Efforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of... Show moreEfforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of police department reputation (as reflected in news stories), workforce demographics, and community demographics (i.e., the proportion and segregation of minorities in the community) on minority representation among applicants to police jobs, as well as adverse impact on a police selection test. Only negative department reputation predicted test score, although it was not related to adverse impact. However, the size of group differences did vary significantly across police departments. Implications for future research and for practice are discussed. Ph.D. in Psychology, May 2017 Show less
Across 15 weeks, data from 48 interdisciplinary teams were collected to test the direct and indirect effects of shared authentic leadership on... Show moreAcross 15 weeks, data from 48 interdisciplinary teams were collected to test the direct and indirect effects of shared authentic leadership on team attitudes (i.e., team work engagement & team satisfaction). Under the conservation of resources (COR) theory, team social support was considered a team resource, mediating the relationship between shared authentic leadership and team attitudes respectively. Functional diversity was also examined as a moderator between team social support and team attitudes. Results revealed that shared authentic leadership was a significant and positive predictor of team attitudes. However, team social support was not found to be a significant mediator. On the other hand, functional diversity was able to partially moderate the relationship between socio-emotional social support and team work engagement. A discussion of the results, strengths, and limitations of this study will be provided at the end of this manuscript. Show less
