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You searched for +publisher:"University of Connecticut" +contributor:("Janet L. Barnes-Farrell"). Showing records 1 – 8 of 8 total matches.

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University of Connecticut

1. Calabrese, Clark. Adapting the Job Demand/Control Model to a Team Level.

Degree: MA, Psychology, 2014, University of Connecticut

  A better understanding of sources of stress within a teamwork context might be gained by applying the Job Demands/Control Model of stress (Karasek and… (more)

Subjects/Keywords: Teams; Teamwork; Stress; Strain; Job Demands; Coordination; Demand/Control Model

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APA (6th Edition):

Calabrese, C. (2014). Adapting the Job Demand/Control Model to a Team Level. (Masters Thesis). University of Connecticut. Retrieved from https://opencommons.uconn.edu/gs_theses/631

Chicago Manual of Style (16th Edition):

Calabrese, Clark. “Adapting the Job Demand/Control Model to a Team Level.” 2014. Masters Thesis, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/gs_theses/631.

MLA Handbook (7th Edition):

Calabrese, Clark. “Adapting the Job Demand/Control Model to a Team Level.” 2014. Web. 19 Sep 2020.

Vancouver:

Calabrese C. Adapting the Job Demand/Control Model to a Team Level. [Internet] [Masters thesis]. University of Connecticut; 2014. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/gs_theses/631.

Council of Science Editors:

Calabrese C. Adapting the Job Demand/Control Model to a Team Level. [Masters Thesis]. University of Connecticut; 2014. Available from: https://opencommons.uconn.edu/gs_theses/631


University of Connecticut

2. Burch, Katrina A. When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors.

Degree: PhD, Psychology, 2018, University of Connecticut

  Aggressive driving behaviors have been gaining in notoriety in recent years, with U.S. drivers identifying aggressive driving as a serious problem. Researchers have called… (more)

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APA (6th Edition):

Burch, K. A. (2018). When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors. (Doctoral Dissertation). University of Connecticut. Retrieved from https://opencommons.uconn.edu/dissertations/1840

Chicago Manual of Style (16th Edition):

Burch, Katrina A. “When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors.” 2018. Doctoral Dissertation, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/dissertations/1840.

MLA Handbook (7th Edition):

Burch, Katrina A. “When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors.” 2018. Web. 19 Sep 2020.

Vancouver:

Burch KA. When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors. [Internet] [Doctoral dissertation]. University of Connecticut; 2018. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/dissertations/1840.

Council of Science Editors:

Burch KA. When What Happens at Work Impacts Behavior During the Commute: Understanding the Mechanisms that Link Workplace Attitudes and Experiences to Aggressive Driving Behaviors. [Doctoral Dissertation]. University of Connecticut; 2018. Available from: https://opencommons.uconn.edu/dissertations/1840


University of Connecticut

3. CHEN, ZHUO. An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector.

Degree: MA, Psychology, 2014, University of Connecticut

  The current study examined the causal relationships between job insecurity, individual health, and organizational consequences in the manufacturing sector. In analysis 1, two-wave data… (more)

Subjects/Keywords: Job Insecurity; Health; Job Performance; Turnover Intention

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APA (6th Edition):

CHEN, Z. (2014). An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector. (Masters Thesis). University of Connecticut. Retrieved from https://opencommons.uconn.edu/gs_theses/559

Chicago Manual of Style (16th Edition):

CHEN, ZHUO. “An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector.” 2014. Masters Thesis, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/gs_theses/559.

MLA Handbook (7th Edition):

CHEN, ZHUO. “An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector.” 2014. Web. 19 Sep 2020.

Vancouver:

CHEN Z. An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector. [Internet] [Masters thesis]. University of Connecticut; 2014. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/gs_theses/559.

Council of Science Editors:

CHEN Z. An Investigation of Causal Relationships between Job insecurity, Organizational Consequences, and Individual Health among Employees in the Manufacturing Sector. [Masters Thesis]. University of Connecticut; 2014. Available from: https://opencommons.uconn.edu/gs_theses/559


University of Connecticut

4. LEE, JIN. Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises.

Degree: MA, Psychology, 2013, University of Connecticut

  The criterion-related validity of assessment centers (ACs) has been consistently supported. However, there has been an ongoing debate about AC construct validity in regard… (more)

Subjects/Keywords: assessment center; dimension; construct validity; measurement equivalence

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APA (6th Edition):

LEE, J. (2013). Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises. (Masters Thesis). University of Connecticut. Retrieved from https://opencommons.uconn.edu/gs_theses/377

Chicago Manual of Style (16th Edition):

LEE, JIN. “Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises.” 2013. Masters Thesis, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/gs_theses/377.

MLA Handbook (7th Edition):

LEE, JIN. “Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises.” 2013. Web. 19 Sep 2020.

Vancouver:

LEE J. Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises. [Internet] [Masters thesis]. University of Connecticut; 2013. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/gs_theses/377.

