Jason Dahling - Academia.edu (original) (raw)

Papers by Jason Dahling

Personality and Individual Differences, 2010

In this study, we examine how the age of service employees influences the emotional labor process... more In this study, we examine how the age of service employees influences the emotional labor process. We integrate research on socioemotional selectivity theory and emotional labor to develop hypotheses concerning the relationships between age and specific emotional labor strategies (deep acting, surface acting, and expressing naturally-felt emotions). Consistent with our expectations, we found that age was positively related to the

Journal of Counseling Psychology, 2013

Journal of Career Assessment, 2013

Journal of Applied Social Psychology, 2010

... Jennifer Bott 1,* ,; Andee Snell 2 ,; Jason Dahling 3 ,; Brien N. Smith 4. Article first publ... more ... Jennifer Bott 1,* ,; Andee Snell 2 ,; Jason Dahling 3 ,; Brien N. Smith 4. Article first published online: 21 NOV 2010. ... Procedure. Data were collected in two phases. The first phase was an experimental set of context-free surveys that were completed via the Internet. ...

Industrial and Organizational Psychology, 2013

The authors tested a model based on the satisfaction model of social cognitive career theory (SCC... more The authors tested a model based on the satisfaction model of social cognitive career theory (SCCT) that links college students’ affective commitment to their major (the emotional identification that students feel toward their area of study)
with career decision self-efficacy (CDSE) and career outcome expectations. Results indicate that CDSE mediates the relationship between affective commitment to the
major and career outcome expectations, specifically expected career performance and satisfaction. Further, students’ perception of abilities–demands fit with their major interacts with affective commitment to moderate these direct and indirect effects. The authors discuss these findings in light of SCCT and develop recommendations for career counselors and academic advisors based on their results.

In this study, the authors focused on the context of physical disabilities (i.e., one’s age when ... more In this study, the authors focused on the context of physical disabilities (i.e., one’s age when a
disability manifests and the severity with which it impacts major life activities) to better understand
how disabilities influence vocational self-efficacies. Consistent with Social Cognitive Career Theory,
age of onset moderated the relationship between disability severity and self-efficacies in the Realistic,
Artistic, Social, and Conventional vocational domains. Specifically, disability severity had a strong,
negative impact on self-efficacies for people who became physically disabled later in life. In contrast,
the relationship between disability severity and self-efficacy was nonsignificant for people who
became disabled in early childhood. These findings held across Holland’s Realistic, Investigative,
Artistic, Social, Enterprising, and Conventional domains when controlling for a variety of other
person inputs and domain-specific learning experiences.

The purpose of this study was to examine how the indirect relationship between Machiavellianism a... more The purpose of this study was to examine how
the indirect relationship between Machiavellianism and
task performance ratings is qualified by organizational
constraints (e.g., inadequate resources). Contrary to past
research, we suggest that constraints can actually facilitate
performance ratings among highly Machiavellian employees
because they seek to attain high ratings through self-interested
behaviors and social influence processes rather
than legitimate task performance. Thus, constraints that
inhibit legitimate performers should actually create more
opportunities for highly Machiavellian employees.

Purpose – The purpose of this paper is to examine how two motives for feedback-seeking behavior, ... more Purpose – The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance.
Design/methodology/approach – Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis.
Findings – Results show that perceptions of a supportive supervisory feedback environment are
associated with both higher instrumental and image enhancement motives. The instrumental motive
fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings.
Practical implications – These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management.
Originality/value – This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attach... more In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

Recently, employers in the U.S. have started to implement and justify social mediamonitoring poli... more Recently, employers in the U.S. have started to implement and justify social mediamonitoring policies as a means
of safeguarding their organization's reputation.What individual differences explain howpeople respond to these
policies? In this study, we examine how the Big Five personality traits moderate the effects of presenting a justification
for social media monitoring on feelings of invasiveness and unfairness. Findings froman experiment conducted
with 195 participants suggest that the presence of a justification for monitoring lowered perceptions of
invasiveness, and invasiveness fully mediated the effect of presenting a justification on fairness perceptions.
However, these findings were dependent on agreeableness and openness; people with high agreeableness and
low openness were easily placated with justifications for social media monitoring, whereas people with low
agreeableness and high openness were not moved by justifications. These results demonstrate the importance
of individual differences to understanding when people will resist or accept organizational efforts to pry into
their online activities.

Managerial coaching is a process of feedback provision, behavioral modeling, and goal setting wit... more Managerial coaching is a process of feedback provision, behavioral modeling, and goal setting with subordinates to improve their performance and address their personal challenges. Despite the popularity of coaching as a management practice, the impact of coaching on objective measures of performance remains unclear. To this end, we tested a multi-level model linking managerial coaching frequency and skill to the sales goal attainment of 1,246 sales representatives in 136 teams within a pharmaceuticals organization over a year. Managers’ coaching skill, which was evaluated in the context of a training exercise, was directly related to the annual sales goal attainment of the sales representatives that they supervised. This effect was partially mediated by team-level role clarity as predicted by feedback intervention theory and goal setting theory. Additionally, coaching skill had a cross-level moderating effect on the relationship between coaching frequency and sales goal attainment; coaching frequency had a negative effect on goal attainment when coaching skill was low. We discuss the implications of this finding for coaching research and practice. Overall, our results demonstrate the clear theoretical and practical importance of effective managerial coaching by drawing on multi-source and multi-level measurements with a predictive design.

Social cognitive career theory (SCCT) emphasizes the potential impact of contextual barriers on v... more Social cognitive career theory (SCCT) emphasizes the potential impact of contextual barriers on
vocational self-efficacy, interests, and goals. However, most tests of SCCT to date have focused
exclusively on person-level, perceptual barriers rather than objective, macroeconomic barriers that may
influence large groups of people. In this study, we examine how the effects of personal experiences with
financial strain among a sample of adults who are unemployed are qualified by regional unemployment
rates. Results indicated that financial strain has a direct, negative relation with job search self-efficacy,
and indirect, negative relations with job search outcome expectations and search goals. These direct and
indirect relations are moderated by unemployment rates and are only significant for participants residing
in U.S. counties with high unemployment. These findings highlight the importance of taking into account
broader contextual influences when studying vocational outcomes and demonstrate the applicability of
incorporating macroeconomic barriers and supports into SCCT in future research.

Journal of Vocational Behavior, 2010

In this study, we use an experimental methodology called policy capturing to examine the effects ... more In this study, we use an experimental methodology called policy capturing to examine the effects of contextual barriers and supports on students' decisions to change academic majors. Consistent with Social Cognitive Career Theory (SCCT), we found that information about family supportiveness, peer supportiveness, financial status, and job market outlook all had unique
effects on participants' decisions, as did choice self-efficacy. Further, we found that trait negative affectivity moderated the relationship between choice self-efficacy and choice decisions. Exploratory analyses also indicated that the relations of family and peer supportiveness to choice decisions were weaker for non-European-American participants than European-American participants. Implications and directions for future research are discussed.

Journal of Vocational Behavior, 2012

Journal of Organizational Behavior, 2009