Lori Foster Thompson

North Carolina State University, Raleigh, North Carolina, United States

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Publications (48)65.26 Total impact

  • J. William Stoughton, T. J. Whelan, Lori Foster Thompson
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    ABSTRACT: The purpose of this study was to develop a scale to measure respondents’ confidentiality perceptions when completing an organizational survey. Data from 812 respondents were used to demonstrate initial validity evidence for the measure. The resulting scale can be used to explore the processes underlying perceived privacy and response behavior.
    30th annual meeting of the Society of Industrial and Organizational Psychologists, Philadelphia, PA; 04/2015
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    ABSTRACT: Training reactions are the most common criteria used for training evaluation, and reaction measures often include opportunities for trainees to provide qualitative responses. Despite being widely used, qualitative training reactions are poorly understood. Recent trends suggest commenting is ubiquitous (e.g., tweets, texting, Facebook posts) and points to a currently untapped resource for understanding training reactions. In order to enhance the interpretation and use of this rich data source, this study explored commenting behavior and investigated 3 broad questions: who comments, under what conditions, and how do trainees comment? We explore both individual difference and contextual influences on commenting and characteristics of comments in 3 studies. Using multilevel modeling, we identified significant class-level variance in commenting in each of the 3 samples of trainees. Because commenting has only been considered at the individual level, our findings provide an important contribution to the literature. The shared experience of being in the same class appears to influence commenting in addition to individual differences, such as interest in the topic (Studies 1 and 2), satisfaction (Studies 2 and 3), and entity beliefs (Study 3). Furthermore, we demonstrated that item wording may have an impact on commenting (Study 3) and should be considered as a potential lever for training professionals to influence commenting behavior from trainees. Training professionals, particularly those who regularly administer training evaluation surveys, should be aware of nonresponse to open-ended items and how that may impact the information they collect, use, and present within their organizations. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 12/2014; 100(3). DOI:10.1037/a0038380 · 4.31 Impact Factor
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    ABSTRACT: The aim of this study is to investigate in detail the specific tendencies of conflict management strategies displayed by trained and untrained synchronous computer-mediated communication (CMC) teams over time. A laboratory experiment was carried out with 54 virtual teams of four members each randomly assigned to the two conditions: experimental condition and control condition. In the experimental condition 28 teams received a training program for improving virtual team functioning among session 1 and 2, consisting in a team self-guided training. These results were compared with 26 control teams, who did not receive any training program. Content analysis of the chat was used as research method. Our results showed that trained synchronous CMC teams use more frequently functional conflict management strategies, like open communication and rotating responsibilities, and less dysfunctional conflict management strategies (avoiding) over time. In contrast, untrained synchronous CMC teams tend to use more frequently dysfunctional conflict management strategies (avoiding) and less frequently functional conflict management strategies (rotating responsibility) over time. Our study shows that team self-guided training can be useful for virtual teams. Feedback given to teams about their processes and results improves group conflict management in a virtual context.
    Group Decision and Negotiation 11/2014; DOI:10.1007/s10726-014-9421-7 · 1.25 Impact Factor
  • Eric Weilin Kuo, Lori Foster Thompson
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    ABSTRACT: With the increased presence of social media tools such as LinkedIn and Facebook, social network information is now commonplace. Social media websites prominently display the social distance or so-called “degrees of separation” among users, effectively allowing people to view their shared social ties with others, including prospective teammates they have not met. Through the presentation and manipulation of social network information, this longitudinal experiment investigated whether dispositional and relational variables contribute to “swift trust” among new virtual teammates. Data from 74 participants were collected to test a path analytic model predicting that social ties and propensity to trust influence perceptions of a new teammate’s trustworthiness (ability, benevolence, and integrity) as well as the willingness to trust that new teammate when given the opportunity to do so. Path analysis indicated good model fit, but showed no significant evidence that social ties or propensity to trust affect perceived trustworthiness at the initial point of team engagement. Additionally, only one component of perceived trustworthiness (perceived ability) and propensity to trust were found to predict trusting behavior towards a new, unknown, teammate.
