Janet Kottke | Csusb - Academia.edu (original) (raw)

Papers by Janet Kottke

Abstract Purpose To demonstrate how applied projects integrated within master’s level graduate pr... more Abstract Purpose To demonstrate how applied projects integrated within master’s level graduate programs in the organizational sciences provide students with experiences that facilitate the translation of classroom concepts into practices that positively impact individual, organizational, and societal level outcomes. Methodology/approach We discuss how the scientist-practitioner model guides our thinking regarding the development of cocurriculum options for master’s level students. To give context, we provide thumbnail sketches of two applied programs — a master’s of science degree program in industrial-organizational psychology and a master’s of business administration (MBA) program — that serve as exemplars for linking practice with science. Findings We demonstrated, with specific examples, how practicum courses can bridge curricular and cocurricular offerings in stand-alone master’s programs, thus offering a glimpse into the range of activities completed by master’s students with little to over 20 years of work experience: job analysis, interview protocol development, program evaluation, talent acquisition, performance management, coaching, as well as training strategy ideation and delivery. We conclude the chapter with final reflections on the use of practicum classes in master’s level training. Originality/value The practicum courses detailed serve as unique exemplars of how to apply theory and research to organizational problems, thus bridging science and practice in the organizational sciences.

Industrial and Organizational Psychology, May 26, 2022

Teaching of Psychology, Nov 24, 2016

An informational brochure was created to assist students and faculty unfamiliar with the industri... more An informational brochure was created to assist students and faculty unfamiliar with the industrial-organizational (IO) and human factors (HF) disciplines. The brochure highlights the content of these two professions, presents advice for undergraduates to prepare for admission to IO and HF graduate programs, provides sources of IO and HF information, and suggests employability options in IO and HF. To determine if this brochure effectively informed students about these professions, students read either the IO and HF brochure or information about school psychology. Knowledge about IO and HF programs increased significantly after reading the IO and HF brochure. Suggestions for its distribution are offered.

Industrial and Organizational Psychology, Mar 1, 2014

Graduate training in industrial and organizational (I-O) psychology has long prepared students wi... more Graduate training in industrial and organizational (I-O) psychology has long prepared students with skills and knowledge that are highly valued by employers, both in practice and academe alike. Our article, based on a panel discussion, explores what aspects of graduate training are sought out by employers in multiple fields, what new I-O hires need to know, and ways we can improve professional preparation for both practice and academics. Although the current SIOP Guidelines for Education and Training are satisfactory for present market conditions, we explore areas where the Guidelines could be made more forward thinking in determining the kind of training I-O students should be receiving. Because of the quality of their ''hard'' knowledge and ''soft'' interpersonal skills, industrial-organizational (I-O) psychologists have been successful finding Correspondence concerning this article should be addressed to Zinta Byrne.

21st Century Management: A Reference Handbook

Handbook of Gendered Careers in Management

Encyclopedia of Industrial and Organizational Psychology

PsycEXTRA Dataset, 2013

The glass cliff phenomenon, where women tend to be more likely to be promoted to leadership roles... more The glass cliff phenomenon, where women tend to be more likely to be promoted to leadership roles in times of crisis (Ryan & Haslam, 2005), has been hypothesized to be caused by a number of possible factors, including stereotypic views. Further, the glass cliff phenomenon poses detrimental consequences for women. In this study, we aimed to replicate the Bruckmüller and Branscombe (2010) study to determine whether gender stereotypes relate to people's perceptions of desirable leadership traits under the paradigms "think managerthink male" and "think crisisthink female." Students with work experience were asked to rate a list of 58 traits on two bi-polar scales related to gender and leadership in organizations during times of success and crisis. Although some traits were in fact rated as being representatively male or female and characteristic of being needed in times of crisis or success, there was very little overlap with the desirable gender-typed leadership traits and the paradigm was not supported.

