Organizational Behavior and Theory Commons^™

A Look At Contributing Factors That Affect Female Underrepresentation In Management, In The United States, Nushine W. Hosseini

FIU Electronic Theses and Dissertations

This study examines contributing factors that affect female underrepresentation in management, in the United States (U.S.), within the U.S. workforce. The primary variables of interest are intrinsic motivation, work life balance and organizational climate support, which have typically not been reviewed in depth, in prior research.

Using a framework of varied theoretical approaches, this research studies the relationship between the above-mentioned constructs and gender effect, as related to interest in career advancement opportunities and female leadership underrepresentation within organizations.

The results of this study further validate existing research and highlights the importance of establishing programs, geared towards shifting mindsets and …

Is Generational Diversity Good For Engagement? Generational Diversity's Moderation Of The Relationship Between An Employee's Perception Of Leadership Effectiveness And Their Own Engagement, Matthew J. Baumann

FIU Electronic Theses and Dissertations

This dissertation manuscript is rooted in the notion that an employee’s perception of their immediate supervisor’s leadership effectiveness, and the associated social exchange, are significant contributors to their engagement. Engagement, when consistently elevated, results in positive organizational outcomes. While perceived leadership effectiveness and engagement present a relatively intuitive connection, other less clearly defined factors might moderate this relationship. These factors include a myriad of supervisor and employee traits and behaviors, many of which represent levels and dimensions of diversity. Diversity, when misunderstood and subsequently over or underestimated, can result in unforeseen impact to organizational outcomes. One critical diversity construct is …

Hiring People With Disabilities From An Employer’S Perspective And Organizational Citizenship Behavior, Claude B. Kershner Iv

FIU Electronic Theses and Dissertations

When employers hire people with disabilities, collective behavioral change occurs within organizations. Specifically, attitudes towards people with disabilities improve through professional interventions and encourage organizational citizenship behavior. Previous studies have demonstrated the economic and client-focused impact of hiring people with disabilities — resulting in a tested model of competitive integrated employment. This study indicates that — when organizations employ best practices when integrating people with disabilities into the workplace — there is a performance-based behavioral change in non-disabled employees.

This study uses intergroup contact theory and social exchange theory to develop a model and a corresponding survey instrument that measures …

An Examination Of Job Resources And Self-Determination In Employees' Job Involvement, Hernan Morales

FIU Electronic Theses and Dissertations

As employees and organizations continually strive to do more with less, the employer must remain an active partner in understanding the nature of their employee’s job involvement for its competitive advantage. The main objective of this research is to evaluate the influence of several work characteristics and motivational forces on job involvement. The study used a quantitative methodology. The sample of the current study was composed of 214 subjects. The reliability and factor structure of the scales used were evaluated and validated. The main results showed that intrinsic and prosocial motivations significantly influenced individual job involvement. Moreover, the results show …

The Relationship Between Perceived Organizational Support, Perceived Career Mobility, Job Satisfaction, And Organizational Commitment On Job Performance, And Turnover Intentions, Everod A. Davis

FIU Electronic Theses and Dissertations

This research was intended to develop and test a model that examines the influence of perceived organizational support, perceived career mobility, job satisfaction, and affective organizational commitment on contextual job performance and turnover intentions. To do so, the study integrates three major theories to help explain the hypothesized relationships. For example, drawing on the concept of organizational equilibrium (March & Simon, 1958), which provides the foundational literature on turnover intentions, we use social exchange theory (Blau, 1964; Homans, 1961; Thibaut & Kelley, 1959) to explain the influence of perceived organizational support. Theories of human capital and economic opportunity are used …

Examining The Relationships Between Factors Of Employees’ Perceptions Of Knowledge Worker Productivity, Psychological Well-Being, And Performance, Walter Liu

FIU Electronic Theses and Dissertations

Peter Drucker, known as the “father of modern management”, suggested that the most valuable asset of a 21^st-century institution would be knowledge workers and their productivity. Since then, there has been a steady shift from manual work to knowledge work over the past several decades and with it, an interest in knowledge worker productivity. A 2013 study identified six factors with the highest association regarding the performance of knowledge workers. Drawing on insights of relational cohesion theory, social exchange theory, transactive memory systems theory, goal setting theory, social network theory, and Fredrickson’s (1998, 2001, 2004) broaden-and-build theory, the …

The Effect Of Socialization Practices And Onboarding On Newcomer Adjustment And Turnover Intention, Alex George Vilayil

FIU Electronic Theses and Dissertations

New employee (newcomer) turnover is a severe problem in many organizations and inevitably leads to both operational and financial concerns. The hospitality industry, in particular, faces this challenge and struggles with acquiring and retaining talent. Studies have suggested that many newcomers leave their job due to inadequate socialization efforts on the employer’s part. While several researchers have explored the relationship involving newcomer onboarding and turnover intention, the hospitality domain lacks research investigating the effect of socialization practices on turnover intention. This study attempts to fill this void by exploring the effectiveness of four different socialization practices on onboarding success and …

How Does Stakeholder Engagement And Social Capital Influence Project Performance Outcomes?, Jesus J. Arias

FIU Electronic Theses and Dissertations

Institutions achieve organizational objectives through the legitimization of projects, project organizational culture, and its project actors. These objectives can either mitigate against risk and/or create advantage or opportunities for the organization. This paper reveals how relationships between project actors such as project team members, project managers and project sponsors, influence project performance outcomes. Stakeholder engagement and social capital between project actors are crucial contributors to project performance outcomes as well as completing projects on time, on budget, and within scope. Research also indicates that organizations continue to fail to achieve project outcomes when not taking into consideration the importance of …

The Effect Of Cross-Functional Integration On Organizational Performance: A Look At Collaboration, Coordination, And Communication, Loraine A. Jackson

FIU Electronic Theses and Dissertations

Cross-functional integration (CFI) in organizations involves a sequence of integrated tasks and activities across multiple departments and units. Modern organizations are hierarchical and have separated functional departments. This may lead to limited reciprocal communication and poor coordination. Work is often divided, categorized, and poses a challenge for CFI personnel to be practical. This challenge continues as technology and organizational structures change.