    Computers in Human Behavior 08/2014; 37:41–48. DOI:10.1016/j.chb.2014.04.030 · 2.27 Impact Factor
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    J. William Stoughton, Lori Foster Thompson, Adam W. Meade
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    ABSTRACT: Purpose Social networking websites such as Facebook allow employers to gain information about applicants which job seekers may not otherwise share during the hiring process. This multi-study investigation examined how job seekers react to this screening practice. Design/methodology Study 1 (N=175) employed a realistic selection scenario examining applicant reactions to prospective employers reviewing their social networking website. Study 2 (N=208) employed a simulated selection scenario where participants rated their experience with a proposed selection process. Findings In Study 1, social networking website screening caused applicants to feel their privacy had been invaded which ultimately resulted in lower organizational attraction. Applicants low in agreeableness had the most adverse reactions to social networking website screening. In Study 2, screening again caused applicants to feel their privacy had been invaded, resulting in lower organizational attraction and increased intentions to litigate. The organization’s positive/negative hiring decision did not moderate the relationship between screening and justice. Implications The results suggest organizations should consider the costs and benefits of social media screening which could reduce the attractiveness of the organization. Additionally, applicants may need to change their conceptualization of social networking websites, viewing them through the eyes of a prospective employer. Originality/value This investigation proposed and tested an explanatory model of the effects of screening practices on organizational outcomes demonstrating how electronic monitoring, privacy, and applicant reactions can be integrated to better understand responses to technological innovations in the workplace.
    Journal of Business and Psychology 11/2013; 30(1):73-88. DOI:10.1007/s10869-013-9333-6 · 1.25 Impact Factor
  • Christina K. Gregory, Adam W. Meade, Lori Foster Thompson
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    ABSTRACT: A detailed model specifying the linkages between Internet recruitment websites and organizational attraction was examined. Participants (N = 581) viewed Fortune 500 company websites and responded to questions about the content and design of these websites and their resulting attitudes, fit perceptions, and organizational attraction. Results showed that recruitment website content and design influence attitudes toward the recruitment websites, organizational attitudes, and subsequently organizational attraction. The moderating effects of person-organization (P-O) and person-job (P-J) fit were examined. Two sets of hypotheses based on signaling theory ( and ) and the elaboration likelihood model (Petty & Cacioppo, 1981) were largely supported. Consistent with signaling theory, the amount of job and organizational information on a recruitment website interacted with website usability, such that when less job information was presented, website usability played a greater role in predicting favorable attitudes towards the organization. Consistent with the elaboration likelihood model, when P-J fit was high, website aesthetics were less important in predicting attitudes towards the organization.
    Computers in Human Behavior 09/2013; 29(5):1949–1959. DOI:10.1016/j.chb.2013.04.013 · 2.27 Impact Factor
  • J William Stoughton, Lori Foster Thompson, Adam W Meade
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    ABSTRACT: Job applicants and incumbents often use social media for personal communications allowing for direct observation of their social communications "unfiltered" for employer consumption. As such, these data offer a glimpse of employees in settings free from the impression management pressures present during evaluations conducted for applicant screening and research purposes. This study investigated whether job applicants' (N=175) personality characteristics are reflected in the content of their social media postings. Participant self-reported social media content related to (a) photos and text-based references to alcohol and drug use and (b) criticisms of superiors and peers (so-called "badmouthing" behavior) were compared to traditional personality assessments. Results indicated that extraverted candidates were prone to postings related to alcohol and drugs. Those low in agreeableness were particularly likely to engage in online badmouthing behaviors. Evidence concerning the relationships between conscientiousness and the outcomes of interest was mixed.
    Cyberpsychology, Behavior, and Social Networking 06/2013; DOI:10.1089/cyber.2012.0163 · 2.41 Impact Factor
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    ABSTRACT: Web-based training is frequently used by organizations as a convenient and low-cost way to teach employees new knowledge and skills. As web-based training is typically unproctored, employees may be held accountable to the organization by computer software that monitors their behaviors. The current study examines how the introduction of electronic performance monitoring may provoke negative emotional reactions and decrease learning among certain types of e-learners. Through motivated action theory and trait activation theory, we examine the role of performance goal orientation when e-learners are exposed to asynchronous and synchronous monitoring. We show that some e-learners are more susceptible than others to evaluation apprehension when they perceive their activities are being monitored electronically. Specifically, e-learners higher in avoid performance goal orientation exhibited increased evaluation apprehension if they believed asynchronous monitoring was present, and they showed decreased skill attainment as a result. E-learners higher on prove performance goal orientation showed greater evaluation apprehension if they believed real-time monitoring was occurring, resulting in decreased skill attainment. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
    Journal of Applied Psychology 02/2013; 98(4). DOI:10.1037/a0032002 · 4.31 Impact Factor
  • Tara S. Behrend, Lori Foster Thompson
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    ABSTRACT: Animated agents have the potential to increase engagement and learning during online training by acting as personalized tutors. However, little is known about the conditions that make these agents most effective. In this study, 183 e‐learners completed a Microsoft Excel training course. Approximately half were assigned an agent with predetermined features. The others were allowed to choose their agent's appearance, personality, feedback style or all of the above features. Offering multiple choices increased learning. Unexpectedly, choice of feedback style alone decreased self‐efficacy. Choosing the agent's appearance increased self‐efficacy and the number of training modules completed. Overall, this study expands the learner control literature, identifying a new form of learner control that has some beneficial effects on knowledge acquisition.