Journal of College Student Personnel, Nov 1, 1983

El hostigamiento y acoso sexual (HAS) son expresiones de violencia contempladas en la agenda de i... more El hostigamiento y acoso sexual (HAS) son expresiones de violencia contempladas en la agenda de investigaciónacción de la educación superior, ante la necesidad de generar mecanismos para su prevención y atención. Este artículo analiza la respuesta de estudiantes ante la vivencia de HAS e identifica las razones para no denunciar; en caso de haber denunciado, describe la calidad del servicio de la autoridad universitaria. Se realizaron dos fases metodológicas. La primera fue cuantitativa mediante una encuesta en línea, en que participó una muestra intencional de 2.070 estudiantes (43,2% hombres y 56,8% mujeres). En la segunda, de corte cualitativo fenomenológico, mediante grupos focales y entrevistas, participaron cuatro estudiantes que han vivido HAS, 17 directivos(as) universitarios(as) y 13 integrantes del Programa de Género Universitario. Se reportaron 1.149 eventos de HAS. La mayoría de quienes vivieron HAS decidieron no contárselo a nadie, solo el 2% denunció a una autoridad escolar. El 63% no denunció por considerar el evento como algo sin importancia. De quienes denunciaron, el 44% señaló que las autoridades no hicieron nada. Los resultados se discuten en términos de los obstáculos de género, políticos y socioculturales que existen en la universidad, en materia de atención, sanción y prevención de la problemática. Palabras clave: hostigamiento, acoso sexual, universidad. Harassment and sexual intimidation (HSI) are expressions of violence contemplated in the action-research agenda of higher education, given the need to generate mechanisms for their prevention and care. This article analyzes the response of students to the experience of HSI and identifies the reasons for not denouncing and, if it has done so, describes the quality of service of the university authority. There were two methodological phases. The first was quantitative by means of an online survey; an intentional sample of 2,070 students participated (43.2% men and 56.8% women). The second one was a phenomenological qualitative cut, through focus groups and interviews, participated four students who have lived HSI, 17 university directors and 13 members of the University Gender Program. There were 1,149 HSI events reported. The majority of those who lived HSI decided not to tell anyone, only 2% reported to a school authority. 63% did not report the event as unimportant. Of those who reported, 44% said that the authorities did nothing. The results are discussed in terms of the gender, political and socio-cultural obstacles that exist in the university, in terms of attention, punishment and prevention of the problem.

Educational and Psychological Measurement, 1991

ABSTRACT This study sought to develop an individual measurement scale for use as a general tool i... more ABSTRACT This study sought to develop an individual measurement scale for use as a general tool in identifying personal ethical beliefs that could potentially conflict with perceived company interests. A total of 225 employed people ranging from high school graduates to master's degree students responded to a 16-item survey. Two interpretable factor loadings emerged from the factor analysis. The first appeared to be a general "company support" factor and the second a "lie to protect the company" factor. Reliability analysis supported the factor analysis results. This scale represents an employee's beliefs about ethical behavior and could be used in organizational settings to identify potential ethical conflicts.

Educational and Psychological Measurement, 1988

Organizational commitment has traditionally been measured by focusing on the employees' ident... more Organizational commitment has traditionally been measured by focusing on the employees' identification with the organization. Eisenberger, Huntington, Hutchison, and Sowa have suggested that employees' commitment is affected by their perception of the organization's commitment to the employees. We propose that this type of commitment consists of both a perception of a global, organizational commitment to employees and a perception of support from supervisors. This study describes the translation of the Survey of Perceived Organizational Support and the development of a Survey of Perceived Supervisory Support to measure these concepts.

Sex Roles, 1986

... flirting initiated by students and faculty was widespread but not considered a serious proble... more ... flirting initiated by students and faculty was widespread but not considered a serious problem. ...harassing behaviors were measured by a ten-item Tolerance for Sexual Harass-ment ... Reilly, and Howard (1982), respondents indicate extent of agreement with each statement on a 5 ...