This study is to investigate the effect of CFI on organization performance. The study also looked at CFI from a triadic level of analysis, a broader perspective involving several functional units and processes within the organization. Specifically, this study …

Examining The Effects Of Lmx Differentiation And Leaders' Relationships With Key Members On Teams: A Social Networks Approach, Chen Wang

FIU Electronic Theses and Dissertations

A key assumption in the leader-member exchange (LMX) literature is that leaders struggle with developing and maintaining high-quality exchange relationships with all of their members. As a natural consequence, leaders typically develop high-quality relationships with a select few of their followers while maintaining formal and distant relationships with others. Such differentiated relationships in teams may have negative consequences, and this dissertation examines how LMX differentiation impacts team performance by creating task and relationship conflict. Furthermore, this dissertation advances theory on LMX differentiation by arguing that not all kinds of differentiation are the same. Specifically, drawing from the literature on social …

Toward A Better Understanding Of The Roles Of Social Exchanges And Psychological Safety On Followers' Change-Oriented Behaviors, Cynthia Saldanha Halliday

FIU Electronic Theses and Dissertations

Organizational change and innovation are critical for business survival and more likely to occur when employees engage in change-oriented behaviors. Previous studies have examined the direct effects of workplace social exchanges on employees’ change-oriented behaviors; however, less attention has been given to the combined effects of these exchanges and the mechanisms by which these relationships occur. In this study, I look at the combined effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors via psychological safety. In addition, based on the understanding that psychological safety is not always present in the …

A Change In Engagement: The Relationship Between Employee Engagement And Generational Differences, Markease L. Doe, Vinus Fong, Yvena Muselaire

South Florida Education Research Conference

Employee engagement changes generationally. This literature review explores employee engagement and shared life experiences that define the characteristics of each generation; shaping generational perception on employee engagement and how each generation actually engages at work. Resultantly, generational differences, characteristics, and shared life experiences make salient how employee engagement changes.

Relevance Is In The Eye Of The Beholder: Design Principles For The Extraction Of Context-Aware Information, Arturo Castellanos

FIU Electronic Theses and Dissertations

Since the1970s many approaches of representing domains have been suggested. Each approach maintains the assumption that the information about the objects represented in the Information System (IS) is specified and verified by domain experts and potential users. Yet, as more IS are developed to support a larger diversity of users such as customers, suppliers, and members of the general public (such as many multi-user online systems), analysts can no longer rely on a stable single group of people for complete specification of domains –to the extent that prior research has questioned the efficacy of conceptual modeling in these heterogeneous settings. …

Authentic Servant-Leadership Exemplified By Early Childhood Educator David Lawrence Jr.: A Case Study, Blanca Correa-Cespedes

FIU Electronic Theses and Dissertations

Advocacy and leadership style are essential concepts in education. This qualitative case study was undertaken to demonstrate how Robert K. Greenleaf’s servant-leadership framework could be a useful framework to adopt by educational leaders and child advocates. Servant-leadership identifies the needs of others as a primary goal of leadership. The study contributes to understanding the value of exemplary servant-leadership and advocacy in public education as demonstrated by David Lawrence Jr. The researcher addressed questions regarding how Lawrence embodies servant-leadership traits and explored how a servant-leader has been positively influencing early childhood public educational policy in Florida to benefit all children.

There …

A Cultural Analysis Of Employees' Work Values And Their Consequences For Work-Related Outcomes: The Case Of China, Jun Yang

FIU Electronic Theses and Dissertations

To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-related attitudes and behaviors.

The overarching aim of this dissertation is …

Emotional Intelligence And Leadership In Organization: A Meta-Analytic Test Of Process Mechanisms, Daniel S. Whitman

FIU Electronic Theses and Dissertations

The present study – employing psychometric meta-analysis of 92 independent studies with sample sizes ranging from 26 to 322 leaders – examined the relationship between EI and leadership effectiveness. Overall, the results supported a linkage between leader EI and effectiveness that was moderate in nature (ρ = .25). In addition, the positive manifold of the effect sizes presented in this study, ranging from .10 to .44, indicate that emotional intelligence has meaningful relations with myriad leadership outcomes including effectiveness, transformational leadership, LMX, follower job satisfaction, and others. Furthermore, this paper examined potential process mechanisms that may account for the EI-leadership …

Impact Of Substance Abuse: Human Resource Strategies For The Hospitality Industry, Patricia J. Silfies, Frederick J. Demicco

Hospitality Review

No hospitality organizations are immune from the negative effects of substance abuse in the workplace. Ownters and managers must confront the problem head on and, in order to accomplish this, they must be in possession of the facts regarding the problem, and regarding options for dealing with the problem in the most appropriate manner for their individual organizations. The authors include an assessment of this problem as well as a summary review of procedures for positive management of a potentially negative situation.