    International Journal of Training and Development 12/2012; DOI:10.1111/j.1468-2419.2012.00413.x
  • Tara Behrend, Steven Toaddy, Lori Foster Thompson, David J. Sharek
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    ABSTRACT: It is increasingly common for people engaging in computer–mediated interactions to be accompanied by a digital avatar that represents them. Little is known, however, about how these avatars influence others’ impressions. We examine this question in the context of employment interviews. It is well known that attractive job candidates are afforded an advantage in traditional face-to-face job interviews. We investigate whether raters evaluating computer–mediated interviews will follow a similar pattern when a digital avatar represents the candidate. To investigate this question, we asked 374 raters to view an interview transcript that was accompanied by either a male or female avatar, applying for either a male or female gender-typed job. We found that candidates with more attractive avatars received more favorable interview ratings, regardless of job gender type. These findings support the notion that the “what is beautiful is good” stereotype influences interview ratings even in computer-mediated interviews; raters automatically apply the same heuristics to digital and non-digital faces.
    Computers in Human Behavior 11/2012; 28(6):2128–2133. DOI:10.1016/j.chb.2012.06.017 · 2.27 Impact Factor
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    ABSTRACT: Past research has indicated that early task conflict can trigger subsequent relationship conflict during teamwork. The current study examines conditions that may exacerbate or attenuate this relationship. Specifically, this study examines the moderating role of process conflict and communication medium on the link between task conflict and relationship conflict over time. A longitudinal laboratory experiment was carried out comparing 22 face-to-face (FTF) groups, 22 videoconference (VC) groups, and 22 synchronous computer mediated (i.e., "chat") communication (CMC) groups working on a complex team task over a period of 1 month. Results highlight the robust influence of early process conflict on subsequent relationship conflict as well as the effect of team communication medium on the linkage between task and relationship conflict. Task conflict at early stages of teamwork predicted relationship conflict at later stages of teamwork during FTF and VC teamwork, but not during synchronous CMC teamwork. It is concluded that "leaner" forms of communication, such as CMC, may benefit teams by helping to prevent task conflict from escalating into relationship conflict.
    Group Dynamics Theory Research and Practice 09/2012; 16(3):159-171. DOI:10.1037/a0029569 · 0.88 Impact Factor
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    ABSTRACT: Evidence is presented for a positive effect of survey progress bars on survey enjoyment and focus. Focus mediated the relationship between progress bar inclusion and data quality. These findings provide a justification for progress bar inclusion despite previous research suggesting negative effects on survey completion.
    Poster presented at the 27th annual meeting of the Society for Industrial and Organizational Psychologists, San Diego, CA; 04/2012
  • Tara S. Behrend, Lori Foster Thompson
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    ABSTRACT: In this study, trainees worked with computerized trainer agents that were either similar to them or different regarding appearance or feedback-giving style. Similarity was assessed objectively, based on appearance and feedback style matching, and subjectively, based on participants’ self-reported perceptions of similarity. Appearance similarity had few effects. Objective feedback similarity led to higher scores on a declarative knowledge test and higher liking for the trainer. Subjective feedback similarity was related to reactions, engagement, and liking for the trainer. Overall, results indicated that subjective similarity is more important in predicting training outcomes than objective similarity, and that surface-level similarity is less important than deep-level similarity. These results shed new light on the dynamics between e-learners and trainer agents, and inform the design of agent-based training.
