Digital Commons Network^™

A Quantitative Examination Of Millennial Turnover In Higher Education, De'aira Marie Kennemer

Electronic Theses and Dissertations

It has been argued that millennials are estimated to comprise 51% of the workplace population, making them the largest generation in the workforce. Although there are multiple generations in the workplace, it is important for employers to begin to understand the values and needs of the millennial generation due to their sheer size. There is a high level of turnover within the millennial generation. The costs associated with recruiting, selecting, and training new employees can often equal or exceed 100% of that position being filled. This quantitative study aimed to examine if there was a significant relationship between job satisfaction …

An Intersectional Perspective On The Role Of Workplace Policy Among Employed Female Caregivers During The Coronavirus Pandemic, Jessica King Mclaughlin

Electronic Theses and Dissertations

Providing care for an older adult while working can be challenging, often leading to caregiver burden. The socioenvironmental context of the coronavirus pandemic creates additional complications for working caregivers. Women, who are the majority of informal caregivers, face unique stressors in the workplace (McKinsey & Company, 2019; Carnevale et al., 2018). Prior to and during the coronavirus pandemic, workplace policies have offered the potential of support, yet more information is needed on how working female informal caregivers of older adults of diverse identities receive, interpret, and experience these policies amidst the context of the pandemic. This study uses a phenomenological …

One Size Fits All? Exploring The Relationship Of Person-Environment Fit And Trust To Feeling Psychologically Safe In The Workplace, Twiladawn Stonefish

Electronic Theses and Dissertations

Growing attention to the importance of employee psychological health has resulted in increased attention to its determinants and a growing desire to understand the psychosocial mechanisms through which employee psychological safety can be facilitated. Psychological safety is defined as employees’ taken-for-granted beliefs regarding the safety of engaging in interpersonal risk-taking, such that employees believe that they are free to express thoughts and concerns without fear of judgment or reprisal. The review focused on three important organizational constructs which have fueled considerable empirical research, largely to the exclusion of each other: psychological safety, person-environment fit, and trust. The research study adopted …

Care In The Workplace:The Employer’S Role In The Alleviation Of The Eldercare Problem, Joseph Michael Duda

Electronic Theses and Dissertations

The Center for Disease Control has referred to the group of people, aged 18-35, who have an elderly dependent they care for (by which I mean physical, emotional, or mental assistance necessary for the elderly dependent’s continued living) and are entering the workforce as the “sandwich” generation. These people are at the age where they may be simultaneously raising a child and taking care of an elderly family member. It has been estimated that, as of 2006, 17% of the U.S. workforce belong to the sandwich generation. In addition to the sandwich generation, there are 44 million people in the …

A Study Of The Effect On Organizational Factors On Job Satisfaction Of Geriatric Practitioners Between Millennials And Older Generations, Peter (Minsuk) Jang

Electronic Theses and Dissertations

The purpose of this paper is to recognize and improve the understanding of social workers’ job satisfaction in the geriatric area. Low job satisfaction makes social workers want to move their field and change their career. The research is the conceptual model of the moderating effect of patient engagement. The hypothesis is that the organizational factors of this model (climate, workplace, pay, supervision) lead to low job satisfaction for social workers and the generation gap between Millennials and older generations will result in different job satisfaction. The assumption was that among the factors (climate, workplace, pay, supervision), salary has the …

How Do They Fit In?: Millennials In The Workplace, Carolee Richendollar

Electronic Theses and Dissertations

In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck’s theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts …

Gender Bias In The Technical Disciplines, Jessica Lynn Campbell

Electronic Theses and Dissertations

This study investigates how women are affected by gender bias in the workplace. Despite the increasing numbers of women in the workforce, women are still under-represented and under-valued in workplaces, which, in part, is due to their gender stereotype. This study demonstrates how gender bias in the workplace has been proven to limit women in their careers and potential in their occupational roles. The media’s negative depiction of women in their gender stereotype reinforces and perpetuates this image as a cultural norm in society. Women both conform and are judged and evaluated according to their weak and submissive gender stereotype. …

Generations In The Workplace: Similarities And Differences., Jeffery G. Harber

Electronic Theses and Dissertations

Occurrences of four generations working side by side are not unusual. The four generations include Traditionalist, Baby Boomers, Generation X, and Generation Y. Members of each generation have views and opinions about their work ethic and their definition of loyalty to the organization.

Hiring managers will need to know characteristics of each generation. This knowledge will enable the hiring managers to place the applicant in certain positions within their organizations. By matching applicants with the correct work positions, employees are able to use their skills and abilities to be productive and to establish measurable goals for themselves and their departments. …

Bullying: Out Of The School Halls And Into The Workplace, Lucretia Cooney

Electronic Theses and Dissertations

The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be …

Encountering Stereotype Threat In The Workplace : How Lesbian, Gay, Bisexual, And Transgender Employees Meet The Challenge Of Negative Stereotyping., Gary M. Collins

Electronic Theses and Dissertations

Employee retention continues to be a major drain on the resources of organizations, especially in terms of personnel, productivity, and financial resources. One of the primary motivators of employee turnovers established by research is the issue of unfairness in the workplace. This study investigated the dimensions of unfairness related to being a lesbian, gay, bisexual, or transgender employee. Specifically, the issue of stereotype threat and its effect on job performance was explored. Using an on-line survey, members of LGBT labor union caucuses and LGBT employee resource groups were asked to complete a questionnaire that assessed demographic differences and responses to …

Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers, Gergana Markova

Electronic Theses and Dissertations

The purpose of this study was to recognize and explore the reactions of employees to a deviant coworker. Specifically, I focused on the potential positive effects for employees who are in the presence of a coworker perceived as deviant, dysfunctional, or negative. Consistent with a labeling perspective on deviance, I argued that an employee may become a deviant as a result of social construction, fostered either by observed norm violations or the perceived dissimilarity of this person. Drawing on diverse theories from social psychology and sociology, I hypothesized that in the presence of a deviant coworker, other employees may have …

Registered Nurses' Attitudes Toward The Protection Of Gays And Lesbians In The Workplace: An Examination Of Homophobia And Discriminatory Beliefs, Christopher Wright Blackwell

Electronic Theses and Dissertations

Discrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using the Attitudes Toward Lesbian and Gay Men (ATLG) Scale; the demographic questionnaire was infused with questions regarding a protective workplace policy. Using T-tests, one-way analysis of variance …

Employability Of Individuals With Varying Disabilities And Costs Of Needed Workplace Accommodations., Bram Cassidy Bevins

Electronic Theses and Dissertations

The present study examined the relationship between an individual's disability and needed workplace accommodations and employability. The participants for this study were businessmen and businesswomen in Southwestern Virginia who possessed the ability to hire employees. Results indicated that an individual with a physical disability was thought of as more employable and favorable than a nondisabled individual, a blind individual, and an obese individual. Results also indicated that a physically disabled individual would be hired before a blind individual and an obese individual when workplace accommodations were needed. One possible explanation for these findings is that it is desirable to hire …