Council of Science Editors:

LEE J. Measurement Invariance of Assessment Center Ratings: Consistency of Dimensional Constructs across Exercises. [Masters Thesis]. University of Connecticut; 2013. Available from: https://opencommons.uconn.edu/gs_theses/377


University of Connecticut

5. Bizarro, Andrea M. The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork.

Degree: MA, Psychology, 2013, University of Connecticut

  Objective measures of team dynamics would be valuable complementary tools for researchers and practitioners to use along with subjective measures when deciding which individuals… (more)

Subjects/Keywords: Teams; APIM; First Impressions; Team Formation; Physiology; Synchrony; Compliance; Dyad; Satisfaction; Work-related Flow; Team Process; Performance

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APA (6th Edition):

Bizarro, A. M. (2013). The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork. (Masters Thesis). University of Connecticut. Retrieved from https://opencommons.uconn.edu/gs_theses/488

Chicago Manual of Style (16th Edition):

Bizarro, Andrea M. “The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork.” 2013. Masters Thesis, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/gs_theses/488.

MLA Handbook (7th Edition):

Bizarro, Andrea M. “The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork.” 2013. Web. 19 Sep 2020.

Vancouver:

Bizarro AM. The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork. [Internet] [Masters thesis]. University of Connecticut; 2013. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/gs_theses/488.

Council of Science Editors:

Bizarro AM. The Distinct Roles of First Impressions and Physiological Compliance in Establishing Effective Teamwork. [Masters Thesis]. University of Connecticut; 2013. Available from: https://opencommons.uconn.edu/gs_theses/488

6. Marmet, Matthew D. The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings.

Degree: PhD, Psychology, 2015, University of Connecticut

  Murphy and Cleveland’s (1995) four-component model of performance appraisal challenges views taken in past literature on the performance appraisal process by portraying it as… (more)

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APA (6th Edition):

Marmet, M. D. (2015). The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings. (Doctoral Dissertation). University of Connecticut. Retrieved from https://opencommons.uconn.edu/dissertations/727

Chicago Manual of Style (16th Edition):

Marmet, Matthew D. “The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings.” 2015. Doctoral Dissertation, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/dissertations/727.

MLA Handbook (7th Edition):

Marmet, Matthew D. “The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings.” 2015. Web. 19 Sep 2020.

Vancouver:

Marmet MD. The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings. [Internet] [Doctoral dissertation]. University of Connecticut; 2015. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/dissertations/727.

Council of Science Editors:

Marmet MD. The Impact of Rater Personality and Purpose of Appraisal on Performance Ratings. [Doctoral Dissertation]. University of Connecticut; 2015. Available from: https://opencommons.uconn.edu/dissertations/727

7. CHEN, ZHUO. Psychological Conditions that Promote Job Engagement: Test of a Model.

Degree: PhD, Psychology, 2017, University of Connecticut

  According to Kahn’s theoretical model (1990), the following three psychological conditions - meaningfulness, safety, and availability - are the key proximal predictors of job… (more)

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

CHEN, Z. (2017). Psychological Conditions that Promote Job Engagement: Test of a Model. (Doctoral Dissertation). University of Connecticut. Retrieved from https://opencommons.uconn.edu/dissertations/1692

Chicago Manual of Style (16th Edition):

CHEN, ZHUO. “Psychological Conditions that Promote Job Engagement: Test of a Model.” 2017. Doctoral Dissertation, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/dissertations/1692.

MLA Handbook (7th Edition):

CHEN, ZHUO. “Psychological Conditions that Promote Job Engagement: Test of a Model.” 2017. Web. 19 Sep 2020.

Vancouver:

CHEN Z. Psychological Conditions that Promote Job Engagement: Test of a Model. [Internet] [Doctoral dissertation]. University of Connecticut; 2017. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/dissertations/1692.

Council of Science Editors:

CHEN Z. Psychological Conditions that Promote Job Engagement: Test of a Model. [Doctoral Dissertation]. University of Connecticut; 2017. Available from: https://opencommons.uconn.edu/dissertations/1692


University of Connecticut

8. Lee, Jin. A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions.

Degree: PhD, Psychology, 2014, University of Connecticut

Archival abstract submitted. Advisors/Committee Members: Robert A. Henning, Janet L. Barnes-Farrell, Yueng-Hsiang (Emily) Huang.

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APA (6th Edition):

Lee, J. (2014). A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions. (Doctoral Dissertation). University of Connecticut. Retrieved from https://opencommons.uconn.edu/dissertations/504

Chicago Manual of Style (16th Edition):

Lee, Jin. “A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions.” 2014. Doctoral Dissertation, University of Connecticut. Accessed September 19, 2020. https://opencommons.uconn.edu/dissertations/504.

MLA Handbook (7th Edition):

Lee, Jin. “A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions.” 2014. Web. 19 Sep 2020.

Vancouver:

Lee J. A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions. [Internet] [Doctoral dissertation]. University of Connecticut; 2014. [cited 2020 Sep 19]. Available from: https://opencommons.uconn.edu/dissertations/504.

Council of Science Editors:

Lee J. A Moderation Effect of Safety Climate Variability on the Relationship Between Safety Climate Level and Safety Behavior and its Boundary Conditions. [Doctoral Dissertation]. University of Connecticut; 2014. Available from: https://opencommons.uconn.edu/dissertations/504

.