Understanding Employees’ Reactions To Sexual Harassment Training: Interactional Disruptions, Identity Threats, And Negative Training Outcomes,
2016
University of Arkansas, Fayetteville
Understanding Employees’ Reactions To Sexual Harassment Training: Interactional Disruptions, Identity Threats, And Negative Training Outcomes, Shannon L. Rawski
Graduate Theses and Dissertations
Sexual harassment training is a common organizational activity. Yet, we do not have very much knowledge about why sexual harassment training is effective or ineffective. There is evidence that employees often react negatively toward sexual harassment training, and these negative reactions may help explain inconsistent findings regarding whether sexual harassment training improves employees’ knowledge, attitudes, and transfer of training to the job context. This dissertation draws from Social interactionism and identity theory to suggest that employees may experience threats to their valued identities at the announcement of sexual harassment training and during the administration of sexual harassment training. Interactional characteristics, …
The Regret Elements Scale: Distinguishing The Emotional And Cognitive Components Of Regret,
2016
Central Washington University
The Regret Elements Scale: Distinguishing The Emotional And Cognitive Components Of Regret, Joshua Buchanan, Amy Summerville, Jennifer Lehmann, Jochen Reb
Research Collection Lee Kong Chian School Of Business
Regret is one of the most common emotions, but researchers generally measure it in an ad-hoc, unvalidated fashion. Three studies outline the construction and validation of the Regret Elements Scale (RES), which distinguishes between an affective component of regret, associated with maladaptive affective outcomes, and a cognitive component of regret, associated with functional preparatory outcomes. The present research demonstrates the RES’s relationship with distress (Study 1), appraisals of emotions (Study 2), and existing measures of regret (Study 3). We further demonstrate the RES’s ability to differentiate regret from other negative emotions (Study 2) and related traits (Study 3). The scale …
The Regret Elements Scale: Distinguishing The Emotional And Cognitive Components Of Regret,
2016
Singapore Management University
The Regret Elements Scale: Distinguishing The Emotional And Cognitive Components Of Regret, J. Buchanan, A. Summerville, J. Lehmann, Jochen Reb
Research Collection Lee Kong Chian School Of Business
Regret is one of the most common emotions, but researchers generally measure it in an ad-hoc, unvalidated fashion. Three\302\240studies outline the construction and validation of the Regret Elements Scale (RES), which distinguishes between an affective\302\240component of regret, associated with maladaptive affective outcomes, and a cognitive component of regret, associated with\302\240functional preparatory outcomes. The present research demonstrates the RES's relationship with distress (Study 1), appraisals\302\240of emotions (Study 2), and existing measures of regret (Study 3). We further demonstrate the RES's ability to differentiate\302\240regret from other negative emotions (Study 2) and related traits (Study 3). The scale provides both a new theoretical …
Implementation Of A Nursing Workload Tool To Reduce Nurse Burnout,
2016
Valparaiso University
Implementation Of A Nursing Workload Tool To Reduce Nurse Burnout, Nicole K. Greives
Evidence-Based Practice Project Reports
Nursing burnout and workload is a complicated issue with far-reaching effects. Nursing burnout and inappropriate nursing workload have been linked to increased risk of urinary tract infection, respiratory infections, decreased patient satisfaction, decreased quality and safety of care, and increased mortality. The purpose of the project was to decrease nursing burnout on a Medical Progressive Care Unit (MPCU) by moving patients with high workloads and medical instability to a higher level of care. Within this project, Rosabeth Kanter’s Theory of Structural Power was used for the theoretical framework, and the Stetler Model guided the implementation. The intervention consisted of a …
Increasing Job Satisfaction And Organizational Commitment In The Millennial Workforce,
2016
Liberty University
Increasing Job Satisfaction And Organizational Commitment In The Millennial Workforce, Courtney A. Tschantz
Senior Honors Theses
Members of the Millennial Generation have higher rates of turnover compared to other generations. This can represent significant costs to organizations, and therefore is important to minimize. Job satisfaction has been shown to increase motivation and productivity as well as decrease turnover, and can be maximized by adjusting economic factors, fostering interpersonal relationships, and adjusting activities, tasks, and work conditions to the personality of the worker. All three types of organizational commitment (affective, normative, and continuance) also decrease turnover rates. Both job satisfaction and organizational commitment depend on a worker’s personality, needs, and expectations, which are influenced by the generation …