    Computers in Human Behavior 05/2011; 27:1201-1206. DOI:10.1016/j.chb.2010.12.016 · 2.27 Impact Factor
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    Lori Foster Thompson, Zhen Zhang, Richard D. Arvey
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    ABSTRACT: This study investigates the influence of genetic factors on survey response behavior. A pool of 558 male and 500 female twin pairs from the Minnesota Twin Registry (MTR) was asked to complete a paper-and-pencil survey of leadership activities. We used quantitative genetics techniques to estimate the genetic, shared environmental, and nonshared environmental effects on people's compliance with the request for survey participation. Results indicated that genetic influences explained 45% of the variance in survey response behavior for both women and men, with little shared environmental effects. Similar estimates were obtained after we partialled out potential confounds including twin closeness, age, and education. The results have important implications for response rates and nonresponse bias in survey-based research. Copyright © 2010 John Wiley & Sons, Ltd.
    Journal of Organizational Behavior 04/2011; 32(3):395 - 412. DOI:10.1002/job.692 · 3.85 Impact Factor
  • Jane A Vignovic, Lori Foster Thompson
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    ABSTRACT: Computer-mediated communication, such as e-mail, facilitates cross-cultural interactions by enabling convenient communication. During these exchanges, the absence of contextual or situational information may cause e-mail recipients to form dispositional explanations for behavior that might in fact be driven by unseen situational constraints. To gain insight into the manner in which e-mail recipients explain behavior, the authors conducted an experiment examining how technical language violations (i.e., spelling and grammatical errors) and deviations from etiquette norms (i.e., short messages lacking a conversational tone) affect a recipient's perceptions of an e-mail sender's conscientiousness, intelligence, agreeableness, extraversion, affective trustworthiness, and cognitive trustworthiness. This study also investigated whether the effects of technical and etiquette language violations depend on the availability of information indicating the e-mail sender is from a foreign culture. Results reveal that participants formed negative perceptions of the sender of an e-mail containing technical language violations. However, most of these negative perceptions were reduced when participants had situational information indicating that the e-mail sender was from a different culture. Conversely, negative attributions stemming from etiquette violations were not significantly mitigated by knowledge that the e-mail sender was from a foreign culture.
    Journal of Applied Psychology 03/2010; 95(2):265-76. DOI:10.1037/a0018628 · 4.31 Impact Factor
  • Dale A Newton, Martha S Grayson, Lori Foster Thompson
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    ABSTRACT: Although there are many published studies on factors associated with medical student career choice, few are specific to pediatric careers, and even fewer address the choice between general and subspecialty pediatric training. Fourth-year medical students surveyed at 2 schools reported their demographics, anticipated future income, the factors influencing their career choice, and their anticipated career. This study included the subset of 337 students planning pediatric careers. Results indicated that marital status, anticipated income, and career values are associated with pediatric career plans. Specifically, married students were more likely than unmarried students to pursue general pediatric careers (P < .01). Compared with students planning subspecialties, those intending to pursue general pediatric careers anticipated lower incomes ($110,906 vs $135,984; P < .001) and rated lifestyle, comprehensive patient care, and working with the poor as more important (P < .05) when choosing a career. Students planning subspecialty pediatric careers placed more value (P < .05) on prestige, income, and research opportunities.
    Clinical Pediatrics 02/2010; 49(2):116-22. DOI:10.1177/0009922809350216 · 1.26 Impact Factor
  • Lori Foster Thompson, Stephen G. Atkins
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    ABSTRACT: Information and Communication Technologies have had undeniable effects on global mobility. They not only facilitate the international mobility of goods, money, and people, they also enable the rapid, often instantaneous, transmission of thoughts, ideas, and data across the world, rendering knowledge, information, and networking opportunities essentially borderless. Depending on how they are cultivated and used, these trends can accelerate or impede efforts to advance peace, justice, and wellbeing. This chapter considers the implications of Information and Communication Technologies for global mobility and poverty reduction. First, the authors describe the technological climate in which developed and developing nations now operate. Trends and disparities in Internet usage are discussed, along with emerging changes that characterize contemporary Internet practices. The concepts of brain drain, gain, and circulation in today’s technology-infused society are then considered. Two points addressed in this discussion concern (i) the effects of Information and Communication Technologies on global mobility and (ii) how Information and Communication Technologies can change – perhaps even reverse – the effects of mobility on global inequalities. Finally, the authors emphasize technology’s potential to positively influence the world of aid and development by highlighting several promising initiatives which illustrate innovative uses of technology to promote humanitarian objectives. A key point conveyed throughout this chapter is that technology, if implemented effectively, has the potential to act as a social leveler by creating opportunities for all, particularly those who risk being left behind and being further marginalized. Accomplishing this aim requires active participation from a range of professionals, including psychologists, who are well-trained to deal with issues pertaining to technology acceptance, usability, virtual collaboration, and other aspects of computer-supported cooperative work. Expertise in areas such as these is essential if technology is to reduce poverty and turn global mobility into a source of “information gain” for impoverished regions of the world. KeywordsBrain drain-Information and communication technology-Poverty reduction-Web 2.0
    12/2009: pages 301-322;
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    ABSTRACT: Web-based training programs commonly capture data reflecting e-learners' activities, yet little is known about the effects of this practice. Social facilitation theory suggests that it may adversely affect people by heightening distraction and arousal. This experiment examined the issue by asking volunteers to complete a Web-based training program designed to teach online search skills. Half of participants were told their training activities would be tracked; the others received no information about monitoring. Results supported the hypothesized effects on satisfaction, performance, and mental workload (measured via heart rate variability). Explicit awareness of monitoring appeared to tax e-learners mentally during training, thereby hindering performance on a later skills test. Additionally, e-learners reported less satisfaction with the training when monitoring was made salient.
