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Theses and Dissertations - Department of Management

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Browsing Theses and Dissertations - Department of Management by Author "Davis, Lenita M."

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    Character, conditions, and cognitions: the role of personality, climate, intensity, and moral disengagement in the unethical decision-making process
    (University of Alabama Libraries, 2011) Tillman, C. Justice; Kacmar, K. Michele; University of Alabama Tuscaloosa
    Despite increased attention given to unethical decision-making, few studies have simultaneously examined the multiple influences that may effect this outcome. In addition, few studies have examined the processes through which unethical decision-making may be influenced. Drawing on field theory and the concept of situational strength and social cognitive theory and the concept of moral disengagement, the researcher examined the simultaneous influence of the meta-personality trait core self-evaluation, ethical climate, and moral intensity on ethical decision-making along with the role of moral disengagement as a mediator of the relationship between core self-evaluation and intent to engage in unethical decision-making. In addition, intent to engage in unethical decision-making was explored as a mediator of the relationship between core self-evaluation and unethical behavior. Maximum-likelihood structural equation modeling (SEM) was used to test the main effects of core self-evaluation, ethical climate, and moral intensity as well as the mediating and moderating hypotheses. The study's implications as well as limitations and directions for future research are discussed.
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    An examination of the mediators and moderators in the relationship between justifications, organizational contexts, and discrimination in personnel selection
    (University of Alabama Libraries, 2013) Holmes IV, Oscar; King, James E.; Avery, Derek R.; University of Alabama Tuscaloosa
    Discrimination research has largely focused on what has been called old-fashioned racism. However, research exploring modern racism is a burgeoning area. This dissertation attempted to extend and build theory on modern racism by explaining when justifications and organizational contexts can lead people to discriminate in personnel selection situations. Explicit and implicit justifications are examined and tested using directives from leaders, coworkers, and customers. Additionally, two organizational contexts, diversity climate and the hiring context, are examined to determine when they may lead to discrimination. Three-way interactions are hypothesized among modern racism, submissiveness to authority, and agreeableness that are posited to affect one's propensity to discriminate. Finally, two mediation processes, stereotype activation/application and casuistry, are hypothesized as the psychological processes that explain the decision making process. Binary logistic regression was used to test the hypotheses. Results from three lab studies revealed that explicit coworker justifications led to both the selection of fewer and more Black job applicants. Stereotype activation/application mediated the relationship between explicit justifications and organizational contexts on the selection of Black job applicants but not between implicit justifications and Black job applicants. A complete discussion of the results along with the theoretical and managerial implications, limitations, and directions for future research are also presented.