An Exploratory Study Of Factors Eliciting Va Employee No-Show Behavior In Veterans Affairs Employee Development Courses,
2016
University of South Florida
An Exploratory Study Of Factors Eliciting Va Employee No-Show Behavior In Veterans Affairs Employee Development Courses, Kenyon Tillotson
USF Tampa Graduate Theses and Dissertations
Recognizing the need for companies and organizations to retain employees, one of the topics given very little attention in the research is non-attendance in face-to-face training. This study presents findings from the analysis of archival data from a 2013 employee education survey. Exploratory factor analyses were conducted on two sets of data exploring barriers to participation in employee-development education classes. Extrinsic factors were identified as ‘more important things take priority’ and ‘circumstances beyond the employee’s control’. Intrinsic factors were identified as ‘personal motivation challenges’. These factors emerged as potential reasons for non-participation or no-show behavior in employee education courses. Possible …
12. Ethics And Leadership,
2016
Illinois Math and Science Academy
12. Ethics And Leadership, Illinois Mathematics And Science Academy
CORE
In this module, students consider various ethical codes relevant in a position of leadership. By the end of the module, students will be able to differentiate between ethics and morals, examine how ethics and morals play a role in the decision making process, reframe their preconceptions of ethical decisions, and compare ethical and unethical paths to reach a certain goal. This module examines case studies of different ethical scenarios that challenge students to discuss different perspectives and develop their own opinions. Ethical and unethical leaders are also examined through historical and contemporary examples. Specifically, students look at the reasons behind …
06. Leadership In Social Movements,
2016
Illinois Math and Science Academy
06. Leadership In Social Movements, Illinois Mathematics And Science Academy
CORE
This module, connecting leadership and social movements, teaches students the importance and impact of social movements in different scenarios. Looking at different case studies and going through a simulation of a social movement fosters the students' understanding of how a social movement works and grows. This module also introduces social movements as a way to ignite change and inspires students to look differently at the world around them.
11. Gender And Leadership,
2016
Illinois Math and Science Academy
11. Gender And Leadership, Illinois Mathematics And Science Academy
CORE
The purpose of the Gender & Leadership module is for students to develop an understanding of the role gender plays in contemporary society and the relationship between gender and leadership. The objectives of this module are for students to be able to to define gender vernacular and differentiate between terms, dissect how gender roles were constructed, and identify the role of gender biases in leadership. To meet these objectives, case studies concerning the traditional feminine and masculine leadership roles are conducted to make students aware of their subconscious gender biases. Additionally, the terms sex, gender, gender expression, and gender fluidity …
Web Statistics For 2015 Reflect A Truly International Journal Once Again,
2016
Western New England University
Web Statistics For 2015 Reflect A Truly International Journal Once Again, William P. Ferris
Organization Management Journal
No abstract provided.
Enhancing Teacher Credibility: What We Can Learn From The Justice And
Leadership Literature,
2016
Coastal Carolina University
Enhancing Teacher Credibility: What We Can Learn From The Justice And Leadership Literature, Barbara A. Ritter, Patricia R. Hedberg, Kim Gower
Organization Management Journal
Enhanced perceptions of instructor credibility are related to positive outcomes in the classroom, including participation and learning (Chory, 2007; Frymier & Thompson, 1992; McCroskey & Teven, 1999; Myers, 2004; Teven & McCroskey, 1997). We contend that student perceptions of instructor credibility can be directly impacted by applying management research to classroom practices. In other words, actionable management research is useful in the classroom not just to share with students because it may make them better managers, but also to improve teaching practices and related outcomes. The present article explores this tenet, first discussing why we believe applied research findings can …
Research Of Note: Book Review The Problem Of Production, By Per L. Bylund,
2016
University of Mississippi
Research Of Note: Book Review The Problem Of Production, By Per L. Bylund, Erik Markin, Vishal Gupta
Organization Management Journal
No abstract provided.
