Psychology Commons^™

"Me? Be A Coach?" A Grounded Theory Investigation Of Coach Identity Among Managers Who Coach, Sara Mary Cannon

Industrial-Organizational Psychology Dissertations

In the 21st century, organizational expectations of managers have shifted away from traditional command-and-control toward a model of facilitating employee development (Ibarra & Scoular, 2019). Modern managers are expected to be good coaches, even though the coaching discipline is growing faster than it can be regulated (Garvin, 2013; Sherman & Freas, 2004). This research investigated the lived experiences of managers who coach and their emergent concept of identity through the lens of manager as instrument. I utilized a constructivist grounded theory approach to generate insights about coach identity experiences of managers who coach. This perspective and methodology provided an opportunity …

Softening Resistance Toward Diversity Initiatives: The Role Of Mindfulness In Mitigating Emotional White Fragility, Vatia P. Caldwell

Industrial-Organizational Psychology Dissertations

When examining racial equity within organizations, a common theme is the failure of many organizations to address whiteness in their organizations (i.e., White supremacy, White privilege, White dominant culture). Decentering whiteness is key in racial equity work (Grimes, 2002). However, the process of decentering whiteness often results in backlash from Whites also known as White fragility (DiAngelo, 2011). This backlash impedes the organization from moving towards racial equity by upholding the racial status quo. The purpose of the current study is to further explore the role mindfulness plays in racial-equity work within organizations. Specifically, a mindfulness intervention was tested for …

Men And Women In Engineering: Professional Identity And Factors Influencing Workforce Retention, Caitlin Hawkinson Wasilewski

Industrial-Organizational Psychology Dissertations

The purpose of this investigation was to gain insight into professional identity and retention in the field of engineering, for both men and women, in an effort to mitigate the shortage of engineers in the United States. Although past efforts have predominantly focused on improving women’s retention since they represent a significant minority of this population, retention should be addressed in men as well, as both typically leave engineering within 10 years of entering the workforce (Frehill, 2012).

Professional identity and retention were evaluated with a mixed methods approach using archival data from a previous investigation on degreed engineers. Professional …