CATHERINE E SCHWOERER
Biographic Data
| ID | 6541719 |
|---|---|
| NAME | CATHERINE E SCHWOERER |
| GIVEN NAMES | CATHERINE E |
| FAMILY NAME | SCHWOERER |
| SIGNATURE | SCHWOERER C E |
| AFFILIATIONS | University of Kansas |
| VERIFIED | No |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 2 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1994 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
“Called” To Speak Out
This study is the first one to explore the relation between career calling and employee voice and two potential mediators of this relationship, felt responsibility for constructive change and employee optimism about the future. Surveys from 406 employees of a law enforcement agency in the Midwest U.S. were analyzed using logistic regression and bootstrapping method with Structural Equation Modeling (SEM) to examine support for the hypotheses’ mai…
Fostering the Human Spirit
This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a p…
Evaluating Quantitative and Qualitative Types of Change
In this research, the authors present theoretical explanations for quantitative and qualitative types of changes to evaluate the malleability of general self-efficacy (GSE) and specific self-efficacy (SSE) measures due to domain-specific training. First, the authors hypothesize that the change in the GSE measure due to sales training is a quantitative mean-difference (alpha) change. Second, they hypothesize that the change in SSE due to sales tra…
Age and work outcomes
This field study addressed the relationship between age and work outcomes by investigating the effects of two potential moderators of age–work outcome relations: self-efficacy and perceptions of tool design effectiveness, while controlling for job tenure, job demands, and gender. Findings revealed that job-focused self-efficacy beliefs moderated the relationship between age and absenteeism, while tool design moderated the relationship between age…
Age and work outcomes
Individual and contextual influences on self‐assessed training needs
Reliance on self‐assessed training needs for input into decisions regarding training participation and design is increasingly common. Previous study results indicate that perceptions of training utility influence these self‐assessments. In a sample of 380 managers and supervisors, this study found that training self‐efficacy and managerial support positively influenced perceptions of training utility, while educational level was negatively associ…
Individual and contextual influences on self‐assessed training needs
Reliance on self‐assessed training needs for input into decisions regarding training participation and design is increasingly common. Previous study results indicate that perceptions of training utility influence these self‐assessments. In a sample of 380 managers and supervisors, this study found that training self‐efficacy and managerial support positively influenced perceptions of training utility, while educational level was negatively associ…
Individual and contextual influences on self‐assessed training needs
Reliance on self‐assessed training needs for input into decisions regarding training participation and design is increasingly common. Previous study results indicate that perceptions of training utility influence these self‐assessments. In a sample of 380 managers and supervisors, this study found that training self‐efficacy and managerial support positively influenced perceptions of training utility, while educational level was negatively associ…
Age and work outcomes
This field study addressed the relationship between age and work outcomes by investigating the effects of two potential moderators of age–work outcome relations: self-efficacy and perceptions of tool design effectiveness, while controlling for job tenure, job demands, and gender. Findings revealed that job-focused self-efficacy beliefs moderated the relationship between age and absenteeism, while tool design moderated the relationship between age…
Age and work outcomes
Evaluating Quantitative and Qualitative Types of Change
In this research, the authors present theoretical explanations for quantitative and qualitative types of changes to evaluate the malleability of general self-efficacy (GSE) and specific self-efficacy (SSE) measures due to domain-specific training. First, the authors hypothesize that the change in the GSE measure due to sales training is a quantitative mean-difference (alpha) change. Second, they hypothesize that the change in SSE due to sales tra…
Fostering the Human Spirit
This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a p…
“Called” To Speak Out
This study is the first one to explore the relation between career calling and employee voice and two potential mediators of this relationship, felt responsibility for constructive change and employee optimism about the future. Surveys from 406 employees of a law enforcement agency in the Midwest U.S. were analyzed using logistic regression and bootstrapping method with Structural Equation Modeling (SEM) to examine support for the hypotheses’ mai…
Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Social Psychology (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Self-efficacy (3 works) · Applied Psychology (2 works) · Engineering (2 works) · Human Resource Development and Performance Evaluation (2 works) · Perception (2 works)