Reflexive And Selective Competitive Behaviors—Inertia, Imitation, And Interfirm
Rivalry,
2016
Indiana University
Reflexive And Selective Competitive Behaviors—Inertia, Imitation, And Interfirm Rivalry, Daniel Lanier Major, Patrick G. Maggitti, Ken G. Smith, Curtis M. Grimm, Pamela J. Derfus
Organization Management Journal
Competitive dynamics research has established the important impact that the level of firm competitive activity has on rival response and firm performance. Less understood, however, are inputs that influence firm activity, specifically, the extent to which firms reflexively repeat prior activity versus selectively taking actions. Drawing from the awareness–motivation–capability framework, we develop and test theory that firm decision makers are not only predisposed to behave reflexively, but are also influenced by contextual factors, suggesting cognitive selection. Utilizing a longitudinal sample of marketing activity of 58 firms and 2,164 firm–rival dyads in 11 industries, we find that firms undertake both reflexive …
Research Of Note: Book Review Rise Of The Robots: Technology And The Threat Of A Jobless Future, By Martin Ford,
2016
Mary Baldwin College
Research Of Note: Book Review Rise Of The Robots: Technology And The Threat Of A Jobless Future, By Martin Ford, Joanne L. Tritsch
Organization Management Journal
No abstract provided.
Revealing Gender Bias: An Experiential Exercise,
2016
San Jose State University
Revealing Gender Bias: An Experiential Exercise, Linda M. Dunn-Jensen, Scott Jensen, Mikelle A. Calhoun, Katherine C. Ryan
Organization Management Journal
Stereotyping and biases continue to be a problem in many facets of society. Understanding how biases may affect recruitment and retention of employees has become a priority issue for companies, not only from an image perspective but also from a firm performance perspective, since both research and industry experience have shown that diverse teams generate better results. The need to address these issues, particularly with students who will become leaders in organizations, remains a priority in business education. In this article, we present an experiential activity that management instructors can use to help students understand and appreciate the reality and …
A Brief Reflection On Those Who Have Made A Difference,
2016
SUNY New Paltz
A Brief Reflection On Those Who Have Made A Difference, Kristin Backhaus
Organization Management Journal
No abstract provided.
Leader/Teacher Credibility And Bias In The Classroom And Workplace,
2016
Hartwick College
Leader/Teacher Credibility And Bias In The Classroom And Workplace, Theodore D. Peters, Catherine C. Giapponi
Organization Management Journal
No abstract provided.
When And How Will Market Competitors Keep Or Change Strategy?,
2016
Virginia Commonwealth University
When And How Will Market Competitors Keep Or Change Strategy?, Randall G. Sleeth
Organization Management Journal
No abstract provided.
Ua41 University College Connection,
2016
Western Kentucky University
Ua41 University College Connection, Dennis K. George, Dean, Wendi Kelley, University College
UC Publications
No abstract provided.
The Perception Of Knowledge Management System Implementation To Employee Performance Is Measured With Balanced Scorecard At Pt Vale Indonesia Tbk,
2016
Western Kentucky University
The Perception Of Knowledge Management System Implementation To Employee Performance Is Measured With Balanced Scorecard At Pt Vale Indonesia Tbk, Yeni Febriyani
Masters Theses & Specialist Projects
Knowledge Management System (KMS) is a necessary concept as knowledge possessed by each individual employee is an intellectual property asset that will provide benefits for any organization. In a company, in terms of KMS, employees’ performance holds an important role in helping run the business of the company becoming sustainable and successful. Therefore, the measurement of employees’ performance based on a balanced scorecard is needed to understand the current business situation. This research helped focus on the perception between the KMS and employee’s performance based on a balanced scorecard (BSC) regarding a financial perspective, customer perspective, internal business process perspective, …
