higher satisfaction in organic organizational structures that it did in mechanistic structures. Post hoc investigations revealed extremes of high/low agreeableness driving or depressing job satisfaction depending on individual level on conscientiousness

Organizational Culture: A Business Imperative

As the personality of an individual can be seen by his or her characteristics and behaviors, the same concept applies to an organization. The characteristics and unique attributes of an organization are depicted by myriad elements, such as its vision/mission statements, beliefs, values, and areas of focus. From such elements, inference regarding the organization’s culture may be made which impacts leadership style, teamwork and collaboration, workflow and processes, innovation, and employee engagement. This literature review is comprised of information and ideas to enable better understanding of the value and importance these components have on an organization’s success, growth, and sustainability

The Effects of Sustained Cognitive Dissonance and Perceived Inequity on Employees

This paper examines the effects of prolonged states of cognitive dissonance and perceptions of workplace inequity on the employee. Anecdotal feedback was collected from employees within an affluent Connecticut school district where there are two main classes of employees – certified and non-certified. The classes are further differentiated by substantial differences in pay structures, in union representation, and in subsequent collective bargaining agreements

Child Labor Cultural Norms and Practices: Brazil

Rebecca Ciullo's & Carrie A. Picardi's poster about child labor Brazil

Shattering The Glass Ceiling: It’s Long Overdue

Phoebe Patterson and Carrie Picardi's poster on the concerns relating to the lack of women in executive corporate positions

Building CSR and Ethical Values into Organizational Culture

Jide Afon and Carrie Picardi's poster on corporate social responsibility and ethical values within corporate and organizational cultures

Workplace Stress: Implications for Employees and Organizations

Stressors are ubiquitous in today’s society, impacting the personal and professional lives of most people on a daily basis. In terms of stress in organizational settings, employees must deal with an array of workplace stressors, including: Role conflict or ambiguity; Task overload; Difficult relationships with co-workers or supervisor; Harsh environmental conditions; Lack of clear communication or direction; Insufficient resources needed to perform a job; Inadequate pay and benefits; Hostile work environment, including bullying or harassment; Job instability or uncertainty of the organization’s future. It is in the best interest of an organization to establish practices and programs to help reduce or eliminate stressors from the work environment. Employees who are able to perform their jobs with minimal stressors will demonstrate greater engagement, as well as productivity. This will enable an organization to sustain a high level of performance for achieving short and long-term objectives and overall success