    Journal of Applied Social Psychology 09/2009; 39(9):2191 - 2212. DOI:10.1111/j.1559-1816.2009.00521.x · 0.83 Impact Factor
  • Tara S. Behrend, Becca A. Baker, Lori Foster Thompson
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    ABSTRACT: PurposeThe purpose of this study was to examine the effects of a pro-environmental corporate message on prospective applicants’ attitudes toward a fictitious hiring organization. Drawing from signaling theory, we hypothesized that an environmental message on the organization’s recruitment website would increase prospective applicants’ perceptions of organizational prestige, which would then increase job pursuit intentions. Personal environmental attitudes were also examined as a possible moderator. Design/Methodology/ApproachParticipants (N=183) viewed a web site printout that either did or did not contain a message indicating the organization’s environmental support. Participants rated their attitudes toward the environment, perceptions of the organization, and job pursuit intentions. FindingsFindings demonstrated that the environmental support message positively affected job pursuit intentions; further, this effect was mediated by perceptions of the organization’s reputation. Contrary to the person–organization fit perspective, the message’s effects on job pursuit intentions were not contingent upon the participant’s own environmental stance. ImplicationsThese findings highlight the importance of corporate social performance as a source of information for a variety of job seekers. Even relatively small amounts of information regarding corporate social performance can positively affect an organization’s reputation and recruitment efforts. Originality/ValueIn general, this research contributes to the growing body of literature on corporate social responsibility. It is the first study to test whether the effects of pro-environmental recruiting messages on job pursuit intentions depend upon an applicant’s personal environmental stance. In addition, this is the first study to demonstrate reputation’s meditational role in the effects of corporate social responsibility on recruitment efforts.
    Journal of Business and Psychology 09/2009; 24(3):341-350. DOI:10.1007/s10869-009-9112-6 · 1.25 Impact Factor
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    Eugene F. Stone-Romero, Kaye Alvarez, Lori Foster Thompson
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    ABSTRACT: A number of theorists and researchers have distinguished between the constructs of task performance (i.e., non-discretionary work behaviors) and contextual performance (CP), as well as the related constructs of organizational citizenship behavior, prosocial behavior, and extra-role behavior. In addition, measures of CP have been used in a large number of studies that have attempted to show both their validity and utility. However, an analysis of the conceptual and operational definitions of the CP reveals a number of serious construct validity problems. For example, items in extant CP measures index what are typically regarded as required (non-discretionary) work behaviors. Thus, we describe several CP-related construct validity problems, and illustrate their nature using data from a sample of 98 job descriptions from the Dictionary of Occupational Titles and the online Occupational Information Network. The same data showed that behaviors that are generally viewed as representative of CP are frequently regarded as being exemplars of task performance. The important implications of the confounding of task performance and CP constructs are considered.
    Human Resource Management Review 06/2009; 19(2):104-116. DOI:10.1016/j.hrmr.2008.10.003 · 2.38 Impact Factor

Publication Stats

516 Citations
65.26 Total Impact Points

Institutions

  • 2007–2014
    • North Carolina State University
      • Department of Psychology
      Raleigh, North Carolina, United States
  • 2002–2005
    • East Carolina University
      • • Department of Pediatrics
      • • Department of Psychology
      Greenville, NC, United States